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e-Learning System Satisfaction Survey: Results of Survey of 1,011 Training Managers Revealed! This is the learningBOX implementation support team. We recently conducted a "Corporate e-Learning System Satisfaction Survey" targeting training managers of companies that have implemented e-learning systems. In recent years, an increasing number of companies have begun to use e-learning for training, and many companies and persons in charge of training are considering introducing e-learning for new training programs. In this satisfaction survey, we report on the results of a survey of 1,011 people in charge of training. Click here for Table of Contents 1. Which e-learning system are you using? Find out the purpose of your e-learning system! 2. how did you find out about the e-learning system and what were the deciding factors? 3. e-Learning System Satisfaction Ranking 4. what improvements you would like to see in your e-learning system 5. summary What e-learning system are you using? We know the purpose of introducing this system! First, we would like to ask you about which e-learning system you are using. When we asked, "What is the name of the e-learning system you actually use?" the most common answer was "[Multiverse] NetLearning Corporation (20.3%)," followed by "[learningBOX] Tatsuno Information System Corporation (15.2%)," "[KnowledgeDeliver] Digital Knowledge Inc. (15.2%)" and "Digital Knowledge Corporation (14.0%)" followed. Next, when asked "Please tell us the purpose of your e-learning system (multiple answers allowed)," the most common answer was "Because it is suitable for basic education of employees (46.8%)," followed by "Because the same education can be provided remotely in remote areas (43.6%)," and "Because it can train many employees at the same time (40.0%). (43.6%)" and "Because I can train many employees at the same time (40.3%)" followed. Nearly half of the companies use e-learning systems for basic education. In addition, because e-learning allows many employees to take courses remotely at the same time, it reduces the cost of venue and travel expenses that are required for group training, and eliminates the need to prepare for group training, leading to greater operational efficiency on the part of the management team. The e-learning system is useful because it is located in the Corona Disaster and can be used without any contact between the instructor and the trainees. The system can be used over and over again, allowing participants to view the content they do not understand repeatedly. How did you learn about the e-learning system? Many respondents felt that e-learning systems are effective in providing basic education to employees, and that they can provide the same quality of education to a large number of employees at the same time, regardless of location. So, how did you hear about the e-learning system you are currently using? When we asked, "How did you learn about your current e-learning system?", the most common answer was "Introduction from another company (30.9%)", followed by "Website or advertisement (20.1%)" and "Sales call (13.2%)", indicating that more than 30% of respondents started using the system because of an introduction. We found that more than 30% of the respondents started using the service because of a referral. It can be inferred that they are making decisions based on information from a trusted source. What were the specific reasons for choosing this service? When asked, "What was the deciding factor in choosing your current e-learning system (multiple answers allowed)?" the most common answer was "System functionality and convenience (44.8%)," followed by "Quality of course materials (30.2%)" and "Ability to customize course materials (22.6%). The main functions of an e-learning system are learner, management, and instructional functions, which eliminate the need to manually manage learners and course materials, and enable centralized management of large amounts of information. In recent years, the variety of teaching materials has expanded and their quality has improved. Among them, those using video and images are expected to improve learning effectiveness because they can express learning content in an easy-to-understand manner. In addition to video, there are various other types of content, such as drill-type teaching materials and live lectures given in real time, which seem to be the deciding factor in selecting a system. Satisfaction Ranking of e-Learning Systems The survey so far has revealed that many companies have introduced e-learning systems for the purpose of conducting basic and fundamental employee training, providing the same training remotely, and training a large number of employees simultaneously. The reasons for choosing the current service from among a number of services included system functionality and convenience, quality of teaching materials, and the ability to customize the system, indicating that a system that meets substantial and serious needs is required. So which e-learning systems are the most satisfactory? We asked the respondents about their level of satisfaction with the e-learning systems they use, and the top 5 systems with the highest percentage of "very satisfied" respondents were as follows. ■Top 5 e-Learning System Satisfaction Ranking No. 1: [learningBOX] Tatsuno Information System Corporation (45.5%) No. 2: [Moodle] Open Source (29.0%) No. 3: [KnowledgeDeliver] Digital Knowledge Corporation (23.4%) Fourth: [AirCourse] KIYO Learning Corporation (23.1%) Fifth: [UMU] Umu Technology Japan Corporation (21.7%) So what conditions and environments are these companies using the systems? When we asked, "Please tell us the conditions, frequency, and number of people using the system," we received the following responses and others. A wide range of usage exists in terms of frequency and number of people. Three times a day for a group of 50 people (30s / Male / Nagano) Once every 7 days for a group of 20 (40s / Male / Shiga) Once a year for 13,000 people (50s / Male / Kyoto) Once a day for 2,000 people (50s / Male / Kanagawa) Once a month for a group of 5,000 (50s / Male / Tokyo) Once every 10 days for a group of 10 people (50s / Female / Osaka) The number of users ranges from several dozen to 10,000, with some companies using it once a year and others using it three times a day, indicating a wide range of usage. Improvements sought in e-learning systems While the number of people and frequency of use varied considerably from company to company, the survey revealed that many companies place importance on functionality, convenience, and quality of teaching materials, and that they select e-learning systems based on information from people they trust. In addition, nearly 90% of respondents were satisfied with the systems they use. Amidst all this, are there any areas in which they feel they would like to see improvements? When asked, "What improvements, if any, would you like to see in your current e-learning system (multiple responses allowed)?" the most common response was "lower cost (30.9%)," followed by "system functionality and convenience (30.8%)" and "quality of teaching materials (26.7%). Then, what aspects of the e-learning system are they dissatisfied with? We asked, "What specific areas of the e-learning system are you dissatisfied with? ■Improve the usability of the