In-House vs. Outsourced Learning and Development: Everything You Need To Know

Over the next decade, L&D will be the most important and innovative department for the most profitable organizations. It’s proven that organizations with an innovative culture of learning perform higher, attract more talented employees, and have higher levels of customer satisfaction.

With its increased importance, L&D is becoming more and more central to an organization’s culture and success. Should you outsource your L&D program, or create a program in-house?

In this article, we’ll identify the importance of L&D, pros and cons of in-house vs. outsourced L&D, and explore how developing a L&D program with Roundtable works. 


Why is L&D Important?

L&D is important because it aligns employee goals and performance with that of the organization. L&D is essential for the following reasons:

  • Defines an organization’s identity, operations, and long-term goals.
  • Helps retain and re-skill the existing workforce, leading to higher employee retention rates and a competitive advantage.
  • Reduces costs and time associated with hiring new employees.
  • Creates a workforce that strives to apply the skills they’ve learned and excel in their position. 

The fundamental way for employees to achieve goals is through L&D opportunities. Learning should be a continuous event that the entire organization is a part of. Organizations that upskill employees and take L&D seriously are more competitive, agile, and create higher performing employees. 


What is In-House L&D?

Developing L&D in-house means that an organization designs L&D programs with its own resources and internal team. Organizations who develop internal training programs typically have an in-house team or hire employees specifically for developmental roles.

Common positions for in-house L&D teams are Project Managers, Instructional Designers, Visual Designers, and Courseware Developers. Each position has its own unique set of responsibilities for planning and initiating the L&D program. For example, Instructional Designers are experts in both education and technology that develop curriculum and learning programs, while Project Managers keep programs on task, under budget, and within scope. 

Increased Demand for In-House L&D Experts

The demand for internal L&D experts is projected to expand as organizations develop and introduce new technologies into their training programs. The job outlook for internal L&D professionals is expected to grow 9% from 2019 to 2029, which is an additional 28,200 positions.

Over the next decade, L&D specialists will be tasked with modifying in-house training methods to better appeal to a new generation of workers whom technology is a part of daily life. Access to technical expertise in-house is becoming more and more in demand and valuable for organizations unable to outsource.  

Read More: Training Your Remote Workforce: 5 Tips For Success

In-House L&D Benefits

  • More Control Over The Development Process — In-house L&D involves developers who have a solid understanding of organizational needs. An in-house L&D team includes more long-term employees interested in the final program outcome.
  • Update Content Conveniently — Changes and updates to L&D content can be made faster and easier with an in-house L&D team. Solutions are generated more efficiently because developers know the challenges the organization is facing first-hand. 
  • Manage Costs More Effectively — L&D performed in-house can often be more cost effective if it’s already incorporated into the organization’s budget. 
  • Confidentiality — In-house development avoids sharing confidential data to an external company. 

Disadvantages of In-House L&D

  • High Cost — Although some experts believe in-house L&D is cheaper, others find it to be more costly. For organizations without an in-house L&D team, hiring a development team can be expensive. The in-house team will need proper software tools, authoring tools, audio and video editing tools, and more. These tools and the licensing costs that come with them can be expensive.
  • Time — In-house L&D takes planning, effort, and time to form and train a team. Some organizations can’t afford to dedicate their time to in-house L&D efforts.


What is Outsourced L&D?

Outsourcing L&D efforts means that an organization collaborates with an outside partner to create a L&D program. Outsourcing is common for organizations that don’t have an in-house L&D team and are lacking in skills needed to develop a L&D program.

Outsourced L&D programs can be produced in a variety of modalities, including virtual instructor-led training (VILT), eLearning, or a blended approach. Outsourcing often provides more options for organizations interested in emerging technology solutions. Immersive learning modalities, like augmented reality (AR) and virtual reality (VR), typically aren’t readily available for in-house teams to work with. 

How To Find A Trusted Partner

A common disadvantage to outsourced L&D is that there can be a disconnect between the organization and the vendor. To overcome this hurdle, it’s important to comprehensively research and understand your outsourced L&D partner. 

You can ensure that your learning partner is trustworthy by:

  • Examining their portfolio
  • Asking pricing questions upfront
  • Researching case studies
  • Finding reviews and ratings

Finding the best outsourcing partner can be a hassle, but by exploring the areas listed above, you can find the best development partner for you. A potential partner should be able to help you think through every detail of your L&D plan and point out other helpful strategies. 

Benefits of Outsourcing L&D

  • Access to Experts — Outsourcing L&D efforts grants access to specialized experts who have a strong background in training, instructional design, authoring tools, and more. These experts know the trends and can advise organizations on how they’d fit within training requirements.
  • No Long-Term Commitment — Outsourced L&D brings in an expert on a project-to-project basis, therefore avoiding any long-term commitment with a development team. 
  • Faster Turnaround Time for Development — Depending on your partner, outsourced L&D can have a faster turnaround time and quicker development compared to in-house development.

Cons of L&D Outsourcing

  • Greater Time Commitment — The major disadvantage of outsourcing L&D is that it involves taking time to onboard a new partner and get them to work on projects that align with the organization’s mission. Organizations have to dedicate more time to teaching an external team.
  • Disconnect with Developers — Less collaboration, more physical distance, and time zone differences are major drawbacks to outsourced L&D. Unless it’s a regional partner, some outsourcing partners can be across the country or even the globe. 


What Does A Roundtable Partnership Look Like?

Outsourcing L&D programs can be a tricky process. If you outsource your L&D program, you have many options for finding a partner. 

Each organization develops L&D programs differently. Specifically at Roundtable, we take several steps to ensure a collaborative partnership that delivers measurable results. A partnership with Roundtable looks like this:

  • Quick Start — This initial step helps your organization centralize its L&D needs. By filling out this form, you can determine topics you’d like to cover, modalities you’re interested in utilizing, your budget range, and project timeline. 
  • Consultation — After contacting us, Roundtable will schedule a consultation. This step involves learning and technology experts, including Project Managers, Instructional Designers, and Developers. This step identifies your organization’s L&D interests and explores modalities you may be interested in utilizing over a phone or video call.
  • Conduct a Training Needs Analysis — The next step in partnering with Roundtable is to execute a Training Needs Analysis. This step determines your organization’s training needs related to a particular skill or process by pinpointing training deficiencies and generating potential solutions.
  • Rollout the Program — After development and quality testing, you can finally kick off your L&D program. At this point, your learners can embark on their L&D journey.
  • Performance Check-Ins — Once the program is rolled out, Roundtable will help ensure that the program is following its intended goals. Check-ins make sure that the course is instructionally sound, functional, and benefiting your workforce.

No organization is the same in terms of their partnership and development process. Regardless of who you partner with, a partnership with clear cut goals will lead your L&D program down the right path.


To Develop In-House Or Outsource? That Is The Question. 

