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Thank you for using learningBOX. We are pleased to announce that we have launched a "How to Use" website to provide better support to our customers who use learningBOX. Please visit the "How to Use" site at https://support.learningbox.online/ The usage site provides not only basic information on how to use learningBOX, but also more detailed information such as FAQs and articles on recommended settings for each customer's usage scenario to help customers resolve issues related to learningBOX. Please note that "How to use learningBOX," which has been available on our website, will be completely transferred to the above-mentioned how-to site after March 27 (Wed.), and will no longer be accessible. Thank you for your continued support of learningBOX.

What challenges does your company face in training mid-career employees? Many of you may have the desire to nurture the ambition and initiative to proactively tackle new tasks for the sake of personal growth, but are not able to provide individualized paths for each employee's career, or are unsure of what kind of training content to implement. For those in charge of training and human resources who have such concerns, we would like to introduce "KaWaL eLearning," an e-learning content that makes learning fun and provides skills that can be used at work. The content includes a variety of useful content for employee training, and two mid-career members of learningBOX actually took the training this time. We would like to share with you their impressions of the training. What is KaWaL eLearning? KaWaL eLearning is an e-learning service provided by Change Inc. that is designed to solve the problems of all people involved in human resource development and at the same time, to "KaWaL the action" of the members. The eLearning program is not a one-size-fits-all learning style, but a learning style that incorporates a mechanism that allows participants to create and repeat deliverables. The content is suitable for training new employees and young employees as well as mid-career employees. KaWaL eLearning Features Students learn because they tackle "challenges" and continue to learn because they "enjoy learning. Just as a child learns kanji by working hard on drills, a person learns only by working on tasks and creating artifacts. It has been well received because it is fun and easy to continue learning. A lean curriculum that focuses only on necessary business skills At KaWaL eLearning, our human resource development professionals help you learn efficiently by focusing on what you really need. Experience in training over 1 million young people We have supported the growth of more than 1 million young people (*1) since our founding, and have structured our curriculum based on our wealth of experience in asking "what and how to learn effectively" and "at what point do they get stuck" in order to be active in the field. *1 Based on research by Change Inc. KaWaL eLearning Lineup KaWaL eLearning is a learning curriculum packed with content necessary for all business people. Courses are designed to match the learner's age so that business skills can be acquired in a minimum amount of time. The content is useful not only for building awareness among new and younger employees, but also for reskilling topics and improving skills. Introduction of KaWaL eLearning courses *Multiple contents are available in addition to those listed above. For more information, please click here. Back to Table of Contents I took the course "How to Proceed with Project-Based Work" This time, a mid-level employee in the Sales Department took the course "How to proceed with project-based work" from among a number of contents! A mid-career employee of the Sales Department took the course "How to proceed with project-based business operations" from among a number of contents. This content is designed to help participants learn how to proceed with project-based work and improve work efficiency in the VUCA era (*2). 2 VUCA is an acronym for "Volatility," "Uncertainty," "Complexity," and "Ambiguity," and refers to a state in which the future is difficult to predict. Content Structure Chapter 1: What is a project-based work style? The Corona Vortex and VUCA era have made it necessary to think and act further ahead than ever before. The essence of the contents based on the PMBOK (*3) has been extracted for use in everyday project-type work and is explained in an easy-to-understand video. 3 PMBOK stands for "Project Management Body Of Knowledge," a body of knowledge that serves as a standard for project management. Chapter 2 Goal Design This chapter introduces, in order, "Goal Design" to clarify what should be achieved as a result of this work, "Definition of Scope (definition of requirements and demands)," which includes organizing and confirming what should be given the highest priority, "Definition of Final Output (deliverables)," and others. Chapter 3: Planning Skills You will learn "Outline of planning", "Structuring work (classification of tasks and scheduling)", "Identifying and responding to risks" such as bringing forward the start of work, and "Estimating costs (expenses)" to apply to daily life with various tasks, and finally, practice exercises such as creating planning charts. Finally, participants will practice planning charts and other exercises. Chapter 4: Relationship Skills Review "What communication is necessary for the job" of organizing timing and tasks and making requests, "Understanding stakeholders" and "Involving stakeholders" to learn what it takes to get them involved and moving, and create a stakeholder map in an exercise. Chapter 5 Execution Management Skills After understanding "negotiation skills" for people inside and outside the company, and "communication during business execution" in which communication among members is important, such as the four elements of reporting (progress, results, problems, and remaining work) and accepting and understanding the feelings of others, the participants will practice internal negotiation skills. Comprehension check (test) Everyone can use it! How to proceed with project-based work" confirmation test with a time limit of 20 minutes to answer the questions. Actual study screen. Everyone can use it! How to Conduct Project-Based Work" from the video Thoughts on the course, etc. O: I chose to take this training because I sometimes develop new business, etc., and I wanted to check my skills once again! (I'm embarrassed to show my face, so please excuse the icon) Videos with friendly and practical content The first thing that struck me when I took the course was how practical the content of the videos is. The story progresses through the interaction between an employee who is struggling to get the job done and an employee who offers advice. There is also a downloadable worksheet before proceeding to each chapter. The video includes issues related to personal skills, such as "I'm too busy with deadlines and can't work at my own pace," as well as issues that are important to keep in mind on a daily basis, such as "I don't know how to cooperate with other employees," and I thought this was unique in that it was not just about