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E-learning is a learning method utilizing the Internet and electronic devices. Although it has a strong image of being used for studying for certification exams, it is also used in business today. For example, online training for new employees and compliance training are typical examples. In this issue, we will thoroughly explain the advantages and disadvantages of incorporating e-learning into in-house training and examinations, and we will also introduce recommended systems required for in-house production of content using e-learning, so please read on if you are in charge of a company. Table of Contents 01Merits and Demerits of E-Learning [Administrators Merit Disadvantages 02Merits and Demerits of E-Learning [Learners Merit Demerit 03The use of an LMS is necessary to implement e-Learning What is LMS? Recommended LMS "learningBOX 04Introducing e-learning to in-house training and examinations to raise the level of the entire company. Advantages and Disadvantages of E-Learning [Administrators]. Incorporating e-Learning into employee training and personnel development has advantages for companies on the management side. Here are some of the advantages and disadvantages of e-Learning from a corporate perspective. Advantages Reduced costs E-learning is attractive because once a suitable system is established for a company, it can be reused again and again, leading to cost reductions. For example, it can reduce the cost of corporate training, use of test centers, employee transportation and lodging, and printing of learning materials. This is particularly effective for companies with a large number of employees or when participants are located throughout the country. It is also easy to incorporate in companies that have introduced telework or remote work due to the new coronavirus. Centralized management of student information With e-learning systems, various information such as progress rate, attendance information, grades, and study time are automatically recorded in a database for each study session. This eliminates the time and effort required to manually input data. The aggregated learning history and grade data can be used to create new teaching materials or for analysis and evaluation of learners. Easy to revise and update teaching materials Because e-learning provides learning content on a single platform, it is easy to revise and update the materials. For example, when conducting compliance training, it is easy to adjust the content in accordance with the timing of legal revisions or to add the latest case studies. If paper-based materials are distributed, they must be collected, revised, and distributed again, which tends to place a heavy burden on the corporate side. Easier to provide an optimal learning program for each participant When a company is engaged in human resource development, the educational content required differs for each employee. For example, new employees may be required to take general business manner training. For managers, it is important to provide learning programs appropriate for each level of proficiency and hierarchy, such as labor management training. By introducing e-learning, it is possible to construct flexible learning programs according to learning status by combining prepared teaching materials. Equal learning opportunities Because e-learning allows students to complete their learning online, they can take classes at their own convenience. Companies can easily provide equal learning opportunities and expect to raise the level of student understanding. In addition, because the same learning content can be provided regardless of the number of students, it helps to prevent variations in quality due to differences in textbooks and instructors. Disadvantages Time-consuming and costly to prepare teaching materials There are several ways to prepare e-learning materials. Generally, you can purchase ready-made materials, order-made materials, or produce your own materials. The disadvantage is that it is time-consuming and labor-intensive to select the most appropriate method according to the content and target audience you want to include. Another disadvantage is the initial cost of procuring hardware and software. If you want to procure your own original teaching materials at a low cost, we recommend using an e-learning system to produce them in-house. A certain level of IT literacy is required for operation. E-learning requires the use of PCs, tablets, and smartphones, and a certain level of IT literacy is required of the participants. Therefore, it is important for companies to provide e-Learning that can be used intuitively even by those who are not familiar with IT tools. It is also a good idea to introduce e-learning that is compatible with mobile devices, which many people own and are considered to have a certain level of literacy. Some content is not suitable for e-learning. E-learning is not suitable for training content that involves practical skills. For example, customer service training or complaint handling training may not be effective because it is difficult to convey details through a screen. It is best to use e-learning for classroom lectures that provide knowledge and face-to-face lectures for training that involves practical skills. Back to Table of Contents Advantages and Disadvantages of E-Learning [Learners]. Next, we will provide the advantages and challenges of e-Learning from the learner's perspective. when implementing e-Learning, it is ideal to cover as many of the disadvantages as possible while taking advantage of the advantages. Advantages Repeatable With e-learning, it is possible to rewind and re-listen to parts of the course that you missed. This allows you to change your learning style according to your level of understanding, which helps you retain what you have learned. In the case of group training, it is often necessary to ask questions to the instructor if you miss a part, and in many cases it is not possible to retake the course. Study where and when you want E-learning courses can be taken anywhere and at any time, as long as you have an Internet connection. It is easy to learn at home, during breaks at work, or while commuting to and from work. This lowers the hurdle for those who are busy with work and other commitments. Easy to check the progress and level of understanding Another advantage of e-learning is that you can receive feedback immediately after taking a course. For example, when you take a test, the results are immediately reflected in the system, so you can check your progress and level of understanding in real time. You can review your learning methods and consider taking the course again according to your level of proficiency, allowing you to learn more efficiently. Easy to learn and easy to maintain Many e-learning systems are compatible with mobile devices such as smartphones and tablets, making learning easy and sustainable. With little or no advance preparation required, you can start learning by simply starting up the system. They are also easy to take with you, making them permeable to salespeople and others who are often on the go. Disadvantages Difficult to quickly resolve questions Because e-learning generally requires participants to attend lectures alone, it tends to be difficult to quickly resolve any questions they may have. With group training, a question-and-answer period is provided, allowing participants to ask questions directly to the instructor on the spot. Therefore, when implementing e-learning, it is necessary to prepare a way to resolve questions and unclear points in advance. Specifically, it is effective to provide FAQs in the course materials, set up a dedicated contact point to receive questions, and provide a space for anonymous posting on an in-house SNS. It is difficult to maintain motivation. While e-learning offers a high degree of flexibility, its disadvantage is that progress is easily influenced by the motivation of the learner, since the learner must take the initiative in attending lectures. In the case of group training, the date, time, and location are often specified by the administrator, and there is a certain degree of coercion. Therefore, it is important for companies to set up a mechanism to maintain learner motivation. For example, a function that allows communication