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In situations where training is conducted, such as employee training, it is important to maximize the effectiveness of the learning process. If learning is not conducted effectively, it can lead to wasted time. However, as an educator, there may be times when you are concerned about whether your learners are engaged in the learning process. If you want to improve the effectiveness of learning, it is recommended that you engage in progress management. In this article, we will explain the necessity of managing learning progress and how to manage progress. If you are in a position to provide education, please refer to this article. Table of Contents 01The Need to Manage Learning Progress To promote education efficiently To implement course corrections as needed 02Three methods to manage learning progress Apps Daily report Gantt chart 03What is an effective "LMS" for learning progress management? 04Benefits of Using an LMS for Learning Progress Management Advantages for Companies Benefits for Learners 05Flow of implementation of LMS 05Summary Need to manage learning progress To begin with, progress management is to implement a predetermined plan and then check whether there is any discrepancy between the plan and the current situation. No matter how perfect the plan is, it is not uncommon for things to go wrong. Even in such cases, if progress is managed well, the effectiveness of learning can be enhanced. The need to manage learning progress is as follows To make education more efficient It is important for those who provide education to set up an education schedule within a reasonable range for the learners. If education is conducted blindly without a plan, there may not be enough time for the learners to master the content they have learned. Progress management is important to ensure that the content is retained and that education is conducted efficiently. To implement course correction when necessary It is not unusual for some learners to take a long time to master what they have learned. When learners feel that they are behind others, their motivation may decline. It is important to manage progress to ensure that all learners are on track to master the content, and to correct course corrections from time to time. Back to Table of Contents Three Methods to Manage Study Progress In order to manage study progress, it is necessary for learners to keep a record of their study time and review their study records. The following methods will help facilitate progress management. Apps Today, there are many free smartphone apps that are suitable for managing study progress. By using an app to visualize which items were studied and for how long, learners can easily check their progress. While apps are an easy way to check progress management, they have the disadvantage of requiring learners to keep records, which makes it difficult for those conducting the education to check. Daily Report Adopting a daily report as a method of progress management is also effective. For example, you can ask the learners to write a daily report after the training time is over, and keep a daily record of their progress. Daily reports can be handwritten or recorded digitally using Excel, etc. There are many different ways to record the information. While daily reports are also useful for tracking progress, they can be burdensome for the learner. It is essential to devise a system that encourages students to fill in the blanks so that they do not "just write to fill in the blanks. Gantt Chart Gantt charts are often used for scheduling. It is also an effective way to manage the progress of learning, as it provides a bird's eye view of the entire situation. While it has the advantage of providing a bird's eye view of the entire schedule, the disadvantage of Gantt charts is that they are difficult to revise. The more detailed the chart is, the greater the burden when revisions occur. Back to Table of Contents What is an effective "LMS" for learning progress management? Methods of progress management using applications and daily reports can be burdensome and difficult in some situations. If you want to implement more effective learning progress management, we recommend the use of an LMS. LMS stands for "Learning Management System," and in Japanese it is called a "learning management system," which is the basic system for implementing e-learning, and is used in situations where you want to centrally manage education within your company. Before the Internet became widespread, learning was conducted using CDs and DVDs. However, this method made it impossible for educators to grasp the extent to which learners were engaged in their studies. Later, with the development of the Internet, e-learning became widespread, and the need for an LMS increased. The LMS allows learners' information to be registered and their progress to be monitored. LMSs are ideal for learning progress management because they allow for more detailed analysis, such as which areas learners are struggling with. Back to Table of Contents Advantages of Using an LMS for Learning Progress Management Using an LMS for learning progress management is not only beneficial to the company, but also to the learner. When considering the introduction of an LMS, it is important to understand the advantages of each. Advantages for Companies The advantages of using an LMS for learning progress management for companies are the following two points. Advantage 1: Easier management of learners' learning status By using an LMS, the person conducting the education can monitor the progress of the learners in real time. Knowing what learners are studying and what they are not studying will make it easier to communicate with them regarding educational content. Advantage 2: Individualized follow-up is possible. The LMS makes it possible to grasp each learner's areas of strength and weakness. If a learner has difficulty in a certain area, it will be easier to provide individualized follow-up, such as concentrating education on that area. Benefits for Learners There are two advantages for learners who use an LMS to manage their learning progress Advantage 1: Increased learning effectiveness With an LMS, the learner can check the results of tests and other tests prepared by the education provider. This makes it possible for learners to know what they are struggling with and what they need to focus on. As a result, it becomes easier to maintain goals and increase the effectiveness of learning. Advantage #2: Easier to set up a learning outlook When learning is managed in an LMS, learners know where they need to start their study. Also, if the learning destination is clear, such as how far they need to go to finish the course, it will be easier for them to make their learning prospects clear. Back to Table of Contents Flow of Implementing an LMS When implementing an LMS, the first step is to clarify the purpose of the implementation: there are many types of LMSs, so unless you have a clear idea of what you want to achieve, you will not be able to select an LMS that fits your company. For example, "I want my employees to efficiently acquire the knowledge necessary for their work. Once the objectives have been determined, an operational system must be put in place, and various personnel must be assigned to the LMS, such as a person in charge of content creation and a person in charge of grade management. It is important to determine who within the company will be in charge of what, so that operations will proceed smoothly after implementation. Finally, select a vendor. When selecting a vendor, check the ease of use and support system. In addition, there are two types of LMS: cloud-based and on-premise. Cloud-based LMSs can be used in a virtual environment in the cloud and require only a fixed fee. On the other hand, the on-premise type is developed and operated in-house and offers superior customizability, but requires more time and money for implementation and operation. Each has different merits and demerits, but considering ease of implementation and cost, we recommend that you choose the cloud computing type. Back to Table of Contents Conclusion In this issue, we have explained how to manage progress to make learning more effective, as well as an overview of LMS and the advantages of using it. LMSs are often used to manage the progress of learning, and it is important to understand the process and benefits before deciding whether or not to introduce an LMS. There are many types of LMSs available, but our "learningBOX" is one of the most popular. It not only creates and distributes questions, but also provides a full range of management functions such as member management and grade management. First, please try our free plan, which is available free of charge. We also recommend this one! Also read Back to Table of Contents

Training is provided at various times, such as when new employees join a company or when they are promoted. Training is essential for developing excellent human resources, but it is important to choose the right training program that matches your company's environment and the issues you want to solve. This article explains the different types of employee training, their respective merits and demerits, and points to keep in mind. Employee training is divided into three categories according to purpose There are many different types of employee training programs, which fall into three main categories depending on their purpose. Before conducting employee training, it is important to have a clear understanding of which type of training is being used. The following are the types of training and specific examples of each. 1) Hierarchy-based training Training by job level is training conducted for each employee's job level. The objective is to acquire the skills and attitudes essential for each level. Examples: New employee training, management training, managerial training 2) Job-specific training Job-specific training is training to learn specialized knowledge that meets the needs of each job category, and is generally conducted for each department. For salespeople, it is to improve their sales skills; for call centers, it is to improve their telephone skills; and for general affairs and accounting, it is to deepen their knowledge of PC skills and bookkeeping, etc., to improve their practical skills. Examples: Sales training, human resources training, marketing training (iii) Theme-specific training Theme-specific training is a training program that picks out the ideas and skills that the trainees are expected to acquire, and provides them with intensive training. Training themes are selected based on the company's business development and the challenges it faces. The objective is to have trainees learn what you want them to learn, regardless of their job level or position. Examples: Communication training, risk management training, business manner training Back to Table of Contents Specific Training Methods OJT and Off-JT There are two major methods of training. A thorough understanding of the differences between them and their use for different purposes is essential for efficient training. Let's review the differences and advantages and disadvantages of each. OJT (On the Job Training) On-the-job training is a method of education in which trainees acquire a variety of business knowledge while gaining practical experience in the workplace under the supervision of an educator. OJT is conducted in the course of regular work duties, with experienced supervisors and senior employees in the department serving as instructors. This is a way to acquire working-level knowledge and skills that are not found in manuals. The objective is to have trainees output the knowledge they have actually learned through their work, and to have them become human resources capable of making an immediate contribution to the company. One of the features of on-the-job training is the close proximity between the trainee and the instructor, which allows the trainee to ask questions and build relationships within the