acquiring skills. The videos are also set at around 20 minutes, making them easy to watch. Systematic understanding of concepts that tend to rely on the senses Many of you may have heard about business improvement methods that you have only heard about in passing, or have acquired only partial knowledge of methods that you have been told you should try. This course will enable you to organize and learn such things that you are usually somewhat aware of as a systematic theory. For example, ◆Create WBS (work breakdown structure) by identifying tasks for task management ◆Call stakeholders as stakeholders, and be aware of related employees as stakeholders, etc. Contents common to all businesspersons I thought this content is recommended for all business people. When we hear the word "project," we tend to think of SEs (system engineers), PMs (project managers), and other engineering positions. However, I thought the theme of the video is a problem that everyone feels when conducting business. You can learn a wide range of topics such as how to make requests within the company, how to deal with supervisors and junior staff, and how to build relationships with them. The content is useful not only for those who aspire to be leaders, but also for younger employees who are having trouble understanding what their bosses and seniors are thinking. Back to Table of Contents I took the "Become a Self-Supporting Human Resource" course. Next, K, a mid-level employee in the Sales Department, took the course "Become an Independent Human Resource: How to Work to Meet Expectations. The content of this course is to learn the three awareness points that one should have as the foundation of one's work in order to become a person who can "work independently and create results. Structure of the contents Chapter 1: Self-Sustaining Human Resources and Three Types of Awareness In the video, an employee in his/her second year with the company and a senior employee in his/her fifth year with the company appear in a drama-like storyline, confirming where the problems were through actual client meeting situations and so on. Self-reliant human resources are those who can work independently and create results, and those who can decide their own work direction and proceed with the involvement of others. In this section, you will learn about the movement and mindset of self-reliant human resources. Chapter 2: What is Forward-Looking Thinking? This section will review the specific points for exercising anticipatory thinking, such as "concretely imagining the goal to be achieved in the end. Chapter 3: What is a holistic view? Developing a sense of wholeness will enable you to move in alignment with the rest of the team and move smoothly toward achieving the overall objectives of the business, and this section explains the specific points for demonstrating this sense of wholeness. Chapter 4: What are Priorities? Understanding priorities will help you focus on more important tasks and work more efficiently. This section explains specific points for demonstrating priorities, such as "correctly grasping the level of urgency. Chapter 5 ENDING, Comprehension Check (Test) In summary, after reviewing and reviewing the previous chapters, you will have 20 minutes to answer the final confirmation test on "Becoming an Independent Personnel". Actual study screen. From the video "Become an Independent Human Resource: How to Work to Meet Expectations Thoughts on the course, etc. K: I myself feel that I am more likely to take action after receiving instructions, but I chose this training because I knew that this would not be the case! Clear objectives and easy to understand Most of the videos were around 10 minutes long, which allowed me to concentrate on the learning. The overall curriculum time was just right, and I was able to take the course without leaving the class in the middle. The content of the videos was very much based on situations that I often find myself in at work, and I was able to relate to many of them and immediately apply them to my own work. It was very easy to take the course because it was clear what skills would be acquired in this chapter. I did not lose sight of the objectives, which is often the case in training courses. In the comprehension check, there were also application questions based on what I had learned, so I was able to realize the effects of my learning. Content that can be used for any type of job It is a bit confusing to describe self-reliant personnel, but they need to be able to manage themselves, take initiative, and work as part of a team. I felt that the skills required for these self-reliant personnel are essential for further advancement from year to year. Self-reliant human resources are skills and attitudes that are required for any type of job, and I think they are useful in a wide range of fields. If you feel that you are not confident in your skills, I recommend that you take the course. Other recommended content for mid-level employee training is here! How to handle work - Become a businessperson who is not overwhelmed by work, but follows work - Learn how to become a businessperson who is "following work" because work is busy and out of control. The OJT trainer's mind-set: You can understand the points and communication methods that you need to keep in mind as an OJT trainer while having fun through the game. Ideal for first-time trainers! Back to Table of Contents Let's acquire business skills that can be used in 2021. We hope you enjoyed learning about KaWaL eLearning, an eLearning content that allows you to acquire skills that can be used on the job, and we have included feedback from LearningBOX members. With the labor shortage becoming more serious, the need to further improve labor productivity, and the need for reskilling, the skills required of businesspeople are becoming more and more important every day. If you are looking to enhance the human resource development of your company or organization, please take advantage of "learningBOX ON," which offers multiple training contents that are essential for companies. KaWaL eLearning" is also included, and a free trial course (the free version allows you to try out some of the KaWaL eLearning content) is available. For information on how to register, please see this article. If you have not yet registered for "learningBOX," we also offer a free plan that allows up to 10 users to use almost all functions (excluding paid options) for free and indefinitely. For more information about KaWaL eLearning, please visit this page. ▼ We also recommend this page! Also read Back to Table of Contents

Thank you for using learningBOX. We are pleased to announce that from Tuesday, March 26, 2024 to Wednesday, March 27, 2024, We will be performing a major version upgrade of the shared server (update to Ver. 2.25) from Tuesday, March 26, 2024 to Wednesday, March 27, 2024. Please note that learningBOX will not be available during the following period. Implementation period March 26, 2024 (Tuesday) 18:00 - March 27, 2024 (Wednesday) 12:00* The end time may vary depending on the work status. Please understand this in advance. We apologize for any inconvenience this may cause and appreciate your understanding.