among participants, e-mail distribution to those who have not completed the course, or combined use with group training may be considered. An Internet environment must be provided. Although e-learning is less demanding than group training, it does require an Internet environment. If some employees have difficulty using the Internet, it will not be possible to provide equal learning opportunities. Consider measures such as adopting a system that allows employees to download materials and video materials in advance and store them on their devices. Back to Table of Contents Implementing e-Learning Requires the Use of an LMS An LMS is an essential part of implementing e-learning. Here is an overview of LMS and recommended services. What is LMS? LMS is an abbreviation for "Learning Management System." It is an integrated system that creates and distributes learning materials, manages students, and accumulates and analyzes data. It is also called a learning management system or e-learning system. The latest LMSs are equipped with SNS functions to promote communication among students. Recommended LMS "learningBOX If you are considering implementing e-learning, we recommend our e-learning system (LMS) "learningBOX," which provides all the functions necessary for e-learning, including the creation and distribution of teaching materials, grade management, and student management, making it easy for anyone to create a web-based learning environment. Anyone can easily build a web-based learning environment. Back to Table of Contents Introducing e-Learning for Internal Training and Exams to Raise the Bar Company-Wide In this issue, we reported on the advantages and disadvantages of implementing e-Learning and recommended LMS. E-learning is a learning system that matches the times, as it eliminates the need to gather a large group of people or to coordinate the schedules of all participants. e-learning can be used for in-house training and examinations, as an LMS makes it possible to create content tailored to the actual conditions of the company. If you are considering implementing an e-learning system, we recommend using "learningBOX". learningBOX is easy to use, and even those who are not familiar with IT tools or programming knowledge can easily create learning materials. There is a wide range of types of teaching materials, including multiple-choice, X-X, short answer, and fill-in-the-blank type questions, allowing you to create teaching materials that best suit your training content and implementation objectives. We also offer a free plan that allows you to use almost all of the features, so please feel free to contact us. We also recommend this plan! I also want to read Back to Table of Contents

In recent years, many companies have placed a high priority on compliance initiatives. In particular, power harassment (power harassment) is considered a compliance violation. Compliance and power harassment are keywords that all companies must be aware of today. This article explains the meaning and importance of compliance, the definition and types of power harassment, and preventive measures. Managers who are considering compliance training for their employees are encouraged to refer to this article. Table of Contents 01Basic Knowledge about Compliance and Power Harassment Meaning and importance of compliance What is "power harassment" as a violation of compliance? Laws related to the prevention of power harassment 02Types of power harassment that compliance officers should understand Physical Attacks Mental aggression Disconnection from relationships Excessive demands Undersized demands Violation of the individual 03Countermeasures to prevent power harassment for non-compliance Investigate the actual situation in your company Inform employees of the rules and system within the company Educate employees 04Power harassment prevention is a compliance initiative required of all companies Basic Knowledge of Compliance and Power Harassment First, let's understand basic knowledge about compliance and power harassment. This section explains the meaning of compliance, the background to its growing importance, and an overview of power harassment that conflicts with compliance. Meaning and Importance of Compliance Compliance" is generally translated as "legal compliance" in Japan. Specifically, it means that a company conducts its business in compliance with rules and social norms. The "rules and social norms" referred to here include laws, employment regulations, and corporate ethics. The purpose of compliance efforts is to properly manage corporate activities and ensure risk management in order to prevent violations and misconduct by employees. To achieve this objective, it is necessary to develop a compliance system, establish a compliance department, and conduct compliance training. What is "power harassment" as a compliance violation? Power harassment is an abbreviation for "power harassment. It means that the perpetrator takes advantage of his or her socially superior position to inflict physical or mental pain on those in a weaker position. The Ministry of Health, Labor and Welfare defines power harassment as conduct that satisfies the following three elements (1) Speech or behavior based on a superior relationship (2) Exceeding the scope of what is necessary and reasonable in the course of work (iii) Harmful to the worker's working environment Definition of power harassment in "Basic Information on Harassment" by Akarui Shokuba Ouen-dan, Ministry of Health, Labor and Welfare. Laws related to the prevention of power harassment In May 2019, the "Law for Comprehensive Promotion of Labor Policy" was revised, making the prevention of power harassment in the workplace (commonly known as the Power Harassment Prevention Law) mandatory. The amendment came into effect on June 1, 2020 for large companies and on April 1, 2022 for small and medium-sized companies, making it mandatory to work toward the prevention of power harassment. The reason behind the revision of the Act on Comprehensive Promotion of Labor Policies is the increase in the number of victims of harassment, which has become more prominent in recent years. There has been a succession of consultations with employees who have been victims of bullying, harassment, and other forms of power harassment at their workplaces. In addition, the number of cases of workers' compensation for mental disorders is increasing every year. According to a survey conducted by the Ministry of Health, Labour and Welfare, many of the victims are victims of hierarchical and interpersonal relationships in the workplace. The number of consultations with the Labor Bureau regarding other types of harassment, such as sexual harassment and maternity harassment, is also on the rise. Source: Ministry of Health, Labor and Welfare, Akarui Shokuba Ouen Dan｜"Basic Information on Harassment" Harassment in the Data Back to Table of Contents Types of Power Harassment Compliance Staff Should Understand There are various types of power harassment, and it is important to address each type in order to prevent it. The following is a description of typical types of power harassment that occur in the workplace. Some individual cases may not fall into any of the categories. The consultation service on power harassment should respond flexibly to a wide range of cases of violations, without being particular about the types of violations. Physical attack This is an act of power harassment that physically attacks the other party's body. Even work-related guidance or attention that goes beyond the scope of what is appropriate for the job is considered power harassment. For example, hitting, punching, kicking, throwing things at, or grabbing someone by the chest are clear examples of power harassment. Mental Assault This is an act of power harassment in which the harasser attacks the other party's character or reputation with abusive language or other verbal abuse. Threats and insults are also included in mental harassment. Loud and intimidating abuse, persistent reprimands in front of other employees, and insults regarding sexual orientation and gender identity (gender identity) are typical examples of psychological attacks. Disconnection from relationships This is an act of power harassment that isolates a specific person from the group at work. This includes