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Five Advantages and Three Cautions for Using E-Learning for Newcomer Training

New employee training is a training program that provides guidance and education to new employees to help them acquire the attitudes, knowledge, and skills needed to work. Although this is an important process for changing the mindset of students to working adults, many companies do not realize its full effectiveness. This is why we recommend the use of e-learning. In this issue, we will explain why training for new employees using e-learning is attracting attention, the benefits of implementing it, and the precautions and countermeasures to be taken. Background of the growing interest in e-learning newcomer training Demand for the use of eLearning in new employee training is increasing for many companies. eLearning Strategies Institute's research shows that the adoption rate of eLearning for new employee training will increase approximately 1.9-fold from 2018 to 2021. Reference] "Survey Report on Newcomer Training (FY2021)" (e-Learning Strategic Research Institute) One of the reasons for the increasing adoption rate of e-learning is that the spread of the new coronavirus infection has made it difficult to conduct group training that requires face-to-face interaction. With many companies introducing telework and staggered work hours, the characteristics of e-learning match the need to conduct new employee training in a non-contact manner. The use of smartphones and tablets is also a factor. e-Learning allows learners to watch courses anytime, anywhere, and at any time, as long as the administrator delivers the courses via a learning management system (LMS). e-Learning is easy to use even for new graduates who live far away from the company. E-learning is also easy to use, even for new hires who live far away, and its use in training new recruits is increasing. Back to Table of Contents Advantages of Conducting Newcomer Training through E-Learning If you are wondering how to conduct effective new employee training, we recommend using e-learning. Here we will discuss the advantages of using e-Learning for new employee training, from the perspective of both new employees and managers. Advantages from the New Employee Perspective Easy retention of knowledge through repetitive learning Because new employee training often covers a wide range of areas in a short period of time, it tends to be difficult to acquire all of the content in a single training session. Specifically, participants learn business manners, compliance, logical thinking, business document and document preparation skills, as well as legal knowledge and specialized skills. By using e-learning, you can learn repeatedly at your own convenience. You can review the content you did not fully understand or forgot at the first session and use it to consolidate your knowledge. To encourage new employees to repeat learning, we recommend choosing a system that supports easy-to-learn formats such as videos and quizzes. This will lower the barrier to learning and improve the effectiveness of the training. Easy to work at a learning pace that suits you E-learning is characterized by the ease with which learners can control their own speed and progress. You can learn at your own pace without worrying about not being able to keep up with your understanding or becoming anxious. On the other hand, in face-to-face group training, all new employees must learn at the same pace. Individual differences in understanding of the training content can easily arise, and there is a risk of stress. Opportunity to develop a habit of self-learning As working people become busy with their jobs, they tend to have fewer opportunities for continuous study. Many people start studying when they need to acquire a qualification, but are unable to make it a habit as it was when they were students. Introducing e-learning has the advantage of providing new employees with regular learning opportunities. If they are given the opportunity to develop the habit of self-study, self-improvement can be expected even after the completion of the curriculum, leading to human resource development. Advantages from a Manager's Perspective Reduces the burden of training preparation E-learning has the advantage of eliminating the need to make arrangements for instructors, reserve meeting rooms, and other preparations that are required for face-to-face group training. By using a system that allows you to start training using existing content or your own manual videos, you can reduce the burden on those who do not have a lot of time to spend on training preparation. Easy to manage learning progress Another advantage of using e-learning for new employee training is that the learner's progress can be centrally managed online. Alerts can be displayed when progress is delayed, and feedback can be given to learners whose test results are not improving, thereby reducing the burden on the administrator and increasing the effectiveness of learning. Back to Table of Contents What to Consider When Conducting Newcomer Training through E-Learning This section describes the points to keep in mind and countermeasures to take when implementing e-learning training for new employees, and how to maximize the effectiveness of e-learning by taking advantage of its merits and covering the points to be aware of. New employees tend to have a passive learning attitude. It is important to note that e-learning tends to be a training program that focuses mainly on viewing and learning. If there is little practical learning, there is a risk that opportunities to think and act spontaneously will decrease. We recommend building a training plan that combines e-learning and practical learning, such as role-playing, discussion, and on-the-job training. Difficulty in creating opportunities for communication In the case of group training, face-to-face interaction provides learners with natural opportunities to communicate with each other. However, e-learning tends to focus on self-learning, making it difficult for learners to communicate with each other. It is important to make effective use of the learning management system's internal SNS function and learning status sharing function to make it easier for new employees to interact with each other. It is necessary to provide the necessary environment for the course. E-learning is a form of learning that requires an Internet connection and a communications terminal. Therefore, if there is no telecommunication environment or equipment available to take the course comfortably, it will be necessary for the company to prepare the course environment. Specific measures that could be taken include lending tablet terminals or PCs, or downloading course materials and lessons when students arrive at the office to reduce the amount of communication space required. Back to Table of Contents Use e-Learning for New Employee Training to Get New Employees Up to Speed Quickly! In this issue, we have reported on the background, advantages, and points to note regarding the incorporation of e-learning into new employee training. Since new employee training requires learning a wide range of skills, from the basic skills necessary for working adults to practical skills, e-learning is suitable for this purpose because it allows the trainee to repeat the course at his or her own pace. Make effective use of e-learning with these points in mind, and help your new employees become competitive as soon as possible. If you are planning to implement e-learning for new employee training, please use "learningBOX". learningBOX is an e-learning system equipped with essential functions for in-house training, such as content creation and distribution, and course participant management. Courses can be designed in accordance with in-house training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have been well received, and it has been adopted by many companies for training new employees. We also offer a free plan that allows you to use almost all functions, so please feel free to contact us for more information. ▼Here's another recommendation! Also read. Back to Table of Contents

Notification of Change in Recommended Environment

Thank you for using our services. We will discontinue support for the following OS/browsers after the major version upgrade to Ver. 2.20 scheduled on December 14, 2022 (Wed.). Please see below for details. ■Out of supported OS: Android8, macOS11, iOS/iPadOS14 Supported browsers: iOS/Chrome Please note the following information after the support ends. If you use an environment other than the recommended environment, our service may not operate properly. We therefore ask that you use our recommended environment. Please check the recommended environment for learningBOX Ver2.20 here. https://learningbox.online/requirements/requirements-220/ Please also note the following After the end of support, you will not be able to configure the OS/browser settings in the settings of the devices that can be used for logging in. The OS/browser setting will determine whether login is possible or not according to the device setting. If you have registered the combination of iOS and Chrome in the settings for devices that can log in, the settings will be automatically disabled after the version is upgraded. Please consider changing the settings in advance or reviewing the settings of the login-enabled devices if necessary. For details on how to change the settings, please refer to the Login Enabled Device Settings. We apologize for any inconvenience this may cause you, but we appreciate your understanding and cooperation so that you can continue to use our service with peace of mind after the update.