Broadmedia Corporation, which operates the Renaissance High School Group, a wide-area correspondence and credit system that utilizes the Internet and digital teaching materials, held a discussion with Mr. Takayoshi Momoi, Director and Executive Officer, General Manager of Educational Service Division, and Mr. Yoichiro Nishimura, President of learningBOX. Nishimura has been developing the group's learning management system on consignment since 2012, and has been involved in the development of various functions requested by the group since the transition to "learningBOX" in 2022. In this interview, we asked Nishimura about how he came to be commissioned to develop the system, his reasons for migrating to learningBOX, the benefits of the system, and his future outlook. Director, Executive Officer and General Manager of Education Service Division, Broadmedia CorporationTakayoshi Momoi worked in the education industry and was in charge of creating new businesses at Dai-ichi Kosho Corporation. After moving to Broadmedia Corporation, he learned about the spread of online homeschooling in the U.S. and led the establishment of Renaissance High School, a correspondence high school focusing on Internet learning. Based on students' voices, he established Japan's first e-sports course and K-POP course, and continues to support students' desire to do what they want to do. Currently, he is making efforts to help students obtain qualifications such as certified tax accountants. Yoichiro Nishimura, Representative Director of learningBOX Corporation, engaged in research in software engineering at the Faculty and Graduate School of Science and Technology, Keio University. After joining Kiban Corporation, he was involved in four of the 31 systems registered as "Learning Manegement Systems" with the e-Learning Consortium. In July 2012, he founded Tatsuno Information Systems Corporation (now LearningBOX Corporation). In the field of competitive programming (Atcoder) php, he still maintains a world-class position. Renaissance High School Group, operated by Broadmedia Corporation, is known as a pioneer in e-learning correspondence high schools using smartphones and tablets. The company operates three schools, Renaissance High School, Renaissance Toyota High School, and Renaissance Osaka High School, and 11 campuses, offering e-sports courses and a variety of other courses specializing in performing arts, beauty, study abroad, and entrance exams. The establishment of learningBOX was triggered by contracted system development for the Renaissance High School Group I understand that Mr. Momoi led the establishment of Renaissance High School. Mr. Momoi: Yes. About 20 years ago, I was in charge of the broadcasting business at Broadmedia. When you hear the word "broadcasting," you probably think of entertainment such as music, movies, and dramas, but I wanted to do something new, so I proposed the education business. It was a time when services via the Internet had not yet become so widespread in the world, but I proposed that we establish a wide-area correspondence high school where students could study online and give it the attention it deserved as a correspondence company. At the time, some people within the company questioned, "Why is our company in the education business?" At the time, some people within the company questioned, "Why is our company in the education business? However, the proposal was readily adopted, and I was assigned to launch the new business. Today, the Renaissance High School Group has grown to a total enrollment of more than 8,000 students in its three schools, but at the time of its establishment, there were only two students enrolled. At the entrance ceremony for the first school, in the town of Daiko, Kuji-gun, Ibaraki Prefecture, only one student showed up. There were about 80 visitors (laughs). That was the beginning of the wide-area correspondence high school. Can you tell us how Nishimura came to be entrusted with the system? Mr. Momoi: At the time, there were few educational businesses using the Internet, and there were no suitable systems for e-learning. At that time, we were using a system built by another company, but even the best system becomes outdated after a few years. So we decided to rebuild a new system. At that time, there was an employee whom I trusted very much. When I asked him about a client for the system, he introduced me to Mr. Nishimura, a colleague from his previous job. However, Mr. Nishimura was a sole proprietor at the time, so I was apprehensive about requesting an important mission-critical system. However, he strongly assured me, "I have never seen anyone who can work like that!" I decided to ask Mr. Nishimura to do the job, if he was so sure. Nishimura: Because of this background, we decided to incorporate the company. The relationship with Broadmedia was the catalyst for the founding of Tatsuno Information System Corporation (now learningBOX Corporation). for nearly 10 years from April 2013, we were contracted to develop an original learning management system for the Renaissance High School Group, and we built the system from scratch (developing an original system from scratch). The system was built from scratch. Mr. Momoi: At the time, Nishimura-san was still young, but I thought he was very impressive. I am glad I asked Mr. Nishimura to do it. Back to Table of Contents Evaluating the versatility and safety of the cloud-based system. What were the deciding factors in your decision to move to the cloud-based learning management system "learningBOX" in 2022? Mr. Momoi: IT technology evolves rapidly, so even the best system will become unusable after 10 years. So we considered two options. We were torn between a fully custom-made system that was unique to our company, and a cloud-based system that other companies and schools also use. We were torn between these two options, but this time we decided to go with the latter, a highly versatile system. learningBOX is fast at upgrading its system in response to technological advances, and it is also highly secure and reliable. The fact that the system was also compatible with multiple devices was also a deciding factor. About Version Upgrades LearningBOX undergoes major version upgrades four times a year, and new features are introduced and existing features are improved every quarter. Every Wednesday (excluding holidays), we also perform minor version upgrades that include bug fixes and vulnerability fixes, etc. Support for current versions is also an important part of our daily operations. Security MeasuresTo ensure that customers can use learningBOX with peace of mind, we have established a security system and are continually working to strengthen various security measures. Security Measures｜learningBOX e-learning system Back to Table of Contents Administrators also experience reduced burden and hurdles for students to study What kind of effect have you seen since the transition to learningBOX? Mr. Momoi: In terms of operations on the administrator side, we were able to reduce man-hours for user registration and other tasks. The previous system, which was developed 11 years ago, had an outdated UI design and was not optimized for smartphones, but learningBOX solved these problems at once. The learningBOX system solved these problems in one fell swoop. Smartphone learning is now commonplace. Mr. Momoi: At the time, some people questioned, "Is it safe to study on a cell phone?" Mr. Momoi: At the time, some people wondered, "Is it safe to study on a mobile phone? However, children are familiar with cell phones and smartphones, and the habit of studying on mobile devices has naturally developed. In one case, a high school student from a single-mother household was studying on her cell phone while taking care of her younger siblings while her mother was at work. With a computer, you can't study while babysitting. When I heard that story, I was convinced that being able to study anywhere and anytime is a very good thing because it lowers the hurdle for studying. We needed a learning management system that would make it easy to study on mobile devices such as cell phones, smartphones, and tablets, and learningBOX, with its strengths