department. However, there may be times when there is not enough time to provide guidance while performing normal work duties. If the department is in its busy season or suffering from a shortage of staff, it may be difficult to provide solid guidance. Off-JT (Off the Job Training) This method is called "off-the-job training," in which participants temporarily leave their workplaces to acquire knowledge and skills through programs created by in-house training staff or outside training organizations. The objective is to build a solid foundation by acquiring universal knowledge of business fundamentals and company theory. Off-JT allows training to be conducted for a large number of people at the same time, preventing knowledge variation among employees. Another feature of Off-JT is that it allows employees to learn a comprehensive range of knowledge, compared to OJT, which tends to be biased toward teaching knowledge related to the job at hand. One of the concerns with Off-JT is the cost of outsourcing to outside instructors or renting a venue outside the company. Back to Table of Contents E-Learning Training on the Rise: What are the Benefits? Both OJT and Off-JT have advantages and disadvantages, and it is difficult to decide which is better. It is important to fully understand the characteristics of each and use them in different ways. In recent years, e-learning training has also been attracting a great deal of attention. e-learning training is a type of off-JT because it is not conducted while the trainee is working, but rather has a strong classroom component. E-learning training has spread as a part of remote work in the Corona disaster, and more and more companies are now adopting it due to its various advantages. The first is the ability to learn at the pace of the individual and the high knowledge retention rate due to repetition. The second is that the use of a learning management system (LMS) significantly reduces the burden on the company. In the future, it will be important to combine on-the-job training and off-the-job training, face-to-face and online training, depending on the purpose of the training. Back to Table of Contents 3 Key Points for Successful Training There are three key points to keep in mind for efficient training. (1) Clarify the purpose The most important thing is to clarify the purpose of the training. Without a clear understanding of the purpose of the training, it is impossible to determine effective methods and content. We recommend that the objectives be specific rather than abstract. For example, instead of "to improve sales skills," the training should be in the form of "to develop customer follow-up skills to improve sales performance. The more specific the training is, the easier it will be to visualize what the training will look like afterwards, and the clearer the effects will be, the more motivated the employees will be to take the course. Match the level of the target audience The content of instruction will vary depending on the abilities and skills of the employees participating in the training. The same training program for new graduates and mid-career employees will have different content. What does the employee lack? The content of the training should make up for those deficiencies. Also, consider whether the content of the training can be taught by in-house personnel. If it is difficult for your in-house staff to handle, consider hiring an outside instructor. 3) Follow-up after the training is also important. Training is not the end of the process, but a thorough follow-up is necessary. Training only once does not take root, and the knowledge cannot be put to practical use. Also, employees who have received training may have questions or concerns. If there is follow-up after the training, questions will be clarified and concerns will be resolved. Back to Table of Contents SUMMARY There are many ways to conduct "training" in a single word. In order to develop excellent human resources, it is important to conduct training with a clear vision of "what kind of human resources the company is looking for. If you are reviewing your training system and considering e-learning training as an option, we recommend our learningBOX. It is intuitive to use and allows you to create original e-learning materials without any specialized knowledge. Many companies use LearningBOX for employee training, and we also offer a free plan that allows you to use up to 10 accounts for free, so please feel free to try it out. ▼Here's another recommendation! Also read. Back to Table of Contents

Advance Notice] Specification Changes Related to the release of learningBOX 2.18 Thank you for your continued patronage of our services. We are planning to change the specifications of some functions in the release of learningBOX Ver. 2.18 scheduled for July 2022. This announcement is a preliminary notification regarding the specification changes of important items. Abolition of learning First of all, the learning screen will undergo a major change. A new learning function, "Course Function," will become standard, replacing the previous "Learn" function. Points to note after the major version upgrade Folders located directly under documents in Content Management (TOP screen) will be automatically converted to courses. (*When batch conversion of courses is not performed) ▼ Notes The "Heading (Title)" and "Clear Condition (Limit Bar)" on the TOP screen will be deleted. All contents on the TOP screen will be moved to a new course called "Document Course. All shortcut folders on the TOP screen will be moved to a new course called "Document Course" along with the folder from which the shortcut originated. Specification Change in Page Setup Immediately After Logging In Please note that the page transition destination will be automatically changed to "Select Course" from Ver. 2.18 onward when the page to be displayed is set to "Learn" in the "Page Setup Immediately After Logging In". Abolition of "My Page Next, My Page will also undergo a major change. In place of the traditional "My Page," a "Dashboard" will become the standard. By replacing "My Page" with a "Dashboard," it is expected that users will be more aware of their learning status, such as learning time, courses they are studying, and number of badges they have earned. Expansion of Ordering Screen Functions Finally, the order screen will also be enhanced. First, paid plan subscriptions will be able to be automatically renewed. This eliminates the need for customers to apply for renewal each time their subscription expires. In addition, subscriptions will be added as a payment method, allowing customers to purchase plans and options on a subscription basis.

This article provides examples of creating teaching materials for learningBOX using SCORM 1.2. Please note that some of the examples may not work outside of learningBOX (in such cases, a cautionary statement will be included). Also, please note that this article has been verified with learningBOX 2.16.14, and older versions or versions to be released in the future may not give identical results. What are SCORM materials in learningBOX? LearningBOX allows you to upload and use SCORM 1.2 compliant educational materials. (*As of learningBOX 2.16.14, uploading SCORM archives (ZIP files) consisting of multiple SCOs is not supported. Also, please note that SCORM versions other than 1.2, such as SCORM 2004, are not supported.) Back to Table of Contents Minimum SCORM Materials [File Structure In learningBOX, if the startup file is index.html, the manifest file (imsmanifest.xml: a file showing the structure in the ZIP file) is not necessary. Therefore, if only the index.html file is zipped, it can be used as SCORM material (however, the imsmanifest.xml file is required in almost all LMSs; QuizGenerator, CardGenerator, etc. require the imsmanifest.xml file for compatibility). QuizGenerator, CardGenerator, etc. output imsmanifest.xml for compatibility). Notes on creating a ZIP file When compressing educational materials into a ZIP file, please select and compress files as shown below. As in the bad example, selecting and compressing folders may create an extra folder hierarchy and cause problems. Also, in the case of Mac, if you use the OS standard ZIP archive function, extra files will be saved, so unnecessary files will be mixed in the problem! Please compress with reference to "Be careful when compressing zip on Mac" etc. API Exploration When the startup file (e.g. index.html) is loaded, the SCORM API is searched. In learningBOX 2.16 and later, the API is also provided in the preview screen of the teaching material, but the preview screen does not save the grades. Code Example The API is searched for with onload and made accessible via a variable named API in the teaching material, displaying API Found on the console if the API is found, or API not Found if it is not found. (Referred to) gist's URL: https://gist.github.com/ynishi2014/8d1d951966d12d49c1eee898b4bacc17 Execution example When mounted on learningBOX, the API for SCORM can be found, so the API is displayed as API found. If you run it on a local drive, for example, the API cannot be found, so the API not found is displayed. LMSInitialize and LMSFinish Once the API is discovered, LMSInitialize is executed. LMSFinish is executed when learning is completed. Please note that grades cannot be sent before or after LMSInitialize is executed. Code Example (Referred to) gist's URL: https://gist.github.com/ynishi2014/d44930df2eddaa2f4140aab078e5e86f Execution example When executed on learningBOX, the following is displayed. However, since the learning status (cmi.core.lesson_status) is not updated, it appears that no grades remain in learningBOX. This is because the grades with cmi.core.lesson_status browsed are treated as invalid grades in the learningBOX. SCORM materials only to be passed In LMSSetValue, set cmi.core.lesson_status to passed. Code Example (Referred to) gist's URL: https://gist.github.com/ynishi2014/4eb9a00dff3ff867d51192548471a919 Transmittable Status The values that can be sent to cmi.core.lesson_status as grades include incomplete: learning in progress completed: already learned passed: Passed failed: Failed browsed: not displayed. Behavior when not sent If you do not send grades, the following will occur Initial study: will be BROWSED (will not be displayed) Second and subsequent studies: The results from the previous study are carried over. Therefore, you need to be careful about the behavior when you close the material before the grade is determined, etc. In QuizGenerator, cmi.core.lesson_status is set to "browsed" at the beginning, so if you close the material before starting the answer, "browsed" will be recorded, It will appear that no grades are left. To check operation It is best to check with the LMS you plan to use, but since learningBOX is available free of charge and indefinitely for up to 10 users, it may be easy to use it as an environment for developing SCORM teaching materials and checking its operation. Visualize API calls Visualizing API calls can improve development efficiency. Due to the size of the article, we will summarize this in a separate article. Back to Table of Contents Information that can be sent within the SCORM 1.2 specification In addition to the status (cmi.core.lesson_status) mentioned earlier, the following grades can be sent. By sending these, you can get detailed information on how learning is progressing, which can lead to analysis of the learning situation, appropriate feedback to the learner, and improvement of the teaching materials. Score (cmi.core.score.raw) Score, in SCORM 1.2 it can be an integer from 0 to 100 in "string" format. Example API.LMSSetValue("cmi.core.score.raw", "100");API. .score.raw", score.toFixed(0)); proprietary In learningBOX, scores over 100 are allowed. For example, 105 and 400 are accepted as valid scores. However, please note that negative numbers and decimals are not accepted. Also, in LMSs other than learningBOX, scores exceeding 100 will result in an error. Time (cmi.core.session_time) This is the