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Four objectives of new employee training│Points for setting objectives and planning to increase effectiveness

New employee training is a training program that provides guidance and education to promote the acquisition of working attitudes, knowledge, and skills. Generally, this training is conducted for new employees who have been hired by a company for the first time as new graduates. Therefore, it is important to note that the purpose of training for mid-career employees is very different from that of training for mid-career employees who are hired for immediate employment. This article explains the purpose of training for those in charge of training new employees. We will also provide tips for setting objectives and planning in order to enhance the effectiveness of training. Four objectives of conducting new employee training (newcomer training) There are four main purposes for conducting new employee training Let's review again the role of new employee training to see why it is necessary to have new graduates attend training after they are hired. Raising awareness as a member of society New employee training conducted immediately after joining the company is meant to help new employees understand the difference between students and working adults, and to make them aware of their responsibilities and awareness as a member of society. At this stage, new employees often still feel like students because they have not yet had the experience of working as a member of society. In order for them to adapt quickly to an environment that differs from their student days and to perform their duties steadily, it is necessary to raise their awareness through training. At work, it is important to make them aware that they will continue to deal with their work and the people they interact with in the workplace for a long time, regardless of mere personal likes and dislikes. Learning basic business etiquette and business skills New employee training is an opportunity for new employees to learn basic greetings, language, telephone skills, and other business manners essential to the performance of their work. It is also an important opportunity for new employees to acquire basic business skills such as reporting, communication, and presentation skills. Depending on the type of job, it may be necessary to conduct training to acquire specialized knowledge and skills. For example, development staff may need classroom training in networking and security, while sales staff may need role-playing training in tele-appointment and sales techniques. Promoting understanding of company rules and corporate culture In order for new employees to smoothly integrate into the company, it is important to deepen their understanding of the company's unique rules, organization-specific atmosphere, and corporate philosophy. Ideally, new employees should be given training to enhance their understanding of corporate rules and corporate culture, which are difficult to grasp prior to joining a company. Adherence to company rules is essential for the smooth operation of the organization, from personal appearance while on the job to the way internal procedures are carried out. Knowing the company's corporate culture also creates a sense of working in the same organization and strengthens the bonds between employees. Promoting communication with peers and superiors Having new employees learn from each other in the same training setting encourages communication and strengthens cooperation during the same period. A major benefit of having colleagues to learn with is that motivation is increased and a desire to grow is more likely to arise. The relationships built during the training period may last long after the training and develop into a relationship where they can consult with each other about their work and share their know-how. In addition, the opportunity for support by managers and senior employees during new employee training encourages casual dialogue in the workplace, making it easier to follow up on work concerns early on in the assignment process. Back to Table of Contents Why it's Important to Clarify the Purpose of New Employee Training In order to make new employee training more effective, it is important to first clarify the purpose of the training within the company. Here we explain why you should clarify the purpose of the training in the preparation stage. It will be easier to put together an appropriate and lean training program. When conducting training for new employees, if specific and clear objectives are set, it will be easier for the human resources department to prepare training content that is both sufficient and sufficient. This will also prevent the risk of wasting time and money on training that does not meet the company's objectives. It is also possible to review the previous year's training curriculum according to the objectives and improve it to further enhance the effectiveness of the training. Easily motivates new employees to take the course If the company shares the purpose of the new employee training in advance, new employees can participate in the training with a clear understanding of why they need to engage in the training. Setting goals in line with the objectives, such as what kind of growth is expected after taking the course, will also help increase motivation. Make sure to clarify specific goals, such as the knowledge and skills to be acquired, before allowing them to participate in the training. Back to Table of Contents Points to Consider When Determining the Purpose and Plan for New Employee Training The following points should be kept in mind when determining the purpose and planning of new employee training. Finally, here are some ideas for companies that are bringing new employee training in-house. Incorporate effectiveness verification and improvement into the plan New employee training is not an end in itself. It is important for new employees to be able to practice and apply what they have learned in the training to their work in the field. To this end, it is effective to have new employees submit periodic reports reflecting on training goals and results, and to ask their supervisors to check the results. These efforts will also help in the effectiveness verification and improvement process to brush up the training content for the next and subsequent sessions. Analyze the results and challenges of past new employee training programs. To improve the current new employee training, we recommend that a survey or interview survey be conducted with employees who received training in the previous year. Questions that could be asked include "Examples of actions that led to positive results from the training," "Complaints and areas for improvement from the training," and "What was useful and what was not useful in the training. Based on the responses, it will be easier to analyze the results and issues from the previous year and reflect them in the next session. Provide opportunities for output as well as input. In order to make the most of what is learned in the new employee training program in the workplace, the trick is to give participants concrete images of situations in which they can apply what they have learned during the training. It is a good idea to provide examples of practical situations in advance, and to incorporate group work and role-playing activities that simulate practical situations. In addition, if the instructor designates the participants to answer questions during the classroom lecture, a moderate sense of tension will be maintained, and it will be easier for each participant to feel a sense of active participation. Back to Table of Contents Keep the Objectives of New Employee Training in Mind to Ensure Success In addition to the purpose and importance of new employee training (newcomer training), we have even explained the key points for determining objectives and plans. The purpose of new employee training is to raise their awareness as a member of society and help them acquire basic manners and skills. It is also important for new employees to deepen their understanding of their company and encourage communication within the company. By keeping in mind the purpose of conducting training, we aim to quickly turn new employees into competitive forces and ensure the success of human resource development. For new employee training, we recommend the business skills-focused training content of KaWaL x learningBOX. In collaboration with Change Corporation, a professional human resource development company, we have prepared a wealth of training video content that is "fun to learn and usable at work. Free trial content is available, so please feel free to contact us if you are looking for more efficient and high-quality training for new employees. ▼Here's another recommendation! Also read. Back to Table of Contents
