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AR/VR/AI (Shaunda Paden)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Subhajit Basu Nov 13, 2019. 12 Replies

Course Careers (Troy Buckholdt)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Bill Crose Nov 11, 2019. 4 Replies

Phd in ID – (Matt Meador)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Bill Crose Nov 10, 2019. 6 Replies

Lead With Your Brain (Rob Jenkins)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Bill Crose Nov 10, 2019. 6 Replies

Sales Training Innovations (Bruce Kopkin)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Bruce Kopkin Nov 8, 2019. 6 Replies

Technology - Can We Keep Up (Paula Smith)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Paul Terlemezian Nov 7, 2019. 3 Replies

Segment 8(19) – BYOL Plus - Proof

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Erick Nov 5, 2019. 3 Replies

Innovations in Video (Rich Beaudrie)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Rich Beaudrie Nov 4, 2019. 1 Reply

Incentives (Michael Ruege)

Started by Paul Terlemezian in Georgia LEARNS 2019. Last reply by Michael Nov 4, 2019. 2 Replies

Open Conversation

Started by Paul Terlemezian in Georgia LEARNS 2019 Nov 3, 2019. 0 Replies

Blog Posts

What Are You Measuring?

Posted by Bill Crose on September 13, 2019 at 11:33am 0 Comments

A lifetime ago, my training department colleagues and I were satisfied with training data. We cranked out the requested ILT programs plus the "flavor of the year" content, we kept a busy training schedule, and made sure the coffee was always the right temperature. When accused of not delivering effective training because the learners didn't perform as they were trained, we took refuge in our management support role and not ultimately responsible or accountable for LEARNING or productivity.…

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Shaunda Paden https://www.linkedin.com/in/shaunda-p-87a410/ will lead this conversation.

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Hi Shaunda, 

I am new to this group, and very interested to hear your discussion on AR/VR/AI. Will you be covering how to measure the effectiveness of these emerging platforms?

Best,

Eric.

Yes, we will discuss ways to measure effectiveness.

I look forward to collaborating with all of you in this discussion thread.

How your company is using Augmented Reality, Virtual Reality, or Artificial Intelligence in learning?

  1. What was the business reason that caused you to consider AI/AR/VR in learning?
  2. What challenges have you had building and supporting the business case of using AI/AR/VR? (Proof)
  3. What assumptions (yours or others) were wrong about AI/AR/VR?
  4. What assumptions (yours or others) are obstacles to the success of AI/AR/VR?
  5. Knowing what you know now – what would you do differently if you were starting all over again?
  6. What is the best advice regarding the future of AI/AR/VR you would give to:
    1. Vendors?
    2. A practitioner just getting started?
    3. A business person who is interested?
    4. An experienced practitioner with successful AI/AR/VR projects?

Hi Shaunda!

It was nice meeting you at GL. Thanks for leading this session. 

What an interesting perspective you had to present; a VR implementation without a clear need. You did a fantastic job! 

As briefly noted in your session, the performance needs I've been trying to solve are for people who work with their hands in predominantly high turnover positions and jobs requiring sterile/hands-free work, but not exclusive to training or learning needs/KSA. The needs are of people who perform: 1) Too many tasks to memorize, 2) Tasks with too many steps to memorize, 3) Tasks that are performed too infrequently to memorize, 4) Tasks that must be performed in sterile environments, 5) Tasks that are performed so frequently as to become error prone, 6) Tasks that change too often to memorize, 7) Tasks with steps that must never be missed or left to memory, etc., and 8) When high employee turnover prevents learning.

For these jobs & performers: 1) Audible cues are necessary and almost always sufficient; visuals are generally unnecessary or could be sufficiently/inexpensively provided in print and positioned for hands-free viewing, 2) Performance is more important than training and learning; tasks can be perfectly performed simply by following verbal instructions/cues. With use, learning will naturally occur, 3) Processes must be easily updated and globally distributed without any residual documentation or administrative effort, 4) There must be a fast, effective, & hands-free way to request help when needed, 5) Performance errors must be automatically identified at process step granularity, 5) Security must be at least near military grade, 6) The processes are ideally written in 1 language and translated to all others on-the-fly. So, the necessary and sufficient solution wasn't training/learning, but a mobile workflow learning + performance assurance system. There are lots of workflow learning tools; but very few for mobile workers/people who can't handle phones, job aids, tablets, etc.

My company, Adyton, will soon begin field testing a system built for the needs listed above. It verbally delivers work instructions, step-by-step, on demand, globally, hands-free, in any language, then reports the amount of time users spend on each STEP. It also sends an email alert to a manager when users spend less than the minimum expected time on a critical step, immediately sends an email alert when users say, "OK Help", and reports performance events down to individual performer & process step granularity. The Mean Performance Report is used to reveal performance discrepancies across the spectrum, not just performer KSA. Performance data is meaningfully sorted, the system automatically calculates a mean performance time for the data set, then displays the individual color-coded performance events relative to the mean; Green is closest to mean, Red is farthest, and Gold includes best practices and best opportunities to produce the greatest ROI. See the attached screen shot of the "Use ice scoop to fill glass step of a cocktail making process >>

The system is rated "near military grade" by a former NSA and CIA infosec analyst, missing only the Amazon Web Services factor.

So, please add Pythia to your list of VR/AR solutions! 

 

Bill, your project sounds very interesting.  I look forward to hearing how your implantation goes!  I'm sure our group would love to learn from your results.

Hi Shaunda and participants of the Georgia Learns 2019 session on AR/VR,

Thank you all for the illuminating discussion on use of immersive technologies in learning. I am uploading the Spirit Airlines and TalentQuest Case Study on the aircraft push back Return on Investment. Do let me know if you have any questions for me. Looking forward to continued interaction with all of you.

Attachments:

Thanks, Subhajit! 

Subhajit, 

Thanks for sharing the deck.

It is great, and very exciting to see your client embrace immersive/emerging technology for training purposes, and that they understand the benefits and effectiveness. 

Looking forward to hearing more about how you are expanding the training into more areas at Spirit. 

Best,

Eric.

Thank you Eric. Will share additional information on immersive technologies.

Thank you for sharing the Spirit Airlines resource!  I look forward to learning more from you!

Thank you Shaunda. Absolutely, I will share additional information with you on immersive technology in learning. Let me know if you want to undergo an immersive experience in our VR studio here in midtown Atlanta. 

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