learning time, which in the case of learningBOX is automatically measured when LMSInitialize and LMSFinish are executed. If you want to measure more accurate learning time than the time between opening and closing the material, measure it in the material and send it to us; for QuizGenerator, only the time between starting to solve a problem and the result display screen, and for video material, only the time the video is playing is sent. The following will give you 1 hour, 2 minutes, and 3 seconds. Example API.LMSSetValue("cmi.core.session_time", "01:02:03"); Information per question A child of cmi.interactions.n. n must be specified in order from 0. Usage such as starting from 1, skipping numbers, or going back to a smaller number is prohibited. ID (cmi.interactions.n.id) ID. The grade detail screen will show the ID as shown in the red box in the screenshot below. Please note, however, that negative numbers and decimals are not allowed; if you plan to download and use grades via CSV or retrieve and use grades via API, you will need to specify the appropriate ID. latency (cmi.interactions.n.latency) The time required. The following information is displayed in the grade details screen. correct_responses (cmi.interactions.n.correct_responses.m.pattern) Example of correct responses. More than one can be specified, but only one seems to be set in most cases. objectives (cmi.interactions.n.objectives.m.id) The objective of each question, i.e., the goal or objective to be achieved. s:xxx is used for section tags, and q:xxx for question tags, which are reflected in the medical record. student_response (cmi.interactions.n.student_response) The student's response. It sends the input string, choice numbers, etc. time (cmi.interactions.n.time) Study time. The time spent on the question is sent. result (cmi.interactions.n.result) Sends a correct or wrong result. Neutral and score can also be sent. Back to Table of Contents unique extensions to learningBOX Normally, cmi.interactions.n.student_response cannot send HTML. Sending Answers in HTML Of course you can send HTML tags, but the results screen will display the HTML tags you send as is. If you specify html in cmi.interactions.n.student_response_format, cmi.interactions.n. student_response will be interpreted and displayed as HTML. However, JavaScript is restricted so that it cannot be executed. Relaxation of Character Limit Start time / End time (to be supported in 2.18 or later) This function is used to record the start and end time of the study, and will be available in learningBOX 2.18 or later. (Scheduled for release in June 2022) Back to Table of Contents Anti-pattern [Excessive LMSCommit When LMSCommit is executed, the value set in LMSSetValue is saved. In many LMSs, data is not sent to the server at LMSSetValue, but is sent to the server at the timing of LMSCommit. This is because the process of sending data to the server takes a relatively long time, and if communication were to take place each time LMSSetValue is executed, processing would be time-consuming. For example, if the number of questions is 100, the number of LMSSetValues per question is 6, and the communication delay is 10 ms, then 100 x 6 x 10 = 6000 ms, which means that it takes 6 seconds to send results. If you are using the system from overseas, the communication delay can be 10 times or more, so LMSCommit should not be executed excessively. When LMSCommit should be executed It should be executed after sending cmi.core.lesson_status or after LMSSetValue of all grades is finished. By sending "complete" to cmi.core.lesson_status and executing LMSCommit when learning has started, the grades seen by others (teachers, administrators, etc.) will change to "learning". After the LMSSetValue of all grades has been completed, LMSCommit and LMSFinish should be executed in that order. (*In learnngBOX, even if LMSCommit is not executed before LMSFinish, the process of sending grades is still executed, so LMSFinish alone is acceptable.) Do not do LMSFinish Always perform an LMSFinish at the end of the process; since the SCORM specification requires that an LMSFinish be performed, there is no guarantee of behavior if an LMSFinish is not performed. LMSSetValue without checking the implementation Not all SCORM 1.2 compliant LMSs implement all of the SCORM 1.2 specifications; the SCORM 1.2 specifications (APIs) contain a mixture of items that must be implemented and items that are allowed without implementation. Therefore, before executing LMSSetValue, you should check whether the element you are trying to send is implemented. Back to Table of Contents If you have any questions about how to use the system, please feel free to contact our support. If you have any problems or questions about how to use learningBOX, please feel free to contact us at any time. We also recommend this page! I want to read it in conjunction with Back to Table of Contents

Memorization is an essential element for improving grades and speeding up learning, but some people may have trouble with memorization, or may forget quickly after memorizing. In this article, we will explain the different types of memorization, 8 tips to help you retain them in your memory, and tools to help you memorize more efficiently. We will also introduce memorization methods that should be avoided as much as possible, so please refer to this article if you want to improve your memorization efficiency. Table of Contents 01There are two types of memorization process Memorization with understanding first Understanding first, then memorization 02You can start today! 8 memorization methods to fix in your memory Memorize aloud Memorize by writing Memorize by checking again and again Memorize with diagrams and illustrations Memorize while exercising Memorize before going to bed Memorize by associating with a specific action Memorize by outputting to others 03Memorization methods that should be avoided as much as possible Memorizing the same subject in succession Overnight cramming 04Tips to improve memorization efficiency Get a good night's sleep Use your spare time for memorization Do not try to memorize everything in a short period of time 05Review frequently and get enough sleep to memorize steadily. The memorization process is divided into two types There are two main types of memorization flow: one is to memorize after understanding and the other is to memorize after understanding. Neither is necessarily superior to the other, but it is possible to memorize more efficiently by using both depending on the subject to be memorized. Below is an explanation of each flow and the study subjects suitable for each. Memorize after understanding The method of memorizing first and then understanding is suitable for English vocabulary and elemental symbols that can be memorized without explanations or understanding of the flow. It will be difficult to understand and memorize English words and their meanings, and element symbols and the roles of the elements at the same time if you do not have enough prerequisite knowledge. First, memorize from the unknown to the point where you feel you have seen it before, and from there learn the meaning and deepen your understanding. When the amount of memorization becomes large, it is a good idea to memorize while being aware of related derivatives. The key to remembering principles and principles that are difficult to grasp is to memorize them and then deepen your understanding. Understand first and then memorize. In some cases, it is better to understand first and then memorize than to memorize in the dark. Formulas and solution patterns in mathematics are examples of this. Since a solution is a logical process that leads to an answer, understanding is more important than memorization. It will be easier to remember if you understand "how the logic is developed" and "why it is used in this situation. The same is true for formulas. Remembering only formulas is meaningless if you do not understand how to use them. If you understand each formula and solution pattern, you will be able to solve more problems by applying them, and you will be able to rely less on memorization. For example, if you understand the rules of chemical reaction formulas and English grammar, the amount of memorization required will also be reduced. The amount of memorization for these also becomes huge if you try to memorize them in their entirety, so be aware that you need to understand them first and then memorize them. Back to Table of Contents You can start today! 8 Memorization Methods to Help You Commit It to Memory Memorization is not a natural talent, but an ability that can be improved with ingenuity. Memorization is often associated with staring at words on a piece of paper and trying desperately to memorize them, but by speaking out loud and being aware of the timing of memorization, you can make it easier to commit them to memory. Below we introduce eight memorization methods that utilize various senses, so you can learn efficiently by using a memorization method that suits your subject and your study style. Memorize aloud When you speak aloud, your voice enters your ears, so you receive more information than if you memorize with your eyes alone. In addition, to speak out loud, you need to be aware of what you are saying, which stimulates your brain and makes it easier to remember. If you are in an environment where you want to speak out loud but cannot, try memorizing by mumbling, even if it is just loud enough for only you to hear. Memorize by writing The act of writing also helps memory retention. If you just look at something, only visual information enters your brain, but by transferring the information you have obtained to the act of writing, you can memorize it more efficiently. Writing not only helps memorization, but by actually writing, you can find areas where your memory is fuzzy and check to see if you remembered something incorrectly or how well your memory is retained. By writing in a different color for areas that are difficult to remember, the visual information will be more memorable and easier to remember. However, please note that if the purpose of writing is to memorize, the memorization effect will diminish. Memorize by checking again and again The more times people are exposed to information, the less likely they are to forget it. Even once something has been memorized, checking it repeatedly will help to consolidate the memory, but if it is not reviewed, it will be forgotten over time, so frequent review is necessary to consolidate the memory. You can use memorization cards, memorization pens, and check sheets to help you remember more efficiently. Memorize with diagrams and illustrations Diagrams and illustrations are also effective for memorization. Diagrams and illustrations allow you to see a lot of information at once, so you can grasp the overall picture and flow of the situation at the same time. For example, if you are reading history, which is difficult to imagine the specifics of a situation using only text, reading manga will help you understand it more smoothly, and you will easily remember the movements of the characters and what they said. When memorizing math solutions, looking at commonly used graphs and diagrams together will not only help you understand, but also make it easier to pull the solution out of your memory when you are asked a question related to that graph or diagram. Exercise while memorizing Exercise improves blood flow and activates the brain, making it easier to retain memories. Sitting tends to reduce blood flow, so it is a good idea to stand up at the appropriate time and perform light exercise. When you lose concentration, memorizing while doing light exercise can help you change your mood and learn more efficiently. However, if you do heavy-duty exercises such as dashing, your attention will be focused on the exercise, so be sure to do moderate exercises such as jogging or light squats. Learning Before Sleep Since information in the brain is organized during sleep, it is effective to focus on memorization before going to bed. The relaxed