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What is the Katz Model, three uses and cautions, and specific examples of training topics

Ideally, a company's human resource development should enable employees to acquire appropriate skills as their positions change. In particular, managers are required to have not only their own abilities, but also the skills to lead their subordinates and team members to achieve results. This is where the "Katz Model" framework can be utilized. In this issue, we will explain the outline of the Katz Model, how to utilize it, and points to keep in mind. Examples of training themes that can be easily implemented at each level will also be discussed, so please make use of the Katz Model in your human resource development planning. Fundamentals of the Katz Model The Katz Model is a framework used to develop and evaluate human resources, particularly at the managerial level. This section explains the meaning and components of the Katz Model. What is the Katz Model? The Katz Model is a theory that categorizes and articulates the abilities required for management positions by hierarchy and skill level. The framework divides managers into three levels: lower management, middle management, and top management. In addition, necessary business skills are divided into three categories: technical skills, human skills, and conceptual skills. This framework was proposed by American management scholar Robert L. Katz in the 1950s and continues to be used as a guideline for human resource development and organizational development. The three tiers that make up the Katz Model Top Management Top management includes the chief executive officer (CEO), chief operating officer (COO), chairman, president, and vice presidents. Since they are involved in determining management policies and strategies, they have few opportunities to give specific instructions in the field. Middle Management Middle management applies to positions such as general managers, section managers, area managers, and branch managers. They are required to understand the decisions of top management, communicate them to lower management, and facilitate the execution of business operations. Lower Management Lower management includes section chiefs, managers, chiefs, and other on-site supervisors. They are in a position to supervise members based on instructions from middle management and are involved in on-site operations. Even ordinary employees without a position are considered lower management when they are assigned as project leaders, etc. Three skills that make up the Katz Model Technical Skills Technical skills are specialized knowledge and skills for performing specific tasks. Also referred to as business execution skills, these skills include PC operation skills, bookkeeping and language qualifications, product knowledge, and the ability to make service proposals. Compared to the other two skills, technical skills tend to refer to skills that are more relevant to the workplace. Human Resource Skills Human skills are interpersonal skills. It represents the ability to build good relationships not only with superiors, subordinates, and other people in the workplace, but also with customers, consumers, and all other parties involved in work. It consists of elements such as leadership, communication, presentation, and listening skills. Conceptual Skills Conceptual skills, also described as conceptualization skills, are the skills required to understand the essence of things and make appropriate judgments. It is the ability to objectively analyze any event that needs to be addressed, such as problems that occur in organizational operations or changes in the market, and to find effective approaches. Personnel with high conceptual skills have acquired the following abilities. Logical thinking (logical thinking) Lateral thinking (horizontal thinking) Critical Thinking Multi-faceted perspective intellectual curiosity spirit of inquiry ability to apply flexibility Acceptance, etc. Back to Table of Contents How to Use the Katz Model to Develop Human Resources The following are some key points for human resource development using the Katz Model. Reflect the ideas of the Katz Model in your skill acquisition and management training methods to promote the growth of your human resources. Create a map of the abilities required at each level. First, create a map of competencies required for each level and position. The advantage of this is that employees will be more aware of the abilities they lack and those they need to improve. This can be used when setting goals and evaluating personnel performance. Prepare training programs that enable employees to acquire the three skills. <Examples of training themes based on the Katz model Technical Human conceptual Top Management Business strategy planning Business planning Financial management Risk management Advanced negotiation Organizational Development Middle management (executive/managerial level) Numerical analysis of financial statements Market analysis Leadership Leadership ・ Teaching Coaching Critical thinking Problem-solving skills Planning skills Lower management (leaders/supervisors) Computer skills Computer skills ・ Business e-mail Communication skills Listening skills Followership Harassment Logical thinking Training suitable for acquiring technical skills OJT training, in which education is conducted in parallel with on-the-job work, tends to be more suitable for acquiring technical skills. This is because practical experience tends to be more important than systematic learning of specialized skills. Create an environment where you can receive direct instruction from experienced employees. Training suitable for acquiring human skills Human skills are easily acquired through both on-the-job training and group training. in the case of on-the-job training, salespeople have the opportunity to observe and learn interpersonal negotiation skills such as negotiation and presentation skills by being on the same floor with experienced sales members. In addition, by mixing role-playing in group training, it is easier to foster a practical image. It is also recommended to take advantage of training programs offered by outside professional companies. Training suitable for acquiring conceptual skills Conceptual skills are easily acquired through group training. This is because highly abstract topics such as logical thinking and critical thinking are often easier to understand if they are learned carefully and in sequence. Group training also makes it easier to practice through group work. Planning training for each of the three hierarchical levels Training suitable for top management Training for top management focuses on improving management skills. Specifically, training in business strategy planning, financial management, risk management, negotiation, and organizational development are useful. Another advantage of participating in training programs conducted by external organizations is the opportunity to build a personal network with the management of other companies. Training suitable for middle management Leadership training, coaching training, and critical thinking training are recommended for middle management. This is because middle management needs to correctly grasp the intentions of upper management and communicate them to subordinates before taking command. In addition, in order to perform their duties smoothly, they need to deepen their understanding of the company's products, as well as have the ability to analyze markets and financial statements and other numerical analysis skills. Suitable Training for Lower Management Examples of training for lower management include training to acquire basic business skills such as PC skills, business writing skills, and logical thinking. This is because, compared to the other two levels, lower management has more opportunities to work in the field. In addition, given their position as team supervisors, it is a good idea for them to take compliance and harassment training, as well as communication training. Back to Table of Contents Points to Consider When Utilizing the Katz Model When utilizing the Katz Model, be careful not to take an overly limited view of the skills required at each level. It is important to assume the risk of misinterpretation of the Katz Model by employees and to inform them regularly. If it is difficult to acquire all skills through on-the-job training or group training, e-learning is recommended. This is suitable for cases where employees are too busy with their work to have time for group training, or where there is no suitable instructor for the content of the training, as the courses can be taken according to the individual's ability. Back to Table of Contents Introducing the Katz Model Concept to Improve the Bottom Line of Organizational Strength In this issue, we have provided basic knowledge of the Katz Model, how to utilize it for human resource development, and points to keep in mind. The Katz Model can be used to develop not only managers, but also all human resources in an organization. Let's clarify the skills that should be emphasized for each position and job title, and make use of them to improve organizational capabilities. If you want to implement training using the Katz Model through e-learning, we recommend learningBOX. learningBOX is an e-learning system equipped with essential functions for internal training, such as content creation and distribution, and course participant management. Courses can be designed according to training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have earned it a favorable reputation, and many companies have adopted it for their in-house training programs. We also offer a free plan that allows you to use almost all functions, so please feel free to contact us for more information. ▼Here's another recommendation! Also read. Back to Table of Contents