in this area, matched the "mobile learning" that we were aiming for. Nishimura: Speaking of "mobile learning," the free quiz and question creation tool "QuizGenerator" received a major upgrade at the end of last year. It has evolved to be even easier to use, with a UI that makes it easier to study even on smartphones. Mr. Momoi: (Looking at Nishimura's smartphone screen) It looks very easy to use! When we think of "studying," the image we have is of sitting at a desk and opening a textbook for a long time, but I think the style of studying efficiently on a smartphone is more suited to the current era. I believe it is thanks to smartphones that the hurdle to studying has been lowered. About QuizGeneratorQuizGenerator allows anyone to easily create and publish quizzes and questions in a wide variety of formats on the Web, even if they do not have technical knowledge of the Web or IT. There are a total of 13 types of quizzes and questions, including correct/incorrect and fill-in-the-blank questions. The tool is also free for commercial use and can be used for corporate training and examinations. QuizGenerator - Free quiz and question generator In May 2023, we also released "Easy Quiz Generator with AI," which can generate quizzes from keywords, YouTube video URLs, and website URLs. Easy quiz generation with AI! | QuizGenerator Back to Table of Contents From Group Classes to Individualized Tutoring, AI Utilization is Key It is expected that the use of AI will be increasingly promoted in the field of education. What are your thoughts on the future of education? Mr. Momoi: The number of students in wide-area correspondence high schools nationwide has increased from at most 180,000 in the past nearly 20 years to more than 260,000 now, partly due to the Corona disaster. I think correspondence education will continue to grow. I believe that the educational policy will also change from group classes to individualized instruction. And the core of individualized instruction will be AI. In the current group classes, there is no choice but to adjust to the middle of the range between those with high grades and those with low grades. In this situation, "able-bodied" students who want to move up to a higher level cannot do so, and they lose motivation. This is why we believe that individualized instruction is best for each student. However, there is a limit to human ability alone, so AI is still necessary. Will it also help to solve the "teacher shortage"? Mr. Momoi: Certainly, the use of AI has the purpose of compensating for the "teacher shortage. As AI becomes more and more prevalent in the field of education, the role of teachers will become less about teaching learning content and more about life guidance. For example, the role of teachers as counselors and supporters of children will gradually change. Nishimura: The evolution of AI is accelerating. I feel that it has evolved to such an extent that high school and college students do not know what skills they will be expected to have once they graduate from school. Mr. Momoi: Yes, that is true. Our school is also considering enhancing education related to AI in the future. I believe that information education without programming is like English education without English conversation. Many people can understand some English grammar, but are not good at listening and speaking. Programming is another situation where students learn a lot of things in information subjects but cannot actually program...this is the current reality. I believe this situation must be changed. I hope that talented engineers like Mr. Nishimura can take on the responsibility of programming education. Nishimura: Yes, I believe that in order to survive in a society where AI is accelerating, programming language operation skills will also be increasingly required. Regarding the development of AI functionsIn the fall of 2023, we developed "AI Assist," a new ChatGPT-linked function that automatically generates quizzes and tests, automatically generates memorization cards, automatically analyzes reports, and automatically creates courses.We plan to implement various AI assist functions in 2024 as well. AI Assist | e-learning system learningBOX Back to Table of Contents Wide-area correspondence high school x learningBOX provides children with opportunities for spontaneous growth What do you expect from learningBOX in the future? Mr. Momoi: The Renaissance High School Group has produced many graduates who are golf and soccer players and entertainers. Recently, more and more of our students are going on to college. What we have felt since launching the wide-area correspondence high school is that what children are looking for is an environment where they can do what they want to do at their own pace. If it is to achieve what they want to do, children will go to school and study. An example of a student who attends the e-sports course is a student who originally did not attend school, but enrolled in the Renaissance High School Group and started attending school to play e-sports. He also became a leader in that group and began to demonstrate his skills more and more. Furthermore, since the common language of e-sports is English, I felt the need to study English hard. We want to increase opportunities for that kind of spontaneous growth. To that end, we would like learningBOX to develop a system that is easy for children to use and enjoy studying. I hope that schools other than our school will use this system as much as possible. Nishimura: Thank you very much. As a provider of the system, we would like to see many more students who graduated from Renaissance High School Group playing an active role in the future. We will continue to focus on expanding our development areas to realize "a future where anyone in the world can freely learn anytime, anywhere. LearningBOX" is a learning management system suitable for school education and correspondence high schools. Reference] School education | Usage scenarios | learningBOX e-learning system LearningBOX is also recommended! I want to read it in conjunction with Back to Table of Contents

What issues does your company face in training young employees and evaluating their abilities? We often hear comments such as, "The current checklist is too abstract and difficult to use," "How can we conduct an effective 1-on-1? How can we conduct effective 1-on-1s?" "Young employees are not convinced by personnel evaluations," and so on. In this session, we will introduce the "KaWaL Diagnosis," an objective diagnostic tool to understand the "basic skills of a member of society" from the perspective of both the young employee and his/her supervisor, to those in charge of training and human resources who have such concerns. The results of the 1-on-1 session will also be presented. What are basic skills for working adults? First, we will explain the meaning and definition of the term basic skills for working adults. We will also touch on the reasons why basic skills for working adults have been emphasized in recent years. Let's start with the basics. Basic skills for working adults is a concept proposed by the Ministry of Economy, Trade and Industry The concept of basic skills for working adults was proposed by the Ministry of Economy, Trade and Industry (METI) in 2006. It consists of three abilities, "the ability to step forward," "the ability to think critically," and "the ability to work in a team," as well as twelve other competencies. Basic Skills for Working Adults: "Basic Skills for Working Adults in the Age of 100 Years of Life In 2006, the concept of "basic skills for working adults" was announced in the context of the "100-year life period" and the "Fourth Industrial Revolution. In light of this situation, the "basic skills for working adults in the age of 100 years of life" were newly defined as the skills required for individuals to remain active at each stage of their lives in their ever-lengthening relationships with companies, organizations, and society. It is positioned as necessary to achieve a balance between purpose, learning, and integration while recognizing oneself and reflecting on the three abilities/elements of the basic skills for working adults