HR learning: 04 Sep, 2017

1.

Virtual reality simplifies logistics training for Audi employees

The training can now be accomplished anywhere, and saves valuable space, time and money. 

Audi has just innovated training for its logistics employees, fitting the futuristic training centre in a suitcase.  Instead of bulky containers and packaging material, which take up space, a computer, a pair of virtual reality glasses, and two controllers are all that is required for the new interactive learning programme for Audi packing logistics.
The programme makes it fun for employees to learn the packing process for completely knocked down or CKD logistics. The exercises are designed like a video game and the equipment is quick and easy to set up anywhere.
When employees put on the VR glasses, they see a realistic and true-to-life simulation of their work station in Hall L of the Ingolstadt Logistics Centre. With that, they hold a controller in each hand that is also used for video games. They use it to grasp and move the virtual images of their work equipment, such as containers or components.

2.

Staying relevant in the digital world

In the evolving business landscape underpinned by disruptive innovation, how can one stay professionally relevant?

There was a time when graduating from a reputable academic institution meant a warm welcome to a safe professional journey with a steady climb up the corporate ladder and a respectable retirement from a grateful organization. However, as analog initiatives have increasingly yielded to digital pursuits, business lifecycles have become increasingly susceptible to ‘disruptive’ technologies and ‘seemingly secure’ careers are wavering under the ‘relevancy’ scrutiny. Gaining a degree is no longer considered ‘essential’ for success in an era where ‘abandonment’ has become ‘fashionable’ due to the ‘glaring’ achievements of ‘dropouts’, who continue to receive ‘rock star’ status in the startup world. This is being reinforced by the huge influx of MOOCs (Massive Open Online Courses) and core emphasis on specific skills, rather than, broad educational credentials.

3.

Here's the framework for designing a gamified learning program

Identify technology topologies.

Learning & Development is no longer about the learning hours that employees go through but it is about the business impact associated with it.  Within this context, one of the major challenges that organization face is to do with building capability, not only to tackle the challenges of today but also to prepare employees for the future. This is further complicated by the fact that most companies are dealing with the multi-generational workforce.

Immersive gamification can bring learners of multiple generations to collaborate, motivate each other and learn from real world application. When Rewards are coupled with learning, it creates a sense of excitement to achieve objectives and creates a sense of accomplishment. Gamification is proving to be an effective approach so much so that a new report predicts that globally the gamification of education market will explode to $1.2 billion in 2020 from just about $93 million in 2015.

In a series of roundtables, People Matters in partnership with Pluralsight explored some of the key trends, challenges, and opportunities using technology. In a session on designing the framework for a gamified learning program, Capt. Shantanu Chakravorty, Global Head of Digital Design and Gamification at Cognizant Academy spoke about the approach gamification to make it a holistic approach to developing gamified and pervasive learning program. He noted that one of the distinctive features about gamification which differs it from the game is that game has an end but gamification is continuous and a journey in itself. Here is a blueprint for developing a gamified learning program.

1.      Identify Technology Topologies 

2.      Identify Behavioral Parameters

3.      Map your learning strategy to layers of gamification

4.      Ensure Network & Collaboration 

5.   Track learners’ sentiment