physically and mentally isolating a person. Typical examples include isolating a person in a separate room or ignoring him or her in a group. Excessive demands Power harassment is the act of making unreasonable demands on a specific employee. It also includes severe reprimands for failure to meet demands. Typical examples include imposing unrealistic goals on new employees or forcing them to perform chores unrelated to their work. Excessive demands This is an act of power harassment in which the employee is given work that is disproportionate to his or her experience and abilities, or work that is of low quality. Harassment by not giving work to employees also falls under this category. This includes ordering managers to perform only menial tasks, or forcing certain personnel to retire without giving them jobs. Violation of individuality This is harassment that excessively interferes with an individual's privacy. It includes various acts such as surveillance of private life, exposure of personal information, and so on. Prying into personal relationships outside of the workplace and contact on social networking sites are also considered violations of the individual. Back to Table of Contents Measures Taken to Prevent Power Harassment of Non-Compliance Up to this point, we have described specific types of power harassment. Below are examples of specific measures to actually prevent power harassment. Investigate the actual situation in your company First, it is necessary to understand the occurrence of compliance problems and discover issues in the current work environment. Typical methods include anonymous employee surveys, stress checks, and interviews with occupational health staff. In order to conduct a multifaceted survey, it is recommended that multiple methods be used. In addition, a small population of survey targets may bias the results. When conducting a survey, try to ensure a certain number of responses to increase reliability. Disseminate the rules and system within the company. Make sure that your employees are aware of the rules and systems in place to prevent harassment. To this end, share within the company the anti-harassment guidelines and measures in the employment regulations and how to use the consultation service. In some cases, employees do not take power harassment that seriously. Therefore, it is important for employers to actively communicate that they recognize the prevention of power harassment as an important issue. Educate employees. Conducting regular harassment prevention training to deepen understanding by employees is another important initiative. All employees must be aware of the importance of preventing power harassment. Therefore, it is ideal if all employees, from new hires to managers, can take the training. Another method is to conduct training by rank. An e-learning system makes it easier to establish a system for participation. Back to Table of Contents Prevention of Power Harassment is a Compliance Effort Required of All Companies Power harassment is a serious compliance violation. With the enactment of the Power Harassment Prevention Act, awareness of the need for thorough compliance has taken root among management and managers. However, it is not easy for all employees to share this awareness. A system is required to educate employees on compliance, in addition to calling out to them and watching them closely. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

In recent years, problems caused by harassment have been on the rise, and in June 2020, the "Comprehensive Labor Policy Promotion Law (commonly known as the Power Harassment Prevention Law)" was enacted for large companies as a measure to protect workers. In April 2022, small and medium-sized enterprises will also be obligated to take preventive measures. Although there are no penalties under this law, there is a possibility of being held liable for compensation, and harassment is a problem that is much closer to home than one might think. In this issue, we will discuss remote harassment in particular, explaining specific cases, the background behind their occurrence, and what can be done to prevent them in an easy-to-understand manner. We hope you will find it useful. Table of Contents 01What is Remote Harassment? 02Examples of what may constitute remote harassment Power harassment Sexual harassment Moral harassment 03Why does remote harassment occur? Reason 1: Difficulty in switching between home and work Reason 2: Not knowing how to manage subordinates 04What companies and employees should do to prevent remote harassment Company side Employee's side 05Summary What is Remote Harassment? As the name suggests, remote harassment is a form of harassment that has begun to be viewed as a problem in recent years. Remote work, which had not been very widespread before, quickly became common as a measure to prevent the spread of the new coronavirus. The ability to choose telecommuting as one of the ways of working is a great advantage for employees. In addition to preventing infectious diseases, many employees may find it reduces the burden of commuting, balances work with nursing care and childcare, and improves their motivation to work. On the other hand, however, some disadvantages can be seen. These include the difficulty of communication among employees and the fact that the criteria for personnel evaluation are not yet clear. These disadvantages can lead to harassment, which is also known as "remote harassment. Let's check specifically what kind of conduct constitutes remote harassment. Back to Table of Contents Examples of Potential Remote Harassment Remote harassment can be divided into three main types. Let's review each of them in detail. Power harassment elements When working from home, supervisors cannot see their subordinates at work. Remote harassment with a power harassment element tends to develop from this uneasiness. Asking to turn on the webcam or microphone at all times Excessively asking for work reports Giving work orders even though work hours are over Refusing to allow requests for overtime work Sexually harassing elements In a remote environment, you may see private aspects of your coworkers, supervisors, or subordinates that you did not know before. A casual remark made in such an environment may constitute harassment. Even if the person who said it did not intend to do so, if the other person feels discomfort or disgust, it is remote harassment. The following cases can be considered remote harassment with sexual harassment elements. Making remarks about clothing, body shape, makeup, etc. Asking for contact outside of work Persistently inviting someone to an online drinking party Persistently asking about family members or other people living with the employee Asks for individual connections on social networking sites Moral harassment elements Excessive intervention in private life that is completely unrelated to work is an act of harassment. The following cases are examples of remote harassment with morally harassing elements. Referring to private space such as room layout or furniture Reprimanding the entry of pets or children's voices, etc. High-pressure or intimidating behavior toward subordinates in web conferencing, etc. Back to Table of Contents Why Does Remote Harassment Happen? Why does this type of remote harassment occur? Remote harassment is harassment induced by situations unique to remote work. There are two main reasons for acts of harassment that occur in remote environments. Reason 1: Difficulty in switching between home and work. Remote workers who are connected to their workplaces online from the comfort of their own homes find it difficult to switch on and off, and tend to confuse their private and public life. Also, during remote work, you may catch a glimpse of your subordinate's private life, which often leads to the misunderstanding that you have become close to them. If the line between work and private life is not clearly delineated when working remotely, and communication is conducted with a misjudged sense of distance, harassment may occur. Reason 2: Unsure of how to manage subordinates In a remote work environment, it is difficult to grasp the actions and work progress of subordinates, and many people are concerned that they may be slacking off. As a result, they may ask their subordinates to report