in order to carve out one's own career. Ministry of Economy, Trade and Industry / Basic Skills for Working People Back to Table of Contents About KaWaL Diagnostics KaWaL Diagnosis is an objective assessment of basic skills for working adults provided by Change Corporation, which is engaged in human resource development and other businesses. Here is an overview of the KaWaL Diagnosis. What is KaWaL Diagnosis? The KaWaL diagnostic tool diagnoses the three basic skills of a working adult / 12 ability elements from the perspective of both the individual and his/her supervisor (person in charge of training). It is a questionnaire-type assessment tool that enables visualization of young people's abilities by putting them into comparative graphs and charts. The assessment tool uses "specific standards of behavior (performance standards)" as a scale, so it minimizes blurring caused by subjectivity and realizes objective diagnosis. Reference] KaWaL Diagnosis KaWaL Diagnosis is recommended for training young people By conducting the KaWaL Assessment multiple times (after receiving a job offer, after joining the company, at the end of the first year, etc.), you can analyze strengths and weaknesses, growth issues, gaps in perception between the supervisor and the employee, etc., and use the results for "future personal development and career formation" of the employee. In addition, the evaluation of the employee and his/her supervisor (person in charge of training) can be compared with the industry average, enabling an objective understanding of the employee's position in the industry. By conducting multiple assessments and enabling objective self-analysis, the strengths and weaknesses of the individual can be clarified, and abilities that need to be developed can be identified. Back to Table of Contents Basic Skills for Working Adults - Objective Assessment Let's take a look at the content of KaWaL Diagnostics' "Basic Skills for Working Adults Objective Assessment. It is a questionnaire-type test that can be answered quickly and easily, and the results can be checked on the same day. Basic Skills for Working Adults Objective Assessment Contents (Self-Assessment and Supervisor Assessment) The Basic Skills for Adult Workers Objective Assessment contains 36 questions on the three abilities and 12 ability components of basic skills for adult workers (common to both self-assessment and supervisor assessment). By having the supervisor evaluate the employee using the same items as the employee himself/herself, gaps in perception of abilities can be visualized and appropriate training can be provided. In the "self-diagnosis," the user selects the option that most closely resembles his or her daily activities and proceeds to answer the questions. In the "Supervisor Assessment" section, the user selects the option that best describes the current work style of the person being assessed and proceeds to answer the question. Once all 36 questions have been answered, click the "Diagnose" button to complete the process. An example of a question is shown below. The learningBOX members, Hirota, a young marketing department member, and Yoda, a marketing department manager, actually conducted the diagnosis! Inori Hirota, Marketing Department (Young employee) I thought it would be quite difficult since there were 36 questions, but since I could answer them intuitively, I was able to complete it without feeling that much difficulty! Saori Yoda, Manager, Marketing Section (Supervisor) I think I was able to organize my mind as I went through the process of answering the questions about my impression of the actual diagnosis, looking back at Mr. Hirota's usual work style and so on! Results of the objective assessment of basic skills for working adults The results of the Basic Skills for Adult Workers Objective Assessment are easy to read with an intuitive UI, and the score sheet can be checked immediately after the individual is diagnosed. Scores are given for each of the three basic skills and 12 ability components of basic skills for working adults, and comparisons to supervisor assessments and industry averages are also shown in tables and graphs, making it easy to understand the results in an intuitive manner. The intuitive UI and easy-to-read score chart help you understand the results and take action. The purpose of this diagnostic is to find out at what stage of growth the diagnosed person's basic skills for working adults (skills necessary for working as a member of society) are at. The results of the assessment will help the diagnosed person to know what he/she should work on in order to grow in the future. The results of the diagnosis were reviewed by learningBOX members, Hirota, a young marketing department member, and Yoda, a marketing department manager! Inori Hirota, Marketing Department (Young employee) About my impressions of the diagnostic resultsThe tables and graphs are very easy to read, and it is fun to check them! I was able to pick up new discoveries about my strengths and weaknesses, which I had never thought of. Saori Yoda, Manager, Marketing Section (Supervisor) I thought it was especially good that the results of both the individual's diagnosis and the supervisor's diagnosis are clearly shown on the chart. I can immediately see where there are discrepancies. Back to Table of Contents Basic Skills for Working Professionals Use Objective Diagnosis for 1-on-1 The Basic Skills for Adult Workers Objective Assessment is conducted from the perspective of both the employee and his/her supervisor (person in charge of training), which allows us to quickly identify gaps in perception between the supervisor and the employee and clarify abilities that need to be developed. The results of the assessment can be used to implement effective 1-on-1s. The following is a report of a 1-on-1 between Mr. Hirota, a young employee of the Marketing Section, and Mr. Yoda, a manager of the Marketing Section. Let's align our perceptions of action standards that are misaligned. In the performance report, if there is a gap between the supervisor's and the employee's perceptions, an item titled "Competence Factors with Gaps with Supervisor" will be displayed. This allows you to see at a glance the gap between the supervisor's and the employee's perception of his/her usual behavior, and to consider the next action for his/her growth. Let's encourage young employees to develop their abilities by eliminating the gap through a 1-on-1 meeting between the supervisor and the employee. From actual diagnostic results Actual 1-on-1 Hirota (younger staff) works at the head office in Hyogo Prefecture, while Yoda (supervisor) works in Tokyo, so the 1-on-1 was conducted online Yoda (supervisor): You mentioned that there was a gap in "planning ability. I think we understand that it is important to set goals in order to move things forward. From there, let's start by communicating with the people involved to have a common understanding of the goal we are aiming for! Hirota (Younger staff):Yes, that's right. There have been times when there has been a gap in perception with the goal I have in mind, so I would like to start with that in mind! Yoda (boss)：Once you have a common understanding, let's break down the work and clarify what needs to be done to achieve the goal. If you have any problems or don't understand something, please call on me for support at any time! Let's identify our strengths and weaknesses and the actions we need to take. The performance report displays three items each of "Strengths" and "Weaknesses" of the person to be diagnosed, which are extracted based on the results of the supervisor and self-diagnosis. The chart also allows comparison with the "group average" within the same department, so you can objectively grasp where you stand. Supervisors will be able to provide feedback on the subject's daily behavior, rather than a vague image. From the actual diagnostic results: Strengths items From the actual diagnosis: Weaknesses Actual 1-on-1 Yoda (supervisor): Let me start with your "strengths." In terms of "flexibility," you do not stick to your old ways, but flexibly change your ways depending on the situation. I think it is also wonderful