state after eating and taking a bath is a very good environment for memorization. Use memorization cards or reference books for memorization before bed, and try to avoid using smartphones or computers that emit bright light, which can interfere with sleep. Memorize by associating specific actions Associating an action with the content you want to memorize will help you retain it more efficiently. A specific action triggers the memory and makes it easier to recall the corresponding memory. Typical examples are the word association when memorizing historical years or elemental symbols, but associating a more memorable action with a memory, such as a characteristic pose or rhythmic movement while saying the word you want to memorize, will make it even easier to retain the memory. Memorize by outputting to others Explaining the knowledge you have learned to others will help your memory to stick. You can also check if there is any information missing from the explanation and if the memorized content is correct, so you will know what you need to focus on. In order to explain things in a way that others can easily understand, it is necessary to logically assemble the information you have memorized. Output is not only memorization, but also the process of making the knowledge you have crammed into your mind usable as your own knowledge. Another benefit of output is the memory of having explained what you have learned to someone else. Back to Table of Contents Methods of memorization to be avoided as much as possible Memorization is meaningless if it is done incorrectly and does not stick in the memory. It is important to understand not only effective memorization methods, but also memorization methods that should be avoided and why. Below are two memorization methods that should be avoided as much as possible. Memorizing the same subject consecutively Memorizing the same subject in succession will not be very effective. Memorizing similar content at the same time makes it difficult to organize the information, and memory is less likely to stick. In addition, if you continue to study one subject, you will become bored and lose concentration. It is preferable to memorize multiple subjects, separated by time if possible, but if you wish to focus on a subject and memorize it, you will need to be creative by dealing with multiple areas of study. Overnight soaking Memorization by overnight soaking is not expected to be very effective, since sleep helps memory to take root. It is advisable to memorize the material steadily on a daily basis to avoid overnight soaking. Even if you are able to remember, overnight knowledge tends to be forgotten after the test is over. Even if you memorize it the day before the test, be sure to get enough sleep and focus on a specific area of the test. Back to Table of Contents Tips for Improving Memorization Efficiency The key to improving memorization efficiency is to get a good night's sleep and to have long-term exposure to information. Below are three tips to improve memorization efficiency. Get a good night's sleep Sleep is an essential element for memory retention. It is undesirable to cut down on sleep time, such as staying up all night to study, just because you want to memorize a lot. Short sleep time reduces brain performance, which not only makes the memorized content less retentive, but also lowers study efficiency. Although the optimal amount of sleep varies from person to person, try not to overdo it and get enough sleep. Use skimming time for memorization If you have difficulty finding a specific amount of time to study, use your study time for memorization. If you use your spare time for memorization, you will be able to memorize information by repeating it frequently, which tends to make it easier to retain your memory. The more frequently you are exposed to information, the easier it will remain in your memory and the more efficient your memorization will be. Since unused information is forgotten, it is important to maintain a balance between learning new information and reviewing it. Find and use the time you have available, such as while commuting to and from work, using the restroom, or taking a bath. Do not try to memorize everything in a short period of time. It is important to memorize a large amount of information in order to get results, but if you cram too much into a short period of time, it will not remain in your memory. For example, even if you memorize a book of English vocabulary in one week, you will probably find many words that you do not remember at all when you go back and read it again from the beginning. If you spend a lot of time memorizing but forget a lot of information, you will lose motivation. In order to remember well, it is necessary to memorize steadily, little by little. If you make a mid- to long-term memorization plan that includes review, you will be able to memorize more efficiently. Back to Table of Contents Memorize steadily with frequent review and sufficient sleep! There are two ways to memorize, understanding first or later. It is more efficient to memorize English vocabulary and element symbols first, and to understand mathematical formulas and solutions first. It is important to review frequently and get a good night's sleep in order to consolidate what you have learned. If you need to memorize a large amount of material, do not try to do it in a short period of time, but work on it systematically and gradually. Our e-learning system, "learningBOX," allows students to study and take tests using memorization cards. It is also ideal for reviewing weak areas, as it is possible to study repeatedly and keep track of grades. The system is easy to use and can be implemented at a low cost, so those who want to efficiently advance their memorization as well as those who are unsure about implementing e-learning should first try the free plan available at no charge. We also recommend this one! Also read Back to Table of Contents

In recent years, many companies have introduced aptitude tests as part of their hiring process. The data that can be measured and the methods of utilization vary depending on the content of the test, but some may say, "I want to know which aptitude test can measure the data that my company is looking for. In this article, we will explain the basics of aptitude tests, including tips on how to implement aptitude tests that suit your company, as well as the benefits of conducting aptitude tests and the format in which they are taken. We will also introduce a service that allows you to create your own original aptitude tests, so if you are having trouble with your recruitment activities or personnel evaluation, please take a look at this page. In what situations are aptitude tests useful? An aptitude test is a diagnostic test to determine a person's aptitude for a job or a new position. The test can be used to diagnose a wide range of things, including basic skills, personality, adaptability to the workplace, and general common sense. Below we introduce the situations in which aptitude tests are useful and the advantages of using them. Increasing your company's visibility By advertising that "we will provide individualized feedback on the results of the aptitude test" during the recruitment process, you can expect to improve your company's name recognition. Most job hunters are searching for the kind of company that is right for them. An aptitude test that provides an objective diagnosis of the trends in the type of work for which you are suited will be very useful. In addition to the test results, it is a valuable opportunity for the examinee to hear the opinions of those in the field. It will be an opportunity for the examinee to get to know the company by saying, "That company gives me feedback on my aptitude test, so I should apply for a job there. If you are using aptitude tests for new graduate recruitment, it is particularly effective to use them during the internship period or in the early stages of new graduate recruitment, when students are more motivated to analyze themselves. Make your company look attractive By conducting feedback interviews in addition to the aptitude test, you can create opportunities to make contact with examinees. In addition to providing more opportunities to showcase your company, if you are courteous and approachable to the examinees during the interview, you can make your company look more attractive to them, such as "I can expect generous follow-up after I join the company" or "I would like to work here because the atmosphere seems good. When conducting feedback interviews, it is necessary to choose a proper test that provides a feedback sheet that is easy for the examinee to understand. Selection in the employment examination Aptitude tests are useful in determining personality, basic skills, and general common sense, which are difficult to see in an interview. It is possible to prevent mismatches between a company and its human resources by providing data on whether an applicant is a good fit for the company and the type of work he/she is suited for. It is difficult to grasp an applicant's personality only through an interview, and it is not uncommon for the interviewer to be biased in his or her evaluation of the applicant. An aptitude test that can evaluate applicants objectively and impartially can reduce the burden on HR personnel during the selection process. However, it is important to note that a poor aptitude test result does not necessarily mean that the applicant is not qualified for the position. Back to Table of Contents What does the aptitude test measure? The items measured in aptitude tests are mainly divided into two categories: ability tests and personality tests. Since the data obtained from each of these tests is different, select the test items according to what you want to measure. It is also possible to conduct only one of the two tests. Below is an explanation of the elements that can be measured by the ability test and the personality test. Ability test: Measures basic abilities such as reading comprehension, calculation, graphics, and general common sense Ability test is a test to measure whether you have the ability to acquire and practice the skills and knowledge required for your job, and whether you have the ability to think and respond in order to carry out your duties, from the perspective of logical thinking and numerical processing ability, etc. The questions are similar to those in general achievement tests, such as whether the applicant can read sentences correctly and perform simple calculations, and are not very difficult. Personality test: Measures human nature, cooperativeness, etc. Personality tests quantify an applicant's personality, such as human nature and values, to determine whether the applicant will fit in at the workplace and whether the applicant is close to the type of person the company is looking for. Personality test results are useful not only for employment selection, but also for determining post-employment assignments and human resource development. In addition, although it is a separate test from the personality test, it can also measure workplace adaptability, such as willingness to be an asset to the company after joining the company and willingness to work, and stress tolerance. Understanding the type of stress to which you are vulnerable will help you avoid the risk of early separation from the company. Back to Table of Contents Aptitude Test Test Format There are two types of aptitude test formats: paper tests and web tests. While it is possible to take the test at your company's testing site, it may also be convenient to take the test at one of our nationwide testing centers. Each testing method and venue has its own advantages and disadvantages. Paper test A paper test is a written test. Since the test is administered by gathering examinees at a venue, it is necessary to arrange a venue and provide supervisors and other personnel, but the risk of fraud can be reduced by setting the venue and time. There are two types of paper tests: objective and