Abstract
The fourth industrial revolution has forced most companies to technologically evolve, applying new digital tools, so that their workers can have the necessary skills to face changing work environments. This article presents a scoping review of the literature on virtual reality-based training systems. The methodology consisted of four steps, which pose research questions, document search, paper selection, and data extraction. From a total of 350 peer-reviewed database articles, such as SpringerLink, IEEEXplore, MDPI, Scopus, and ACM, 44 were eventually chosen, mostly using the virtual reality haptic glasses and controls from Oculus Rift and HTC VIVE. It was concluded that, among the advantages of using this digital tool in the industry, is the commitment, speed, measurability, preservation of the integrity of the workers, customization, and cost reduction. Even though several research gaps were found, virtual reality is presented as a present and future alternative for the efficient training of human resources in the industrial field.
Highlights
Staff training is a continuous process that must be focused on the needs of each company, and it is vital for the proper development of institutions
It is worth mentioning that three viewpoints have been taken into account to carry out this analysis: (VP1) non-industrial training based on virtual reality (VR), (VP2) industrial training, and (VP3) industrial training based on VR
A questionnaire was established to carry out the development of this research, in which the collaborators consented their intervention in the experiment and filled-in data on their profile
Summary
Staff training is a continuous process that must be focused on the needs of each company, and it is vital for the proper development of institutions. In many cases, learning during job performance affects the stability of processes For this reason, it must be decided whether the learning and training of personnel should be carried out during the actual operation, with possible loss of time; or, in a previous phase without compromising the efficiency of the process [4,5]. Learning opportunities in the value chain are limited due to the variability of its environment, i.e., it is complex to implement changes during production execution. At this point, putting the quality, safety, and efficiency of the production line and workers at risk is unacceptable [6]
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