Why e-learning is effective in solving human resource development problems

Human resources, known as "human capital," are important to a company.
If you can provide each employee with the appropriate training, you can improve the productivity of the entire company and prevent turnover.
But even if we understand the importance of this kind of human resource development"I don't know what kind of human resource development I should actually do."Many business owners may be worried about this.

Therefore, in this article, we will explain the challenges of human resource development and specific training methods.
Use this paper to understand the advantages and disadvantages of human resource development and learn which training methods are best for your company.
 

Content

• 1. What are the challenges in human resource development?
• 2. What are the key points to consider when thinking about human resource development?
• 3. specific means of human resource development
• 4. introduction of e-learning is effective for human resource development
• 5. Summary

What are the challenges in human resource development?

Many companies face challenges in human resource development, but often feel that their educators are not as effective as they would like.
If you continue to provide education and training without understanding the challenges of human resource development, the recipients will feel that the training is not very meaningful. and the training will continue in a vicious cycle.
Here are three concrete measures to address the challenges of human resource development.
 

1. Build a system that allows you to spend more time on education

First, we prepare a system that allows us to spend time on education.
In Japan, where a shortage of human resources due to a declining birthrate is lamented, the workload of each employee is often too heavy to allow sufficient time for training.

If you work overtime and somehow manage to find the time to train your employees, you will not be able to achieve the full effect of training.
Therefore, we need to establish a system that allows us to spend time on training, seeing it as part of our business.
It is necessary for companies to reform their overall work style by setting up a department that specializes in human resource development or reviewing the duties of employees who also provide training.
 

2. Increase supervisors' awareness of leadership

It is also important to raise the leadership awareness of supervisors.
Instead of "appointing an employee with a long history of service as a trainer" or "leaving it to an employee with good individual performance," companies must first consider the training ability of the instructors.
No matter how talented an individual may be, if the training is conducted by a supervisor who lacks leadership awareness and development skills, the recipient may not be able to gain the full benefit of the training.

Therefore, companies need to incorporate human resource development as a part of their evaluation.
If the training of human resources is linked to results, those who provide guidance will be more conscious of their subordinates' skills, abilities, and the proper path to the goal.
 

3. bridging the generation gap

Learn about the generation gap and try to bridge the divide.
Because social conditions are constantly changing, the training that supervisors have received in the past may not necessarily be the most effective for new employees.

Also, the training for mid-career employees is different from that for new employees.
Because mid-career employees may be confused by the differences from their previous jobs, they must be given adequate training in company rules and regulations rather than business manners and basic knowledge.
As a result, each generation needs to be trained according to its needs.
 

What are the key points to consider when thinking about human resource development?

In light of the issues discussed above, this section explains the key points to consider when thinking about human resource development.
 

Know the challenges and goals of each generation

Remember, every generation has its own challenges and goals when it comes to talent development.
Depending on the generation, training methods need to change flexibly.
For example, the following are some of the challenges and goals that are required of each generation

New employee

Understanding of the company's management philosophy and business model
Learn basic business etiquette
Motivational Education

Mid-level employee

Creating a future career plan
Improvement of specific skills such as problem solving and presentation skills
Understanding of how to teach subordinates

Mid-career employees

Understanding of the industry flow and structure
Build relationships to help you adjust to your environment
Understanding the differences and gaps between your previous job

In fact, as a human resource strategy for companies, "recurrent education," in which employees are required to relearn once every 10 years, is attracting attention, and career design training for different age groups is being held.
The education of human resources in the future requires skill development for each generation.
 

Create a skills map

Creating a skills map is one of the most effective tools in human resource training.
A skill map is a chart that shows the skills that each employee possesses after picking up the skills required for the job.
By compiling a list, you can visualize "what skills employees need now" and "what goals should be set for the training".
By visualizing the results, specific training policies can be established for each employee, and the skills of employees can be improved through repetition.
 

Analyzing the effectiveness of training

Also, after the training, make sure to analyze the effectiveness.
Correct analysis will ensure that the training is not a skeleton, but a fruitful and highly effective one.
The analysis is divided into the company's perspective, such as the return on investment of each training program and changes in employee attitudes and behavior, and the employee's perspective, such as satisfaction with the training program and knowledge acquisition.
This kind of analysis can be done by conducting comprehension tests and student interviews to collect data.
"If we analyze the effects of the training, we can brush up the training to make it more effective.
 