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Four types of e-Learning for companies│Tips for choosing the right one and effective operation

In response to the impact of the spread of the new coronavirus and changes in work styles, many companies are considering switching from group training, which requires face-to-face interaction, to e-learning. There are many different types of e-Learning for companies, depending on how the content is delivered and the area of training. In this article, we will provide an overview of e-Learning for companies, types, key points for selecting e-Learning, and tips for operation. If you are considering ways to improve the efficiency of in-house training and the effectiveness of training, please refer to this article. Types of e-learning for companies When training human resources, we recommend the use of corporate e-learning. Here is an overview of corporate e-Learning and the types of e-Learning available. What is corporate e-learning? Corporate e-Learning refers to a service that enables efficient delivery and management of in-house training online. Generally, a learning management system (LMS) is installed that enables the creation and distribution of teaching materials and visualization of learning progress, and learners access a server to take lectures. This service is used for many in-house training programs such as new employee training, compliance training, and harassment training. E-learning is in growing demand as an alternative to group training because it reduces the cost and time required to prepare for training, and because it can be taken at the learner's own pace, regardless of time or location. Companies that have increased the size of their in-house training programs, which increases the burden on trainers, travel expenses, and the cost of creating learning materials, are more likely to experience the benefits of e-learning. Four Categories of Corporate E-Learning Corporate e-Learning can be broadly classified into four categories based on the content and functions it possesses. Specifically, there are four types: general-purpose content provision type, specialized content provision type, content utilization support type, and content creation support type. It is necessary to select the appropriate service according to the issues your company faces and your budget. . Classification Characteristics General-purpose content provision type Many contents are suitable for new employee training and job-level/job-specific training. Areas include business manners, compliance, etc. Suitable when there are no training materials or resources to implement training Specialized content provision type Content is provided in specialized fields. Mainly in areas such as information security and IT skills Suitable for cases where there are no training materials or know-how in specialized areas Content utilization support type Suitable for cases where the company has its own content but is struggling in terms of operation. Strengths of the course management functions, such as comprehension tests and quizzes Content creation support type Suitable for users who want to add new content on a daily basis. Features such as the ability to take and share images and videos Back to Table of Contents What to Consider When Choosing E-Learning for Your Company Corporate eLearning is differentiated in various aspects, including cost and functionality. We will therefore explain how to choose an eLearning program for your company and what you should focus on. Does it have a full range of content suitable for the purpose of training? When implementing e-learning for companies, it is necessary to clarify the knowledge and skills to be acquired by the learners through training. Without a clear objective, it is difficult to determine what type of learning format or plan is appropriate. However, we do not recommend that you make a decision to introduce a training program based solely on whether or not it offers themes suited to your objectives. It is also important to determine the quality of the content and whether it is expected to be effective for learning. Specifically, check the quality of instructors, the number of specific examples, whether or not video materials are supported, and the abundance of videos and images. We recommend a service that allows you to check actual training content with a free trial. Can you create your own original content? The knowledge and skills required of a company's human resources differ from industry to industry. Therefore, when using e-learning for in-house training, it is important to choose a platform that allows you to create not only existing content but also your own original content. By introducing a service that is intuitive and allows users to create educational materials in a few simple steps, you can reduce the man-hours required to prepare content. In addition, if you have video materials or documents used in past training sessions, it is a good idea to choose a service that can be customized and diverted from those materials. Is it easy to manage learning progress? In e-learning, the timing and frequency of course attendance is left up to the learner. In order to reduce individual differences in understanding of training content, it is recommended to introduce a service that enables centralized management of course progress. Efficient support can be provided by displaying alerts to learners who are behind in their progress and providing feedback to employees whose test results are not satisfactory. <Tips for choosing an eLearning program for your company Points for consideration and comparison Does the system have sufficient contents suitable for the purpose of training? Does it have functions that make it easy to use the company's own content? Does it have a fee structure suitable for the number of learners and frequency of use? Is there a system to keep learners motivated? Is the system designed to be easy to use for both learners and administrators? Is the system designed to be easy to use for both learners and administrators? Can the system be used on multiple devices such as smartphones and tablets? Can we create and distribute our own original content? Can the number of users and concurrent usage be covered? Can it be used at a cost that fits within the budget plan? Does it have a good reputation among users, and have they pointed out any problems? Back to Table of Contents Key Points for Effective Operation of Corporate E-Learning What points should be considered when using e-Learning to improve training effectiveness? Here we will explain the key points for effective operation of e-Learning for companies. Combine with practical training Since e-learning mainly consists of watching videos, it is difficult for trainees to think and act independently during the training, so it is effective to provide opportunities to put the input into practice. For example, in the case of business manner training, role-playing with peers or superiors is a possible solution. Keep content updated with the latest information. To optimize training content, it is also important to regularly update content in light of legal revisions and market changes. While paper-based training materials must be revised and re-printed, e-learning allows the entire process from revision to replacement to be completed online. Follow-up is essential according to the learner's level of proficiency. Many learning management systems provide testing and survey functions related to course content. Use these functions to assess learners' proficiency levels and follow up as necessary. By proactively encouraging employees to take part in these activities, the company can expect to increase their motivation and encourage them to learn more. Back to Table of Contents Introducing Corporate E-Learning for Employee Training In this article, we have discussed the types of e-learning for companies, how to choose the right one, and key points for its operation. e-learning is becoming a standard for in-house training as a tool that can reduce training costs while increasing learning effectiveness. Why not introduce e-learning suited to your company and utilize it for employee training after understanding the key points of its operation? If you wish to incorporate e-learning into your in-house training program, please use our e-learning system, "learningBOX". learningBOX is a learning management system that provides all the functions necessary to conduct training via e-learning, including the creation and delivery of teaching materials, grading, and learning history management. We also offer a free plan that allows you to use each function for 10 accounts for free and indefinitely, so please feel free to start with a free trial. With "learningBOX ON," you can also add training content required by your company to your learningBOX. By combining harassment training, information security training, compliance training, etc., you can easily design your own original training program. ▼Here's another recommendation! Also read. Back to Table of Contents
