This project was a collaborative effort with James Kendall Jr., who contributed his industry expertise in tire retread manufacturing
Project Overview
Context
This project was created as the final project for IE 5770: Human Factors. Our task was to design a product or process that applied human factors principles to improve real-world systems. My partner James, with over 10 years of tire retread industry experience, suggested focusing on training.
I learned that the process of tire retreading extends the life of used tires, but training new employees in the process can be challenging, time-intensive, and risky.
Together, we explored how VR can improve safety, efficiency, and learning for tire retread workers using human factors principles.
Goal / Research Question
How might we use VR to design a safer, more effective training program for tire retread workers?
My Role:
- Collaborated with James to research, ideate, and prototype training concepts
- Applied human factors principles to identify safety and usability challenges
- Designed concept photos and workflows illustrating a VR training program
Tire retread process
Before designing a training program, I first had to learn the tire retread process. With input from James (who has 10+ years of industry experience), we mapped the full workflow into clear steps:
1. Initial Visual Inspection - Operators check the casing for visible damage to sidewalls, beads, shoulders, and crown. They must determine whether damage is repairable.
2. Non-Destructive Inspection - A high-voltage probe spins inside the casing to detect holes or embedded metal (e.g., nails). Any issues are marked for repair.
3. Shearography Inspection - Cameras inside a sealed dome test for micromovements that reveal hidden structural damage. Operators must interpret the images to decide if the casing is viable.
4. Buffing - Remaining tread is removed using either a manual or automated buffer. Accuracy is critical since damaging the belts can ruin the casing
5. Skiving - Operators use pneumatic tools to manually repair light damage (such as rock drilling) before the casing moves forward
6. Major Repairs - Holes and structural issues are patched by repair operators, who must apply the correct technique depending on size and location.
7. Cushion Application - A thin layer of uncured rubber (“cushion”) is applied with an extruder machine. Proper adjustment ensures the casing passes final inspection later
8. Tread Building - New tread is applied using a Builder machine. Some builders also offer design matching for a seamless, more aesthetic finish
9. Curing - The casing is placed in a vacuum-sealed envelope with an arc ring and then into a heated pressure chamber. Time, temperature, and pressure bond the tread to the casing
10. Final Inspection & Finishing - Operators verify the retreaded tire meets Bridgestone and DOT standards. Cosmetic finishing (painting, labeling) completes the process.
Problem with the Current Training
At Bridgestone Bandag Franchise Dealers, tire retread training is carried out in two main ways:
Informal Training
Informal training is typically led by experienced workers directly on the shop floor.
While convenient, this method often pulls skilled employees away from production, lacks a standardized curriculum, and risks overlooking critical safety procedures.
Formal Training
Formal training is provided either through Bridgestone’s semi-annual courses at dedicated training centers or on-site sessions with a Technical Service Representative (TSR).
Although more structured, these options present challenges such as high travel costs, limited scheduling, and a reactive approach, since TSR sessions are often only scheduled after issues have already occurred.
As a result
Both approaches fall short in key areas. They contribute to inconsistent knowledge transfer, limited accessibility, increased costs, and potential safety risks, leaving room for improvement in how employees learn and retain critical retread processes.
Our Proposed Training Plan
To address these challenges, we designed a three-stage training program that blends theory, simulation, and supervised practice. Our goals were to make training accessible year-round, improve skill retention and efficiency, and reduce on-site accidents.
The program consists of three phases, designed to be completed in ~2–3 weeks:
1. Online Onboarding & Training
The program begins with an online training phase, where all trainees gain a shared foundation of knowledge.
Through videos, text-based modules, and quizzes, employees learn about safety protocols and the fundamentals of the retread process.
To advance, trainees must complete 100% of the modules, pass all safety-related assessments, and score at least 85% on the remaining quizzes.
This ensures that everyone enters the next stage with the same baseline understanding.
2. VR Scenario Training
Next, employees move into VR scenario training, the longest and most intensive phase. Here, trainees practice their assigned roles in realistic, simulated environments.
The VR system guides them step by step with task lists and built-in feedback, allowing them to rehearse procedures and correct mistakes in a safe, consequence-free setting.
Elements such as gamification and ergonomic role practice make the experience engaging while also preparing employees to translate what they learn directly to the factory floor.
3. Hands-On Training
Finally, trainees transition into hands-on training within the factory. In this stage, they apply what they learned under the supervision of a trainer, either individually or in small groups.
Trainers use a standardized evaluation checklist to assess proficiency. Once a trainee demonstrates competence in their role, they are certified as ready for independent work.
Human Factors Principles in Our Design
A central part of this project was applying human factors and ergonomics principles to shape our training program. We integrated six key concepts to ensure the training was effective, safe, and engaging for employees.
User-Centered Design
First, we prioritized user-centered design by incorporating VARK learning styles, which are Visual, Auditory, Reading/Writing, and Kinesthetic.
By offering a mix of media such as instructional videos, text-based modules, interactive VR experiences, and hands-on practice, we accommodated different learning preferences and made the program accessible to all types of learners.
Cognitive Load Reduction
We also focused on reducing cognitive load. Information in the online modules was introduced gradually, one topic at a time, to prevent trainees from feeling overwhelmed.
This step-by-step approach helps learners retain knowledge more effectively.