that you try to understand the background of the other party's position and arguments as much as possible and find a compromise between the two parties, especially when there is a conflict of opinions! Hirota (Younger staff):Thank you very much. I try to think from the other party's point of view as much as possible and try to make the work go well. Yoda (supervisor):That is a very good attitude! In order to grow further, once you accept the differences in other people's ways of thinking and values, why don't you try to incorporate and utilize what you don't have in that new way of thinking? Hirota (Younger staff):I will put it into practice! Regarding the "weakness" of creativity, I feel that I am lacking in this area. I enjoy researching various things that interest me, but... Yoda (supervisor): Yes, the scope of our work is very broad, and of course there are some subjects that don't interest me very much. We cover a variety of subjects in our study sessions, but why don't you keep up to date with the latest trends and technologies, and share your own perspectives with those around you? Hirota：Yes! I will always be conscious of broadening my perspective and ideas, and I will do my best! Visualize your growth by comparing with past diagnoses! By performing multiple diagnoses, you can compare the results of each of the supervisor and self-assessments with the results of past diagnoses, visualizing growth in each of the three competencies/elements of the 12 competencies, and clarifying the results and challenges of training. Continuous assessment is necessary to implement the PDCA cycle of the training plan. It is possible to regularly check whether the abilities that need to be developed are really being acquired, and link this to the next action. From actual assessment results: Comparison with past assessments *Actual 1-on-1 Yoda (Supervisor): "Problem-finding ability" seems to have dropped slightly, but looking back from the previous diagnosis, how has it been? Hirota (Younger employee) : I feel that we have been so busy with our daily work that we have not been able to have a viewpoint of "what can be improved" and "how to improve next time. Yoda (supervisor): It was a hectic time. It takes a lot of effort to identify the cause of an issue and try to solve it, even if there is an issue. As you said earlier, when you are faced with an issue, try to put it into practice by thinking about what the root cause of the issue is in your own way, with the viewpoint of "Is there anything I can improve?" and "How can I improve next time? Inori Hirota, Marketing Section (Young employee) It was refreshing to learn about my current basic skills as a working adult "objectively" since the results were not only my own, but also my boss's. Also, by actually doing the 1-on-1 while looking at the results, I was able to visualize what I should do next! It was also good that I was able to visualize what I should do next by actually doing the 1-on-1 while looking at the results! Saori Yoda, Manager, Marketing Section (Supervisor) Unlike conventional diagnostics, objective indicators were presented, and I think this allowed us to talk more concretely in 1-on-1s while reflecting on our daily actions. I felt that this is a tool that can be useful for young people's self-development and career development, and I would definitely like to make use of it in the future! Back to Table of Contents Incorporate Objective Indicators in Human Resource Development We hope you enjoyed this report on KaWaL Diagnosis, an objective diagnostic tool for understanding basic skills of working adults, including feedback from LearningBOX members. Objective data is indispensable to accumulate know-how when human resource development is successful or unsuccessful. By accumulating objective and quantitative data on human resources, we can sublimate the activities of training young people into company assets (training know-how). If you want to strengthen the training of young employees in your company or organization, please use "learningBOX ON," which provides several training contents that are essential for your company. The "KaWaL Diagnosis" is also included, and a free trial course (the free version allows you to try out some of the KaWaL Diagnosis features) is also available. For information on how to register, please see this article. If you have not yet registered for "learningBOX," we also offer a free plan that allows up to 10 users to use almost all functions (excluding paid options) for free and indefinitely. For more information on KaWaL diagnostics, please visit this page. ▼ We also recommend this page! Also read Back to Table of Contents

Thank you for using learningBOX. Today, learningBOX has been upgraded from Ver. 2.23 to Ver. 2.24. Let us introduce you to the various new features. Recommended New Features AI Assist - Automatic Course Generation Using AI, courses can now be generated automatically from videos and PDFs. Detailed settings such as content order, headings, and clear conditions are also generated automatically. ➡For details, please refer to "AI Assist - Automatic Course Generation. List of New Functions For a list of the new features added this time, please download and check them below. Other For further information or questions, please contact Inquiry Form We will continue to listen to our customers and improve the functionality of the site to make it even more user-friendly. We look forward to your continued support of LearningBOX/QuizGenerator.

Thank you for using learningBOX. We are pleased to announce that from Tuesday, December 5, 2023 to Wednesday, December 6, 2023, We will be performing a major version upgrade of the shared server (update to Ver. 2.24) from Tuesday, December 5, 2023 to Wednesday, December 6, 2023. Please note that learningBOX will not be available during the following period. Implementation period December 5, 2023 (Tuesday) 8:00 PM - December 6, 2023 (Wednesday) 8:00 AM* The end time may vary depending on the work status. Please understand this in advance. We apologize for any inconvenience this may cause and appreciate your understanding.

Thank you for your continued support of our services. learningBOX Ver. 2.24 is scheduled to be released on Wednesday, December 6, 2023, and with the Ver. 2.24 release, the stable/recent version of the generator of quiz and test materials will be automatically updated to "QUIZ -6.1.0" will be automatically updated. Please note the following two points in connection with this update Customization of Quiz and Test Materials *This information is for customers who have subscribed to QuizGenerator license. Customizations (CSS, Javascript, and system languages) currently applied to quiz/test may no longer be reflected. In order to continue applying your current customizations after the renewal, please implement the following settings in advance. ■Configuration Procedure 1) Open the contents management screen. (2) Click the gear icon in the upper left corner of the screen and select "Generator Version Management". (iii) Set the API name of QUIZ to "QUIZ-5.16.23". (4) Click "Save" at the bottom of the screen. *Note that we have been developing a simplified element specification for the customization part since "QUIZ-6.1.0" and later. This development is scheduled to be applied to future updates of the generator. With the updating of the generator, it may be necessary to reconfigure the customizations (CSS, Javascript) that have been set. Please be aware of this. Suspension and Resumption of Quiz and Test Materials This is for customers who are using the "Suspend/Resume" function for quiz/test materials, If you convert the generator to "QUIZ-5.xx.xx", you will not be able to resume from the point of interruption before the conversion. Please be careful when changing the generator. You can check the generator of each quiz/test material by following the procedure below. (1) Open the contents management screen. (2) Click on "Courses". (3) Right-click on the quiz/test material and move the cursor to "Information" at the bottom of the menu that appears. The following image is displayed, and you can check the information of the generator of the relevant teaching material.