Exploring both in-house L&D vs. outsource L&D in the context of what works best for your organization should help you make an informed decision. Both come with their pros and cons, but it’s up to you to decide what would work best. 

Now it’s time to ask yourself: “Should I outsource L&D or develop in-house?”

Virtual Reality Training: Pros and Cons

Predictions show that in 2020, 52.1 million to 82.1 million Americans will use VR and augmented reality (AR) respectively at least once per month. This accounts for up to 25% of the total U.S. population, which is a significant boost compared to 2019 usage statistics. 

As the VR market continues to grow, it’s important to understand the benefits and drawbacks that come with it. This way, you can make informed decisions about VR’s role in your training program and prepare for potential challenges.

In this article, we’ll first define what VR is, explore how to use VR for employee training, and identify the pros and cons that come with it. 



What is Virtual Reality?

VR is an extended reality (XR) technology that places learners in an entirely new simulated reality. Through a VR headset, learners enter a virtual world created with video or through a fully simulated environment.

VR is a more immersive technology than AR, as it takes away your view of the real-world and any distractions in it. In a VR environment, users can look around themselves, walk up to computer-generated objects, and interact with items and people. 

There are two types of VR settings: 360° VR and Full VR. The main difference is in a concept called Degrees of Freedom (DoF). DoF refers to how a learner can move in a VR environment. 

360° VR uses 3DoF, meaning learners have a fixed viewpoint and interact with their environment via gaze control or laser pointer. Full VR uses 6DoF, which allows learners to observe, walk around, and interact with objects. 

Read More: When To Level Up From 360° Video To 6DoF VR


How To Use Virtual Reality For Business Training

There are many ways to apply VR to organizational training. VR offers the closest thing to an immersive experience, which allows for meaningful experiential learning that develops soft skills and more complex technical skills and processes. This includes:

  • Scenario-Based Learning — With a first-person perspective of real-life situations, VR can train the soft skills of management teams, covering topics from emotional intelligence, managing conflict, communication, and more.
  • Technical Training — Learners can work through assembling products or complicated machinery by walking around their environment and using hand-held controllers to handle virtual objects. 
  • Safety Training — Learners can practice safety protocols and observe hazardous situations without facing real-world risk. 
  • Onboarding — Learners can see the ins and outs of the organization, shop floor, processes, and more.
  • Simulations — Military, aviation, and law enforcement are examples of simulation-based training where learners can work on reactions during hazardous situations. 

Read More: 3 Ways to Integrate Extended Reality Into Your Training Program


Advantages of Virtual Reality Training

Creates a Safe Learning Environment

A major benefit of VR training is that learners can interact with virtual scenes and hazards all in a safe space. VR is an excellent tool for experiential learning in complex topics that are otherwise too risky, expensive, or dangerous. Learners can make decisions that don’t affect the organization’s equipment, employees, or customers. For example, a learner can practice what to do in the event of a robbery and make various decisions that affect the robber’s actions.

Exciting and Engaging

VR in the workplace is new to many people. When learners hear that they’re getting trained through VR technology, it will likely create a buzz around the organization and motivate people to learn. Instead of a traditional training program, VR is an engaging technology that learners are likely to remember. VR training helps to capture and hold learners’ attention, leading to higher knowledge retention rates. 

Realistic Technical Skills Practice

Learners can perform technical tasks first-hand, including product assembly or operating complicated machinery. In their VR environment, learners can physically walk around and use hand-held VR controllers to pick up, push, and examine virtual objects. VR has many benefits when it comes to technical training, including:

  • Scalability
  • Avoids using real-world machinery
  • Allows learners to practice real-world tasks repeatedly

For example, VR can place supply chain employees on a virtual manufacturing line where they can practice stacking products with the correct orientation. The VR program can point out any mistakes and correct learners to ensure they perform the task properly in the real-world.  

Collects Key Training Metrics

A unique element of VR training is that it collects powerful metrics that wouldn’t be available from an in-person training. Metrics include:

  • Usage Data — Fundamental technical information such as who is using the training, how often they’re using it, and how long they take to complete a task.
  • Progress, Completions, and Replays — Quantitative measures that ensure learners are on the right track. 
  • Performance Indicators — Numerical indicators of productivity and engagement such as decisions, timing, body movements, and retinal eye tracking. 

Metrics are important because they measure the effectiveness of your training program, identify and improve problems, and verify that your learners are learning. VR training metrics can be collected with an extended reality learning management system, such as Mercury XRS

Read More: How To Use VR Training Metrics To Measure Success


Limitations of Virtual Reality

May Need Technical Updates

One of the many disadvantages of virtual reality training is that it may require occasional updates. Hardware, software, and accessories may need updating to keep your program current. 

A solution to this challenge is to partner with someone who will lead you down the right path related to equipment and an XRS. An XRS makes updating content easier with an efficient cloud-based system that can update software remotely. 

High Up-front Costs

VR solutions can have higher costs than other solutions, which can also make scalability difficult. Between the hardware and software that VR training requires, programs can cost from $20,000 up to $150,000 or more. There are a lot of factors to consider when implementing a VR training program that can affect the cost, including:

  • What are you training on?
  • What’s the starting point of training?
  • Is there on-site filming?
  • Are we creating a computer-generated environment?

The good news is that as VR becomes more popular, development costs and headset prices are going down considerably. Organizations may already have resources or existing data that can mitigate VR training costs, such as employees familiar with filming 360° video. By utilizing existing resources, organizations can avoid the high costs that come with building a VR training program from scratch.

Physical Side Effects

Some people can experience physical side effects when using VR. Common symptoms include headaches, nausea, and eyestrain. It’s important that you take steps to ensure your VR training is safe through content design and preparing alternative formats. 

The solution to motion sickness is in the way content is designed. You never want to move a learner in VR if they’re not physically moving themselves. This way, you can avoid the disconnect in the brain that causes motion sickness. You can never fully avoid motion sickness, but creating alternative formats allows employees to participate in the training outside of the headset. 


Are You “No Way!” or “Yes Way!” on VR Training?

Now that you’ve read about virtual reality benefits and risks, do you think it could add value to your training program?

Jumpstart your VR training program today or learn more about custom training solutions available for your program! 

Big 4 Virtual Learning Constraints and How To Conquer Them

According to McKinsey, roughly one-half of in-person learning programs scheduled for the first half of 2020 were postponed or canceled. In addition, 57% of U.S. workers have participated in remote training. With the switch to remote, organizations across the country have directed their attention to developing and improving their online learning tools.

Success in online learning comes from recognizing its challenges and strategizing how to overcome them. A trusted learning partner can help prioritize what’s important and serve as a guide through the process of developing a robust approach to online learning.

In this article, we’ll dive into the top four virtual learning constraints, suggestions on how to overcome them, and ways a learning partner can help. 


Lack of a Virtual Learning Culture

A major challenge among learning and development professionals is creating a culture of learning. This involves helping leaders understand the importance of learning and development and making it a priority for their teams. The benefits of any learning and development effort will last longer when there is a culture to support them.