excessively or contact them outside of work hours. If this behavior goes too far, the subordinate may feel a great deal of stress, which may lead to harassment. Back to Table of Contents What Companies and Employees Should Do to Prevent Remote Harassment So what can be done to prevent remote harassment? Let's take a look at both the company and employee sides of the equation. Company side Increase employee knowledge of harassment Education for all employees is important to prevent harassment in general, including remote harassment. Ensuring that all employees are aware of what constitutes harassment will help curb remote harassment. Choose a method that is appropriate for your company, such as training, e-learning, or posting posters. Create well-defined company rules regarding remote work. Both supervisors and subordinates often feel uneasy under unfamiliar remote work conditions. To alleviate this uneasiness, create firm internal rules. For example, make the rules as specific as possible regarding the appropriate method and frequency of checking the progress of work, how to communicate with each other online, etc., and make sure that the framework for teleworking in your company is firmly established. In addition, management for office work and management for remote work should be considered different. Create new criteria for personnel evaluation appropriate for remote work. Establish a harassment consultation service It is also effective to set up a consultation service for harassment within the company. The consultation service can be a safe place not only for employees who may have been subjected to remote harassment, but also for those who may have committed remote harassment. In such cases, the HR representative who receives the consultation should only try to confirm the facts calmly and objectively. If it is difficult to set up an appropriate contact person within the company and there is no cooperative system, one suggestion would be to rely on a specialized outside contact person. On the part of the employee Proper appearance Even if you are working remotely, do not wear loungewear or no makeup. At the very least, wear clothes and makeup that are ready to go out right now, and be careful not to show your private side. If this is difficult, turning off the camera is also an option. Set up a virtual background. If you are conducting a web conference, set up a virtual background so that your private parts are not shown. This will prevent people from prying into your private life. If a virtual background is not possible, make sure that laundry, bedding, and other items that give the impression of daily life are not seen by the camera. Back to Table of Contents Conclusion. Harassment is something that is likely to be done unconsciously. Although teleworking has spread throughout society at a rapid pace, it is still in its infancy, and the remote harassment that occurs in this context requires attention. The key to preventing the occurrence of remote harassment is to have the correct knowledge. Now that small and medium-sized enterprises are required to take measures to prevent power harassment, it is essential to provide employees with opportunities to acquire correct knowledge. Why not take this opportunity to consider training on harassment? Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Power harassment and sexual harassment are well-known among "harassments" that harass or disadvantage others, but nowadays harassment is becoming more diverse and complicated, especially for those in charge of human resources. In this article, we will touch on the different types of harassment and introduce specific ways to deal with them. If you are in charge of human resources at a company, please refer to this article. What is "harassment" in the workplace? Harassment refers to annoying behavior such as harassment or bullying of a person. It does not matter whether the harasser has malicious intent or not, if the harassed person feels mentally uncomfortable, it constitutes harassment. According to a survey conducted by the Ministry of Health, Labour and Welfare (Status of Implementation of the Individual Labor Dispute Resolution System in Fiscal Year 2022), the number of civil individual labor dispute consultations concerning "bullying and harassment" has been the highest for eight consecutive years. As you can see, problems caused by harassment are currently occurring at many companies. Back to Table of Contents Typical Types of Harassment There are many different types of harassment. Let's take a look at some of the most common types of harassment in the workplace. bullying Power harassment (power harassment) is the act of using one's position in the workplace to inflict mental or physical pain on subordinates. In simple terms, it is bullying and harassment in the workplace, and some supervisors may confuse it with coaching. However, "reverse power harassment," in which a subordinate inflicts mental or physical pain on his or her superior, has also become an issue, and is becoming a form of harassment that does not depend on the position of the perpetrator. Sexual Harassment Sexual harassment (sexual harassment) is an act of sexual behavior or conduct that harms the working environment or causes emotional distress. Both men and women can be perpetrators or victims of sexual harassment, and sexual harassment of the same sex as well as the opposite sex is on the rise. Another type of harassment similar to sexual harassment is maternity harassment, in which women who are pregnant or have given birth to a baby are subjected to unkind words. Moral Harassment Moral harassment (moraharassment) is an act of offending another person's character or dignity by comments or attitudes that cause mental or physical pain. Specific examples include "intentionally rejecting the other person's opinion" and "unnecessarily giving attention in public. Moral harassment is a type of harassment that is difficult to recognize because the perpetrator is unaware of the offense and it is difficult to leave physical evidence. Care harassment Care harassment is an act of inflicting emotional distress on those who are unable to work as they wish due to family caregiving or other reasons. For example, taking advantage of a supervisor's position, an employee who is unable to work overtime due to nursing care may "intentionally lower his/her personnel evaluation" or "withdraw his/her leave for nursing care. Since nursing care leave is recognized as a worker's right, care harassment can be illegal under the law. Second Harassment Second Harassment (Sekaharas) is a term used to describe the secondary victimization of a power or sexual harasser by another supervisor or co-worker. Cases have arisen where people are afraid of this second harassment and are unable to talk to others even though they have been harassed. It is characterized by a lack of awareness of harassment, and tends to occur in workplaces with poor openness. Remote Harassment Remote harassment (remoharassment, teleharassment) is one type of harassment that has increased with the recent spread of remote work. It is harassment that occurs during remote work, and examples include "stepping into private matters during a web conference" and "forcing an online drinking session. Misjudgment of distance and difficulty in communication may result in unintentional remote harassment. Back to Table of Contents Causes of Harassment How does workplace harassment occur? Let's look at four major reasons, in order. Reason 1: There is a difference in individual awareness. The first reason is that some people have biased ideas, such as differences in the sense of gender and assumptions due to hierarchical relationships. As long as you work in an organization, there are employees with various ways of thinking. What may seem like communication to one person may be offensive to another. Misalignment of personal attitudes is most likely to occur mainly in large companies or departments with many people. Reason 2: Poor work environment Harassment is more likely to occur in a workplace with poor ventilation. Specific examples would be a closed environment with an overbearing boss or an environment where mistakes are not tolerated. Controlling spaces are much more likely to normalize harassment. eee Without a workplace where the opinions of