Continuing the VR training examples in yesterday’s post, here are five more companies currently leading the way in virtual reality (VR) training.
Virtual reality (VR) training has become increasingly popular as companies in a variety of industries—from law enforcement to parcel delivery— recognize the cost and safety benefits of using VR to simulate real-world situations for not-ready-for-prime-time trainees. Home improvement and appliance powerhouse Lowe’s has just recently begun using VR to train employees.
Virtual reality (VR) is no longer a tool used only in the gaming world or entertainment sector. It’s an innovative tool with the capacity to mitigate safety risks and save lives, especially in the healthcare industry. Here’s how the healthcare sector is benefiting from using VR training, for healthcare professionals and their patients alike.
The virtual reality (VR) market is anticipated to be worth more than $40 billion by 2020, according to Statista. And VR headsets will have a lot of applications and uses as various organizations in different industries acquire them due to their continuous dwindling costs. As they grow in popularity, VR headsets will be used for […]
Teachers standing in front of their first class of the semester. Nurses moving to a new department and interacting with the initial patient. Firefighters learning to use new equipment. These are just a few examples of the potentially stressful situations that employees—new and seasoned—may face on the job.
Yesterday we covered some examples of how a retailer (Walmart) and restaurant (KFC) are using virtual reality training (VR) to engage employees in real-world experiences in new and novel ways. Here we take a look at how some other organizations: UPS and law enforcement are leveraging virtual reality in innovative ways.
Imagine providing an opportunity for employees to take part in “real-world” training virtually. It’s not the stuff of imagination any more. Through 360-degree video organizations can provide an immersive experience for employees to participate in training in settings that might otherwise have been cost prohibitive or not even possible.
You terminate an injured employee for reasons unrelated to their injury. But if you assume the discharge ends your obligation to provide the employee with vocational rehabilitation services, you could be in for a costly surprise.