The challenges of creating a learning culture become amplified when the learning needs to happen virtually. However, virtual learning also creates new opportunities that can be leveraged to create a Virtual Learning Culture.

Creating and maintaining a learning culture remotely can be solved by:

  • Framing virtual learning as an employee engagement strategy
  • Adding a social learning component to virtual learning programs
  • Engaging SMEs and other organizational leaders to take part in training delivery


“Zoom” Fatigue

Much of workplace communication has transitioned to Zoom, Teams, or other similar platforms.  As a result, employees at every level are spending far more time in front screens than they used to, and many report that they find virtual meetings to be far more draining than face to face interactions. The problem carries over to remote learning and can limit the effectiveness of training. In fact, about ⅓ of employees who experience remote training don’t think it improved their skills or capabilities.

One way to overcome this is to use multiple training modalities like:

When Virtual Instructor-Led Training (VILT) is the best choice solution, there are several things that can be done to help combat “Zoom” fatigue including:

  • Use the 20-20-20 rule to combat eye fatigue
  • Schedule sessions earlier in the day

Best in class solutions use a custom blend of learning experiences and work to keep courses short, relevant, and interactive.

Read More: Converting Instructor-Led Training to Virtual Learning


Digital Technology Troubles

The third virtual learning constraint is that not all learners are at the same level of technological fluency. This means that some learners may struggle to operate learning equipment or digital programs, or become distracted by their technology. There are also concerns for facilitators, as it can be time-consuming and expensive to equip your learners properly and constantly update operating systems on various devices. 

To combat technological issues, it’s best to ensure that your equipment isn’t too dated, and that the most common digital systems can be installed on them. An easy fix for constant software updates is to use a learning management system (LMS). A LMS can empower learning and development professionals through the following ways:

  • Assists with scaling their program
  • Gives facilitators the power to choose who creates content
  • Effortlessly manages, delivers, and reports on the programs


Maintaining a Budget

Implementing a digital learning program into your workplace culture comes with its costs. The good thing is, though, that the digital learning structure organizations put in place amid Covid-19 will likely be here to stay, even after the pandemic passes. Your digital learning program can have lasting effectiveness and be utilized for years, maybe even decades. You can measure your program’s effectiveness through training metrics and ROI

Budgets can be tough to work around, but the good news is that budget constraints are becoming less of a concern. In 2019, only 27% of learning and development professionals cited budget constraints as a top issue, down from 49% in 2017. Additionally, 57% of professionals plan to spend more on their online learning programs. This means that more organizations are willing to allocate funds to virtual learning.

Read More: Training Metrics for Workplace Learning Success


How a Learning Partner Can Help

The transition to digital learning can be daunting, but a learning partner can help make the process easier. It’s up to learning and development professionals to champion learning across their organizations, but they don’t have to do this alone. With the help of a trusted learning partner, organizations can work step-by-step through the planning, development, and execution of their learning program. 

A learning partner can help your organization establish and review your performance goals, and deliver learning solutions that yield pay off in performance, retention, and productivity. Your learning partner can help you select the right devices, decide which type of training to use, and develop, manage, and update your training as necessary. 

When determining who can step into the critical partner role, you should be sure to complete the following steps:

  • Review their portfolio
  • Ask for pricing information upfront
  • Ask if they have won any awards for their work
  • Review case studies of past projects or testimonials
  • Check their ratings or reviews


There’s No Better Time To Go Virtual

Going from in-person to remote learning comes with its fair share of challenges. We hope that through reading this, you can more confidently identify challenges you may be having and conquer them with a trusted learning partner.

The 4 Steps To Conduct An Effective Training Needs Analysis

What if you could have a crystal ball to help you pinpoint exactly where you can improve your business performance? Well, now you can with a Training Needs Analysis!

Our team at Roundtable Learning believes in the power of a Training Needs Analysis to understand what training can be used to solve your business challenge. We have streamlined the process into four phases that effectively find the right training solution to help you reach your business goals.

In this article, we’ll explore the definition and importance of a Training Needs Analysis, as well as how a Training Needs Analysis is conducted at Roundtable.


What is a Training Needs Analysis?

A Training Needs Analysis is a process of understanding the training needs of employees by identifying performance gaps and determining where the gaps can be closed by building skills and knowledge. A Training Needs Analysis often begins by examining performance trends and comparing them to business goals. Common trends we examine include: 

  • Employee Engagement
  • Turnover/Retention
  • Sales Growth 
  • Workman’s Compensation Claims

Using a Training Needs Analysis to identify the gaps between where you are and where you want to help define solutions that are targeted and effective.


The Importance of a Training Needs Analysis

A Training Needs Analysis is a critical part of identifying the root causes of operational issues and sets the foundation for generating solutions. A well-done Training Needs Analysis helps identify knowledge and performance gaps before they become bigger problems and uncovers approaches to training that you may not have considered before. It also helps avoid costly mistakes by:

  • Providing insight to make training more effective
  • Ensuring training is focused on the right areas
  • Prioritizing training needs
  • Streamlining solution development

A Training Needs Analysis is part of the discovery process in a project’s life cycle that can transform an organization’s approach to learning. Without a Training Needs Analysis, a huge step would be missing in the initiation and developmental stages of project planning. 

No one wants a training program that doesn’t produce results. With a Training Needs Analysis, you can ensure that your learners are equipped with the skills and knowledge they need to succeed and ensure that future learners won’t make the same mistakes.


How Roundtable Learning Conducts a Training Needs Analysis

A Training Needs Analysis at Roundtable typically occurs in four phases, each with its own distinct objectives, questions, and processes.



Phase 1: Understand Short and Long-Term Business Goals

The first step for a successful Training Needs Analysis is to identify the short and long-term goals for your organization and the performance needed to achieve them. This helps focus on the scope of the training effort.  

This step involves asking high-level questions to senior management, line managers and supervisors, and employees, including:

  • What are the organization’s goals?
  • What skills will it take to achieve those goals?
  • Who in our organization will be working toward achieving those goals?

The objective of Phase 1 is to focus on what your organization wants to accomplish. The desired outcome can be created by collaborating with Roundtable and setting SMART Goals. Goals can be measured by quality or by deciding on a metric that must be met. This step can be completed on your own or with the help of Roundtable’s Learning Experts. This stage forces organizations to dig deep and evaluate their business objectives.


Phase 2: Identify the Desired Performance Outcomes

The goal for phase 2 is to identify the ideal way that employees should perform their core job functions. This step involves analyzing employees’ duties and the skills and competencies needed to achieve the organization’s business objectives.

The main questions that are asked during this phase are:

  • What are the required skills, knowledge, and abilities that employees need to perform their jobs or tasks effectively?
  • Will the skills and knowledge change based on the business needs?

This phase works off of the short and long-term goals set in phase 1 and identifies the key competencies employees must possess to meet those goals.