working employees are shared and reflected well within the company, it will be difficult to solve harassment problems. Reason 3: Lack of communication The increase in online and tool-based communication in the Corona disaster is another reason for harassment. Now that face-to-face communication has decreased and social networking has become widespread, it is becoming more difficult for employees to communicate with each other. Lack of communication may lead to a lack of sufficient trust, and mutual misunderstandings may lead to harassment. Adequate communication can help prevent harassment. Reason 4: Low awareness of harassment To begin with, awareness of harassment tends to be remarkably low in Japan. According to a survey conducted by the Ministry of Health, Labor and Welfare (FY2020 Report on the Actual Situation of Harassment in the Workplace), the number of consultations on harassment, with the exception of sexual harassment, has not decreased over the past three years. Few companies continue to make efforts to prevent harassment, and the lack of awareness among employees in managerial positions is conspicuous. Back to Table of Contents What is the Negative Impact of Harassment on a Company? Harassment is one of the issues that companies need to address as a priority. Let's take a look at the specifics of how it can negatively impact a company. Decrease in employee motivation The first negative effect of harassment is a loss of employee motivation. In a workplace where harassment is rampant, good human relations cannot be built, and motivation is greatly impaired. This can have a negative impact not only on the victims of harassment, but also on the employees who witness the harassment. When motivation is lowered, efficiency and productivity on the job are significantly reduced, which in turn has a negative impact on the company's business performance. Increased turnover Employees who are harassed leave the company, leading to an increase in the turnover rate. According to a survey by the Ministry of Health, Labor and Welfare (FY2020 Report on the Actual Situation Concerning Harassment in the Workplace), about 10% of all respondents "resigned from their companies" as the behavior of "those who have been subjected to power harassment, sexual harassment, or significant inconvenience from customers or others in the past three years. Companies have an obligation to consider the workplace environment when hiring employees. Therefore, there is no possibility of not only an increase in turnover but also, in the worst case scenario, a harassed employee may sue the company and impose legal liability. Damage to corporate image If harassment issues are brought to light through suicides or lawsuits, the company's image will be damaged. Social credibility and workplace stability will be lost, and relationships with business partners may be severed. In particular, we are now in the era of the SDGs, which recognize the diversity of workers. the SDGs (Sustainable Development Goals) are international goals adopted at the UN Summit in 2015 that aim to achieve a sustainable and better world by 2030. Harassment is an act that is contrary to the SDGs goals, such as "Achieve gender equality" and "Peace and justice for all," and will be shunned by the public. What are the SDGs? ｜ JAPAN SDGs Action Platform ｜ Ministry of Foreign Affairs of Japan Back to Table of Contents How to Handle Harassment Laws related to the prevention of power harassment went into effect in June 2020 and were revised in April 2022. Since the law is now fully mandatory, even for small and medium-sized enterprises, public interest and awareness are increasing. Next, let's look at specific ways to deal with harassment. Raise awareness and make people aware of harassment Companies should take the initiative in raising awareness and making people aware of harassment. Specific measures include conducting training and establishing rules and regulations. When conducting training, try to invite experts as much as possible to provide basic knowledge about harassment and its countermeasures. If it is not possible to invite a lecturer, seminars using educational materials or videos are also effective. When establishing rules and regulations, be sure to include specific punishments in the work rules, such as disciplinary dismissal or pay cuts. Establishment of a Consultation Desk Arrange for a counselor and set up a consultation service regarding harassment within the company. It is important to ensure the privacy of the person consulting by using e-mail, telephone, or the company intranet, in addition to face-to-face meetings. In addition to the human resources department, it is also a good idea to set up a consultation service with the labor union or in-house counselors so that employees can feel free to consult with them. If it is not possible to do so within the company, then the employee can be directed to an external consultation service such as the General Labor Consultation Corner or Hello Work. Appropriate handling of post-harassment issues No matter how many measures are taken to prevent harassment, problems may still occur. In such cases, it is necessary to take prompt and appropriate action. First of all, confirm the facts and take appropriate action against the victim and the harasser. Measures must be taken against the harasser in accordance with the employment regulations. On the other hand, for the harasser, offer options such as transfer or leave of absence, while respecting the wishes of the harassed employee. In addition, it is important to make efforts to prevent harassment from happening again. Back to Table of Contents SUMMARY In this report, we have touched on the different types of harassment, their negative impact on companies, and the measures companies should take to deal with them. It is important for companies to create a working environment where harassment does not occur on a daily basis, and if it does occur, it is important to resolve it as soon as possible. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. ▼ We also recommend this one! Also read Back to Table of Contents

Moral harassment is a problem in many companies. Like power harassment and sexual harassment, it is one type of harassment that needs to be addressed. On the other hand, compared to other types of harassment, it is more difficult for the problem to become apparent, and in some cases, even if it occurs, it goes unnoticed. If you are considering conducting training on harassment within your company, you should also be aware of the necessary countermeasures against moral harassment. This article provides a thorough explanation of what is meant by moral harassment, how it differs from power harassment and sexual harassment, and the preventive measures that companies should take. Table of Contents 01Basic Knowledge of Moral Harassment (Moral Harassment) What is Moral Harassment? Differences from Power Harassment and Sexual Harassment Examples of words and actions that fall under moral harassment in the workplace 02Laws Related to the Prevention of Harassment in the Workplace Obligation to give due consideration to safety under the Labor Contract Act Obligation to take measures to prevent power harassment under the Law for Comprehensive Promotion of Labor Policies and Measures 03Workplace Initiatives to Prevent Moral Harassment Thoroughly promote awareness and awareness of harassment prevention Establish a consultation service and develop methods for dealing with harassment Conduct harassment prevention training 04It is important to make employees aware of the importance of preventing moral harassment Basic Knowledge of Moral Harassment

Thank you for using our services. We regret to inform you that Microsoft Corporation has discontinued support for the web browser "Internet Explorer" (IE). We apologize for the inconvenience, but please switch to the browser listed below as soon as possible. Google Chrome Safari Mozilla Firefox Microsoft Edge For the recommended environment for learningBOX, please click here. We will also be discontinuing support for IE as a unsupported browser from the Ver. 2.19 major version upgrade of learningBOX. 　The version upgrade is scheduled for September, but the schedule may be delayed or cancelled depending on the development status. 　Please understand this in advance. Please note that after the end of support, you will not be able to use the software with IE. Please check the recommended environment for learningBOX and use the recommended browser. We apologize for any inconvenience this may cause and appreciate your understanding. Reference: Microsoft's website article related to this issue 1: Internet Explorer will switch to Microsoft Edge - Support for Internet Explorer 11 desktop apps on Windows 10 will end on June 15, 2022 2: End of support for Internet Explorer 11 desktop applications - FAQ related to the announcement

