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Improving efficiency and reducing cost VR/AR bring changes to new employee training
- Mar 13, 2018 -

The next generation to replace them is millennials (1980-2000), a group of people who have a very different view of life and work.

VR industrial application .jpg

For millennials, the average time for a job is only two years.

In technical jobs, it usually takes six months to a year to train a new person to use the new system and procedures.

This obviously leads to a lot of wasted time and energy.

Honeywell is a involving engineering, automobile, chemical, aerospace, and many other areas of international group, is trying a new virtual reality (VR) and augmented reality (AR) training tool, to fill the gap.

Their plan is to significantly reduce training time, speed up the training process for new employees, and redefine the expectations of training and work to be closer to the values of millennials.

Honeywell Connected Plant project director Youssef Mestari telling me about their grand plan, he said, the program has led to the customers in some areas of training and reduced operating costs, the highest down about 50%.

"The problem is the leakage of knowledge," Mestari told us.

As employees leave, they will take knowledge away, and until now, there is no effective way to keep knowledge in factories or businesses.

Traditionally, when employees leave their jobs, will appear this kind of circumstance, retired workers will be required to put them in the working life of middle school to all content on the PPT or WORD documents, these documents can be used in similar classroom training link.

This can lead to some problems. First of all, the learning experience of new employees is completely passive.

And studies show that when passive learning, the retention rate of information after three months is only 20% to 30%.

"Millennials have different ways of learning," says Mestari.

"In an age of extraordinary information, 'what' is no longer so important, 'where' is more important."

"So when we are trying to put the baby boomers employees knowledge to millennials employees, on the one hand, the old staff will give you 'what is', while the new employee will say, I don't need these, you just need to tell me where they are stored, then give me a tool, I can at the right time, when I need to get it."

Honeywell's Connected Plant solution will allow both outgoing and new employees to wear Windows MR and HoloLens.

First, it allows employees to accurately record what they are doing in the process.

Then, when they start working on new jobs, the data can be immediately available to new employees.

By using AR technology, this information is superimposed on the scene they see.

This initiative, in the process of training, improves the memory level of skills, and about 80% of the information is retained after three months.

This, says Mestari, has resulted in a four-way outcome that addresses the problem of the knowledge transfer of four departing employees and new employees.

First is caused by employee turnover "leaks", the second is the most efficient way to teach the knowledge, the third is the term generally only two years of the millennial generation is particularly effective, is the fourth in three months after a sharp rise of knowledge retained.

"Millennials often can change your job, especially when the work is not exciting, they hope can work close to their way of life, it means very close to the digital content, interactive, social and collaborative.

If the training process without these millennials elements are used, for example the contact in the process of education content, or playing Xbox and Playstation or use social media, this training method will have no effect."

"If you just want millennials to adapt to the old systems in the industry, these systems often contain a lot of paper forms and complex options, and they won't get used to it.

If let them completely to master these skills, need a year of time for training, and if they will leave more than a year, so we are wasting company money, and also in a waste of time for trainers, but also waste the time of the millennial generation."

This training program USES the knowledge skills handed down from older employees to simulate each link in the practice.

This means developing activity scenarios in six jobs: installing, configuring, testing, maintaining, troubleshooting, and changing parts.

"It allows you to learn by doing," Mestari says.

"You're completely immersed in a realistic scenario, but you don't have to be in the actual operation to learn, or you're in danger."

"We can't purchase each equipment parts, to truly to set up a complete training environment, and only set up a complete set of equipment for training, will cost too much money and space."

"But we can build an environment where new employees can experience the steam leaking from pipes and see how they react to it.

You can't see what's going on here, because there's steam everywhere.

We can simulate this situation with VR and AR to train the correct processing steps.

The project has reduced maintenance costs by up to 50% on offshore platforms.

Used in one scenario, there used to be a step needs by helicopter carrying three staff to perform the maintenance work, every time the cost of about $10000, and now only need one employee.

"In the past, we needed someone with a glove and a wrench to do it.

Another person holding a stack of paper materials, points out that the processing steps, and step by step guide, then there will be an expert beside on standby, ready to intervene when encounter problems."

"Now we let the scene only need a person, the human, we reduce the maintenance of this improves security, and reduces the maintenance cost, and the others will provide support on land.

By using the AR header, all operations can be activated by voice and can be tracked in real time.

Our clients tell us that this reduces maintenance costs by 50%.