Phase 3: Examine the Current Performance Outcomes and Identify Gaps

Once the desired performance standards have been defined, the next step is to examine the gap between the current and desired performance levels. This is usually accomplished through a combination of reviewing existing performance data and targeted data collection. Roundtable can help by interviewing leaders and line employees and or analyzing company metrics. 

Questions asked during this phase include:

  • What key events or critical decisions led to this point, and how can we improve them?
  • What have we done well, and what can be done differently?

The goal of this phase is to examine the gaps to determine if and where skill-building can help close the gap.


Phase 4: Establish and Prioritize a Solution

After you’ve identified the cause of the performance problem, the final phase is to identify a solution. This stage forms a bridge from analysis to action and identifies the best possible solutions. The outcome is a Training Needs Analysis report that recommends a specific course of action. The goal is to first target the training efforts to the employees and skills that will make the biggest difference, and then identify what type of training will be most effective.

The main questions asked during this final phase are:

  • Where would improved skills and knowledge have the biggest impact?
  • What are the operational parameters for any training solution? 
  • What modalities will be most effective based on the content and context?

After understanding your training needs, Roundtable will help you determine the best solution. The solution could be a customized Virtual Instructor-Led Training (VILT), an AR program to train learners on machinery, or a 360° VR program for leadership training. The solution could even be a blended approach where learners utilize various modalities to achieve goals. Whatever your training issues may be, Roundtable is here to help you find the right solution.


What are the Next Steps?

It may feel overwhelming to get started with your organization’s Training Needs Analysis. With the help of our instructional design and L&D team, Roundtable can help your organization dig deep into its training problems and create custom solutions. 

For all things training and learning, Roundtable is here to help. Take the first step in tackling your training needs by contacting us here or explore the solutions we offer.

What is the ADDIE Model? Less Than 100 Words

Ready to learn more about the ADDIE Model? Let’s dive into each of its five phases, and the strengths and weaknesses of the model. 

What is ADDIE?

ADDIE is a well-known instructional design model used by instructional designers and training developers. ADDIE’s five phases, Analysis, Design, Development, Implementation, and Evaluation, offer a dynamic, flexible guideline for building effective training programs. Let’s break each phase down.


In this phase, training professionals identify the instructional challenge of the program, as well as goals and learning objectives. Additionally, the learning environment and learners’ existing knowledge and skills are identified. 


The design phase develops a specific roadmap and optimal courseware design. This phase involves creating the project’s SMART goals and preparing a detailed strategy report or assessment.


The developmental phase is where instructional designers focus on the details of the plan, as well as determine what tools and resources are necessary to reach the set goals. The plan involves the development and/or integration of technologies, debugging procedures, and project reviews and revisions.


In this phase, a procedure for training the facilitators and learners is developed. Facilitators can go to workshops where they’ll cover the training plan, learning outcomes, modalities, and testing procedures. Learners receive training on the use of new software and hardware, while also learning how to register for the program.


Evaluation has actually been occurring throughout the entire process so far, but this stage focuses it. This stage reviews resources and goals, while also ensuring that objectives will meet the specified business needs. Overall, the evaluation phase determines whether or not the training program is headed in the right direction. 


Strengths of the ADDIE Model

Source: Training Industry

While ADDIE may be a common instructional design model, it comes with its different strengths and weaknesses. The model is viewed as appealing to some because of its flexibility, easy-modifying process, and ability to be used with other models. 

  • Flexibility — The flexibility of the model is appealing to instructional designers because different steps in the process can be performed and planned at their discretion. Although some consider the model to be linear, overtime it has evolved to be cyclic and iterative. This model can flexibly meet project requirements if developers think in a non-linear fashion, make use of each phase’s outcomes, and keep the big picture in mind. 
  • Easily modifiable — The five phases of the ADDIE Model can be frequently modified to better suit user needs. Each stage may appear separate, but they’re actually highly interrelated. Developers can use one phase to inform another and choose which tasks to carry out under each phase. For example, the Analysis phase informs the design process, and the Design phase could prompt further analysis. 
  • Can be used with other models — ADDIE can be used in conjunction with other models, including the rapid application development (RAD) model and the successive approximation model (SAM). Given its broad nature, ADDIE can be used with other models to create a learning experience with more specific direction. 

Weaknesses of the ADDIE Model

Although the ADDIE Model has its benefits, it’s often criticized for its linear nature, overly-detailed approach, and the time required to create and implement it.

  • Linear — The ADDIE Model is considered by some to be a waterfall development model, which means it requires each subsequent phase to begin only after its preceding phase is complete. The linear approach tends to work well for static content, but may be restrictive when dealing with user generated content or learning outcomes that don’t have a predetermined end state. Newer approaches, often referred to as agile development, are preferred over ADDIE because of its linear nature.
  • Too detailed — Processes and planning under this model often become so set that creativity becomes a bother. Preferred models allow facilitators to learn and adapt their model throughout its usage. Some argue that the model’s biggest flaw is that it assumes that you know all of the requirements before you develop the content. ADDIE’s details may bog down its ability to adapt. 
  • Time-consuming — The ADDIE Model calls for a comprehensive up-front analysis during its first two phases, which can take up a lot of time. Also, the constant evaluation can be a daunting task along with post-testing that may provide little useful information. 

Are You Ready To Work With ADDIE?

ADDIE is a potentially valuable tool in developing learning experiences. Whether you see it more for its benefits or downfalls, the model could be useful for informing your instructional design process.  

Now could be the time to consider using the ADDIE Model to help guide your own corporate development training.

How To Sanitize VR Equipment The Right Way

Whether you’re considering a VR training program for your organization, or you’ve already decided on one and want to learn more about sanitizing your equipment, you’ve come to the right place.  

Sanitizing your VR headsets and controllers is vital in keeping your learners safe, while also keeping your system working properly and extending its lifespan. Now more than ever, it’s imperative that your VR equipment is consistently sanitized to ensure that your learners are protected from viruses, bacteria, and fungi.

In this article, we’ll cover the effectiveness of VR training, the importance of sanitizing VR devices, and the three best sanitization practices for your VR hardware.


How Effective is VR Training?

VR training uses a headset to provide a fully immersive experience that allows the learner to look around themself, walk up to computer-generated objects, and interact with items and people. This type of learning has several advantages, including the fact that it’s exciting, engaging, adaptable, and eliminates real-world risks. 

Read More: Cost of Virtual Reality Training: Full VR [2020]

VR can transform your training program with a high return on investment. In the corporate world, VR training is becoming increasingly utilized for teaching soft and technical skills, multi-tasking, onboarding, and simulated experiences. VR training is scalable, cost-effective in the short and long-term, and can provide better outcomes than many traditional learning methods. 

With VR training’s growing popularity in the learning and development field, it’s your responsibility as the facilitator to ensure that all participants are kept safe and the equipment is clean. Without further delay, let’s dive into the importance of sanitization.

