Attract skills, detect talents, form by promoting skills, perpetuate hiring are the main challenges of supply chain HR.
In this period of deconfinement other issues have emerged. Remobilize staff and reassure them about their safety at work.
Promote employee skills
Serge's story helps to understand why I invested in immersive training, whether in 3D, virtual reality or 360 video.
Serge is 51 years old, Team Leader in a large European company. He is recognized by his teams and managers as knowledgeable and “expert” in his field.
That Thursday, Serge came to take a skills certification in my training organization. This certification is a new requirement from his company's customers.
Serge is sent by his company to take this exam. “A formality” his Manager assured him, “when you have more than 30 years of field experience like you”. In fact, we do not offer him any special training or education. From a so-called formality, Serge experiences an ordeal. It is eliminated by the examiners at the first stage.
The consequences are a failure in terms of professional and human development.
Serge then approaches me and tells me the following thought: “30 years in the business, today I am no longer competent, what am I going to tell my guys? »
It is also a failure in terms of the valorization of key resources. The impact on business performance is undeniable.
Our employees are faced with an obligation to increase their skills in a context of accelerated transformation of professions. More than ever, an adapted and optimized training course is an asset for the development, evolution and even survival of businesses.
Obviously, Serge is competent but the training to validate his skills and teach him new knowledge is not adapted to his learning method and perhaps even to his level and mode of understanding.
A company cannot deprive itself of skills simply by not knowing how to deliver adapted training, appropriate to the profile of an employee, of a learner.
AI at the heart of VR: (Re)Learning to learn
COME IN-VR develops immersive training solutions in virtual reality in particular. Our desire is to design intelligent simulators and immersive. The simulation must make it possible to understand the learning path of each employee in order to determine a profile. Individualizing training is a challenge that virtual reality addresses.
Immersion training, virtual reality must be based on the foundations of cognitive pedagogy. It is about offering each employee the power to learn to learn without him even realizing the effort made. If I dared, the learner would be like our dear Mr. Jourdain who wrote prose without knowing it.
By creating COME IN-VR, I invested in the promotion of all skills, whether hard skills or soft skills.
Today all companies are aware that the major challenge to remain competitive is to promote and enhance the development of skills of each employee.
We are faced with major problems but which are also fantastic opportunities.
The generations currently employed have access to all information via the internet. They therefore do not feel the need to learn. They also struggle a lot to stay focused on a task. A latest study specifies that the average concentration time is around 8 seconds (a goldfish is 6s).
They have difficulty perceiving the company as a place where we can flourish. They don't know a lot of jobs.
And yet they are able to spend an average of 1 hour 53 minutes on a video game, proof that the ability to concentrate depends on the interest they have in the subject. Or rather it depends on our ability to captivate them.
Virtual Reality for learning by doing
At Come In-VR, we often quote EINSTEIN: “ Knowledge is acquired through experience, everything else is just information ".
American Researchers demonstrated in the 90s that Learning is distributed as follows:
- 10% through traditional training (face-to-face or distance learning)
- 20% through exchanges with peers
- 70% informally through experience and practice.
Each educational exercise that we have created in immersion is called an “experience”. The learner immersed in a virtual world similar to reality becomes an actor. He makes gestures in the first person. It is no longer a question, like the Surgeons, of watching your mentor for hours but it is a question of doing it yourself.
In VR all errors are possible. We can “take risks without risk.”
We will therefore influence to move towards behavior, reflexes, while constantly measuring performance.
Virtual Reality: hard skills and soft skills
According to our regulations an employer does not have much room for maneuver to influence interpersonal skills. Two moments are propitious for this. This is about recruitment and training. We then talk about behavioral skills. THE WORLD ECONOMIC FORUM has identified 15, we can find in particular:
- Problem solving
- Trust
- Emotional intelligence
- Creativity
- Vision and visualization
- The sense of the collective
VR allows you to work on both hard skills and soft skills
We will finally be able to profile the Learner
We immediately identify its weaknesses and strengths. It thus allows the Trainer to adapt his speech and his pedagogy to each trainee.
VR allows for total immersion. In a physical and sensory way, VR allows you to feel shocks and falls on the body.
When a trainee is driving a forklift on an FL1 simulator if he overturns his forklift, or if he hits the truck while loading it, we see him moving very hard in his seat. We therefore use other learning channels than sight and hearing. We appeal to feeling and emotion. Knowledge is thus anchored in memory in a lasting manner.
Technology at the service of HR
For a VR simulation, we completely draw the environment and create scenarios to evolve within this environment. Everything is therefore possible and above all, everything is measurable. Every action is recorded. We can evaluate the Learner endlessly.
The advantage of a simulator is that it allows measurement without the learner feeling evaluated. We therefore have a realistic measurement, free from any state of stress linked to the evaluation itself.
A study by ACCENTURE in 2018 (Immersive learning for the future workforce) demonstrates, by comparing traditional video and VR, that by immersing a trainee in a virtual world reproducing a reality of the workstation, they retained knowledge 40 % more quickly and it is acquired at 80%. In other words, he learns more things in training and he will apply them on returning to his workstation in a lasting way.
So the tool itself, through its immersive qualities, acts on behavior in a lasting way.
The learner feels the stress first and the level of concentration needed to successfully complete the task. But he also feels shocks, cart overturns, etc.
He learns by himself, through his own experience.
The other interest is repeatability. You can make a mistake 1000 times and start again until you get it right. We are in exactly the same spirit as airplane pilot training. Learn to detect and manage degraded situations.
But it also allows for repeatability of training. Replicate a training method for all employees of a company or group regardless of the number of sites.
The challenges of the Supply Chain: attractiveness and sustainability
Since 2017, we have been witnessing the advent of VR (Virtual Reality). Firstly because the technology is ready to be used by the general public. Then, the cost of equipment fell, which now allows prices to generate excellent ROI.
39 % of handling workers in logistics have less than one year of seniority. A sign of high turnover and difficulty retaining recruits in which the company has invested.
Immersion training and the use of current tools such as virtual reality, 3D or 360° video contribute to creating attractiveness for a sector. Attract from a very young age, in third grade for example, to detect skills and make them the basis of solid recruitment. The employee will then be able to build their career and train in line with the company's employment and skills management strategy.
Learn more: www.come-in-vr.com
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