New technologies are opening up new worlds of opportunity for HR to manage and interact with employees. Two technologies that are now stepping into the spotlight are augmented reality (AR) and virtual reality (VR). While this tech has been used in entertainment fields, such as gaming and concerts, AR and VR also carry exciting potential for use cases in the HR landscape.
The difference between AR and VR
Both technologies refer to an alternative reality experience, but what exactly is the difference between the two? VR tech is used to immerse users in a simulated environment, often one that looks completely different from that of their current surroundings, and provides users with the ability to complete a unique objective. For example, VR headsets that go over the user’s eyes and ears allow them to create their own personalised world, complete with virtual amenities, facilities, and assets.
Meanwhile, AR seeks to add information to a user’s current environment, such as by overlaying digital models, messages, or images on top of the real world. Instead of replacing what someone hears, sees, and interacts with, AR enhances the already existing physical environment and elements at hand.
How AR and VR can become tools of the trade for HR professionals
Because of the novelty of AR and VR tools, it might be difficult for HR people to imagine effective and practical use cases for this technology. This is especially true for those who may already be navigating the process of integrating other new types of technology into their tech stack, such as artificial intelligence (AI) or cloud-based software.
However, there are several promising benefits of AR and VR that could bring forth a new era of HR processes. One example is immersive employee training. For fields that require training in specialised machinery or equipment, VR and AR tools can provide a safe, controlled environment for learning. In industries such as healthcare, aviation, or manufacturing, this is crucial – employees can train without the risk of harm to themselves or others. This also protects the company’s assets – such as complex machinery.
Furthermore, these tools allow HR to connect with the employee at any moment, guiding them through processes, providing real-time feedback, and analysing real-time data on the employee’s performance. Another example is using AR to provide an enhanced experience to candidates during remote job interviews, coaching sessions, or career fairs. With AR, HR can provide employees (or candidates) with access to digital information, and assist them in honing their soft skills, keeping their employees engaged while surpassing geographical limitations.
