VR is cost effective due to scalability, inexpensive equipment to simulate location, objects and even trainers. It’s simply more effective due to its interactivity and complete immersion.
Enterprise students who use VR remember 75% of what they are taught while traditional methods assist with retaining just 10% of information.
1. Conducting Training Need Analysis (TNA)
Whether its VR or not, identifying the gap between employee training and needs of training is the first and the most crucial step before launching any educational activity.
The most commonly used approach to identify the training needs in an organization are McGhee and Thayer's Three-Level Analysis. This model provides a systematic means of conducting a TNA at three levels: organisational, operational and individual.
Make sure the goal of the training is aligned with organisational goals. Asking questions like where is training most needed and why is the training program recommended as a solution to an existing problem would also help to catch the right wind.
At the operational level you need to determine what kind of training needs to be given to employees and what skills are required from them.
At the individual level, where you identify the knowledge, skills, and abilities that each employee is required to focus on.
2. Combining Best Proven Methods In Your VR Training
Demonstrations, tests, recitation, quizzes, role- playing, participation control, simulation - having so many traditional techniques and methods may sound impressive unless you are a person responsible for bringing them to life. Nevertheless, some companies learned how to take the most out of these methods and make them part of VR training scenario.
Demonstration and simulation are the ones always used by default, as these are the clearest and most obvious applications of VR.
American Airlines combined the simulation method along with tests, practice and participation control: new employees could explore the aircraft, open and close the cabin door, while being monitored by their inspectors from the control centre and given real time feedback.
Before settling with specific training techniques, it’s crucial to get answers to these three questions:
What are your training goals for this session? Is it new skills or improving existing skills?
Who are you going to train? Will the training be presented to new employees or may be top management?
What is your training budget and schedule?
3. Using SMART Measuring Techniques And Scaling
Once you determined the need for VR training and the methods to use, it’s time to get to desert: measuring and scaling justifies all the previous work and leaves you with pleasant aftertaste.
Good example of measuring reactions is a VR training performed by Lowe’s, the home improvement retailer. Employees reported 24% higher satisfaction, 127% increase in confidence and 76% lower level of hesitation versus traditional employee training methods used within Lowe’s”.