Error Prevention and Recovery
Another principle we emphasized was error prevention and recovery.
In the VR training environment, employees could safely make mistakes and learn how to recover without facing real-world consequences.
This not only builds confidence but also reduces risk once they begin work on the factory floor.
Feedback Integration
Across all stages, we embedded feedback integration.
Quizzes, corrective cues, and real-time guidance helped trainees recognize and correct mistakes, reinforcing proper procedures.
Gamification Elements
To keep the training engaging, we also incorporated gamification elements in the VR environment.
Features like task lists and optional timers added motivation and a sense of progress.
Physical Ergonomics
Finally, we addressed physical ergonomics, allowing trainees to rehearse movements in VR that mirrored their real-world tasks.
The tasks were structured to mirror real-world postures and motions, such as lifting, bending, and assembling
By reinforcing ergonomic practices from the outset, the program not only improved efficiency but also reduced the risk of fatigue or injury once employees transitioned to the factory floor
Implementing the Training Program
Task Analysis Framework
To organize the structure of our program, we used a Hierarchical Task Analysis (HTA) to break down the training into tasks and subtasks. This helped us clearly define the steps trainees must complete at each stage.
We also noted that other methods, such as Sequential Task Analysis and Kirkpatrick’s Four-Level Training Evaluation Model, could complement our approach by further assessing effectiveness and outcomes.
Training Director Role
Each dealer location would designate a Training Director to manage the program. This would not be a full-time role, but rather an added responsibility for an existing administrative or supervisory position. The Training Director would be responsible for assigning roles, scheduling trainees, and monitoring overall progress.
Dealers could choose between two approaches for structuring training groups:
- Individualized Assignments – more flexible, but requires closer oversight.
- Cohort Groups – more efficient, but less flexible.
To encourage employees to broaden their skills, dealers could offer incentives (e.g., pay increases or additional vacation time) for learning secondary tasks. This would give dealers greater flexibility in staffing to meet production demands.
Training Equipment Access
Dealers would also need to decide how trainees access training equipment. Options include:
- Setting up a dedicated training room with computers and VR headsets.
- Providing loaner equipment for employees to use at home.
Since the online modules are mobile-friendly, trainees could also complete portions of their learning on smartphones or tablets, reducing the demand for company-owned equipment.
Hands-On Oversight
Finally, the Training Director (or a designated trainer) would oversee the hands-on portion of the program. Unlike the current system, where skilled workers spend extensive time training new hires, this approach would be more efficient. By the time trainees reach the hands-on stage, they will have already completed online modules and VR practice.
Trainers would use a standardized checklist and clear performance criteria to evaluate proficiency. Once a trainee demonstrates the required skills, they would be certified as fully prepared to work independently on the manufacturing floor.
Evaluating the Training Program
Dealer Feedback
To measure program effectiveness from the organizational side, each dealer would complete a quarterly survey.
These surveys would capture feedback on employee performance, training efficiency, and overall satisfaction with the program.
This feedback loop ensures that the training continues to align with dealer needs and production demands.
Trainee Feedback
At the end of each module, trainees would complete a short survey assessing the clarity, relevance, and effectiveness of the material.
This step allows trainers and program designers to identify areas where the content may need refinement, and ensures that employees feel adequately prepared for their roles.
Continuous Improvement
The surveys from both dealers and trainees feed into a cycle of continuous improvement. Based on the collected data, annual updates would be made to the training modules, ensuring they remain accurate, engaging, and aligned with evolving industry standards.
Long-Term Evaluation Methods
In addition to surveys, more structured evaluation models such as Kirkpatrick’s Four-Level Training Evaluation Model could be applied to measure outcomes at multiple levels:
- Reaction – How did trainees feel about the training?
- Learning – What knowledge or skills did they gain?
- Behavior – Did they apply these skills effectively in the workplace?
- Results – Did the training contribute to improved safety, efficiency, and productivity?
By combining immediate feedback with long-term evaluation methods, the program ensures that both short-term learning outcomes and long-term workplace impacts are effectively measured.
Reflection & Takeaways
Working on this project was an eye-opening experience. Before beginning, I had little knowledge of the tire retread process, but through research and collaboration with my partner (who had over a decade of industry experience), I gained a deep appreciation for the complexity of the work and the skill required at every step.
More importantly, this project reinforced the essential role of human factors in creating successful training solutions. From reducing cognitive load in online modules, to incorporating physical ergonomics in VR simulations, to designing fair and standardized evaluation methods, every decision we made was rooted in human-centered thinking. I learned how even small adjustments in training design can improve safety, efficiency, and employee confidence.
Ultimately, this project showed me the value of applying human factors principles to real-world problems; not just as an academic exercise, but as a way to design solutions that truly benefit both organizations and the people who work within them.
Thank you for Reading!
Credits:
Created with images by Negro Elkha - "Stacked tires ready for repair. Realistic 3d render." • kucherav - "Focused millennial Indian man looking at laptop screen sitting at home office, sitting at desk with computer enjoying remote job, online studying at home concept distance education" • MclittleStock - "Online Survey form web" • InfiniteFlow - "Business data dashboard analysis by ingenious computer software . Investment application display business sales and profit on the computer screen and advise marketing planning decision ."