Read More: 5 Hurdles to Scaling Virtual Reality Training & How to Overcome Them


The Importance of Sanitization

Sanitizing is a vital step performed after cleaning that ensures your workplace environment, equipment, and employees are kept safe. Cleaning does almost nothing to kill germs, which is why sanitization is so important. Some germs have a remarkable ability to survive and persist on inanimate surfaces like door handles and table tops, and work equipment like laptops and printers. Especially if objects are being used by multiple people everyday, harmful microorganisms can flourish.

Sanitization is vital for the following reasons:

  • Reduces the growth of viruses, fungi, and different types of harmful bacteria.
  • Keep you, your employees, and visitors safe and in good health.
  • Helps avoid financial losses and needing work off. Sanitizing often makes employees less susceptible to illness and avoids customers going elsewhere due to poor hygiene. 
  • Prolongs the lifespan and functioning of your workplace equipment.

With Covid-19 changing the way organizations operate and lead training programs, it’s important now more than ever before to properly sanitize your VR equipment. Both the interior facial interface foam, and exterior of a VR headset are susceptible to housing harmful bacteria. Over time, dust, oils, sweat, bits of food, drops of beverages, and myriad substances can come in contact with VR hardware. This contact can not only make users sick, but also damage the system by affecting image clarity, sound quality, and even functionality. 

Let’s jump into three ways you can sanitize your VR equipment to ensure your learners’ well-being and make your equipment last.


The 3 Best Sanitization Practices for VR Equipment

Wash your hands prior to using VR equipment and wear gloves

Before even touching your VR equipment, you should wash your hands thoroughly. This helps rid your hands of harmful germs that could directly contaminate the surfaces of your VR hardware. Hand sanitizer also works, but washing your hands with soap and water is more effective at removing certain germs. 

Apart from just hand washing, you should use a fresh pair of gloves if they’re available to you when handling your equipment. In between each use, you should dispose of the gloves and use a fresh pair, as well as wash or sanitize your hands. 

Read More: How To Disinfect You VR Equipment During The COVID-19 Pandemic


Clean devices before and in-between each use with nonabrasive antibacterial wipes

In between each use, you should sanitize your facial interface, nose area, and controllers with lightly-moistened, nonabrasive antibacterial wipes. For the majority of the headset and its controllers, alcohol-free, anti-bacterial wipes will do the job. You should wet the surface until it’s visibly wet (not too wet, though), then let the equipment air dry or use a dry microfiber cloth. 

Simply wipe down all of the hard surfaces, with particular focus on the areas that are in contact with learners the most. Key areas to wipe include the top and bottom of the eyepiece, the adjustment ring on the back, and the surface and buttons of controllers. 

Alcohol wipes shouldn’t be used on lenses, but may be used on other headset components. Alcohol wipes can damage lenses, so use them with caution. For lenses, a simple glass cleaning wipe will suffice. Make sure you do not put your headset in direct sunlight to dry, as UV rays can cause irreparable damage to lenses. You should leave your headset and controllers to air dry. Don’t use your headset until everything is completely dry. 

Read More: How do I clean my Oculus Rift and its accessories?


Use facial interface covers

One of the biggest harborers of infection are the soft areas of a VR headset, which includes the headband and foam interface found inside. Disposable hygiene covers for universal VR headsets are a good option to keep your headsets internal foam area clean.

Facial interface covers are an effective VR hygiene accessory for your VR equipment that eliminate indirect facial contact between learners. These covers are easy to use, moisture absorbent, and quick to install and replace. These hygiene covers are a practical and effective way to ensure that every headset user stays fresh and clean.

Read More: How to properly clean your Oculus Rift headset and accessories


Wipe Your Sanitization Worries Away

It’s not too difficult to keep your VR equipment hygienic. If you incorporate sanitizing VR equipment into your routine, it won’t take more than five minutes per headset and remote set to ensure they’re clean and that your learners are safe. 

Especially with the high contagion rates of Covid-19, you don’t want to be responsible for your learners getting sick. We hope our few tips helped you understand the seriousness of sanitization and equipped you with instructions and products to properly maintain your VR equipment.

Getting to Know Roundtable: Employee Spotlight

This week, we sat down with Roundtable’s Jeff Suchan to talk about his role, Learning & Development, and industry trends he finds interesting. 

What does your title mean? What do you do for Roundtable?

As an Account Executive, I build relationships with clients by providing new ideas to solve current business challenges, share industry trends, and be a sound-board for future planning.


How did you get into L&D?

Once I saw the results from L&D programs such as an increase in sales, reduction in safety incidents, shorter time to productivity, and more. I wanted to get involved. I never realized how big of an impact L&D has on an entire organization.


What is a trend in L&D that’s exciting to you?

The use of Extended Reality. These technologies have only been leveraged in the L&D space for the past few years and are already yielding amazing results. As the use cases continue to grow and more companies apply these modalities to their training programs, these technologies will be beyond impactful.


What would you say is the most important part of building a training program?

The most important part of building a training program is understanding your audience. With there being a multitude of ways training programs can be designed (eLearning, ILT/vILT, Video Learning, AR/VR, etc.), knowing how your audience learns best is essential.


Finish the sentence. Learning is essential to an organization because…

… it impacts the bottom line. A properly trained employee or team can be 15-20% more productive.


What is something you have done in this role this year that you are proud of?

Helped organizations tackle the challenges that were presented by Covid-19. It’s been fulfilling to help our clients reach their employees from a remote standpoint. Whether it be developing a vILT program or introducing them to the Immersive Realities of AR, VR, or 360° VR, tackling challenges that have never been presented before has been enjoyable.


What are some interesting facts about you?

  1. I have a bucket list item to attend an MLB game at all 30 stadiums. As of this year I’ve been to 8/30.
  2. I binge watched the entire Game of Thrones series within a 2 week period (maybe more than once)


Check out Jeff’s eLearning video below where he explains everything you need to know about eLearning, as well as the different types of applications and styles for corporate training and onboarding.

How To Build A Powerful Onboarding Program With Extended Reality

Have you ever considered enhancing your onboarding program with an immersive experience like extended reality (XR)?

You can leave a lasting first impression on your new hires by integrating XR technology like AR, Full VR, or 360° VR into your onboarding program. XR is becoming an increasingly popular tool for learning and development, so now may be the time to consider the benefits it could bring to your onboarding program. 

In this article, we’ll discuss the benefits of incorporating technology into your onboarding process, why XR is a good option, and examples of XR in onboarding.


Benefits of Using Technology for Onboarding

A comprehensive onboarding program is important for your organization because it builds the connection between your organization’s goals and how the new employee helps achieve those goals. There are many tools you can use in your onboarding program, like a traditional PowerPoint and learning modules, or you could elevate your program with more modern learning technologies like XR.