The key to memorization lies in "repetition," or repeated study. Fill-in-the-blank questions (mushikomi questions), which are often utilized in qualification exams and periodic test preparation, have the advantage that the entire question, including the relationship before and after the answer, can be understood, making it easier to retain the memory. This article details how to easily create and effectively utilize fill-in-the-blanks questions using a Learning Management System (LMS). If you are interested in incorporating fill-in-the-blanks questions in preparation for certification exams, web tests, etc., please read on. Fill-in-the-blank questions that can be easily created by utilizing the tool Fill-in-the-blanks (MUSHIBUKEI) questions are partially blank and require the user to answer with the correct answer. Since it is necessary to match the correct answer set by the question author with the user's answer, the correct answer should be brief and to the point. Although questions can be created using writing software, spreadsheet software, etc., we recommend using a learning management system (LMS) for more efficient question creation, distribution of created questions, and grade management. Back to Table of Contents Introduction to learningBOX LearningBOX is a learning management system that provides all the functions necessary for training and education, such as creating teaching materials, creating questions and tests, distributing, grading, and managing users, and can efficiently create questions in various formats. Creating Fill-in-the-blank questions from the quiz/test creation form With learningBOX, you can easily create Fill-in-the-blank questions in the following 5 steps. Log in to learningBOX Access Content Management in the menu on the left side of the screen *Courses must be created in order to create questions Click on the course you have created to open the hierarchy screen within the course Open the quiz/test creation form by selecting the "+" icon in the upper left corner of the screen > "Materials" > "Quiz/Test" > "Create Quiz Enter a title for your quiz and set options as needed Click the "Go to Edit Question" button at the bottom of the screen and select "Fill-in-the-blanks" from the question format to create your quiz! About the Quiz and Test Creation Form The "Quiz and Test Creation Form" consists of the following two main items. Options: You can set the number of questions, the order of questions, the passing score, the correctness of each question, and other details. Question: Create a quiz/question, if you want to create more than one question, click the "+" icon directly below the question to add more questions. For detailed instructions on how to use the quiz/test creation form, please click here. Utilizing the Worm Notebook Mushiken Notebook is one of learningBOX's teaching material formats, and is a tool specialized for memorization learning. With the ease of a writing software, you can create and edit your own original Mushikibu learning materials by adding Mushikibu enclosure lines to the contents you want to memorize. Mushikibu Notebook can be easily created in the following four steps. This time, as an example, we will create a Mushi-Shoku notebook on Japanese history. Log in to learningBOX Access Content Management Click on the course you have created to open the Hierarchy screen within the course Open the creation form by selecting the "+" icon in the upper left corner of the screen > "Teaching Materials" > "Mushy Notes" > "Create Mushy Notes Copy and paste the above text into the Wormwood Note Creation Form. Advantages of worm-eaten notebooks Quick and easy to make hole-in-the-wall questions Text color and size can be changed, and images can be inserted. Compatible with multiple devices, including PCs, smartphones, and tablets Problems created can be shared with registered users using the user management function of learningBOX. By making good use of the Mushiken Notebook function, you can easily perform "input/output" of contents you want to master through repetitive learning, such as knowledge and skills required for work, and the range of contents that frequently appear in regular tests and qualification exams, on the Web. Please make use of the "Mushi-Eating Notebook" function to consolidate your memory. Back to Table of Contents SUMMARY In this issue, we introduced how to create Fill-in-the-blank questions using learningBOX and its "Mushiki-note" function. Although it is possible to create Fill-in-the-blanks questions using writing software or spreadsheet software, it takes time and money to publish and distribute them, as printing is required and a separate system is needed. This is a major advantage of LearningBOX, which allows for centralized management while reducing man-hours. With the free plan of learningBOX, up to 10 accounts can be used free of charge. Please feel free to try our free plan first. We also recommend you to try this one! Also read Back to Table of Contents

An increasing number of companies are trying to, or are already focusing on, hiring "professional personnel" and training existing employees (reskilling) for the purpose of fundamentally reforming existing businesses to improve productivity and developing and expanding new businesses, including those in DX contexts. On the other hand, securing professional human resources is not easy from the perspective of recruitment costs and opportunities, and by reskilling existing employees, some companies are moving toward new value creation, such as reforming existing businesses or developing new businesses that utilize digital technology. However, there may be many people who are having problems with reskilling, such as repeated failures that do not lead to results, or the term "reskilling" is just a word that is used alone in the company, and concrete ways to promote reskilling are not known. In this article, we will explain the definition of reskilling and how to introduce and promote it in an easy-to-understand manner. Please refer to this article if you are experiencing problems with reskilling or are considering its introduction. What is reskilling? Reskilling is the process of acquiring or having someone acquire the necessary skills to enter a new profession or to adapt to a significant change in the skills required in their current profession. Looking around the world, it is becoming one of corporate strategies, with large investments being made in order to survive. In Japan, the government's "Kotta-no Shiji 2021 (June 2021)" and the Keidanren's "New Growth Strategy (November 2020)" mention the need for digital human resource development and reskilling, and interest in this field is growing in Japan. Difference from Recurrent Education and Re-learning Although reskilling is sometimes confused with recurrent education or relearning, the essence and purpose of the two are quite different. Recurrent education" or simply "relearning" that involves leaving one's job is merely improving one's personal skills to better perform in one's current role. On the other hand, "reskilling" is part of a company's business strategy to create new value. reskilling Recurrent Education Definition. The acquisition of skills and knowledge required for a new job. To repeat the cycle of education and employment throughout one's life Objective To turn existing employees into professionals in their new roles To improve skills to better perform in current roles Subject of learning Company Individuals Why reskilling is attracting attention One of the reasons why reskilling is attracting so much attention is the proliferation and promotion of DX and GX (Green Transformation). Companies are being forced by these influences to make drastic changes in corporate management, from strategies to products and services, and workflows. As a result, not only disappearing jobs but also new jobs and workflows are being created, and it is becoming an urgent need to secure human resources who can handle them. Back to Table of Contents Background of the Need for Reskilling Let's look at the background behind the need for reskilling from the three points of "market trends," "management strategy," and "human resource strategy. Market Trends One major background is the rapid changes in the external environment (market). Three main factors are listed below. Development of technology, especially digital (DX and GX) Trends emphasizing corporate social suitability and social impact, such as SDGs, ESG, LGBTQ, etc. Semi-competitive social transitions due to new coronavirus pandemics, etc. Management Strategies As market trends change, corporate management strategies need to be "management oriented beyond the existing framework. Existing businesses will need to reform their operations and improve operational efficiency through the use of digital technology, while new businesses will need to develop and expand with DX in mind. Human Resource Strategy Given market trends and business strategies, it will become essential to secure professional human resources capable of creating new value. However, it is difficult to recruit and secure human resources for the following two reasons The market is an overwhelming seller's market and there is a chronic shortage of professional personnel. Unless a company has a large budget and strong points in recruiting, it cannot make the hiring of professionals the main focus of its human resource strategy. In other words, rather than hiring new personnel, reskilling existing employees to become professionals is required. Back to Table of Contents What are the advantages of working with reskilling? After taking into account the reasons why reskilling is attracting attention and the background behind the need for it, we will introduce the benefits of actually working on it. Resolving human resource shortages As mentioned in the previous section, it is becoming increasingly difficult to secure professional human resources capable of creating new value. By reskilling existing employees and developing human resources with the skills necessary for the business, it will be possible to secure human resources within the company. Furthermore, you can expect to reduce recruiting costs while eliminating talent shortages. However, compared to recruiting, reskilling existing employees takes time and costs a reasonable amount of money. Improvement of operational efficiency If digital technology can be mastered through reskilling, internal DX will advance, enabling not only time and cost savings through automation and streamlining of existing operations, but also accurate data analysis and centralized data management. By streamlining operations, you will have more time to work on new, more advanced operations, and you can also expect to reduce labor costs by decreasing overtime hours and improving work-life balance. Generation of new ideas By acquiring new skills through reskilling, the possibility of creating new ideas that go beyond the existing framework increases. New skills and ideas will not only lead to the launch and growth of new businesses, but will also contribute to existing businesses, leading to overall company growth. New business initiatives by existing employees who understand the company Even when highly professional personnel are hired from outside the company, there is a risk that they may not fit with the "company itself," such as management philosophy and perspectives, or that they may not work well with existing operations or communicate smoothly with existing employees. By reskilling existing employees who are familiar with the corporate culture and operations, it is possible to reduce the risk and tackle new business. Back to Table of Contents How to proceed with reskilling and what to keep in mind By following the five steps listed below, you can proceed with the reskilling that is now required of companies. STEP1: Set the target scope First, from the management and business strategies, the target job categories for reskilling are defined. It is recommended to divide the target job categories into quadrants based on importance x number of needs, and target job categories in areas of high importance and large number of needs. It is important to prioritize the occupations that will have the greatest impact on creating new value with limited resources. STEP2: Job/Capability Requirements Definition Once the target scope is defined, clarify the job description of the target job and define the necessary capability requirements (e.g., small- and medium-scale project management skills). Once you have defined the capability requirements, subdivide each capability into learning element levels. Developing a training program while incorporating the learning elements included in the capability requirements will help you build an effective reskilling program. STEP 3: Building a Training System The next step is to establish a training system. Building a training system means designing the necessary training programs and learning processes for the goals to be achieved. Since the goals to be achieved through reskilling measures have been determined in STEP 2, let's check the reskilling training system, including the goals of each training program, development of training programs calculated backward from the goals, consideration of pre- and post- measures to promote learning retention, and construction of learning processes that take into account pre-, post- and parallel relationships of learning. Let's check out Riskiering's training system. STEP4: Training Implementation Once the training system is established, the training is implemented according to the schedule. The selection of instructors and the preparation of lectures are extremely important in the implementation of training. Instructors must be familiar with the elements of learning, be able to deliver lectures that meet the learners' motivation and level of understanding, and have the flexibility to respond to sudden problems. With thorough preparation and flexible management, the picture drawn in STEP 3 will come to life. STEP5: Effect measurement and follow-up/advancement of next measures Once a series of Off-JT is completed, we will maximize and measure the effectiveness of Off-JT and promote follow-up OJT. Measuring whether the goals of the reskilling measures and the goals of each training program have been achieved, and separately taking care of any areas that are lacking, including additional Off-JT, improvement of the training environment, collaboration with the site promoting OJT, and monitoring of OJT are effective means of achieving these goals. In addition, the points of improvement identified in said measures and points to be adopted on an ongoing basis will serve as input for the next sophistication of reskilling measures. Back to Table of Contents SUMMARY This article has explained the definition of reskilling, its introduction, and specific promotion methods. Implementing reskilling can result in a variety of benefits, such as reforming existing businesses, resolving human resource shortages, and developing and expanding new businesses, including those in DX contexts. The e-learning system "learningBOX" provides a complete set of functions for creation and distribution of training materials, performance management, and trainee management. The e-learning system, learningBOX, provides a complete set of functions for creating and distributing training materials, managing grades, and managing students. We recommend that anyone can easily build a web-based learning environment. Furthermore, if you combine this service with KaWaL eLearning, which allows you to add a wide variety of training content, you will be able to expand the scope of your training even further. For reskilling measures, we encourage you to use this convenient service for in-house creation of training content. With learningBOX's free plan, you can use up to 10 accounts for free. Please feel free to try it first. This article was written based on useful materials from Change Inc. and supervised by the company. Please check out "Lismore," a service that promotes reskilling and fosters professional human resources, if you are interested in this service through this article. ▼ We also recommend this page! Also read Back to Table of Contents