system and the contents of the course materials. Account management is complicated, and it takes a lot of time and effort to register (the system is difficult to use) (20s / female / Tokyo). The contents of the educational materials are difficult to understand (40s / Male / Osaka). Cost is high (40s / Male / Osaka) The screen is difficult to see (50s / Male / Saitama) Time constraints for overseas-based instructors (50s / Male / Chiba Prefecture) I want a wider range of fields (50s / Male / Shizuoka) There were both requests for improvements in hardware (e.g., difficulty in using the system and difficulty in viewing the screen) and software (e.g., ease of understanding of teaching materials and wider range of content). In addition, there was a wide range of requests regarding time constraints and high costs. So, with such dissatisfaction, are they considering discontinuing use of their current system or switching to another company's system? When asked, "Would you like to continue using your current e-learning system?" The results were "Yes (89.5%)" and "No (10.5%)," indicating that nearly 90% of the respondents would like to continue using their current e-learning system. Although there are many e-learning systems in the world, it is necessary to consider various selection points, such as the number of people to be trained, the support system, whether the system is designed to keep students motivated, whether the content of the material matches the company's employee training, and cost-effectiveness. Since the systems were carefully selected after identifying the advantages of the candidate systems, they are used with satisfaction, and nearly 90% of the companies want to continue using them. Conclusion LearningBOX will continue to assist and accompany busy HR professionals! The quality of human resources is a major factor in determining the future of a company. Therefore, many companies would like to focus on human resource training, but many companies may not have the time to take the time to train their employees. Our "learningBOX" is an e-learning system that focuses on "ease of use" and "low cost. The introduction of conventional e-learning systems generally requires a high level of expertise and is expensive. LearningBOX" was developed to remove these hurdles as much as possible, focusing on "ease of use" and "low cost," making e-learning accessible to those who have never been able to afford it. LearningBOX is a service that can be easily used by people who have never had access to e-learning before. We do not aim to implement the system as a goal. Our employees will work together to improve the functions of the system until the desired operation is realized, and even while the system is in operation. Survey Summary: "Corporate e-Learning System Satisfaction Survey Survey period: Wednesday, December 22, 2021 - Thursday, December 23, 2021 Survey method: Internet survey Number of people surveyed: 1,011 Survey targets] Training managers at companies that have implemented e-learning systems. Monitor Source] General Research

Should you implement e-learning training? Explanation of advantages and points to choose Due to various social conditions, are there any managers or persons in charge who would like to promote in-house training as efficiently as possible online? This article provides an overview of e-Learning training, which has been increasingly adopted by various companies in recent years, as well as an introduction to the process of implementing e-Learning training and points to consider when choosing a system. Table of Contents What is e-Learning Training? Advantages of e-Learning Training for Companies Disadvantages of e-Learning Training for Companies Flow of e-Learning Training Key Points for Selecting a Learning Management System E-Learning is becoming an essential part of the business environment. Conclusion What is e-Learning Training? E-learning training is a type of training that is received remotely via a PC or smartphone connected to the Internet. The system itself has existed since the dawn of the Internet in 1990, when it was called CBT (Computer Based Training). The "e" in e-learning is an acronym for "electric," meaning "electronic." e-learning training literally refers to training conducted through electronic media. Benefits of e-Learning Training for Companies With the accelerating trend toward online training in all fields, more and more companies are adopting e-learning training. Many companies may want to know what benefits they can gain by adopting e-learning training. Here are four advantages of e-learning training for companies. Cost savings in transportation, lodging, and venue expenses By introducing e-learning, companies can reduce the costs that they have incurred in the past when holding training sessions. For example, when conducting "group training," participants need to gather at a single venue to receive training. For a company with a nationwide presence, this can be a significant expense, requiring payment of transportation and lodging fees. Also, if the number of participants is large, a large venue must be available to accommodate them. E-learning training eliminates the need for transportation and lodging expenses, thus significantly reducing costs. No need to arrange instructors E-learning training is an online program that has already been prepared. Therefore, there is no need to arrange for a special lecturer to give a lecture or instruct the content. This is a big advantage, especially if the training is on a specialized subject, as it can be difficult to find quality instructors unless you have a strong network of contacts. In addition, there is no need to pay gratuities to the lecturers. Uniform quality of instructors and training In e-learning training, learning progresses regardless of the instructor's level when taking the same course. Therefore, there is no variation in the quality of instructors or learning depending on the region or the year the course is taken. Because the content of instruction is homogenized, a certain level of learning is guaranteed. Easy to manage progress By receiving training through e-learning, it is easier to manage the progress of learning. Both the organizer and the participant can check the progress of the course from the management screen, making it easier to grasp the overall picture of the learning process and to monitor progress. This makes it easier to grasp the overall picture of the learning process and to keep track of the progress. Disadvantages of implementing e-learning training for companies While there are many advantages to implementing eLearning, there are also disadvantages. It is important to understand the challenges unique to online eLearning. Here are four disadvantages of implementing eLearning training for companies. Initial and monthly costs are required When implementing e-learning training, initial and monthly costs are required. These two costs vary depending on the type of system or service used, but in general, these two costs are incurred. Compared to group training, transportation and venue costs are not required, but the overall cost may be higher than group training. Internet access is required Since e-learning is a training program conducted via the Internet, it is essential to have an Internet environment when taking the course. Although personal computers and smartphones are becoming increasingly