Instead of presenting a long PowerPoint with bulleted information, imagine offering a more immersive experience with XR technologies like virtual reality (VR) or augmented reality (AR). Your new hires could put on a VR headset and be transformed to a virtual world where they have to navigate different workplace scenarios like robbery training. Or, new hires could use an iPad to access an AR program that shows them around the office and teaches them the company’s story. 

Read More: AR vs. VR Training: How to Choose the Best Technology

Using technology in your onboarding program can help accomplish the following:

  • Keep learners safe
  • Reduce on-the-job mistakes
  • Engage your employees with interactive lessons
  • Ensures long-term knowledge retention
  • Better equip learners to be more immediately effective

The good news is, you don’t have to completely replace your existing training program. You can instead integrate XR technology into what you already have and create a blended learning program. Blended learning is an effective medium for corporate training programs because it caters to varying learning styles, utilizes multiple modalities, and leaves a lasting impression on new hires. 


XR Training Advantages and Disadvantages

The pros and cons of XR training can vary depending on the modalities you choose, but generally align with the following lists.

Pros of XR Training

  • Shortens the time participants need to learn — Digital resources require a shorter amount of learning time than traditional learning modes. New employees can learn, digest, and prioritize information more efficiently and dedicate more time to other tasks. 
  • Reduces the number of learner mistakes — Learners can make and learn from mistakes in XR training, therefore limiting the number they make in the real-world. Learners can practice real-world tasks in a risk-free environment, leading to better performance post-onboarding.
  • High level of learner engagement — XR training provides a fascinating space where learners are constantly engaged. Especially if it’s a learner’s first time experiencing XR, they’ll likely be more motivated to complete the program than if it were in a traditional setting.
  • Ensures long-term knowledge retention — Science shows that modern technology has changed how long we remember information. XR can enhance the learner experience by yielding longer-term knowledge retention. 
  • Easily manage and update with an XRS — Onboarding modalities like VR and AR can be easily updated as the company grows, expands, and changes its goals with an XR learning management system
  • Capture digital learning metrics — XR training can capture learner metrics at a large scale and publish them in easy-to-read dashboards. This way, you can avoid manually recording data from each learner’s session. 

Cons of XR Training

  • Timely and costly development — XR training carries high up-front costs, and it often requires more development time. Between equipment costs and software installations, XR systems can be a costly investment. 
  • Constant advances and updates — Technology is constantly evolving, so it’s important to consider that updates may be required to fix bug issues and keep programs fine-tuned. 
  • Users may need assistance — When incorporating XR technology into your onboarding training, some learners may need extra help navigating and getting comfortable with the device and program. 

It’s important to consider these overarching advantages and shortcomings of XR training when deciding on the right modality for you. 


Examples of XR Technology For Onboarding

Now, you may be wondering, “What XR technology is the right fit for my onboarding program?” Here are a few examples of XR in onboarding to inspire you to brainstorm ideas of your own that fit your organization’s goals

AR for Equipment Training

AR is a safe experiential learning option that is delivered through a tablet or mobile device. This modality overlays digital elements to a real-world view. 

An example of AR in onboarding is a program that trains learners on various pieces of machinery, such as a drill, motor, or engine. In this experience, learners can place the 3D machinery object onto a tabletop or floor surface and interact with it. Learners have the ability to view the object holistically or for its individual parts. 

AR for equipment training is effective for several reasons, including:

  • Doesn’t take up real-world equipment — Learners can examine objects and their individual parts without having to break them apart in-person. This way, learners don’t have to take up real-world equipment for training purposes. 
  • Can be completed from anywhere — Learners can complete AR training from anywhere, which reduces travel time and associated costs.
  • Learners can explore whole objects and individual parts — AR gives learners views of objects and machinery that can’t be provided with instructor-led training (ILT). Learners are able to get up close to objects and explore them as a whole object or for their individual parts.


360° VR for Soft-Skills Training

360° VR is a modality that can train your learners’ soft-skills, including adaptability, communication, teamwork, and conflict resolution. 360° VR captures real-world videos and fills them with interactive hotspots where learners can access information, images, video clips, knowledge checks, and more. 

An example of 360° VR in onboarding is creating an environment where learners’ social skills are tested. In this simulation, the learner is tasked with navigating various social styles by asking questions and listening to dialogue held among four other people. If the learner matches the wrong social style to an individual, they are shown the correct answer through a walk through of the body language, speech, and indicators that define each social style. 

360° VR is an effective modality to use for work and social style training for the following reasons:

  • Builds communication skills — In a virtual environment, learners can work on their communication skills without experiencing awkward in-person interactions.
  • Develops leadership skills — 360° VR for soft-skills training is effective in teaching learners more about their own leadership style, as well as the styles of others they may experience at work.
  • Enables teamwork — Learners are taught of varying social styles of others and how to navigate them effectively. This helps build teamwork and acceptance of others’ work styles.  

Read More: Cost of Virtual Reality Training: 360° VR [2020]


Full VR for Safety Training

Full VR training can be beneficial in recreating real-life environments and different scenarios that may take place in them. For onboarding, VR can introduce new employees to the ins and outs of the business, shop floor, process, and more, Full VR involves a fully immersive experience with real-world sounds, settings, and objects that a learner would experience on the job. 

An example of VR in onboarding is an immersive driving experience that trains learners on safety protocols and correct delivery processes. Learners are placed in the driver’s seat of a work vehicle and are tasked with adjusting their mirrors, staying in the correct lane, and safely navigating the roads to successfully deliver their product. In order to pass, learners must use the steering wheel in front of them to keep an appropriate, safe distance from the vehicle in front of them and avoid hazards. 

Full VR training has many perks, including:

  • Avoids costly, real-world consequences — Full VR is a safe experiential learning modality that allows learners to learn through experience without facing expensive, potentially fatal real-world hazards.
  • Can simulate real-life emergencies — Learners can experience real-world scenario-based learning and test the do’s and don’ts when emergencies occur. 
  • Allows for large-scale operations and technical practice — Multiple learners can operate large machinery and perform technical tasks all at once instead of having to wait for others to finish. 

Read More: 5 Hurdles to Scaling Virtual Reality Training & How to Overcome Them


Are You Ready to Incorporate XR into Your Onboarding Program?

Integrating any sort of XR into your onboarding program can leave a lasting impression on your new employees and excite them throughout the process of joining your organization. XR not only demonstrates your modern sensibilities, but also enhances the overall learning experience of new employees. 

As XR’s popularity continues to grow, it may be time to consider if adding XR to your onboarding program is the right fit for you and your organization. 

How To Use VR Training Metrics To Measure Success

Virtual Reality (VR) may be the right training tool for your organization, but how do you measure it’s true effectiveness? This is where metrics can help!

In learning management, metrics refer to quantifiable measures used to track learners’ activity and assess the value of a training program. Collecting metrics can be challenging, but they’re critical in measuring the value of your investment in your VR training programs. Metrics indicate the quantity, quality, time, cost, and effectiveness of your training program. 