In the selection process for job hunting and mid-career change (mid-career hiring), there is always an employment examination. In addition to the test takers, the companies that administer them need to select and prepare for the most appropriate employment test for their company. In this issue, we will introduce a variety of recruitment tests and look at the patterns of implementation and points to keep in mind when conducting them. Those who are in charge of recruitment in corporate human resources are encouraged to refer to this article. Types of Employment Examinations There are three main types of employment examinations conducted by companies Written examinations This is an examination method to measure abilities in a written format. The specific content of the test includes general common sense questions to ascertain whether the applicant has the necessary qualities as a member of society, and an essay to ascertain what kind of ideas the applicant has. If the company focuses on technical or professional positions, a specialized test related to that field will also be required in many cases. Aptitude Test There are aptitude tests to determine your aptitude and personality for the profession. Aptitude tests can be taken at home on a computer or at a test center. SPI3, CAB, and GAB are used by many companies. Interview Test This is a face-to-face test in which applicants are asked to present themselves and their reasons for applying for a job. Interviews include individual interviews, group interviews, and group discussions. This method is used to evaluate the personality of the applicant, which is not evident in the written test. It is an essential test in determining the final acceptance or rejection of an applicant. Back to Table of Contents Introduction Patterns for Employment Examinations There are two main patterns of employment examinations: written and web. Both have their advantages and disadvantages, so choose the one that best suits the characteristics of your company. Written Recruitment Examination First, let's look at the advantages and disadvantages of the written employment examination. Advantages of Introducing a Written Employment Test The advantage of a written test is that it can determine the applicant's character, which cannot be determined from the application documents alone. If the test is conducted in-house, it can also be used to check whether the applicant is able to greet people and has good business manners. Also, if the venue and time are set, it will be easier to supervise the test and prevent fraud. Disadvantages of Introducing a Written Employment Test The disadvantage of the written employment test is that it is a manual process, which takes time and costs a lot of money to tabulate the results. In some companies, the scoring and results are managed by the company's own staff rather than outsourced, placing a heavy burden on employees. In addition to the cost of preparing question papers, there may be additional service fees and storage costs if transportation is required. Web-based Recruitment Examination Next, let's look at the advantages and disadvantages of the Web-based employment examination. Advantages of Introducing Web-based Recruitment Examinations The advantage of implementing a Web-based recruitment test is the ease with which test results can be compiled and analyzed. The Web is particularly suitable for recruitment tests for career-track positions, which have a large number of applicants. Also, since the information is not managed on paper, problems such as damage or loss of information do not occur. The increased efficiency also shortens the recruitment period and reduces recruitment costs. Disadvantages of Introducing Web-based Recruitment Examinations The disadvantage of the Web-based employment examination is that it is difficult to confirm whether the person is really taking the test. In fact, some companies have experienced problems due to doubles or substitute Web-based employment examinations. Therefore, if the test is to be conducted accurately, companies will need to take measures such as supervising the test and requiring applicants to present identification documents, even if the test is conducted over the Internet. Back to Table of Contents Types of Web Tests There are numerous types of so-called web tests (aptitude tests) that are used when conducting employment examinations. The main types are as follows SPI CAB GAB TAP IMAGES Uchida-Kraepelin test IMAGES Tamatebako (collection of rare Japanese vessels) TG-WEB SPI (Synthetic Personality Inventory) See : https://www.spi.recruit.co.jp/ SPI is an aptitude test that measures examinees' personality and basic abilities. It is provided by Recruit Management Solutions, Inc. and is used by many companies. In particular, this aptitude test is often used for hiring new graduates, but recently it has also been adopted for civil service examinations. The test consists of three parts: verbal, non-verbal, and personality tests. The verbal test is characterized by its knowledge of the Japanese language, and the non-verbal test is characterized by its knowledge of mathematics, arithmetic, and other mathematical subjects. The personality test questions are about daily behavior and attitudes, and while the difficulty level of the SPI itself is not that high, the number of questions is large, and time allocation must be taken into consideration. In addition to the written test, there are also home web-based tests and tests taken at dedicated test centers (test centers). The SPI was upgraded in 2005 and 2013, and SPI3 is the latest version. CAB (Computer Aptitude Battery) See : http://www.shl.co.jp/ CAB stands for Computer Aptitude Battery and is an aptitude test mainly for SEs and programmers. Mental arithmetic law-like nature command list Symbols All of these questions ask about administrative and intellectual skills and aptitude. You can also research nine traits such as teamwork and vitality. The test is basically a written test in mark-sheet format, but a web-test version, the Web-CAB, is also available. GAB (Graduate Aptitude Battery) See : http://www.shl.co.jp/ GAB stands for Graduate Aptitude Battery, a comprehensive aptitude test. Like the SPI, it is used in many employment examinations, including those of general trading companies, specialized trading companies, and securities firms. The GAB is similar to the SPI, but the GAB is primarily an ability test that asks about processing ability and requires speed in answering questions. TAP See : https://www.tap-tekisei.com/ TAP is an aptitude test often used in the food and beverage, distribution, and financial industries. TAP is less well-known than other aptitude tests, but its difficulty level is high, and it can be administered with high quality. Comprehensive Type: Standardized test with ability and personality questions Personality type: Personality questions only, and the test is short (15 minutes). Shortened type: The exam time is shorter than the comprehensive type at 30 minutes. The ability test focuses on mathematical knowledge such as four arithmetic rules, profit-and-loss arithmetic, and the n-decimal system, and can be taken in a written mark-sheet format or via the Web. IMAGES See : http://www.shl.co.jp/ IMAGES is an aptitude test that is sometimes used in comprehensive aptitude tests for new graduates. The content is not significantly different from the GAB, but IMAGES is characterized by the fact that the ability test and personality test can be conducted in a short period of time, 30 minutes each. IMAGES is chosen by companies that "have many openings and want to measure basic abilities in a short period of time. In addition to verbal, non-verbal, and English questions, this aptitude test can also be used to check an applicant's English