BPN Feed

Our VR offers 10x efficiency improvement vs. in-person simulation and 250% learner performance improvement over eLearning.

Across all training courses, my guess is 75% of them can continue to be done on Learning Management System platforms. For example, the annual state required coursework doesn’t need a VR simulation. The remaining 25% are face-to-face simulations. Of that 25%, maybe 80% (or about 15-20% of total) could potentially be done using HVR.

In general, nurses tend to be more visual learners. They like to touch and feel. And more and more nurses are millennials that want to be involved and connected. Millennial nurses would love using HVR.

One of the biggest challenges as a manager is finding the time for a nurse to complete the competency coursework. A nurse already has a jam packed schedule in their 12 hour shifts. They often receive additional paid time coming in on their days off to fulfill the requirements. Training is performed via online learning as well as face to face simulations, which are essential from a skills development perspective. A nurse can read as much as possible but once they come face to face with a high pressure, life threatening situation, the health system needs to have comfort in knowing they understand the algorithmic approach to handling those events.

The country’s largest private employer is using a VR skills assessment as part of the selection process to find new middle managers, watching how workers respond in virtual reality to an angry shopper, a messy aisle or an underperforming worker. VR training is becoming more common in a variety of industries to educate a large number of workers quickly or assess the technical ability of high-skilled workers like electricians or pilots. But Walmart’s use of the technology to gauge a worker’s strengths, weaknesses and potential is significant because it pushes VR evaluation out to a massive hourly workforce and in some cases helps determine who gets raises and who gets demoted.