Success story: Atalian agents trained in virtual reality

During the Learning Technologies France trade show in Paris on May 19th, Benjamin Atlani, CEO, gave a presentation of WiXar in the company of Paul Harmand, Regional Health & Ultra-Cleaning Expert at ATALIAN, who testified on the achievement of the Group's virtual reality training objectives.

As a reminder, ATALIAN is one of the world leaders in Facility Management. With a presence in 36 markets on 4 continents, the Group assists companies and organizations in outsourcing services to buildings and occupants by providing customized solutions that create value. Nevertheless, the group wishes to make attractive the jobs in tension by proposing trainings based on emotion thanks to virtual reality, in particular for the Hospital Services Agents (ASH).

In this conference, Paul highlighted Atalian's various training issues, presented the objectives and KPIs set beforehand.

He also shared the 8 steps of this immersive training project and ended with an assessment and future perspectives with WiXar.

What is WiXar?

Benjamin Atlani:

WiXar is the first collaborative immersive learning platform. There are several keywords to describe it:

  • Collaboration in the HR metaverse in the context of training.
  • Immersive learning, as it is purely the learning methodology we advocate
  • Authoring tool as it is used to produce the pedagogical content of your trainings
  • No code: because it is an easy to use software that requires no coding skills
  • And gamification, which is very important as it optimizes the level of engagement.

To present our main customers we can talk about the City of Paris, the SNCF, the AFPA which is a training organization, the Atalian group, the Saint Joseph Hospital etc. They represent major accounts for which we meet two major challenges:

  • First, HR performance (recruitment, onboarding and training) since WiXar leads to a better involvement and a better commitment rate of the employee in the organization.
  • And the second big lever concerns the modernization of the organization that takes further steps towards digital transformation.
So to summarize, WiXar is a factory that allows you to generate, in a few clicks, immersive experiences for the on-the-job training market.

More concretely, in the software, there are pre-designed scenarios (semi-custom). You have almost off-the-shelf elements ready to be used. You have a 360 design, directly in 3D, which is unique in the world. It allows you to go much faster in design among all the offers of the market. You also find all the functionalities and statistics of an LMS. And of course, from a learner's point of view, the playfulness of the experiences is extremely interesting. And finally, metavers; everyone talks about it... Here we are on an ultra concrete model, with avatars, where you can discuss and follow training courses.

How to work with WiXar?

How to work on virtual reality when you don't know anything? First of all, you need to feel supported.

So we have a formula called "turnkey" as in the case of Atalian. Then, you are trained to design in virtual reality to finally take the road to autonomy.

Atalian's main issues

Paul Harmand:

For context, Atalian works in healthcare facilities to perform surface cleaning. This is a very important business, brought to light by Covid, with specialized products and well-standardized and equivalent processes. However, it is a job with a high turnover.


  • How do you validate the idea that agents have understood their pre-training at the time or at the end of recruitment?
  • As time goes by, when there are deviations, when we notice that an agent has not cleaned a room or any other surface properly, how can we make up for these anomalies?
  • How can we follow up on it and report it to the directors of the establishment or to the hygiene managers?
  • How can the profession be promoted from the point of view of staff loyalty?

The contribution of these solutions, in particular with Wixar, allows us to enhance the value of the work of agents on a daily basis and to decentralize these training sessions. And also at the head office, we can ensure that these training sessions are carried out correctly on the customer sites.

Project objectives and KPIs

Paul Harmand:

The objectives we set for ourselves and the KPIs for monitoring the experiment were to:

  • Track and determine the errors of the course
  • Report to clients on demand the status of training;
  • Duplicate within the Group and adapt the scenarios abroad by integrating other languages.
  • Reduce the rate of complaints and possible non-conformities (microbiological samples, etc.) by better control of work methods
  • Empower the process of creating tutorials internally by taking control of the camera and the creation studio by our business experts and our trainers

However, we still had some constraints such as the ability to mobilize the supervisors and find volunteers as actors or extras. We also had to ensure the discretion and confidentiality of the filming location. On the other hand, it was not easy to produce a generic script.

The 8 steps of this immersive training project

Benjamin Atlani:

We deployed this project in eight steps that are fairly standard but have some specifics because it's VR. The reason is simple. Some things work in virtual reality and some things don't. So we worked with the teams to maximize the ROI.

1. Choice of site and search for volunteers to participate in this experience

2. Choice of the scenario in the "on-site training palette

3. Definition of the messages to be conveyed

4. Definition of the questions to be asked to assess the level

5. Training of the project team in the writing of a 3D scenario: sharing of best practices by WIXAR

6. Filming

7. Editing of the course

8. Acceptance and validation

All of these operations that we jointly carried out lasted one month, which is extremely fast when compared to other projects of this type. And to be honest, we could do better, and put it all together in a week. What takes time is the upstream preparation, not the technical issue.

What about the results?

Benjamin Atlani:

The results are completely available in the software. It is an LMS. In fact, the stats can be displayed by individual, but also collectively.

Let's take as an example this first training for the Hospital Service Officers (ASH). We can quickly see that collectively, the start of the training was complicated. Indeed, the results are quite bad for all the learners, but we can also see that there is a lot of room for improvement. Another interesting element for a training designer is the display of results, either by individual or collectively.

Furthermore, according to a survey conducted to collect feedback from the different ASHs, we noticed that this training experience was very much appreciated.

Paul Harmand:

To talk a little bit more about the learners, although this training was a success, they still had some challenges related to this innovation in training. We had, for example, this phase where we taught the agents how virtual reality works. And sometimes it can be complicated, especially when you have a young population that doesn't have a good command of the language, etc... So we tried to readjust and I think we will also readjust our future training models to really speak to everyone and that they can all learn the good practices of the job.

The balance sheet!

So, to make an overall assessment, in relation to the 6 issues and the objectives set, the assessment is very positive.

  • Assessing knowledge, valuing skills and continuing education ✅
  • Valuing the profession ✅
  • Mastering integrations ✅
  • Democratize on-site training ✅
  • Decentralize training ✅
  • Harmonize the content of the training provided ✅

Paul Harmand:

To talk a little about the future, we are currently thinking about deploying this project throughout France. We are in discussion with WiXar and in particular our management to study this solution on other establishments. We believe in this solution. And it is true that we also have other businesses, not only health. We also have food processing for example. In addition, the industrial markets department is also interested in using this solution to secure their processes. So it's clear, we are very satisfied and we want to continue with WiXar.

In a classic agent training course, we start with a classroom training, then the trainer follows him in the field. For the time being, the strategy would be that the WiXar solution would be a complement to this classic mandatory training. It is about learning differently. You learn differently. And in relation to the testimony of an agent he told us: "Now we use the same tools as the doctors". Indeed, it is true that this innovation is deployed a lot in medicine, and there, on bio-cleaning services and others, it also allows to value the job.

Benjamin Atlani:

For us, it's absolutely critical and we realize that in fact, the value associated with training has positive repercussions for recruitment as well.

To conclude, beyond Atalian itself, to talk about recruitment for these professions, nearly 400,000 people are expected to be recruited over the next five years. So it's absolutely essential that these jobs are promoted and the tools can make a huge contribution.

The next steps?

  • Expansion to all health sectors
  • Expansion of the Atalian Group
  • Multilingual management
  • Increased empowerment of teams (training)

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