ability. Uchida Kraepelin Test See : https://www.nsgk.co.jp/uk The Uchida-Kraepelin Test is a unique psychological test administered by the Japan Institute of Psychotechnology. The test consists of simple single-digit calculations for 15 minutes each in the first half and the second half, and shows whether the person taking the test is mentally stable or not. The test is used not only by companies but also by government agencies to see whether or not a person can perform a monotonous task with precision and without omission. Please note that the Uchida-Kraepelin test is not web-based and is basically conducted in writing only. Tamatebako See : http://www.shl.co.jp/ Tamatebako is an aptitude test offered by Japan S.H.L., known for its CAB and GAB. As a web-based test that can be taken at home, it is widely used by major companies. It is characterized by the fact that it is composed of verbal, non-verbal, and English ability tests, as well as a personality test that measures matching with a company and motivation to work. The time available per question is short, and each question must be solved in about 10 seconds. This aptitude test is ideal for measuring the applicant's accuracy and speed. TG-WEB See : https://www.humanage.co.jp/service/assessment/service/tg_web.html 　　TG-WEB is an aptitude test that measures verbal, non-verbal and personality aptitude. Although it is not well known yet, it is more difficult than SPI or Tamatebako, and companies are increasingly introducing it. The TG-WEB is not a written test and can be taken online or at a test center. learningBOX See : https://learningbox.online/ learningBOX has a diagnostic test creation function that allows you to determine the characteristics and knowledge level of the examinee. It is characterized by the ability to prepare appropriate questions on your own in a flexible manner according to the skills and abilities required for the type of job you are seeking. Based on the results of the analysis, you will be able to take appropriate actions according to the aptitudes and abilities of the examinees. It will also help you make hiring decisions. In addition to creating diagnostic tests, you can also manage test administration and results. Back to Table of Contents What to Consider When Conducting Aptitude Tests Using aptitude tests in employment testing will provide useful data for recruiting. Here are some points to keep in mind when conducting external aptitude tests. Focus on reliability When implementing an external aptitude test, check the reliability of the test. Even if you can introduce a test at a low cost, it will not be effective if it is not reliable. Specifically, you can confirm the reliability of the test by looking at its track record, such as "which companies have introduced the test" and "how many people take the test each year. Confirm that it is in line with your company's needs Next, you need to understand whether or not the aptitude test is in line with your company's needs. It is important to use the information obtained from the aptitude test in situations other than recruitment. Correct implementation will make it easier to evaluate, assign, and train employees after hiring. If it is difficult to research, take a look at actual case studies. If there are examples of other companies in the same industry, you can say that the aptitude test will meet the needs of your company as well. Do not rely on the test results. Aptitude tests can be helpful in hiring, but don't get too hung up on the results. The results may vary depending on the applicant's physical condition and condition. Even if the results are not good, you may find that some employees will perform well after joining the company. It is important to understand and recognize that the aptitude test is only one part of the hiring process, and it is also important to take into account the impression you made during the interview and the content of the application documents. Back to Table of Contents SUMMARY We have presented various types of employment examinations. Many of the employment tests, both written and web-based, have both advantages and disadvantages. Be sure to incorporate the ability and aptitude tests that are most appropriate for your company. If you are considering implementing a web-based recruitment test, please try our learningBOX for free. If you are considering implementing a web-based recruitment test, please try our learningBOX for free. We also recommend Also read Back to Table of Contents

A company has numerous assets, one of which is the unique knowledge and know-how possessed by each employee. In today's business scene, where human resources are increasingly mobile, it is necessary to share knowledge and experience within a company to enhance the competitiveness of the company as a whole. This is why many companies are introducing the concept of knowledge sharing. This article provides an overview of knowledge sharing and the advantages and disadvantages of its introduction. It also provides a thorough explanation of the key points that will lead to the success of the initiative, so please read on if you are considering the introduction of knowledge sharing. Table of Contents 01Fundamentals of Knowledge Sharing What is Knowledge Sharing? Types of Knowledge 02Merits and Cautions of Knowledge Sharing Advantages Cautions 03Key Points for Successful Knowledge Sharing Appoint a person in charge of knowledge sharing Utilize the SECI Model Implement knowledge sharing tools 04Promoting Knowledge Sharing Initiatives to Optimize Operations Fundamentals of Knowledge Sharing In recent years, the term "knowledge sharing" has been increasingly heard in the business world. If you are concerned about human resource development or improving organizational capabilities, knowledge sharing can prevent knowledge from becoming a gentry and improve company-wide skills. First, let us introduce the basics of knowledge sharing. What is knowledge sharing? Knowledge sharing is a method of sharing experience and know-how throughout the organization that has a positive impact on a company's sales activities. Knowledge is the katakanaized form of the English word "knowledge. It is introduced with the aim of spreading the knowledge and problem-solving techniques of talented people throughout the organization, leading to improved productivity and sales, and faster decision-making. A series of processes to consolidate knowledge within a company by promoting knowledge sharing and utilizing it to improve organizational capabilities is called "knowledge management. Types of Knowledge There are two types of knowledge: "tacit knowledge" and "formal knowledge." Knowledge sharing refers to a mechanism for converting tacit knowledge to formal knowledge. Tacit Knowledge Tacit knowledge is subjective knowledge based on personal experience and intuition that is difficult to verbalize or diagram. Tacit knowledge includes rules of thumb acquired in the field, sales techniques used by top salespeople, and so on. Tacit knowledge is difficult to share with others, and tacit knowledge tends to be impersonalized, making it difficult to spread and utilize throughout the organization. In many cases, the knowledge is lost from the company due to the retirement or reassignment of personnel with the knowledge. Formal Knowledge Formal knowledge is knowledge that can be explained objectively and logically. It refers to tacit knowledge that has been converted into language and manuals. By converting tacit knowledge into formal knowledge, the expertise and skills of talented personnel can be easily understood by others and utilized in management strategies. Back to Table of Contents Advantages and Cautions for Knowledge Sharing The next section describes the advantages and disadvantages of promoting knowledge sharing that you should be aware of. Ideally, you should be able to cover the disadvantages while taking advantage of the benefits of implementing knowledge sharing. Merits Leads to improved work efficiency and productivity Knowledge sharing can lead to improved work efficiency and productivity because it allows the successful business rules possessed by individuals to permeate the company. The appeal of this system is that it can be expected to be effective regardless of individual experience and ability. It will also improve the skills of