descriptive. The objective type is easy to score and tabulate, while the descriptive type is unique in that it can also measure writing ability. Web Tests Web testing is a type of testing that is conducted over the Internet from a computer or smartphone. As long as you have an Internet environment, you can take the test regardless of time and location, eliminating the need to arrange a large venue and assign a supervisor, thereby reducing costs. Web-based testing, which can be taken anytime and anywhere, is attractive because it is less burdensome for the test taker and less complicated for the company to tabulate and analyze the test results. Taking the test at a test center In the case of taking tests at test centers, examinees go to test centers located in major cities throughout Japan. Generally, the test centers are operated by aptitude test providers, so the test itself can be outsourced, reducing the amount of time and effort required. Since supervisors are assigned to the test, the risk of fraud is also reduced. Test takers must travel to the venue, but since test centers are located throughout Japan, this reduces the burden of travel compared to conducting the tests in-house. However, it should be noted that there are costs associated with outsourcing. Back to Table of Contents Tips for Conducting the Right Aptitude Test for Your Company The advantage of private aptitude tests is that they are easy to use, but they do not necessarily match the culture of the company or the items to be tested. In order to implement an ideal aptitude test, it is necessary to consider various points, such as setting objectives, the number of questions, and the balance of response time. Below are some ideas and tips for creating an aptitude test suitable for your company. Define the purpose of conducting aptitude tests Since different companies offer different aptitude tests for different purposes of use and different methods of testing, it is important to clarify the purpose of conducting aptitude tests at your company. When creating questions in-house, it is also important to clarify the purpose of the aptitude test, such as whether the test will be used for employment selection or for assignment and human resource development, and to consider the desired test format and the budget allocated for the test. Consider the balance between the number of questions and response time. In aptitude tests, it is also important to balance the number of questions and response time. If the number of difficult questions or the number of questions is too large and the response time is too short, the applicant may not be able to answer all the questions within the time limit and accurate data may not be measured. In addition, if the test is too long, the physical and mental burden on the examinee may also hinder accurate data measurement, and the negative image of "this company's aptitude test is too short or too long" may be conveyed to the examinee's surroundings through social networking services and other means. In particular, when a company conducts both a private test and its own original test, the number of questions tends to increase and the test time becomes longer, so care should be taken. Use in conjunction with private tests to get more detailed data. Combining private sector tests with in-house original tests makes it relatively easy to measure detailed data. It is recommended that private tests be used to measure basic academic skills and personality, while original tests be used for more specialized areas or areas that are difficult to identify with private tests. If all of the questions are original, it will require more effort and cost to create the questions. It is recommended that basic content be covered by private tests, and original tests be used to cover areas that cannot be determined from private test data alone. Not only will this save you time and effort in creating questions, but it will also more accurately measure the data you are looking for. Back to Table of Contents For aptitude testing, we recommend learningBOX's diagnostic test creation function! To conduct aptitude tests, we recommend learningBOX's diagnostic test creation function. The diagnostic test creation function allows you to determine the characteristics and knowledge level of your learners. Learners answer a variety of questions prepared by the administrator, and the results can be viewed according to their answers. For example, if the test is an aptitude test for employment selection, questions can be prepared to measure the skills and abilities required for the position sought. Based on the results of the analysis, you would be able to make appropriate responses based on the aptitudes and abilities of the learners. If you are conducting a hiring selection process, it will also help you make a hiring decision. In addition to creating diagnostic tests, you can also manage test administration and results. When conducting aptitude tests, why not try using learningBOX's diagnostic test creation function? Back to Table of Contents Original Aptitude Tests Are More Practical with Tools Aptitude tests are commonly used as a means of employment selection, but they can also be used for personnel evaluation and staffing, and can be useful in appealing to those seeking employment or a new job. Aptitude tests vary in format and test items. After understanding the usefulness of aptitude tests, clarify the purpose of implementing aptitude tests in your company and consider the direction of the test content. Our e-learning system "learningBOX" has a diagnostic test creation function and is recommended for those who wish to create their own original aptitude tests. We also offer a free plan that allows you to use up to 10 accounts for free and indefinitely, so why not try it out on a trial basis first? We also offer materials that provide detailed information about the system and how to utilize it. If you are having trouble creating and implementing original aptitude tests, please consider learningBOX. We also recommend you to read this page! I also want to read Back to Table of Contents

As part of our 10th anniversary of incorporation, we are launching "learningBOX ON," learningBOX's first service to release free learning materials, in April 2022. The first series of "Harassment Materials," the second series of "Business Manner Materials," and the third series of "Compliance Materials" were made available to the public. Now, we are pleased to announce the release of the fourth series, "Information Security Materials". Background of Free Publication The revised Personal Information Protection Law went into effect in April 2022. The revised law strengthens the protection of the rights of individuals and adds additional responsibilities for business establishments. As a result, further efforts to protect personal information are required. In light of the above background, we are pleased to announce the free release of "Information Security Teaching Materials" on learningBOX for the purpose of contributing to the promotion of information security education in companies. Back to Table of Contents Learning Content Features In this training course, you will learn what information security is and what actions to take to protect confidential information through explanatory videos and confirmation tests. Contents Information Security Protecting Confidential Information What you can do yourself to manage your information Subject Users of learningBOX [Shared Server] (including Free Plan) How to use New Customers STEP1: Please register through the free trial. STEP2: After completing the free trial registration, you will receive an email from us confirming your registration. Customers already using learningBOX STEP1: Log in to learningBOX and open Content Management. STEP2: Select the "+" icon > "learningBOX ON" > "10th Anniversary Free Content" > "Information Security". Back to Table of Contents Take advantage of learningBOX ON! It is possible to create original training programs by combining the training content available on learningBOX ON with content created in-house. We encourage you to use learningBOX ON for in-house training as an environment for continuous learning without being restricted by schedule or location. ≫ Click here for a free trial ▼Here's another recommendation! Also read Back to Table of Contents

In order to improve grades, not only the content of study is important, but also the method of study. Students who say, "I am studying hard, but my grades are not improving," may not question their study methods and continue to study without much efficiency. Therefore, this article will explain study methods and how to create an environment that facilitates concentration in order to make learning more efficient. We will also introduce a study management system that enables efficient study, so please read to the end. Study methods that reduce learning efficiency. If you are at your desk for long periods of time and your grades are not improving, it is likely that you are wasting a lot of time while studying. It is important to understand the causes of inefficient study in order to input study content efficiently. Please read the following information while thinking about whether any students have been practicing inefficient study methods. Studying with less sleep In their efforts to raise their grades and pass the school of their choice, many students cut back on sleep to study. However, lack of sleep causes chronic inability to concentrate and reduces study efficiency. Poor concentration will have a negative impact not only on studying, but also on the day of the test. You will not be able to exert your true potential, and your previous efforts may be undone, so you need to make sure that you get enough sleep. Even if you get a good night's sleep, your blood sugar level may fluctuate after lunch, and you may feel sleepy and have trouble concentrating on your classes or studies. In such cases, it is recommended to take a nap for 15 minutes or close your eyes and listen to music to rest your brain. Doing simple tasks such as summarizing notes, making vocabulary books, etc. Many students who spend a lot of time studying but are unable to get results are often satisfied with simple tasks instead of input. While it is important to draw lines in textbooks and summarize important points in notebooks, it is not uncommon for students to mistakenly believe that they have "studied" when in fact they have not learned the content in their heads. If you spend all your time doing these simple tasks, it is difficult to say that you are learning efficiently. Rather than focusing on the amount of time spent studying or the amount of work done, it is important to determine whether the content studied has been retained and whether it is being studied efficiently. Trying to remember everything at once Trying to memorize the entire content of a unit in one go is also not recommended. If you try to memorize everything at once, you will spend too much time on the same page, which will make it difficult to move forward and make learning more efficient. According to the Ebbinghaus Forgetting Curve, which graphically represents the relationship between human memory and time, a person forgets 42% after 20 minutes and 56% after one hour of learning once. Since the human brain is capable of memorizing things by repeating them many times, it is important to review them repeatedly on different days. Kanji characters, English vocabulary, grammar, and history subjects that require memorization should be studied especially repeatedly to consolidate your memory. Use multiple reference books together. It is important to focus on a single reference book and solve problems repeatedly. If you use several reference books at the same time, it will be difficult to finish one book, making it difficult to see the results of your study, which will also lead to a decrease in motivation. Some reference books provide different explanations of how to solve puzzles and focus on different points, which often leads to confusion in the study process. If