popular throughout Japan, the availability of an Internet environment and facilities will vary depending on each household and individual's situation. In some cases, such as when using the course for pre-employment training, the cost of setting up an environment may be a burden for students who do not have an Internet environment at home. Practical skills are difficult to acquire. The disadvantage of e-learning training is that it is difficult to learn practical skills because it is mainly a classroom training. It may be difficult to incorporate content such as learning hands-on tasks or working with other trainees to create deliverables into the training. On the other hand, group training has the advantage of allowing multiple participants to learn practical skills. Difficulty in maintaining student motivation The advantage of online training is that students can learn anytime, anywhere, but this can also be a disadvantage. Because it is difficult to enforce the timing of training, low student motivation can lead to slacking off. It will be essential to take measures to keep the motivation of all trainees constant and in line with each other. Flow of e-learning training implementation This section describes the training implementation flow for those who are considering implementing e-learning training. If you are not sure how to program, or if you would like to know how to proceed systematically, please refer to this section. STEP1: Determining the content of the training The first thing to do is to determine the main purpose of the training and solidify the content. Identify the issues the company is facing and the contents you want specific subjects to learn, and decide how to proceed with the learning process. Since the content to be learned will vary depending on the situation of each participant, such as new employees and managers, the main purpose of the training is to solve individual problems and step up the learning process. STEP2: Decide on a Learning Management System (LMS) Once the main objective has been established, it is time to decide which learning management system (LMS) will be used. Various services and systems have been released by various companies, including those that require in-house preparation of course materials and those that provide course materials. Therefore, you must carefully select a system that meets your company's training objectives. For more effective e-learning training, choose a system that allows you to visualize the end of the program in concrete terms. STEP3: Determining the training administrator Once the content and system have been finalized, decide on a training administrator. The appropriate person should be able to organize the students and properly manage the progress of the training program. If the number of students is too large for one person to manage, it is also possible to form a team and proceed with the training as a project. In this case, it is also important to decide who will be given the final responsibility and decision-making authority. STEP4: Implement the training Once all preparations are in place, move on to the flow of actually implementing the training. The manager should take the lead in smoothly checking the progress of the trainees and the submitted reports. Since e-learning training tends to vary in terms of student progress and motivation, it is important to keep in mind how to maintain a good balance between the two. STEP5: Follow-up In all training programs, it is important to remember that the objective is not to provide training, but to learn how to apply what has been learned to the job. Therefore, make sure to conduct follow-up follow-up after the training is completed. After the e-learning training is completed, it is also recommended to prepare a method to properly measure the effectiveness of the training, such as assigning tasks to measure the level of learning. In addition, it is also common to collect results and feedback by submitting reports and questionnaires. Key Points for Selecting a Learning Management System Many people may not know how to select a learning management system to promote e-learning, since numerous products have been released by various companies. Here we will explain the key points for selecting a learning management system so that you can choose the one that best fits your company. Does the system have the type of materials that match your business and objectives? When selecting a learning management system, first check to see if the system has learning materials that match your company's business and objectives. If you use a system that deviates from your learning objectives, you will not be able to achieve a high level of effectiveness. For example, if you are conducting training for new employees through e-learning, choose a system that offers a wide variety of types of materials in that field, such as "a system that enables smooth communication" or "content that teaches the basics of being a member of society. Is there an abundance of teaching materials? When implementing a learning management system, it is important to select a system that has a rich amount of teaching materials and functions. Once you have implemented a training system, it will be very difficult to switch to a new system. In addition, there will be a disadvantage from a cost standpoint as new initial costs will be incurred. We recommend that you select a system that can handle a wide range of training content and has a large amount of teaching materials, taking into account the possibility of program changes. Is the system easy to operate? Ease of use is an important point, although it is often overlooked. Ease of use" is very important for the smooth operation of the training program, both for the participants and for the organizer. In particular, we recommend choosing a system that has intuitive functions, especially if you are training a generation that is not familiar with PCs and smartphones. Does the system have a motivation management function? Managing student motivation is an important issue when conducting training online. In order to keep motivation as constant as possible, a function such as an "alert function" that encourages students to skip a class would be more effective. The introduction of e-Learning is becoming a must The number of companies that are adopting or considering e-learning training has been increasing, partly due to recent social conditions. The fact that the quality of learning is maintained at a constant level and the time and effort required to prepare the program is reduced by conducting it online is spurring the adoption of e-learning. If you are planning to introduce e-learning training within your company, we encourage you to carefully research the characteristics of each service and system and select the content that best suits your objectives. These systems are now indispensable for efficient in-house training. Conclusion In this issue, we introduced the e-learning training, the process of training implementation, and points to consider when introducing e-learning training. If you are considering implementing e-learning training, we recommend our "learningBOX". It is intuitive, easy to use, and offers a wealth of functions at a low price. We also offer a free plan that allows up to 10 users, including the administrator, to use the system free of charge, so please feel free to try it out.  