We all have a sense of commitment to education.

It is important that the entire company has a strong awareness of education.
Don't throw your education to the leaders.
Some of the things companies can do include running campaigns to encourage talent development and promoting the benefits of training in internal newsletters.
In addition, if a company provides financial and time support for self-development seminars and study, it will encourage employees to take the initiative in learning.
It is important to create an environment that encourages employees to understand "Why do I need to receive education and training? It is important to create an environment that encourages employees to understand why they need to receive education and training, and to want to receive training voluntarily.
Think of it as a company nurturing people, and don't leave it up to individuals alone, but promote education throughout the company.
 

Specific Measures for Human Resource Development

Let's take a look at some of the specific means of human resource development.
We will explain the merits and demerits of each.
 

induction course

Training is the most popular way to educate a large number of employees in a single session, and is the most popular way to develop human resources.
You can learn a wide range of knowledge and skills through training by external instructors. There are also group training programs with internal instructors in which employees conduct the training.
The advantage of the internal type is that you can acquire know-how at a practical level.
However, it is difficult for companies with a lot of overtime work to conduct the course because each employee will be away from the actual work during the course.
And the disadvantage of internal instructors is that they require a high level of teaching skills, which is why it takes time and money to train them.
In addition, due to the recent changes in the times, companies are building systems to switch from group training to online training.
In the future, the number of training programs that bring people together will be on the decline.
 

OJT

OJT stands for "On-the-job Training" and is a means of human resource development that allows employees to acquire knowledge of their work while working.
The advantage of this program is that you can acquire more practical skills while doing actual work. In addition, by providing feedback to the trainer, the trainee will be able to develop know-how in human resource development as well as smooth communication.
However, the disadvantage of OJT is that it requires a high level of competence on the part of the instructor, which increases the burden on the workplace. In addition, OJT itself does not produce direct results for the company, so it can be said that the cost in terms of time for the person who teaches is greater.
 

self-development

Self-development is an action in which employees take the initiative to improve their own abilities.
Specifically, this includes acquiring knowledge through reading and attending self-improvement seminars.
There are no time or place constraints, so you can learn when you want to learn and aim to improve your skills independently.
However, self-development is not compulsory, and it is a difficult method unless the employees are willing to learn on their own. Therefore, it is necessary for companies to motivate employees and make them understand the meaning of self-development.
 

Introduction of e-learning is effective for human resource development

There are a number of effective means of training personnel, but they all have the disadvantage of being costly and time-consuming.
This is where education through "e-learning" is recommended.
For example, if you conduct training online, you can secure a space for a large group of people, reduce travel time, transportation and accommodation costs for participants, and lower the cost per person.
The advantage of e-learning is that you can take knowledge confirmation tests at any time and check your performance and level of mastery at a glance, so you can easily feel your growth.
Managers can also check the performance and efforts of each employee, which not only improves work efficiency, but also greatly helps in analyzing the effectiveness of training and education systems, presenting education that suits the individual, and providing guidelines for personnel evaluation.
E-learning, which has the role of compensating for the disadvantages of traditional human resource development, is becoming a popular means of human resource development, with companies increasingly adopting it.
 

Summary

Issues, key points and specific measures in human resources development were explained.
All of the human resource development methods introduced in this article are expected to be highly effective and can stabilize the retention rate while increasing the productivity of the company.
If you need to prepare in terms of time and money, e-learning is an effective solution. In particular, learningBOX is designed to be intuitive and user-friendly, and can be used easily anytime, anywhere. Up to 10 accounts are also available.free trial (e.g. of software, game, etc.)You can use this service.

Also recommended! Also read: "A thorough explanation of the basics of e-learning, how it works, and how to use it! [2020 - 2021]"

2021.10.22

Why e-learning is effective in solving human resource development issues

Why e-learning is effective in solving human resource development issues Human resources, known as "human capital," are important to a company. If each and every employee can be properly trained, the productivity of the entire company will improve, and this will help prevent turnover. However, even if you understand the importance of human resource development, you may be wondering, "What kind of human resource development should I actually do?