you use multiple reference books, you need to work on one at a time to lower the learning hurdle; if you master the contents of one book before moving on to the next, you will be able to study without waste. Back to Table of Contents You can do it at your cram school or school! How to create an environment where it is easy to concentrate on studying When studying, the environment around you is another key to efficient learning. What you place around your study space can make a difference in your ability to concentrate, and continually studying in the same place can lead to boredom and loss of motivation. Below are some simple steps you can take to create an environment that makes it easier to concentrate. Do not place anything in the classroom that is not related to studying. When it comes to studying, we tend to focus only on the act of studying, but the environment around us is also important. If there are things nearby that are not related to studying, students will be distracted and have a hard time concentrating. Comic books and other items that might be entertaining for students should not be placed in the study area, as they might tempt them to look at them. On the contrary, if you arrange the area around your study space, it will be easier for students to concentrate on their studies. Since greenery (plants) in your field of vision can help you relax and work more easily and improve your concentration, try placing small houseplants at desks, lockers, near windows, and other places where you can see them. Change the learning environment from time to time. It is recommended that you do not fix your study environment in one place, but have several options to choose from depending on the situation. It is a good change of pace when you get stuck in your studies and makes it easier to continue studying without losing motivation. You can change the learning environment by simply switching the classroom you use with the one next to it, moving to a study room, or ventilating the room. Since it can be moderately easier to concentrate in a place where people are watching you, it is a good idea to try different places, such as a café or library, to find several study areas that suit your personal needs. Back to Table of Contents Study Methods Effective in Increasing Learning Efficiency One of the causes of inefficient learning may be a problem with self-study methods. If you spend a lot of time studying and the results do not come, your motivation to study will decrease. Below, we will introduce an efficient study method that is likely to lead to results. You can start using them right away if you are creative, so please take a look at them. Study using a stopwatch/timer Continuing to study without breaks until you lose concentration is physically and mentally taxing and inefficient. Since the human brain has a fixed amount of time to continue and concentrate, it is recommended to adopt a study method using a timer or stopwatch. By separating the time for concentration and relaxation, such as studying for 25 to 45 minutes followed by a moderate break of 5 minutes, you can study while maintaining a longer total concentration time. It is also a good idea to measure your study time for each subject in order to keep track of which subjects you are not studying enough. By using a timer to measure and record your time, you will have a clear idea of how much time you spend studying each day. If you can visualize the track of your efforts, it will help increase your motivation. Solving problems while using a timer or stopwatch is also a good way to practice time allocation. Since time management is also an important point in periodic tests and entrance examinations with time limits, a study method using a timer can be effective as a test-taking strategy. Distributed study Distributed learning is a good way to consolidate what you have studied. What you learn in class is stored in your brain, but if you let it go, you will soon forget it. Review is still important to consolidate the memory. Distributed learning is not to review what you have learned immediately after learning it, but to review it after a few days to consolidate the memory for a long period of time. You may think that reviewing must be done immediately after learning to be effective, but it is more efficient to leave a few days. Even if you forget something once, don't be in a hurry to review it and recall it again, thereby ensuring that you will have more knowledge that you can retrieve at any time. Adopt a study method that uses skimming time. Studying is not limited to sitting at a desk with a pen in front of you for a set amount of time. Even a short period of time, such as on the way to and from school or before meals, is sufficient for memorizing vocabulary, formulas, and important phrases. Even if each spare moment seems short, if you use it effectively every day and accumulate it, it will become a huge amount of time in a month or a year. It is a good idea to carry around pocket-sized study materials or download a vocabulary book application to your smartphone so that you can study anytime, anywhere, at any time. Back to Table of Contents Introducing an e-Learning System for Greater Efficiency In order to promote learning efficiently, it is also important to consider implementing a learning management system. Recently, e-learning, an Internet-based learning method, has been attracting attention, and is being introduced not only in the educational field but also in companies in a variety of occupations. In addition to an explanation of e-learning systems, the following introduces the advantages of implementing an e-learning system, so if you are interested in an efficient learning management system, please refer to this page. What is an e-Learning System? An e-learning system is a form of learning that uses the Internet, also known as online learning. It is characterized by the ability to study from any computer or smartphone, regardless of time or location, as long as there is an Internet connection. The e-learning system allows students to deepen their understanding by using not only text and drawings, but also video, animation, CG, and virtual reality (VR). By viewing videos, information that cannot be fully understood with still images from reference books and textbooks can be easily understood, and motivation for learning will be increased. Advantages of e-Learning System Implementing an e-Learning system offers benefits to both learners and educators. Learners can study at any time and any place, and can easily deepen their understanding by using video and audio explanations in addition to text and drawings. The e-learning system also allows users to set the order of materials to be reviewed. This will help you learn more efficiently, since you will be able to check the learning progress of each material, eliminating the problem of not knowing which material to start with or forgetting how far you have progressed. For educators, the advantages are not only the reduction of labor and costs, but also the ability to monitor the progress of each individual student and to accumulate clear data on past educational know-how. This is also an attractive feature of the e-Learning system, as it allows for quick checking and tallying of results. Depending on the system you choose, you can even use smartphones for learning. Depending on the e-learning system you choose, you may be able to study on your smartphone. Smartphones can be used to study regardless of time and location, making it an effective way to use your spare time. After the class is over, a test can be given to see how much of the content the student has understood, allowing the student to efficiently consolidate what he or she has learned. Some questions can be automatically graded on the spot, so you can quickly review the questions you got wrong. Use the e-learning system for efficient learning! In order to promote efficient learning, it is important to check whether there are any problems with the learning methods students are using and to advise students on efficient learning methods that are suited to their individual needs. In addition to learning methods, it is important to know that the environment and schedule management may also affect concentration. If you are considering an e-learning system as an aid to learning efficiency, we recommend our learningBOX. Not only does it allow for efficient learning regardless of time or location, but it also has a full range of features that make it easy to manage student performance and progress. We can also customize the system to meet your learning needs and ensure a smooth implementation. Please try our free plan first. ▼Here's another recommendation! Also read. Back to Table of Contents

In recent years, video content has been gaining momentum as a means of conveying a variety of information in addition to text and photographs. In the midst of this social trend, have you ever wondered if it would be possible to replace your paper-based in-house newsletters with video, or if you would like to know the advantages and disadvantages of producing in-house newsletters with video? In this article, we will explain the merits and demerits of producing in-house newsletters with video. We will also introduce recommended contents, so if you are thinking of producing a company newsletter with video, please continue reading to the end. Background of the increase in the number of companies using video for internal newsletters With the spread of video content, the number of companies producing in-house newsletters with video is said to be on the rise. Factors cited include the increasing use of the Web for in-house newsletters, which makes it easier to incorporate video, and the increasing number of companies adopting teleworking. In particular, it should be noted that teleworking has made it more difficult to communicate within the company, and there is a need for company newsletters that convey information in a more realistic manner. Below is a specific explanation of the background behind the use of video in in-house newsletters. Web-based in-house newsletters One of the reasons for the increase in the number of companies utilizing video in their in-house newsletters is the increasing use of the Web for in-house newsletters. ICT (Information and Communication Technology), which is translated as "information and communication technology," has penetrated into many companies, and the psychological hurdle for communicating information via the Internet has been lowered. This wave has also extended to in-house newsletters, which are now being converted from paper to the Web. Until now, in-house newsletters were mostly printed, but the shift to the Web has made it possible to use video. The spread of YouTube has also encouraged the use of video in company newsletters, and the familiarity of YouTube has spurred the creation of videos in all communities. Corporate initiatives are no exception, and the number of internal newsletters using video is on the rise, coupled with the ease of uploading and convenient functions. Increase in telework The increase in the number of companies adopting telework is one of the reasons why more companies are using video for their internal newsletters. With the spread of the new coronavirus, the promotion of telework is gaining momentum. According to the Ministry of Land, Infrastructure, Transport, and Tourism, the percentage of people who telework will rise from 9.8% in 2019 to 19.71 TP2T in 2020. Although teleworking brings various benefits, one of its disadvantages is that it makes communication among employees more difficult. In addition to making it difficult to maintain work motivation, it can also make it difficult for management to communicate its corporate direction to employees. As a countermeasure, a method of delivering messages directly to employees through video has been attracting attention. Young people are turning away from the printed word The increase in the number of companies utilizing video for internal newsletters is thought to be due in part to the