With the rapid increase in the number of companies adopting remote work in recent years, employee training is also becoming mainstream to be conducted remotely. Among these, "training videos" through e-learning are now attracting attention. Amid the demand for diversity in work styles, "training videos," which can flexibly meet the needs of companies and trainees, can achieve their objectives more effectively than conventional training methods. For corporate HR recruiters who are considering reviewing their training methods, please take a look at the advantages of introducing "training videos" utilizing e-learning and the points to consider when creating such videos. What is a Training Video? Training videos are used to educate employees by distributing training content via video. Training at companies includes training for new employees that conveys work rules and basics, and training for employees that conveys work flow and how to handle complaints. Many people may think of training as a situation where participants gather in a conference room or training facility and an instructor speaks one-sidedly with a microphone in front of them. There are also cases in which the training is conducted online in one place, rather than in person in real life. Until now, these types of "group training" have been the norm. In recent years, however, "training videos" utilizing e-learning, which are more convenient than "group training," have been attracting attention. Differences from Online Group Training The major difference between training videos and online group training is that the videos that participants watch are in real time. In online group training, the instructor also conducts the training in real time to the trainees, since multiple people are taking the course online at the same time using a video conferencing system, etc. The instructor also provides the training to the trainees in real time. Training videos, on the other hand, are videos that have been recorded and prepared in advance by the company and are viewed by the trainees. Since the videos are not delivered in real time, trainees can watch the videos at their own convenience. Back to Table of Contents Three Formats of Training Videos There are three main formats for training videos: seminar format, manual format, and documentary format. Since which format to use depends on the content of the training, it is important to understand the differences between them to create a video that is appropriate for the content of the company's training program. Seminar Format The seminar format is a video version of classroom training, in which one instructor speaks to multiple participants, as in a course. There are two ways to film a video: one is to create the video as if the instructor is speaking to the participants, and the other is to film the actual scene of the training being conducted with the participants gathered together. Training content for which seminar-style videos are suitable include training for new employees and etiquette training. Manual format The manual format is a video of actual work procedures, customer service, store operations, and other aspects of the operations manual. Because trainees can see and memorize actual job descriptions, it is easier for them to visualize and deepen their understanding of the training content than verbal or visual explanations. It is effective for training content and employee education in companies whose main business is customer service, such as restaurants, beauty salons, esthetic clinics, and apparel companies. Documentary format Documentary format is a video clip of actual employees at work and employee interviews. The point is to give participants an understanding of the corporate atmosphere and real opinions of employees. This is effective when you want to convey the corporate culture and philosophy of the company. Another key point is that the presentation can have a storyline, allowing participants to watch without getting bored. Back to Table of Contents Advantages of Implementing Training Videos If you are actually considering implementing training videos, or if you do not have major problems or dissatisfaction with your current training methods, the question of "what benefits will be gained by implementing training videos" is a very important factor. Here are some of the benefits that companies and participants can gain from implementing training videos over offline or online group training. Can be viewed anytime there is a viewing environment With conventional group training, participants need to adjust their schedules according to the time when the training is held. With the introduction of training videos, participants can view video training at their own convenience, regardless of time or location, as long as they have a smartphone, computer, tablet, or other device and an Internet connection. This is effective from an educational perspective, as it allows trainees to review and review points they had difficulty understanding, even if they find some parts of the training content difficult. Information is conveyed more easily than in writing. There are inevitably limitations in conveying the content of corporate training and employee education through text alone. By introducing training videos and inserting tickers and sound effects in addition to the instructor's explanations, it will be easier for the audience to naturally grasp the points and difficult content that the company is trying to convey. In addition, since more information can be accurately conveyed to trainees, a high learning effect can be expected, which is a major advantage. Since most people today are accustomed to taking in information from videos, it is recommended that companies can intuitively convey the content they wish to convey, leading to a better understanding by the trainees. Can be used in a single shooting For group training, the instructor must set aside time for each training session. With training videos, the instructor must shoot the video once, but after the video is produced, it can be used over and over again, reducing the burden on the instructor. If you are inviting outside instructors, you no longer need to secure instructors and coordinate their schedules, which leads to more efficient operations. Furthermore, since all trainees will be watching the same video, there is no need to worry about differences in the level of education, since there will be no variation in the teaching style or approach of the instructor in charge of the training. By maintaining a certain level of quality in the training content, it is possible to eliminate gaps in understanding among employees after the training. No need to pay for transportation, venue, etc. Off-line group training requires various costs, such as transportation to and from the venue, venue costs, and lodging costs for those attending from distant locations. If an outside instructor is called in, personnel expenses for the training staff are also incurred, so the cost of a single training session can be a significant burden for a company. Although there are initial costs involved in the introduction of the system, training videos do not incur these costs, and thus can realize cost reductions in operating expenses compared to conducting group training. Back to Table of Contents Disadvantages of Introducing Training Videos While training videos offer a variety of advantages in terms of improved understanding, cost, and time, they are not the best method for all trainees. Here are some of the possible problems, concerns, and other disadvantages of implementing training videos. Requires a viewing environment In order to view training videos, a viewing environment must be in place, including internet and device availability. However, this is not a major disadvantage since many people have smartphones and computers in recent years and there are many places in town besides homes where Wi-Fi is available. Time, effort, and cost required to create a video Creating a video