In this article, we’ll explore the importance of collecting training metrics, metrics you can collect with VR, how to analyze VR metrics, and how to choose a VR training partner.


Why Are Training Metrics Important?

Unfortunately, not all training programs live up to their potential. Lucky enough, you can use training metrics to ensure your program is effective. With VR training metrics, you can measure the success of your training program and ensure your employees are meeting their learning objectives. Training metrics are important for the following reasons:

  • Metrics quantitatively measure the effectiveness of your training program — Metrics provide numerical evidence of successes or shortcomings of your training program, such as high completion rates or low assessment pass rates. Metrics allow you to ensure that your investment was worth it and yields a strong ROI. 
  • Metrics identify problems and can help you make improvements — With metrics, you can pinpoint problems and refine them to maintain better post-performance results. For example, if your metrics show that a learner is great at stacking a wall of storage boxes, but they struggle with the orientation of boxes, you know that this is the specific issue you need to address.
  • Metrics verify that your learners are learning — Various numerical data including completion rates, progress, and retention trends can help confirm that your learners are effectively retaining information.

Read More: Why Training Metrics Matter

Common Training Metrics

It’s easy to get lost in the labyrinth of training metrics, but if you nail down your training program goals, the process of identifying and collecting metrics becomes easier. With clear goals in mind, your organization can keep its metrics in check and ensure that they align with the organization’s strategy. Common training metrics can tell you the quantity, quality, time, cost, and effectiveness of your training program.

Popular training metrics include: 

  • Time spent on each activity
  • Time needed to complete the course
  • Completion rates
  • Assessment pass rates
  • Employee ROI
  • Training ROI

These common training metrics can help you stay on track with your learning objectives and organizational needs. For example, if over 80% of your learners are passing their training assessment, you can confirm that the majority of your learners are retaining information and will perform well at their job.

Read More: Training Metrics for Workplace Learning Success


VR-Specific Training Metrics

To avoid poor quality training and financial losses, it’s important to make sure you pay attention to and collect VR training metrics. VR training is special because every action a learner takes within the training environment can be measured and fed into an XRS dashboard. Let’s take a look at the best metrics you can collect with VR.

Usage Information

Usage data are the most basic and fundamental technical information needed to track various components of your training program. Usage data includes:

  • Who is using the training
  • How often they’re using the training
  • How long it takes them to complete a task

This data sets a foundation for all analytics to come by indicating the user and their usage activity within the training space. These metrics help the facilitator ensure that their participation rates are high and that learners are engaging with the program. 

Usage data can help facilitators get their learners closer to reaching strategic training and development objectives. The more usage data facilitators collect, the more they can learn about how their training program is used, how to more effectively facilitate it, and how to better meet learners’ needs.

Progress, Completions, and Replays

Progress, completions, and replays are quantitative measures of the learners’ VR training journey. These metrics help make sure learners are on the right track.

  • Progress — Lends accountability to learners through tracking the lessons they’re in the process of completing.
  • Completions — Indicates how far learners are on their learning track and that they have finished their assigned modules. 
  • Replays — Shows how often learners are restarting or repeating lessons. Replays can point to areas where learners are struggling to understand key ideas or need repetition to better understand information.

This information makes it easy for facilitators to assign content, as well as make sure their learners are on track and completing modules successfully. When systems are in place that measure progress, learners and facilitators both are reminded of the timeline of the program and desired learning goals. Additionally, tracking learners’ progress ensures that later down the line of the employee’s lifecycle, problems can be avoided or revisited. 

Performance Indicators

Performance data are numerical indicators of productivity and engagement. These metrics include, but are not limited to:

  • Decisions — Demonstrates learners’ cognitive judgement. By tracking decisions made within a training program, facilitators can see correct and/or incorrect decisions made by learners and refine their skills to ensure higher quality outcomes.
  • Timing — Shows the time spent making decisions and completing training modules. Timing records the elapsed time of an act, action, or process in VR training, which can indicate areas of difficulty that should be revisited by learners. 
  • Body movements — Nonverbal signals that convey learners’ feelings in a specific context. Body movements in VR training, like lifting boxes or scanning items, signal physical responses felt by learners in various situations. 
  • Retinal eye tracking — An up-and-coming performance metric that shows who, where, and what learners are looking at. This data can be used to indicate areas of unconscious bias and potentially improve an organization’s diversity and inclusion efforts

Performance data demonstrates how well learners are at a given skill and how they would behave in the real-world situation. Learners’ decision-making processes, where they’re looking, and their reactions and interactions with objects can indicate key information about their attention span, engagement, and focus. Performance metrics allow facilitators access to unique data that wouldn’t normally be available during real-world training programs. 


How to Collect and Analyze VR Training Metrics

VR training metrics can be collected with an extended reality learning management system, such as Mercury XRS. A standard XRS can maximize the value of your VR training by reporting all metrics to one web-based dashboard. Organizations can analyze results by looking at the performance of learners and comparing it to ideal performance measures. 

With an XRS, real-time training metrics are automatically tracked and received in easy-to-read digital reports. Once received, these reports can help organizations gain a deeper understanding of the impact that training is having on its profits and operations. If your program doesn’t provide successful results that align with your organizational goals, then you may need to re-evaluate it. This way, you can foster a more positive training experience and ensure a successful training program. 

Choosing a VR Training Partner

When working with a VR training partner, be sure to assess potential providers thoroughly. You should review their portfolio, ask for pricing information, and check for any reviews or ratings. A reliable partner should answer any questions you may have with full transparency and guide you through every step of your VR training journey. A partner should know that effective VR training doesn’t have to stand alone, and could be part of a blended learning program that utilizes a mix of training modalities to achieve learning objectives. 

Your best bet for conducting VR training metrics reporting at scale is to invest in an XRS with reporting capabilities, and a good partner can help you work through this process. With an XRS like Mercury, you can install software on headsets and manage your VR training all from one platform. This way, you can eliminate the need to access each VR headset in-person and instead execute and manage all VR training operations remotely.

Watch More: Driving Simulation VR


Are You Ready to Use Metrics to Measure Your VR Training Program’s Success?

We’ve covered the importance and challenges of collecting metrics in VR training, examples of both common and VR-specific training metrics, and the value of choosing a trusted VR training partner. 

Now, it’s time to ask yourself: “Is my organization effectively measuring and prioritizing our VR training metrics?”

How To Use Technology For Warehouse Training: 5 Examples

Did you know that integrating technology into your warehouse training program can improve your organization’s productivity, safety, and training costs? An all-inclusive, customized training program may be a great option for your organization! 

The warehousing and distribution industry is booming right now, so it’s vital to maintain your well-oiled machine. Part of that maintenance involves an efficient training program. Now might be the perfect time to consider investing in technology for warehouse training. In doing so, your employees can be trained more efficiently, create a safer work environment, and proactively avoid a wide variety of safety risks.