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What is OJT Training? Trends, advantages, disadvantages, and effective implementation methods

On-the-job training (OJT) is one of the methods used in corporate human resources training, with a particular emphasis on practical application. It is well-known as a method suitable for training new employees to be ready-to-work professionals. This article explains the basics of OJT training, and provides information on the advantages and disadvantages of OJT training, as well as points for effective implementation. What is OJT training? First, let's check out the basics of OJT training: what it means, how it differs from similar training methods, and even the flow of OJT training in recent years. Meaning of OJT Training On-the-job training (OJT) is an educational method that provides instruction while practicing work in the workplace. OJT is short for "On the Job Training. In many workplaces, it is commonly used as an educational method mainly for new employees and younger employees. Difference between OJT training and Off-JT training Off-JT training is an educational method that provides instruction away from the workplace. Off-JT is an acronym for "Off The Job Training. The difference between OJT training and Off-JT training is whether or not the training is conducted in parallel with the work. Off-JT training, on the other hand, is conducted away from work, with time and space set aside for training. There are several options for conducting Off-JT training. Typical examples include having a person in charge of the human resources department create the training program and instructor, or using training services provided by a specialized company. Training content can be enhanced by outsourcing content creation or requesting outside instructors. Purpose and Importance of OJT Training The main purpose of on-the-job training is to make new hires become immediately competitive. It is important to distinguish between OJT training and Off-JT training. The results of OJT training are likely to be directly related to the work efficiency and productivity of new employees thereafter. It is considered an efficient and effective educational method because it provides practical work experience during the training phase. Trends in OJT training in recent years Remote OJT Training Traditionally, on-the-job training has been conducted face-to-face onsite. In recent years, training has increasingly been conducted online using web conferencing systems and chat tools. When conducted remotely, everything from instruction during training to work management is done online. One of the reasons why remote on-the-job training is attracting attention is the spread of telework due to the impact of the spread of the new coronavirus infection. In response to changes in the work environment, remote on-the-job training is gradually being implemented. OJD OJD is an educational method of developing employee skills. OJD is short for "On the Job Development. OJD is characterized by having employees acquire the skills they will need in the future by working backwards; while OJT aims to acquire the skills necessary for their current job, OJD takes a longer-term perspective and aims to improve employees' skills. In recent years, many companies have introduced OJD to support the careers of their employees against the backdrop of a shortage of human resources. Back to Table of Contents Advantages and Benefits of OJT Training OJT training is expected to bring benefits to the instructor, the teacher, and the company. In this section, we will discuss the benefits of OJT training for each role, and then introduce the effects of introducing OJT training. Merits and benefits for the instructor side Easy early resolution of business concerns and questions The advantage of on-the-job training is that it is easy to ask questions and discuss work-related issues because of the close proximity to the instructor. You can get on-the-spot advice on current concerns and worries, which can lead to early resolution of issues. When you receive guidance on the job, it is easier to make specific improvements in the way you approach and carry out your work. It is easy to have the content adjusted to suit your own characteristics. Generally, OJT training is conducted in small groups, so it is possible to expect individualized instruction in a way that is appropriate for each person's characteristics. Unlike group training where all employees are taught at the same time, it is easier to have the instructor adjust the teaching method according to the individual's level of understanding and ability. You will receive detailed feedback and evaluation, which will motivate you to learn more. Merits and benefits of introducing the system on the teaching side Improvement in understanding of own work OJT training instructors need to be creative in the way they teach and communicate so that others can understand what they are teaching without misunderstanding. In order to explain things in an easy-to-understand manner, they will always be thinking about "when," "what," and "how" to communicate. Through repeated trial and error, it is also an opportunity to review one's own thinking about one's own work and to recognize errors. Opportunity to improve management skills In many cases, senior employees who have been with the company for several years are appointed as supervisors for on-the-job training, which is effective as management training. In some cases, employees are required to experience OJT training as one step toward acquiring the leadership skills required of managers. Another major advantage is that it provides an opportunity for those who teach to accumulate teaching expertise, improve their skills, and grow. Benefits from the Company's Perspective Communication among members is expected to be revitalized. OJT training will inevitably increase opportunities for interaction within the company, which can be expected to invigorate communication. Conversations will naturally occur through work instruction and feedback, and the bond between new employees and senior employees will be strengthened. Good relationships may be fostered and trust may be built between members. Easier to keep training costs down compared to off-JT training. Since OJT training is conducted by employees of the company, there is no need to incur personnel costs for outside instructors. In addition, there is no need to keep a separate schedule from work or to rent a training venue, as is the case with off-JT training. Another feature of OJT training is that it can be implemented without incurring special costs for training. Back to Table of Contents Disadvantages and Cautions of OJT Training On-the-job training has both advantages and disadvantages of providing on-site instruction. The following points should also be kept in mind when introducing OJT training in your company. Disadvantages and points to note for the instructor The degree of effectiveness varies depending on the instructor. The effectiveness of learning through on-the-job training tends to depend on the ability and skills of the instructor. It is important to note that depending on the level of the instructor, there is likely to be a difference in the quality of instruction received by the trainee. Another drawback is that if the instructor and the trainee are incompatible, it is difficult for the training to produce positive results. If the training is completed with inadequate instruction, there is a risk that it will interfere with business operations. Difficulty in acquiring systematic learning The strength of OJT training is that it provides practical learning, but on the