takes time and effort, from planning the content of the video to shooting and editing. If you rent a location outside of the company, you will also need to pay for the location and equipment for filming. In addition, if none of your employees have access to video creation tools, it may take a long time to create a video that is effective for learning. Once a video is completed, it is difficult to modify it. Another disadvantage of training videos is that once they are completed, they are difficult to revise later. If changes are made to the content of the training, it is relatively easy to make changes to some of the handouts or the content of the instructor's speech in the case of group training, but be aware that a video can be very time-consuming and labor-intensive. When creating a video, it is necessary to confirm that there will be no immediate changes to the content of the training or new rules to be introduced into company policies. It is also a good idea to plan in advance how to operate the training video after its introduction before starting. There is concern that participants may become less motivated. There is a concern that participants may become unmotivated because the training is not timed like group training and is not mandatory. If a person is not good at managing his/her schedule, he/she may put off watching the training videos and fail to complete the training within the time frame. In addition, since we cannot check the attitude and environment of the participants, they may not be able to concentrate on the training. Back to Table of Contents Points to keep in mind when producing training videos Training videos are not the end of the process. It is necessary to create videos that are easy for participants to view and more effective in educating them. Understand the key points when creating a training video, and devise a video that is easy for viewers to learn and that achieves the company's objectives for the training. Make the videos available on YouTube and other sites. To ensure that your training videos are well viewed, do not just hand them out as data, but also make them available on YouTube and other platforms. If the platform is one that you use regularly, you are likely to be familiar with how to operate it, so you can eliminate unnecessary stress when viewing the video. However, if you choose to upload your video somewhere, you should make sure that the information is not leaked, for example, by setting the video to "limited public access. Adding a message The key to effective use of video is to add a message as much as possible so that the information can be received visually. This will help convey important information in a way that is easy for the audience to understand. A visual change, such as in the color and size of the message, will also help to prevent people from looking at the message in a pause. If you are using a message that covers the entire line of the lecturer or narrator, adjust the speed of the message so that the audience can read the message without difficulty. Ensure that no single piece of content is too long. If a piece of content is too long, participants will not be able to concentrate on it, so first organize the content and points you want to convey in the training video. When organizing, write down the steps in chronological order and consciously omit unnecessary content. If the video is too long, divide it into 30-minute segments to narrow down the main points you want to convey in a single content. Prepare a system to measure viewing status and effectiveness. When implementing training videos, we recommend creating tools and management sheets that enable measurement of viewing status and effectiveness of training at the same time. At the same time, tracking viewership can prevent participants from not watching the videos, and measuring the effectiveness of the training can provide hints on how to improve the videos. Training videos that meet the needs of both the company and the participants By implementing training videos, companies can reduce time and cost burdens. Furthermore, by tailoring video production to the content and purpose of the training, companies can effectively achieve their goals. For trainees, being able to watch at their own pace, regardless of time or location, makes it easier for them to absorb the training content. As more attention is paid to the diversity of work styles, the introduction of training videos, which offer many benefits to both companies and trainees, is expected to spread even further in the future. Back to Table of Contents SUMMARY In this issue, we have introduced the advantages and key points about training videos using e-learning. When conducting training, it is important not only to consider the content of the training videos, but also how to select an e-learning system to utilize those videos. Our e-learning system, "learningBOX," makes it easy to incorporate created training videos into training materials. It is easy to use and low-cost, so we are sure that it will be of great help to you when you introduce training videos. Please feel free to try our free plan. ▼ We also recommend this one! Also read Back to Table of Contents

Recommended for video training! What is learningBOX's video delivery system? Nice to meet you. My name is Okuda, PM (Project Manager) of the Development Department. In this article, I would like to introduce the video delivery system of learningBOX. Our e-learning system is an LMS that allows anyone to easily create teaching materials and upload video content. The delivery specifications are based on the "streaming method," which is also commonly used by delivery sites around the world. There are several methods available for learningBOX, including streaming, so we will introduce them here. Click here for the table of contents. 1. What video on demand (VOD) services are recommended for e-learning 2. Characteristics of Streaming Distribution and Download Distribution 3. Streaming technology used by LearningBox 4. Premium plan is recommended to watch videos in high quality! 5. Summary What is the recommended video on demand (VOD) service for e-learning? VOD stands for "video on demand." It is a service that allows you to watch movies and dramas at a fixed price over the Internet. This service allows you to watch movies on PCs, smartphones, tablets, game consoles, and various other devices in your home via the Internet or mobile communication lines. There are various types of VOD services, ranging from those that specialize in movies to those that distribute mostly domestic dramas. Youtube, for example, is a free video streaming service. Video distribution on the Internet Currently, video distribution over the Internet allows users to enjoy movies and dramas through subscription video services such as Netflix and Amazon Prime Video. There are also many other types of video distribution services that allow users to participate and post their own videos, such as YouTube and Tik Tok, live streaming services such as Instalive, and webinars (webinars), which have a variety of audience sizes. The devices on which videos can be viewed also vary widely, with most of them supporting viewing on PCs, tablets, and smartphones as standard. Characteristics of Streaming Distribution and Download Distribution There are two major types of on-demand delivery: streaming delivery and download delivery. *On-demand delivery is a method in which content that has been created in advance and uploaded to a server is viewed at the timing requested by the viewer. What is Streaming Delivery? Streaming is a technology for comfortably viewing large files such as videos through communication lines. Since large data on the server is loaded little by little and played back sequentially, the viewer can watch without worrying about the time required for downloading or the HD capacity of the device. What is download distribution? Downloading is a method in which all data is downloaded to the terminal before playback begins. Before