In this article, we’ll explore four examples of how technology can be used in warehouse training, as well as the importance of consistent training and the effects this can have on your organization. 


Use 360° Virtual Reality (VR) for Immersive Onboarding

360° VR creates an environment from a recorded video shot with an omnidirectional camera, providing a 360° view. With 360° VR, you can fully immerse your new hire within your warehouse so you can expose them to equipment and processes before they even step foot on the floor. 

For example, you can walk your learners through the entire fulfillment process by immersing them in every step of the process. Your learner will be able to see the task they need to complete while also experiencing the sounds and sights of a bustling warehouse around them. This immersive experience can help them remain focused and avoid being overwhelmed in the actual warehouse environment. 

Add interactions such as knowledge checks, gaze control, or hand sets to walk them through the physical motions they will need to complete on the job. By watching a 360° video layered with knowledge checks, learners can choose how to respond to the situation without having to be physically present in a hazardous environment. After completion, you can evaluate your learner’s performance based on metrics including: completion rates, average time spent, engagement, and more. 

Read More: Cost of Virtual Reality Training: 360° VR [2020]


Build Immersive Safety Training With Full Virtual Reality (VR)

Virtual Reality (VR) is an extended reality system that creates an artificial environment where the learner is fully transported via headset to a virtual environment and can look around themselves, hear real-world sounds, walk up to computer generated objects, and interact with items and people. VR can simulate a real-world warehouse setting and enable your learners to encounter real-life scenarios without facing real-world risk. VR has become an increasingly valuable tool in learning and development because it’s a safe, engaging, and adaptable learning solution. 

Full VR training can solve one of your most complicated learning problems: comprehensive safety training. The biggest hurdle of safety training is that you can’t practice what you learn until you are in an emergency situation.

Traditional safety training involves job aids, instructors, and video examples. With Full VR, you can create an emergency scenario and allow your learners to solve problems, run through a protocol, and help teammates – all in a risk-free environment.    

The training’s effectiveness can be measured through learners’ reactions, competency tests, key performance indicators, and more. VR for warehouse training is a great option because the learner will still get a realistic sense of what the situation is really like without facing any real-world harm. 

Watch More: VR for Soft Skills Training: The Reality of Learning Episode 2

VR Training for Warehousing: Superior Beverage Case Study

With custom solutions for workforce training challenges, Roundtable Learning can help combat your workplace challenges and reduce training costs. Check out our award-winning Full VR training program with partners Superior Beverage, which trained employees in effective equipment use and product stacking. 

Since the implementation of the training courses, Superior Beverage’s workers’ compensation claims have been reduced by 50% and the time that it takes an associate to become productive on the warehouse floor was reduced by 33%. These are results you can expect from a partnership with Roundtable.

Read More: VR Training Safety: 5 Tips You Need to Know


Augmented Reality (AR) for Step-By-Step Process Training

AR is an extended reality system that adds to — or augments — reality. AR places virtual objects in a real-world space and is better for isolated, technical topics. Through an AR capable mobile device, images appear in front of the learner and can be explored holistically or piece-by-piece. 

AR has numerous benefits, including the fact that it’s a safe experiential learning, there’s no need for actual equipment on-site. AR can improve your business by providing a safe environment for your learners where there is no safety risk to real-world equipment. 

When your learners are working through a new process, an AR equipped tablet can guide them through the steps. Your AR training program can prompt the learner to scan at checkpoints, give directions on how to handle materials, and show correct processes. 


Video Learning For Consistency Across the Organization

Video learning is a digitally powered solution that delivers workplace training content through video modules. Video learning can be effective for your warehouse training if you want to provide consistent training to your entire workforce. 

For training programs that are rich in complexity, some learners may need to see exactly how a process unfolds to gain understanding, which is what video-infused learning can do for your warehouse learners. Through video, learners can be connected to subject matter experts that explain complicated processes and techniques that would otherwise be too difficult to understand through manuals or other traditional job aids. 

Read More: ILT vs. VILT vs. eLearning vs. Video Learning: Traditional or Digital Learning


Using VILT to Train Trainers and Keep Learners Connected

Virtual Instructor-Led Training (VILT) leverages video conferencing tools like Skype, Slack, and Google Meet and lets you take the classroom dynamic online. With VILT, you can train your trainers and keep your learners connected through providing remote access to training materials in a cost-effective, engaging virtual environment. 

Learners can stay engaged and connected during VILT through joining breakout sessions, completing virtual whiteboards and polls, and more. VILT sessions work best when they are kept to 60 minutes or less, use virtual whiteboards to emphasize crucial takeaways, and follow up frequently after sessions to make the learning stick. VILT sessions can also be recorded, allowing learners to access the content at any time from anywhere. 

Read More: VILT: 8 Ways To Make The Most Of It For Your Learners


Use Technology in Your Blended Learning Program

At Roundtable, we believe video learning works best when it’s used as part of a Blended Learning Program. A Blended Learning Program brings together traditional and digital learning techniques to create a fully comprehensive program. This approach could be the right choice for your organization because everyone learns differently, and by creating a program that incorporates different learning modalities, you can be more inclusive to all of your learners. 

Manage Your Content Easily With An Extended Reality System

At this point, you know that VR and AR training programs are Extended Reality Systems (XRS). XR training helps organizations get the most out of their training by giving learning and development professionals the power to manage their content and users efficiently. The central aim of XRS is to make managing XR training simple. This is where Mercury XRS can help!

Did you know Mercury XRS is a one-of-a-kind cloud-based learning management system that helps efficiently manage XR training programs? Mercury can help you choose who creates content, scale training for all employees, and effortlessly manage, deliver, and report on their programs. Mercury may be the right tool for you if you are looking to make training more attainable, scalable, and consistent for all employees.

Read More: 3 Ways to Integrate Extended Reality into Your Training Program

Finding a Good Learning Partner

So, you may have decided which training program is right for your organization, but how do you know who to partner with to develop and implement your program? Finding a trusted partner is no small feat. You should ensure that your partner can help you select the right devices, decide which type of training to use, and develop, manage, and update your training as necessary. 

When determining who can step into the critical partner role, you should be sure to complete the following steps:

  • Review their portfolio
  • Ask for pricing information upfront
  • Ask if they have won any awards for their work
  • Review case studies of past projects or testimonials
  • Check their ratings or reviews

Your organization should find a partner who will advise you properly and lead you down the right path with your warehouse training program. It’s important to work with a learning partner who can help you invest in the right technologies, limit any disruptions in training, and ensure a strong ROI. 


Wondering Ware To Go Next?

The training possibilities through 360° VR, Full VR, AR, and Video Learning may seem overwhelming and endless, but our team can help! With our knowledge, experience, and resources, we can help you plan the best approach for you and your warehouse team.

Now, it’s time to ask yourself: “What technology solution is right for my warehouse training program?”