While forward-thinking HR Professionals are implementing Virtual Reality(VR) into their systems to solve crucial problems, some still face various challenges when incorporating VR in HR.
As Virtual Reality continues to gain mainstream adoption in the workplace, predictions from Skillademia highlight that by 2025, about 70% of employee training will include VR.
Interpretations from this statistic reveal that more HR professionals will realize that VR is a cost-effective tool for workforce training and other aspects of organizational development.
What is Virtual Reality?
Virtual reality is the creation of a simulated reality with which individuals can interact. It features top technologies like motion tracking, haptic feedback, and eye-tracking, enabling users to immerse themselves in a virtual world.
Virtual reality leverages technology to create real-life experiences, adding a touch of reality to sound and sight.
Virtual Reality and HR- Where Virtual Reality and HR meet
Virtual reality has been around for a long time, gradually evolving to the point where our senses are better stimulated. VR’s presence has enlightened us more about the limitless possibilities that technology provides.
As technology revamps how we work, VR emerges as an effective and proficient tool for HR teams to revolutionize their process. VR has the power to ensure a more inclusive workplace where employees can acquire skills and effectively collaborate with each other.
Challenges faced when implementing Virtual Reality(VR) in HR
While virtual reality(VR) is known to bring innovative and transformative change, there are some challenges that the HR team might experience.
1. Cost of Usage
Adding VR to an organization’s HR system can be cost-intensive. They may need to purchase the software and hardware, which may be expensive. Some medium-sized or small businesses may not be able to afford it.
The cost of training the workforce to use VR might also add to the costs. The organization may spend money to set up virtual environments for practical training sessions.
2. Technical Difficulty
VR systems comprise hardware components that not everyone may be able to operate. These include motion controllers, headsets, and tracking sensors. Some HR teams may not have the skills to configure the VR hardware or software, causing implementation delays.
Once VR has been installed, technical maintenance is needed to sustain its performance. HR teams will need training to perform troubleshooting and regular maintenance duties.
3. Content Creation
To fully leverage VR’s capabilities, HR teams need to be skilled in content creation, which some may struggle with. When HR teams lack the skills to develop compelling VR experiences, it may pose a significant challenge.
VR content also takes time to develop because of the multiple stages involved. Each stage requires manpower, skills, and time, which HR teams may not have in luxury.
4. Accessibility
VR technology mostly requires hardware like headsets and controllers, which might be expensive. Getting this hardware for all employees might be costly. The same applies to its maintenance, which may require a huge chunk of investment.
Since not everyone is familiar with operating VR systems, training programs may be required to bring them up to speed. Some training programs may be quite expensive, which might be an extra financial burden for the organization.
5. Data Security and Privacy
It is important to mention that VR systems accumulate and process much data, which may include personal data about employees. Not all organizations may be able to ensure the privacy and security of employee data.
Also, like other digital tools and systems, VR systems are liable to be exposed to data breaches. Therefore, some organizations may not incorporate security measures to keep their data from unauthorized third-party access or theft.
6. Regulatory Compliance
Some organizations may be unable to stick to Data Protection Regulations when implementing VR in HR. These regulations are often associated with aspects like workplace safety, non-discrimination, fair labour practices, and equal opportunity employment.
Also, VR training environments may be unable to meet safety and occupational health standards to protect workers from mental and physical harm.
7. Scalability
Scaling VR initiatives are mostly capital-intensive. They require investments in software, hardware, and network resources. However, many companies may be unable to allocate the funds needed, especially in uncertain or competitive industries.
Also, companies may find it challenging to recruit or retain brilliant talents with VR expertise, which might cause a decline in quality.
Best Practices for Implementing VR in HR
Virtual Reality (VR) will continue gaining popularity in HR as a powerful tool. Companies can use VR technology to improve hiring and recruitment processes, training and development, and employee learning experiences.
Here are some best practices for companies who want to implement VR training in their processes:
1. Create Clear Goals
Before incorporating VR into your system, set clear goals. You should be sure of what you want to achieve through VR. By having clear goals, you can easily develop a roadmap to aid its implementation.
These goals should be SMART- Specific, Measurable, Achievable, Relevant, and Time-bound. It is vital that these goals align with the overall organizational goals. They should be used to contribute to strategic priorities within the organization.
2. Begin Small and Scale Up
Don’t be in a hurry when implementing VR into your systems. When you begin small and scale gradually, it allows you to test the effectiveness of VR. With this, HR teams may not invest much financial resources because of its small-scale implementations.
HR teams can begin with pilot programs that help them identify possible challenges and gather feedback from various users. This feedback can improve the VR solutions before they are available to a broader range of users.
3. Let Your Employees Be Involved
When implementing VR into your processes, ensure your employees are at the core of the incorporation. You can introduce a collaborative approach that ensures the VR content meets their needs.
Generally, the VR content should be informative, engaging, and relevant. When employees are involved from the start to the execution process, they develop a sense of ownership. By involving employees, you foster more adoption and engagement in the VR implementation programmes.
4. Ensure Accessibility
HR teams must ensure that VR initiatives are accessible to everyone, including persons with special needs. Factors like auditory and visual accessibility, sensory disabilities, physical accessibility, cognitive impairments, and others must be considered.
Alternative options should be provided for all who might encounter barriers when accessing VR technology. By ensuring accessibility, managers can achieve inclusion when implementing VR in HR.
5. Provide Support and Training
It would be difficult for employees to use VR technology without comprehensive training and support. Effective training can help employees leverage its benefits, and HR teams can use VR technology to build a better workplace.
These training programs should cover technical proficiency, content creation, navigation, and continuous improvement. There should be ongoing support to address issues, answer questions, and improve the overall user experience.
Final Thoughts On The Adoption Of VR in HR
The future of VR in HR and in the workplace generally looks promising. We envisage that the evolution of technology will make VR more accessible and that widespread adoption across diverse HR functions will be possible. By embracing the implementation of VR, HR teams can streamline hiring, onboarding, training, and development, amongst other HR practices.