the spread of streaming, downloading was a common video delivery method. In this method, the video or other data is downloaded from the distributor to the user's terminal and then played back. Transition from downloading to streaming Just as the U.S. music market shifted from downloading to streaming around 2015, streaming has become the mainstream trend in video distribution. In the past, video data was downloaded completely to the device side, and the video file was played separately. In the past, video data was downloaded completely to the terminal side, and video files were played back separately. In addition, some systems limit the playback player or use a system linked to DRM (Digital Rights Management) to playback the data. However, with the spread of 4G and 5G lines and broadband, transmission speeds have improved year by year, and new streaming standards have emerged, and streaming distribution is being shifted to prevent storage pressure on terminals and to protect copyrights by preventing content redistribution. Of course, downloading has not disappeared, and there are still services that offer downloadable distribution. In particular, in response to the needs for offline viewing, such as "I want to watch on my tablet or smartphone even when I am out of the house and cannot connect to the Internet," some subscription-based distribution services from various companies have prepared dedicated applications that allow downloading in a way that takes content protection into consideration. Streaming technology used by learningBOX Here we introduce the delivery method used by learningBOX. The learningBOX has two versions of the Movie Player, version 1 and version 2, with different delivery formats. Version 1 uses the "progressive download method" and version 2 uses the "HLS streaming method. Let's take a look at the features of each. Progressive Download Method Progressive download, also called "pseudo-streaming," is a method in which content is actually temporarily stored in the cache of a PC or smartphone for playback. Even in poor communication environments, once the data is imported, it can be played back smoothly. On the other hand, since the content remains temporarily on the device, there are concerns about copyright protection and hard disk space consumption. HLS Streaming Method Unlike the progressive download method described above, the "streaming method" only transfers the video being played to the user and does not leave data on the terminal. Basically, as long as the Internet environment has sufficient transmission speed, smooth playback is possible, and the hard disk is not overwhelmed even during long playback times. The HLS (=HTTP Live Streaming) format is a streaming transmission protocol developed by Apple Inc. It is the most widely used streaming standard today. You can check which version of learningBOX is currently specified in the "Learning Preferences" and you can change the version. Please use it according to your environment. To view videos in high quality, we recommend the Premium Plan! The quality of video playback varies depending on the learningBOX plan you use. The higher the plan you subscribe to, the higher quality videos you can upload. No matter how high the quality of the video data you have at hand, the quality may appear inferior if the plan you have subscribed to does not apply to your plan. When using video materials, choose a plan that fits your environment so that learners can learn without stress. For more information on pricing plans, please refer to the learningBOX pricing plan here. Click here for recommended articles on ▼Video Conclusion In this article, we have introduced learningBOX's video delivery system. Our e-learning system is an LMS that allows anyone to easily create teaching materials and upload video content. Even those with no programming knowledge can easily start e-learning, and free trials are available. We also recommend this one! Also read "[The Forefront of Education] Implementing Effective Newcomer Training with Video and E-Learning"

Should you implement online training? Explanation of advantages and recommended services In recent years, the introduction of telework has accelerated due to the impact of Corona and work style reform. In this context, companies have been paying attention to the adoption of "online training" as a training method, rather than the conventional group training. However, many companies that are considering online training have questions such as "I don't understand how it differs from group training," and "What are the advantages and disadvantages of online training? In this issue, we will explain these questions and introduce recommended external online training tools. Table of Contents What is online training? Advantages of Using Online Training Services Disadvantages of Using Online Training Services How to Conduct Online Training 10 Recommended External Online Training Tools Use external online training tools for effective human resource development What is Online Training? Online training is a training method in which participants take online courses via a computer or smartphone using a web conferencing system. Unlike offline training, where the instructor and trainees gather at the same location, online training can be taken anywhere as long as there is an Internet environment and a terminal. Since the course can be viewed in real time, it is similar to group training, but what is the difference between online training and group training? Differences from Group Training Group training is an offline type of training in which instructors and participants gather at a single venue. Before the spread of telework, this was a common method in most companies. On the other hand, online training is a training method that is conducted online via a PC or smartphone using a web conferencing system. As long as there is an Internet environment, participants can attend from anywhere in Japan, so there are no location restrictions and no need for travel time to the venue. Participants learn by viewing textbooks received in advance and materials displayed on the screen. Advantages of Using Online Training Services Many HR professionals are concerned about the benefits of using online training services. In addition to the convenience of saving time for participants and being location independent, online training services offer a wide range of possibilities for both the company and the participants. Training can be taken in a telework environment In recent years, the spread of the new coronavirus has led many companies to adopt teleworking. With online training services, it is possible to take training courses in a telework environment. In the case of group training, if an employee is absent due to an infected person at the training site, the burden may fall on other employees, but online training services can avoid such risks. Ensure consistent quality of training With an online training service, all trainees watch the same videos, so there is little concern that the level of education will vary from one training instructor to another. Maintaining a constant quality in the training content and environment of education is recommended, as it can eliminate gaps in understanding among employees after the training. Costs for transportation, venue, etc. can be reduced. Group training requires a training venue that can accommodate a large number of people, as well as transportation and venue costs to the venue, and lodging costs for those attending from distant locations. Therefore, the cost of a single training session can be a significant burden for a company. Training videos have the potential to reduce these costs. Although there is an initial cost to introduce the system, it will be less expensive than conducting group training. Disadvantages of Using Online Training Services There are advantages to using online training services, such as maintaining the same quality of training content and instructors, and eliminating costs and the hassle of