the entire workforce, and help the company move away from being a company where only a few talented individuals continue to achieve results. In addition, the trick to achieving operational efficiency is to share not only successes but also failures. The reason for this is that by sharing and analyzing even minor failures, a system can be established to prevent the same failure from repeating itself. Collaboration with other departments can be strengthened. Knowledge sharing enables visualization of findings that have been understood only by specific departments, which helps to strengthen cooperation with other departments. Mutual understanding between departments will increase, and it will become easier for employees to communicate with each other from the same perspective. As a result, productivity can be improved, information can be shared smoothly, and new ideas and content can be generated. The introduction of knowledge sharing is more effective for organizations that are divided into multiple departments and do not have an environment in which employees can interact with other departments. Business know-how can be accumulated in the company. Another advantage of implementing knowledge sharing is that it allows the company to consolidate and centrally manage knowledge held by individuals. By utilizing the know-how accumulated in the company, excellent human resources can be developed efficiently even in today's age of increasing human resource mobility. For this reason, it is recommended that industries and business sectors with a high turnover of human resources engage in knowledge sharing. Leading to Cost Reduction If knowledge sharing is widely implemented within a company, it is easier to organize information to be transferred at the time of handover, leading to reductions in handover time, labor, and costs. Smooth and appropriate handover makes it easier to maintain good relationships with customers, preventing loss of trust and problems. Easier to Adapt to Diverse Work Styles Knowledge sharing is also an effective measure for companies with employees with different work styles. For example, when telework or remote work is introduced as part of work style reform, it tends to be difficult to share knowledge gained in the course of work within the company. In this respect, if you routinely work on information transfer through knowledge sharing, it is possible to prevent knowledge from belonging to a particular person and to make use of it in corporate activities. Cautions Costly to introduce the tool Generally, dedicated information sharing tools and chatbots are used to implement knowledge sharing. While some services are free, many tools require initial and running costs. It is important to clarify your knowledge sharing policy and budget in advance, and introduce a tool with sufficient operability and functions. There is a risk of not being able to spread within the organization. In many cases, veteran employees who possess a lot of knowledge are busy and find it difficult to devote time to knowledge sharing. Therefore, there is a risk that knowledge sharing may not permeate the organization, even if it is introduced in some companies. In particular, companies that use a performance-based approach must consider the possibility that employees may be reluctant to share their own know-how with others. It is necessary to explain the importance of knowledge sharing before implementing the measures and convey the benefits to veteran employees as well. Back to Table of Contents Key to Successful Knowledge Sharing What are the key points to keep in mind in order to practice knowledge sharing and use it to improve the efficiency of corporate management? Here we explain three points. Appoint a person in charge of knowledge sharing Ideally, knowledge sharing should be promoted by selecting a dedicated person or team, called a knowledge manager. Since there are a wide range of initiatives related to knowledge sharing, this role is required to lead the field in order to ensure that it takes root. The person in charge is responsible for understanding the company's issues, determining the scope of knowledge to be shared, and explaining the purpose of the operation to the members. It is advisable to select personnel with excellent skills and know-how so that they can not only act as a flag bearer but also actively share knowledge themselves. For example, there have been cases where veteran employees or employees who have achieved high results have been appointed as the person in charge. Utilize the SECI Model The SECI model is a framework for turning tacit knowledge into formal knowledge and sharing it within an organization, and then combining the formal knowledge to discover new know-how. The SECI model is called the SECI model from the initial letters of four English words meaning "Socialization," "Externalization," "Combination," and "Internalization," which are the four processes required for the initiative. To maximize the effectiveness of the SECI model, it is necessary to create an environment in which tacit knowledge can be easily expressed and to increase the knowledge assets held by the company. It is effective not only to introduce knowledge sharing initiatives, but also to provide the company with a place where tacit knowledge can be expressed and to offer incentives for such expression. Introduce knowledge sharing tools. As mentioned above, the introduction of dedicated tools is essential for knowledge sharing initiatives. Dedicated tools are called knowledge sharing tools, knowledge management tools, knowledge bases, and so on. Each tool is equipped with SNS and FAQ functions that allow users to ask and answer questions to each other, thereby facilitating smooth knowledge sharing. The key to selecting a knowledge sharing tool is to consider its ease of use. Knowledge sharing needs to be a company-wide effort, so choose a tool that can be used by a wide range of people, from young employees to veterans. A system that is simple to use and easy to understand is more likely to take root. In addition, as the number of documents increases, it may take time to access the necessary knowledge. It is also important to adopt a tool with an extensive search function to encourage employees to actively use the system. Back to Table of Contents Let's promote knowledge sharing initiatives to optimize our operations. In this issue, we have introduced the characteristics of knowledge sharing, the advantages and disadvantages of its introduction, and the secrets of its success. The practice of knowledge sharing is indispensable to prevent the harmful effects caused by the impersonalization of knowledge. Let's consolidate know-how held only by specific personnel into the company and optimize business operations. We recommend "learningBOX" for creating manual videos for knowledge sharing tools. This system supports the creation of a Web-based learning environment, including the creation and distribution of manuals according to the characteristics of the tools and management of employee attendance. The system can be operated intuitively, and original e-learning materials can be created without specialized knowledge. 10 accounts can use almost all functions for free. We also recommend this plan! Also read Back to Table of Contents

major version up of learningBOX 2.18 and server maintenance Thank you for using learningBOX. We will be performing maintenance on July 6, 2022 (Wednesday) to upgrade the shared server environment. We sincerely apologize for the delay from the originally announced schedule. Please note that you will not be able to log in to the shared server environment during the following maintenance period. We apologize for any inconvenience this may cause and appreciate your understanding. ■Maintenance Period 　Wednesday, July 6, 2022, 2:00 AM to 5:00 PM 　Please note that the end time may vary depending on the status of the work. 　　Please understand this in advance.

On Tuesday, June 7, 2022, from 1:34 p.m. to 1:55 p.m., an access problem occurred on the shared server of learningBOX, causing unstable server response. We apologize for any inconvenience this may have caused to users. We apologize for the inconvenience caused and apologize for any inconvenience caused. We apologize again for the inconvenience caused. Thank you for your continued support.