Metaverse and E-Learning at Redbus

1. What type of meta-platforms are suitable for learning and development? Can meta-
worlds substitute for in-person collaboration within organizations?
 Metaverse is a very good example for meta-platforms that are suitable for learning and
development. In metaverse users get to interact with each other virtually, in world that is
generated by computer imagery and graphics. Various training modules can be virtualized in
Metaverse thereby providing experiences that are very realistic and immersive in nature.
Metaverse provides a hands-on experience to its users as they get to interact with various
elements of the training modules, as if they are real. Experiential learning has a very huge
impact in the learning outcomes and metaverse is a very good example for the same.
 Meta-worlds have the potential to enhance experiences however they might not be able to
substitute for in-person collaboration. When it comes to individual learning, metaverse offers
a promising experience that can enhance learning among employees. Meta-worlds
interactions might be very convenient in terms of feasibility and might be able to save a lot of
time as they help in collaborations spread over various geographical locations almost
instantly. However meta-worlds won’t be able to match the quality of social interaction and
the feel of meeting people face to face or personally. There is also a possibility of some
people not being comfortable with the virtual experience as it is entirely different from the
experience one gets when interacting face to face. People complain that at times the
experience appears to be fake and it doesn’t give them the genuine experience.
2. What are the advantages and disadvantages of using meta and online LMSs for
enabling employee learning? Are these whole substitutes for in-person learning
mechanisms?
 Traditionally and historically, apart from reading books, classroom mode was the way to
learn. Meta and Online LMSs have changed the way people learn. Videos and animations
have redefined the understanding of concepts. Meta and Online LMSs have their fair share of
pros and cons. Some of the advantages of using these platforms are:
 These platforms offer cost effective, personalized scalable options for all employees based
on their requirement and needs.
 Ease of accessibility is one of the major aspects with respect to these systems. They can be
used by anyone, anywhere and anytime thereby making it very easy to use and thus drive
higher adoption rates, thus fostering a culture of continuous improvement and
development.
 Since they use virtual worlds and engaging experiences, they help in offering an
immersive and impactful learning environment and potentially, the outcomes are far
better.
 Since these systems use technology, not only are the available analytics very detailed but
they are also real-time in nature thereby helping in analysing and assessing effectiveness
of the learnings. Feedback collection can be immediate and this can help in
implementation of changes at a faster rate.
 However, these systems have their own share of disadvantages as well:
 Lack of social interaction, human touch and in-person collaboration are few of the biggest
disadvantages of such systems which may lead to isolation and drop in interests. This
might also lead to lack of accountability since it is a self-learning model.
 Since these systems are completely dependant on technology, issues like lack of
connectivity, device support, technical assistance can be major concerns which can affect
learning outcomes. Another challenge to consider is the risk of data breach or hack which
might compromise the data integrity and pose a serious threat to sensitive information.
 These systems pose quality and relevance concerns in terms of the content that is available
which can affect the credibility and effectiveness of the entire learning.
 Meta and LMS platforms may not be able to substitute the learning experience entirely, but
they can complement them by enhancing the understandings and learnings.
3. What might be some of the unintended consequences of using meta-learning within
organizations?
 Meta-learning has revolutionized the way learning is approached in organisations. Metaverse
and Online LMSs have offered innovative solutions to existing challenges. However they
have also led to various unintended consequences, more towards the improvement side.
 Concerns of Privacy - since these systems gather information with respect to employees
regarding their personal data, skills, interests, behavioural patterns & usage statistics,
people don’t find it easy to trust them, and they tend to question the integrity &
confidentiality of data. Since these systems collect and analyse a lot of data, there is a
possibility of breach of security and the data falling into the wrong hands.
 Bias - since these systems use complex algorithms to analyse behaviour, they tend to give
preference based on usage approaches and this might lead to bias in terms of
discrimination and might have adverse effects on key decisions of recruitment and
performance management.
 Scepticism - many employees who are comfortable with traditional methods of learning
might offer resistance to newer learning initiatives especially the ones who are not familiar
with technology.
 Overreliance - since the learning processes in online LMS are different from the traditional
methods, a few employees might start developing false sense of accuracy that might lead
to complacency especially when the aspect of limitations and errors is over looked.
 Since the potential, for these consequences to cause challenges, is huge, organisations need to
proactively take measures to reduce the implications. Some of the suggested approaches are:
 Range of Sources - organisations need to ensure diversity of data from various sources so
that the accuracy, integrity and quality of content are upheld. Regular monitoring would
help in ensuring that any sort of bias or discrimination is kept at minimum.
 Clarity in processes - organisations should establish clear communication with respect to
the objectives of the learnings and also set up transparent policies towards data
confidentiality, security and privacy. Organisations can also provide training of how these
systems work and how they can be utilized effectively so that more employees start to feel
comfortable and confident to use these systems.
 Companies must have a proper feedback collection mechanism to analyse the efficacy of
these systems so that the necessary interventions can be made appropriately to enhance the
quality of output.
4. As an expensive investment, how should the impact and return on investment be
determined for the in-house-developed meta and e-learning?
 Profitability assessment is a key factor in determining the success and long-term
sustainability of any initiative. The costs incurred in developing inhouse solutions need to be
compared with cost of licensing fees of the various LMS platforms for which the organisation
needs to invest in, reduction in expenditure in other aspects like reduced recruitment costs,
reduced training costs, increased employee productivity and satisfaction. An analysis would
substantiate the benefits of the systems
 Development Analysis - By tracking input measures like app downloads, no of hours of
engagement, courses taken and output measures like improvement in ratings of feedback and
scores, the effectiveness of these systems can be determined. When the data of all employees
in the organisation is analysed holistically, impact on the overall business can also be
calculated.
 Overall Return on Investment can be calculated by combining data from various metrics and
based on the findings, future strategy can be plotted.