growing trend away from the printed word among young people. According to the results of a survey conducted by the Agency for Cultural Affairs in 2019 targeting men and women aged 16 and older nationwide, about half of the respondents said they "do not read" a book a month. One of the reasons for this result can be attributed to the widespread use of the Internet. Because the Internet provides access to so much information, fewer people are daring to read books. This trend is especially strong among young people, and some companies are producing videos out of concern that paper brochures and text-based company newsletters will not be read. Back to Table of Contents Advantages of Using Video in Company Newsletters By utilizing video in in-house newsletters, more realistic and accurate information can be delivered to employees. While conventional text-based information is conveyed through the use of text, video and audio can also be incorporated to ensure that information is conveyed to the employees who are the viewers of the magazine. Another advantage is the reduction of man-hours required to produce a company newsletter. Below are three advantages of using video for in-house newsletters. Accurate communication of information One of the advantages of using video in in-house newsletters is the ability to accurately convey information. Unlike face-to-face communication, written communication does not allow for voice inflection or gestures. Therefore, it is difficult to accurately convey the writer's intentions. The same is true for in-house newsletters. In a text-only in-house newsletter, the sender's original intention may not be conveyed well, and there may be cases in which employees receive the newsletter in a different way. On the other hand, videos can accurately convey what is intended to be conveyed to employees through the use of facial expressions, intonation, and atmosphere. When communicating the company's direction and vision, a particularly sensitive method of communication is required, but with video, not only information, but also the thoughts and feelings behind the information can be conveyed at the same time. Reduce man-hours and workload Another advantage of using video is that it reduces the man-hours and workload required to produce in-house newsletters. In the early stages of video production, it can take a lot of time to produce a single video due to a lack of knowledge and know-how. However, as you gain knowledge and become accustomed to handling the equipment, productivity will increase. Compared to paper-based media, the time and effort required for photography, writing, printing, and distribution will be reduced. In addition, video content tends to be more versatile and can be used for employee training and presentation materials in addition to in-house newsletters. Engagement can be visualized. By utilizing video in the company newsletter, engagement can be visualized. Engagement refers to the willingness of employees to contribute to the company. By utilizing video and checking numerical values to see what actions are being taken by video viewers, it will be easier to manage employee engagement. By knowing how many people are viewing the videos and the average viewing time, it will be easier to understand the motivation of employees to do their jobs. Back to Table of Contents Disadvantages of Using Video for Internal Newsletters While there are many advantages to using video in in-house newsletters, mainly in terms of information transmission, there are also disadvantages. Below are two disadvantages of using video in in-house newsletters. It takes time and effort to create a video at first. The disadvantage of using video for in-house newsletters is that it takes a lot of time to get used to the production process. If the person in charge does not have experience in video production, each step of the process, including planning, shooting, and editing, will take time and effort. Once the flow of video production is understood, the production speed will gradually increase. As a result, the man-hours and workload required to send out a company newsletter will also decrease, but it is important to understand that a certain amount of implementation cost will be required at first, including the cost of equipment and other costs. Know-how in video production will be required. Another disadvantage of using video for in-house newsletters is that it requires expertise in video production. The first thing to consider is whether or not you have employees with video production know-how; if not, it will take more time because you will have to learn from scratch. In addition, since a variety of tools must be used to produce the video, the selection process must also take into consideration whether the tools are easy to use and whether they have the functions that you want. A certain amount of know-how will be required to determine these factors. Back to Table of Contents Recommended Content for In-House Newsletters Using Video By utilizing video in in-house newsletters, it is possible to create content that incorporates video and audio in addition to text and photographs, making the in-house newsletters even more attractive to employees. Below we introduce three recommended contents for producing a company newsletter using video. Please use them as a reference for creating a new in-house newsletter that has never existed before. Representative Message A message from a representative of the company, such as the president or chairman of the board, is recommended for a company newsletter that uses video. This is a useful way to directly communicate management policies, current performance, and expectations to employees. From the perspective of boosting employee morale, the representative's message is also an important element in determining the future of the company. Telework has been increasingly introduced in recent years, but remote internal communication tends to make it more difficult to convey the company's actual situation and policies. In such cases, incorporating a representative message into the company newsletter will make it possible to convey the company's thoughts and feelings. We also recommend that companies with a large number of employees or offices across the country use a representative message in a company newsletter that uses video. To ensure that the message is delivered clearly, a ticker is also a good idea. Announcement of various awards Various types of award announcements are also recommended as content for company newsletters that utilize video. Specifically, the MVP may be selected as the most active employee for each month, quarter, or year, or the most active department or team may be honored. To motivate employees to "want to win an award, too," it is more effective to include some edits that create a sense of excitement in the video. Incorporating interviews with award-winning employees will make the content even more appealing. Sharing Internal News A section for sharing company news as one of the contents will facilitate the sharing of information within the company and increase cohesion. News such as the introduction of new equipment, announcements of personnel changes, and changes to company rules can be explained using diagrams and illustrations, making the information easier to understand than reading the text alone. Sharing company news is recommended as content because it can also be a catalyst for interactions within the company. It is a good idea to keep your antenna up and research what kind of news is likely to capture the hearts and minds of your employees. Back to Table of Contents e-Learning is the Best Way to Use Video Content With the proliferation of video content, there is a need for change in the way company newsletters are produced. Consider using video to create more attractive in-house newsletters and deliver accurate information to employees. It may take time and effort at first, but as your skills improve, you will be able to produce high quality videos. In today's world of Internet-based communication technology, we recommend the introduction of an e-learning system for easy information sharing. learningBOX allows you to upload videos of in-house newsletters as video teaching materials, and also offers a variety of learning contents for training and in-house education. We have prepared detailed information on learningBOX's services, so please contact us for a free information request if you have any questions about creating a video in-house newsletter or using video content. ▼Here's another recommendation! Also read. 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In order to maintain your company's superiority in the marketplace, you need to effectively promote human resource development through in-house training. Some managers and human resource managers may be thinking, "I want to gather information on how to conduct in-house training," or "I want to know how to conduct training so that the content will take root among the participants. In this article, we will explain the purpose and types of in-house training. We will also introduce specific procedures and tips, so if you are looking for information on in-house training, please continue reading to the end of this article. What is the purpose of conducting in-house training? The ultimate goal of providing in-house training to employees is to improve the company's bottom line by increasing sales, expanding services, and so on. Necessary elements to achieve this include improving employee skills and cohesiveness. In order to promote internal training more effectively, it is important to clarify the purpose of the training. Below is a description of the typical objectives of conducting in-house training. Improvement of employee skills One of the objectives of in-house training is to improve the skills of employees. Improving the skills of each employee leads to higher productivity for the company as a whole. The higher the quality of employees and the more highly skilled they are in their respective departments, the more profitable the company will be in the future. In-house training can develop diverse skills such as presentation skills, logical thinking skills, and management skills. In addition, we can also provide support for the acquisition of difficult qualifications that can be applied to individual jobs. When considering how to implement in-house training, if it is difficult to handle in-house for reasons such as "the volume of information to be conveyed" or "the content is specialized," one option is to request outside instructors. Improvement of company cohesion The implementation of in-house training can also be expected to improve the cohesiveness of the entire company. By instilling the company's direction, management philosophy, and corporate philosophy, employees will understand management's thinking and create a climate in which they can work toward the same goals. Once the necessity of each and every task that employees were obligated to perform becomes clear, it will be an opportunity to encourage employees to take independent action to achieve higher results. When communicating management and corporate philosophies, it is even more effective to explain why the philosophy was established and the benefits and significance of adhering to the philosophy. To gain the company's trust Another purpose of in-house training is to enhance the company's credibility. As a member of society, it is a matter of course that one should be familiar with general common sense and business manners. If you do not have the common sense and manners, your business partners may wonder if it is safe to do business with this company, which may lead to poor performance by the company. If you do not have good common sense and manners, your business partners may wonder if it is safe to do business with your company, which may lead to poor business performance of your company. In order to gain trust externally, employees should be provided with opportunities to learn about general common sense and business manners. In particular, efforts