other hand, it tends to be difficult to learn systematically in the field. Off-JT training, which is conducted in the form of classroom lectures, e-learning, and other educational methods are suitable for systematic learning. Depending on the content of the learning, it may be a good idea to consider using other methods in combination rather than relying solely on OJT training. Disadvantages and points to note on the teaching side Instructors of on-the-job training have the risk of disrupting their normal work duties. The instructor is responsible for his/her own work and additionally assumes the role of instructor. It is important to note that focusing too much on OJT training in a limited amount of time leaves little time for normal work. The lack of resources may make it difficult to carry out the work or reduce the quality of the output. Disadvantages and Cautions from the Company's Perspective In some cases, new employees may feel that they are left out of the OJT training program by their instructors. If this situation occurs, the HR department in charge of planning and management may be skeptical of the system's design. It is also important to be aware of cases where leaders feel that they are "left to the field. This can easily be caused by a lack of follow-up from the members around them or a lack of rules regarding on-the-job training. Companies that introduce on-the-job training should consider how to support new employees and their supervisors. If the burden on new employees and instructors is left unaddressed, it can lead to a sense of distrust in the organization. Back to Table of Contents Key Points for Effective OJT Training How should we tackle OJT training to make the most of its benefits and operate with caution? Finally, we will provide some key points to realize in order to effectively implement OJT training and lead it to success. Promote it not only by the instructor but also by the entire workplace When introducing on-the-job training to your company, it is important not to leave the training of new employees to the instructors. The company should understand the instructors' normal workload and ensure that they are not overburdened by OJT training. In addition, supervisors and senior employees on site should provide support so that the instructor does not carry the burden alone. Ideally, mid-career employees around them should be willing to help by offering advice on how to communicate and providing feedback on the training plan. Combine with e-learning OJT training can also be combined with e-learning, which can increase learning efficiency by applying the knowledge systematically acquired through e-learning to OJT training. By having trainees learn through e-learning before they go out into the field, it will be easier to reduce the amount of time spent on OJT training. This is also a measure to avoid the risk of increasing the workload of the instructor. Conduct workshops and case studies for leaders Providing workshops and case study opportunities as support to instructors for on-the-job training can help them care for their instructors and improve their teaching methods. In many cases, instructors are in charge of OJT training with insufficient training know-how because they themselves have no experience of being trained in an appropriate manner. By providing a place for leaders to learn, there is a possibility to improve the lack of leadership skills within the company. This is also a recommended measure in cases where the company does not yet have an OJT training system in place; in addition to the OJT training supervisor, the person in charge of the human resources department who plans the company's human resource development may also participate in the training. Back to Table of Contents To design training programs that take advantage of the benefits of on-the-job training This article has explained the basics of OJT training, the benefits of introducing OJT training, points to keep in mind, and key points for effective implementation. OJT training is an educational method suitable for practical learning, and its strength lies in its ability to immediately turn new employees into competitive forces. For companies, it also has the advantage of keeping training costs down. However, care must be taken in how it is implemented, as a lack of support for new employees and their instructors can lead to a sense of distrust toward the company. To cover such disadvantages of OJT training, the method of combining it with e-learning is effective. Because systematic learning can be provided online, it is expected to increase the learning efficiency of OJT training. E-learning is also recommended because it helps reduce the burden on instructors. If you want to implement OJT training through e-learning, please use "learningBOX". learningBOX is an e-learning system equipped with essential functions for in-house training, such as content creation and distribution, and participant management. Courses can be designed in accordance with in-house training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have been well received, and many companies have adopted it for on-the-job training. We also offer a free plan that allows you to use almost all functions, so please feel free to try it out. ▼Here's another recommendation! Also read. 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7 Disadvantages to be aware of when introducing e-Learning│Introduction of countermeasures and case studies

E-learning is being introduced by companies in a variety of industries and sectors as an effective method for human resource development and employee training. While the focus tends to be on the benefits of e-learning, such as reduced training costs and more efficient course management, there are also some points to keep in mind when introducing e-learning. In this issue, we will provide a thorough explanation of the disadvantages of using e-learning for in-house training, tips on how to maximize the effects of its introduction, and case studies of companies that have used it. For each demerit, we will also introduce countermeasures, so please take a look. Disadvantages and cautions to be aware of in e-learning Disadvantages / Cautions Countermeasures Easily struggles to manage learner motivation Display of ranking of top performers Create badges and certificates based on learning progress Prepare teaching materials using videos and animations. Short instructional materials that are easy to use in one's spare time. It is also essential to improve the learner's environment. Support for multiple devices such as smartphones and tablets Development of a system for downloading materials and teaching materials Not suitable for practical learning with hands-on experience Combination of e-learning and hands-on training Requires a certain level of knowledge for implementation and production Utilize LMS providers' implementation support and agency services Select an LMS that can be operated intuitively Difficult to exchange questions and answers Establish a space where users can write anonymously. Difficult to communicate with other learners Combination with group training depending on training content and objectives Introduction of LMS with enhanced social functions Initial and monthly fees are required. Use of LMS that can be introduced free of charge While e-learning has advantages such as efficient learner progress management, individualized and flexible program construction, and equal learning opportunities, there are also some points to be considered when introducing e-learning. Here, we will provide information on the disadvantages of using e-Learning for corporate training and countermeasures. It is easy to struggle with managing learner motivation Compared to group training and on-the-job training, e-learning is less coercive and requires learners to be motivated to learn on their own. While e-learning has the advantage of allowing learners to learn anytime, anywhere, there is a risk of inducing slacking off or poor attitudes toward the course. It is recommended to visualize the learning status, grades, and proficiency level, and to provide a system that makes it easy for learners to realize their own growth and maintain their motivation. It is also effective to incorporate gamification elements to make learning fun. Specific examples include ranking the top performers and creating badges and certificates based on learning progress and level of understanding. It is also essential to improve the environment on the learner's side. Cloud-based e-learning requires administrators and learners to prepare learning terminals and an Internet environment, and an LMS (Learning Management System) that can be used not only on PCs but also on smartphones and tablet devices can lower the hurdles to learning. An LMS is the basic system for implementing e-learning, allowing for the creation and