arranging venues and instructors. However, introducing a new service may have different disadvantages. This section introduces possible problems, concerns, and other disadvantages of introducing online training. Time and cost required to select and create training materials In order to utilize online training, it is necessary to select the appropriate materials from those provided by the online training service to be used for your company's human resource development. If you are creating your own training materials, it is true that it takes time and effort to plan, film, and edit them. If you rent a location outside the company, you will need to pay for the location and equipment for filming. If none of your employees have access to video creation tools, it may take a long time to produce a video that is effective for learning. Familiarity with online conversations and presentations is necessary. Training is essentially conducted while the instructor checks the participants' facial expressions and nods, and observes the atmosphere of the venue. In online training, participants tend to focus on the screen of their computer or smartphone, and their facial expressions, reactions, and other responses tend to be muted. If participants are not used to online conversations or presentations, it may be difficult for the instructor to get a sense of the atmosphere. Participants need to be intentional about their reactions so that the instructor can get their ideas. It is difficult to manage motivation. Compared to group training, the training program is less coercive, so there is a concern that it may be difficult to maintain student motivation. In most training programs, there is a possibility that there will be a certain number of participants who do not concentrate or skip the class, which is difficult to manage because the instructor cannot check the attitude and environment of such participants during the class. How to Conduct Online Training There are two ways to implement online training: by delivering in-house training or by using external training tools. Which method is best suited for your company's actual implementation? Please understand the difference between the two and choose the most appropriate one for your company. Delivering in-house training This method is to create a unique in-house course, film it, and make a video of it. If you want to convey your corporate philosophy or the atmosphere of employees who work together, rather than simply training in manners, work procedures, or other human resource development, you can create original teaching materials in line with your image. However, in addition to planning and filming, specialized knowledge such as editing is also necessary. In addition, it is necessary to have filming equipment and filming tool editing software, which can be time-consuming and labor-intensive. Using external training tools In addition to in-house produced training videos, you can also use external training tools that have already been filmed. Even if you have taken the trouble to create a video, it may be wasted if the material is not easy for participants to learn and effective. Also, if you do not have employees who are good at planning, filming, and editing in-house, you will have to spend a lot of time. By using e-learning online training services, you can provide high-quality educational materials and develop human resources without having to put in a lot of hard work. We recommend 10 recommended external online training tools There are a variety of external online training tools with different features and prices. If you want to use them effectively, choose the best one depending on the size of your company, the services you want to use, and the availability of the materials you want to receive. For those who "don't know what the differences are" or "don't know which service to choose," here are 10 recommended external online training tools, each with its own features. Schoo for Business Schoo for Business is a subscription-based online service for online training and human resource development that has been adopted by more than 2,000 companies and supported by 200,000 businesspeople. The service is also attractive in that 6,200 lessons can be accessed unlimitedly for only 1,500 yen per ID. playse. e-Learning In addition to the unlimited access to more than 3,000 high-quality lessons, you can freely combine your own teaching materials to provide step-by-step human resource development for new employees and managers according to their careers and skills. Teaching materials are produced by experts with practical expertise and know-how. Customer support is also provided after implementation, so effective human resource development can be implemented for each company. Features include a training map that makes it easy to understand the learning flow and the ability to create your own training packs. LearnO This e-learning system is used by 700 corporate clients and more than 350,000 people per year. It is available from 4,900 yen per month with no initial cost. Moreover, you can start in as little as one month. For web seminars, there is a one-package plan that handles everything from video preparation to support for conferences and training, so you can introduce the system with peace of mind. They provide thorough support to solve your company's problems and follow-up after the introduction. AirCourse AirCourse is a cloud-based e-learning system that has been introduced in a wide range of companies from large corporations to venture companies. The system is intuitive and easy to use for both students and administrators, so it can be used stress-free right from its introduction. A wide range of video training content is available as much as you want, and you can create your own original courses flexibly and easily. Easy-to-understand learning reports allow you to check the status of e-learning and training courses and test results at a glance, so you can measure the work efficiency of your education staff. We also recommend that you pay no initial cost for the system, making it easy to introduce. Hikari Cloud Smart Study An e-learning platform with low initial costs that can be started with as few as one student. It supports eight languages (English, Chinese (繫体・简体), Korean, Spanish, French, Vietnamese, and Thai), allowing training to be conducted in the native language of the foreign workers. In addition to e-learning, the system can also be used for information sharing and web conferencing, and has a wealth of exciting features such as message exchange and stress checks between participants and administrators. Since it is a cloud-based system, there is no need to install a server or dedicated terminals, making it easy to get started, and a two-week free trial is also available. Budukuri Budukuri is expected to improve employee work motivation and organizational engagement by emphasizing "connections among employees," "two-way communication," and "mutual understanding. It is characterized by fostering the "connections" and "abilities" necessary in the age of telework. In addition to our proven track record of reducing participant satisfaction by 971 TP2T and HR burden by 851 TP2T, we also provide telework management, leadership, and communication training to improve individual and team productivity. You can choose from more than 80 different programs to suit your company's culture, and can be implemented in as little as 10 days. etudes etudes is a Japanese cloud-based e-learning system that provides an all-in-one solution to human resource development issues based on the know-how gained from over 20 years of e-learning experience. It features an intuitive UI/UX that can be used without manuals, precise management functions that can be operated by several to several hundred thousand people, and a cloud-based system that provides both security and convenience, covering a wide range of functions required by companies for e-learning. Biz CAMPUS Online Biz CAMPUS Online provides online