to provide education for new employees are very important. Make sure that basic knowledge is conveyed to them before they enter into specific business activities. Avoiding Management Risks In-house training can also help avoid some management risks. While there are a variety of management risks, in-house training is particularly effective as a way to avoid human risks. Take the opportunity to teach employees what they should not do as a member of the company, such as information leakage and various types of harassment. It is effective to show actual cases of information leakage and harassment, and what kind of risks can be incurred. By giving employees a more concrete image of the possible dangers, it will raise each employee's awareness of risk management. Back to Table of Contents Major Types of In-House Training Since there are multiple means of internal training, it is important to select the most appropriate method based on the level and target audience of the participants. Whether you want participants to acquire practical content for their work or to gain knowledge of business etiquette, there are a wide range of objectives. In order to provide effective training, it is important to have a thorough knowledge of training methods. Below we describe three in-house training methods, including on-the-job training and group training. OJT" learning through practice OJT (On the Job Training) is an in-house training method for new employees and those with no experience in the industry, in which they gain experience by actually engaging in practical work under a supervisor or senior staff member. Starting with simple tasks, the employee is gradually taught more complex and time-consuming tasks, thereby promoting growth. OJT is an education method used by many companies and is a method that is expected to make employees immediately effective, but the speed of growth may vary depending on the department to which they are assigned and the person in charge of education. However, the speed of growth may vary depending on the department and the trainer assigned to the employee. Group training" is an effective way to acquire manners and skills. Group training is an effective way to learn manners and skills, as employees gather in a conference room to receive training all at once. Because employees receive training at the same time in a single venue, they are more likely to be influenced by the atmosphere of their surroundings and become more motivated. In companies with multiple locations, employees assigned to other locations may also interact with each other. On the other hand, the time and cost involved are disadvantages. Group training can be further divided into two types: in-house training and external training. In-house training is conducted by executives and supervisors. In-house training is effective in communicating corporate and management philosophies, as it is directly conducted by a person from within the company. The use of in-house facilities eliminates the need for travel and the cost of hiring outside instructors, but there are also disadvantages, such as the tendency for training to become entrenched in the company's internal philosophy. External training is a method of training by requesting outside instructors. It is particularly effective for improving business manners, acquiring qualifications, and enhancing skills. Since the training is conducted by inviting outside instructors, new opinions and ideas that are not bound by the existing corporate culture can be incorporated. Self-study," in which materials are distributed for educational purposes Self-study, in which reference books and other materials are given to employees to encourage their own study, is another useful educational method. The content can range from acquiring qualifications and skills to understanding management philosophy. The person in charge of training must select, prepare, and distribute the materials, so be sure to have them well prepared in advance. Since self-study is a learning process that depends on the motivation of each individual, the fact that the level of understanding may vary is a disadvantage. Back to Table of Contents How to proceed with in-house training When providing in-house training, we must not just provide learning opportunities, but must proceed in a systematic manner so that concrete results can be obtained. Before selecting an implementation method, it is important to determine the purpose of the internal training and the schedule for its implementation. The following is a step-by-step guide on how to proceed with in-house training for those who are considering the specifics of implementing in-house training. (1) Set current issues and post-education goals When promoting in-house training, first establish the current issues and post-education goals. By clarifying the reasons for training and the issues to be resolved, a training policy will emerge. It is important to understand what is lacking in the participants from a comprehensive perspective, not only from the educator's point of view, but also by listening to the participants themselves and their supervisors and subordinates. After identifying the issues, clarify what state you would like the participants to be in after the training. This will give you a concrete image of the timing and content of the education to be provided. (2) Decide on the timing and period of implementation After clarifying the issues and goals, decide on the timing and period of implementation. The timing will be determined by taking into account the internal preparation period, the schedule of external lecturers, and the level of proficiency of the participants. It should be noted that depending on the content of the training, there may be cases where learning cannot be completed in a single opportunity. For example, OJT is based on the premise of mid- to long-term training. Depending on the content of the education, scheduling should be flexible. (3) Decide how to implement in-house education. After the schedule is set, decide on the specific method of implementing in-house training. There are various types of implementation methods, such as on-the-job training, training, and self-study. After comparing the advantages and disadvantages of each, select the most appropriate training method for the situation within the company. Combining multiple methods is also effective, such as first learning theory through group training and then practicing through on-the-job training. Back to Table of Contents In-House Training is Important for Follow-Up Due to the structure of the brain, it is difficult to retain what you have learned once you have heard a story. As pointed out in the "Ebbinghaus Forgetting Curve" proposed by German psychologist Hermann Ebbinghaus, memory fades over time. For this reason, once education has been provided, it is important to periodically check to see if the content of the education has been properly retained. The following sections describe specific follow-up methods. Repeat the Feedback Cycle To make your educational content stick, repeat the feedback cycle. The feedback cycle is a term that refers to the process of receiving feedback and working toward improvement. Specifically, the process is to repeat the flow of "receive feedback on what you have learned, discover issues for yourself, think about what you need to change to solve the issues, and then actually take action on what you have thought about. By repeating the cycle over and over again, the educational content will be more reliably established. Create an action plan sheet Creating an action plan sheet is another effective follow-up. An action plan sheet is a sheet that describes the actions required to achieve the subject's goals and plans, and whether the goals were achieved after a certain period of time. The advantage of this method is that employees themselves take the initiative, so the content they have learned is easily retained, and they can confirm for themselves whether or not their actions have definitely changed. On the other hand, the disadvantage is that it increases the burden on supervisors and trainers to check the content. Questionnaires and confirmation tests are also effective Questionnaires and confirmation tests are also effective follow-up measures, as they enable quantification of participant satisfaction and understanding. If you want to make use of participants' feedback in the future, you can conduct a questionnaire, and if you want to check the degree of knowledge retention, you can conduct a confirmation test. Back to Table of Contents Tips for Meaningful In-House Training In order to provide meaningful in-house training, it is necessary not only to select appropriate methods, but also to consider the mindset of the participants. Attention to details such as raising awareness by explaining the necessity of the training and establishing a system that encourages active participation will improve the effectiveness of the training. Below are three tips for conducting meaningful employee training. Properly explain the need for the training to participants. In order to provide meaningful in-house training, it is important to work on communicating the need for and importance of the training to participants in advance. Rather than simply informing them of the outline of the training, try to motivate the participants by informing them of the reasons for the training, the benefits they will receive from the training, and how you hope they will contribute to the company after receiving the training. When conducting training, it is important to give participants a sense of purpose for themselves. By making every learning experience personal, it will become clearer how to apply it to their daily work. Creating an environment that encourages spontaneous participation When implementing in-house training, be mindful of creating an environment that encourages participants to participate spontaneously. New employees, in particular, tend to be cautious about their surroundings, making it difficult for them to express their opinions or ask questions. It is important to create an atmosphere in which everyone, including new employees, can easily participate, rather than one in which the instructor or some participants keep talking. When conducting group work or other activities, the leader or facilitator will be required to skillfully turn the place around. Introducing an e-learning system Introducing an e-learning system that uses smartphones and PCs is also effective for in-house training. The system is characterized by the ability to study at any time, from any location, and to look back on the content repeatedly. It is also ideal for reviewing content during breaks in the workday. Depending on the system, tests can also be administered to check the level of understanding of the training content. Because they are effective for follow-up, we recommend incorporating them as part of training and other programs. When introducing a system, compare and consider the services offered, and choose the content that best suits your objectives and budget. Back to Table of Contents e-Learning for Effective In-House Training Many companies are concerned about how to promote internal training. It is important to create a system to provide effective in-house training to employees for the company's growth. The introduction of e-learning is an effective way to establish knowledge and follow-up through in-house training. LearningBOX" is an e-learning system equipped with all the functions essential for in-house education. In addition to the creation of teaching materials and grade management, courses can be designed in accordance with the content of in-house education, and tests can be easily conducted to check employee proficiency levels. We have prepared detailed information on learningBOX and how it can be used, so if you are interested in introducing e-learning or are concerned about in-house training methods, please contact us first with a free information request. ▼ We also recommend this one! Also read. Back to Table of Contents