distribution of learning materials, centralized management of learning history, feedback, etc., all in one place. In addition, if a system that allows downloading of materials and teaching materials is in place, it will facilitate learning even in an offline environment. This will help improve learning efficiency by making effective use of commuting time, such as on trains. Not suited for practical learning with hands-on experience. Because e-learning tends to focus on classroom input, it is difficult to incorporate practical skills or training content that requires cooperation among learners. Depending on the capabilities required by your company, it is recommended that you consider introducing training that involves practical training such as role-playing, in addition to online lectures. A certain level of knowledge is required for introduction and production. In-house training using e-learning requires knowledge of how to select and use an LMS and how to create questions. If you are preparing educational materials from scratch, it is possible that it may take more time and cost than expected. If your company does not have the know-how, consider using an LMS provider to support the introduction of the LMS and create learning content on your behalf. This will enable you to provide customized content tailored to your organization and individuals. If you are producing your own educational materials, it is also important to select an LMS that is easy and intuitive to operate. Question and answer sessions and other interactions are difficult. Compared to group training, e-learning makes it difficult for instructors and learners to communicate in real time. Therefore, if countermeasures are not taken, questions about learning content or the system cannot be answered promptly, leading to a deterioration of training efficiency and a decrease in learner motivation. Establish a system where questions can be resolved immediately by setting up a space for anonymous writing in FAQs, a dedicated contact point, or an internal SNS. If questions from learners can be handled online, it will make e-learning easier to use, even for companies with teleworking systems. Difficult for learners to communicate with each other E-learning tends to make it difficult for learners to communicate with each other because each learner takes the course at his or her own time. For example, group training may be more suitable for new employee training, joint training with other companies, and other training that also serves to build personal networks and exchange information. It is important to distinguish between e-learning and group training depending on the content and purpose of the training. It is also a good idea to introduce an LMS with enhanced social functions so that learners can share their progress and learning methods with each other. Initial and monthly costs are required. Compared to group training, e-learning reduces the costs required to prepare and distribute paper materials and to coordinate schedules, but may require LMS installation costs and monthly fees. When implementing e-Learning to reduce training costs, it is recommended to choose a system that is available free of charge. However, free LMSs may have restrictions on the number of people who can use them, the period of time they can be used, and their functions, so be sure to check in advance. Back to Table of Contents Key Points to Maximize e-Learning Implementation Effectiveness Although e-Learning has many advantages, there is a possibility that the expected effects may not be achieved depending on how it is utilized. Here, we will explain the points to maximize the effects of e-Learning implementation based on the disadvantages and points to be aware of that we have just mentioned. Establish rules regarding the course To increase the effectiveness of e-learning, it is necessary to establish a system that does not disadvantage learners. For example, if the course is mandatory, set rules such as "the course must be conducted during working hours" and "late-night work allowances must be paid if the course is conducted after 10:00 p.m.". If the training is optional, it is also important for the company to prepare and disseminate rules such as "not having to take the training will not affect your personnel evaluation. Provide sufficient preparation time before the start of operation. Preparation prior to the start of operations is important to prevent e-learning introduction failures, such as low course participation rates and insufficient content. Specifically, allow sufficient time to clarify the purpose of the introduction, ensure the quality of the materials, and measure the effectiveness through test operations. Back to Table of Contents Examples of Preventing and Eliminating Disadvantages and Cautions of E-Learning Next, we will introduce some examples of e-learning implementation using an LMS, focusing on how to prevent or eliminate disadvantages and cautions, etc. Please refer to these examples when reviewing how to implement in-house training through e-learning. UUUM Corporation UUUM Corporation was facing barriers in accomplishing its important mission of ensuring compliance. Specifically, group training could not be held due to the new coronavirus, and the cost of training venues for several hundred people and transportation costs for participants were prohibitive. To address these issues, the company introduced the "learningBOX" e-learning system for compliance training for influencers. To prevent learners from getting bored, the system provides compact video materials that are easy to watch all the way through, helping them to consolidate their knowledge. The intuitive operability of the system also made it difficult to discourage learners from using the system. In addition, since there are no venue or participant transportation costs, the program has succeeded in significantly reducing costs compared to conventional in-person training. The objective of delivering necessary information to learners, convincing them, and encouraging them to change their behavior has also been achieved. Suzuka University of Medical Science Suzuka University of Medical Science had been facing challenges in improving students' academic performance, retention, and suspension/withdrawal from the university. The university urgently needed to create e-learning contents that would motivate students to learn and enable them to work on their own initiative. The university introduced "learningBOX" to create an environment in which students can efficiently strengthen their input through repetitive learning. The university has created questions in a wide range of difficulty levels and formats, and is using it as a weapon to improve the "straight pass rate" for national and other examinations. When we introduced this system ahead of others in certain departments, we were able to reduce to zero the number of students who were caught in retesting. Another key point is that there is no stress in logging in or operating the system, which does not hinder student motivation. In addition, the reminder e-mail function has also increased the response rate to class questionnaires, helping to improve the quality of lectures. Back to Table of Contents Optimize In-House Training by Paying Attention to the Disadvantages of E-Learning In this issue, we have introduced the disadvantages, countermeasures, and case studies of e-learning. e-learning should ideally be used for internal training to cover the disadvantages while taking advantage of the advantages, so let's optimize internal training with e-learning by introducing an LMS and using support from external providers. For more information, please contact us. If you are considering in-house training, please use "learningBOX", an LMS with all the functions necessary to implement e-learning, such as creating and distributing training materials, grading, and managing trainees. We also offer a free plan that allows you to use each function for 10 accounts for free and indefinitely, so please feel free to start with a free trial. In addition, by using "learningBOX ON," you can add training content required by your company to your learningBOX. By combining harassment training, information security training, compliance training, etc., you can easily design your own original training program. ▼Here's another recommendation! Also read Back to Table of Contents
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What is Knowledge Management? Methods, common mistakes and suggested countermeasures

Each and every employee that makes up an organization possesses a diverse range of knowledge gained through their own work. It is believed that the consolidation and sharing of this useful information and its effective utilization by a company can enhance its organizational strength. This is why the "knowledge management" method is attracting attention. In this article, we will explain the basics of knowledge management and the characteristics of the method. It also touches on common mistakes and their countermeasures, so please refer to this article when introducing the method. What is Knowledge Management? First, we will explain basic knowledge about "knowledge management," which is attracting attention in the business scene. First, let's take a look at the meaning of the term, the basic concept, and the effects and merits of its introduction. Meaning of Knowledge Management Knowledge Management (KM) refers to a series of processes in which knowledge, experience, and know-how possessed by individuals in a company or organization are aggregated and shared, and utilized to improve organizational capabilities. The concept of knowledge management is based on "knowledge management" proposed by Ikujiro Nonaka, a management scholar. In his book, he explains the management techniques that Japanese companies should engage in in the future, while unraveling the factors behind Japan's success in the 1980s, when the country excelled in manufacturing. Necessary Concepts for Knowledge Management At the core of knowledge management is knowledge management that converts "tacit knowledge" within an organization into "formal knowledge. Tacit knowledge refers to knowledge, experience, skills, know-how, etc. that are not verbalized and held by individuals. Tacit knowledge is that which is difficult to share unless it is expressed in words or sentences. For example, the sales talk practiced by the company's top salespeople is one example of tacit knowledge. Formal knowledge, on the other hand, refers to knowledge, experience, skills, and know-how that are verbalized in a way that anyone in the company can understand. It is important to transform tacit knowledge of individuals into formal knowledge by expressing it in words, sentences, diagrams, etc., for effective knowledge sharing within a company. Effects and Benefits of Knowledge Management Increased productivity through more efficient operations Knowledge management ensures that the knowledge necessary to carry out work is shared without exception, and prevents inconsistencies in quality from occurring among employees. Employees will be able to easily resolve unclear points on their own, which will reduce the likelihood of work stagnation in the field. It will also be easier to identify unnecessary work and improve work procedures. Improved efficiency of human resource development Visualization of business-related knowledge clarifies the knowledge and skills that should be included in employee training, leading to more efficient training. It is also possible to learn from the work styles of veteran employees and excellent employees to raise the overall level of knowledge and skills. Another benefit is that it prevents the division of duties and facilitates a smooth handover. Improved customer management Enhanced knowledge management is expected to centralize your company's customer data and increase responsiveness. By sharing customer data within the company, which was previously held by a specific employee, it is possible to respond quickly and improve the quality of service. It is also effective in enhancing cooperation between departments. Back to Table of Contents Knowledge Management Methodology What methods can be considered when incorporating knowledge management into your company's management? Here are some typical methods of implementing knowledge management. Utilize the SECI model The SECI (SECI) model is a typical framework for knowledge management. It provides specific procedures for sharing individual knowledge and experience throughout the organization to generate new discoveries and innovations. The process in the SECI model is divided into four steps: Socialization, Externalization, Combination, and Internalization. The key to successful results is to follow this cycle in your efforts. Introduce dedicated knowledge management tools. This is a method of introducing dedicated information sharing tools for knowledge management. These products are called "knowledge sharing tools" or "knowledge bases. Adopting an existing tool is less burdensome than building your own dedicated system. Some dedicated tools include FAQ and SNS functions. By creating a database of knowledge, users can smoothly go through the business process of asking and answering questions, making corrections, and updating information. This can be expected to increase work efficiency and productivity. However, if the number of files and documents created increases and categorization becomes complicated, it may take time to reach the necessary information. It is important to organize information appropriately and to select tools with enhanced search functions. Back to Table of Contents Common Knowledge Management Failures and Countermeasures While there are many successful knowledge management measures, there are also many cases of failure. In order to get the hang of success, we will provide information on common failures and their countermeasures. Failure to gain employee understanding and foster a culture of utilization This is a failure to create an environment in which it is easy for employees to accumulate knowledge or to motivate them to do so. If there is no benefit to sharing information in the first place, or if employees are too busy with their normal work to have the resources to input information into IT tools, knowledge will not be accumulated. In addition, organizational cooperation may be hampered by the desire to prevent internal rivals from learning about one's know-how. To address these issues, it is effective to make it known that knowledge sharing leads to positive personnel evaluations. Let managers and executives express their appreciation and praise for employees who actively share their knowledge. We recommend that you also begin to create an environment where knowledge sharing opportunities are regularly scheduled and where employees can provide knowledge to each other. Lack of clear operational rules makes data difficult to use. Failure to provide sufficient explanation of the introduced knowledge sharing tool, resulting in a loss of usability. If no operation rules are provided in advance, employees may accumulate data in an unregulated manner. This can lead to a situation where necessary information is not found or a lot of unnecessary data is registered, making it difficult to use the tool. To prevent such a situation, it is important to clearly state your company's policy when introducing a knowledge sharing tool. By establishing a method for registering and managing data, you can easily access the knowledge you need. Employees are reluctant to use the tool due to operability problems. This is a failure that reduces the number of users due to problems with the usability of the knowledge sharing tool. If the tool is difficult to understand how to operate or if it is time-consuming to register data, it may put a burden on employees. This can lead to a situation where business efficiency declines despite the introduction of the tool. When introducing a knowledge sharing tool, it is advisable to conduct a test operation using a free trial to check for operability problems. When selecting a tool, it is ideal to receive feedback from the person in charge in the field. We recommend that you download the product documentation as well as confirm even the feel of the product. Back to Table of Contents Knowledge Management Improves Business Operations and Organizational Strength! This article describes knowledge management, which improves the organizational strength of a company. Valuable tacit knowledge may exist within an organization that has not yet been shared. It would be ideal if tacit knowledge could be converted into formal knowledge and useful expertise and skills could be more widely and effectively utilized. When introducing a knowledge sharing tool or creating a knowledge sharing mechanism, we recommend "learningBOX," which can flexibly respond to the manualization of work. learningBOX, an e-learning system, offers a complete set of functions for creating and distributing teaching materials, managing grades, and managing students. We recommend that anyone can easily build a web-based learning environment. Furthermore, when combined with "learningBOX ON," to which a wide variety of training content can be added, original teaching materials can be designed and the scope of knowledge sharing will be further expanded. For your knowledge management measures, we encourage you to use this convenient service for in-house production of training content creation. Up to 10 accounts of learningBOX can be used free of charge. Please feel free to try our free plan first. ▼Here's another recommendation! Also read. Back to Table of Contents

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