training videos tailored to the era of remote work. With an overwhelming track record of support from 13,000 companies and 3.2 million participants, and more than 300 training themes, you can choose the training theme that best suits your individual challenges and abilities, allowing you to either make up for missing knowledge and abilities or further develop skills that are already strong. In addition, our extensive support system and our original training management system make it easy to manage training reservations and attendance. e-Learning Library This is an e-learning service with a fixed price for one year, featuring "easy to learn and satisfying" and "easy to understand" instead of "difficult. The service has been introduced by more than 3,300 companies and has a cumulative total of more than 2.4 million participants, with a total of 328 courses. New courses are being added one after another, so there are no additional fees during the contract period. The wide-ranging lineup includes education by job level, such as job offers, new recruits, and managers, as well as education by purpose, such as compliance, mental health, and business skills. It will be useful in all business situations. Smart Boarding This is an e-learning system that specializes in output, focusing on repeating online training in four different methods. Smart Boarding not only provides knowledge through training, but also provides substantial training to the level of "can do" (i.e., produce results) in the actual business environment. The most distinctive feature of Smart Boarding is its small-group online training, which dares to ignore the advantages of online training. The emphasis is on quality over quantity, so you will be able to learn effectively in a short time. Post-introduction support is also substantial, from start-up meetings to follow-up phone calls every two months and information distribution via e-mail newsletters. Use of external online training tools for effective human resource development With the spread of remote work and changes in work styles, online training, which is less time-consuming and less expensive than group training, will be introduced even more in the future. Effective human resource development can be expected by utilizing external online training tools that provide high-quality materials created with professional expertise and a wealth of experience. With many companies to choose from, you can find a service that meets your company's needs and efficiently train your personnel. We also recommend this! Also read "How to Create and Necessity of Training Programs for Human Resource Development"

What is the key to a training manual for new employees? Preparing a manual is essential in the process of training new employees. However, if you have no experience in preparing training manuals, it is not uncommon to wonder how to go about it. When creating an educational manual for new employees, it is important to understand what to include and what points to make in order to create an effective manual. In this article, we will explain the importance of preparing a manual for new employee training, the contents that should be included, and the points to consider when creating the manual. It also introduces methods for implementing new employee training, so those in charge of human resources and education at a company should definitely refer to this article. Click here for the Table of Contents 1. Importance of preparing a manual for new employee training 2. What should be included in a new employee training manual 3. key points for preparing an easy-to-understand training manual 4. how to implement new employee training 5. summary Importance of having a manual for new employee training The importance of having a manual for new employee training includes the following two points To develop new employees into ready-to-work human resources The reason why companies provide training to new employees is to develop them into a workforce as quickly as possible. By creating manuals, new employees can learn independently. If the new employee has an overview of the job ahead of time, he or she will have a better understanding when the trainer provides supplemental training, such as classroom training. To ensure uniform quality of training Training new employees is a burdensome task for the trainer. Especially in the case of new graduates, it is necessary to educate them on a wide range of topics, such as business manners, and in some cases, more than one person may be involved in the training. If there is no manual when training is conducted by several people, there may be cases in which the content taught differs from person to person. As a result, new employees may become confused. It is important to prepare training manuals so that the quality of training is uniform regardless of who teaches. What should be included in a training manual for new employees? A new employee training manual must include a variety of content. Among them, there are five that must be included. Basic business manners Corporate philosophy and vision Overall picture of the company's operations How to maintain motivation IT skills Each of these is explained in detail in this section. Basic Business Manners The first content to be educated is business manners. In order to live as a member of society, one must observe many business manners. In addition to using correct honorifics and making and receiving phone calls, include content such as how to hand out business cards to make them aware of the importance of being a member of society. It is also very necessary to convey the importance of "reporting, contacting, and consulting. Corporate Philosophy and Vision The philosophy and vision of the company must be shared with new employees. Be sure to tell new employees what kind of ideas you want them to have while working as a member of the company. In addition to the philosophy, it is also essential to share the company's vision. A clear vision of the company's goals will help unify the direction that new employees should have. Overall picture of operations Provide an overall picture of the duties that the new employee will be responsible for so that the new employee can visualize what his/her responsibilities will be. The advantage of describing the overall picture is that the new employee will have a better understanding of not only the department to which he/she belongs but also other departments. More detailed information on operational procedures need not be included in the manual for new employees. A separate manual detailing operational procedures should be prepared for further training. How to maintain motivation New employees often struggle with various aspects of their jobs, and there are many situations in which they find it difficult to maintain motivation. It is important to describe how you maintain your motivation, as a lack of motivation can affect the quality of your work and even lead to job turnover. When actually describing this, it is best to refer to the opinions of employees who have been with the company for two to three years, so that the content is realistic for new hires. Be sure to address points that new employees tend to worry about, such as how they overcame difficult times. IT Skills When working as a member of society, you will most likely be using a computer for most of your basic work. In addition to basic computer operation, if there are chat tools or other tools used in the workplace, describe how to use them. Since smartphones are now widely used, there are fewer opportunities to use computers, and some new employees may not be able to operate them well; IT skills are essential, so it is necessary to take measures such as having them actually operate them. Points for creating easy-to-understand training manuals If you want to create an easy-to-understand education manual, there are three points to keep in mind. Avoid using technical terms. If you use jargon in your training manual for new employees, it will take time for the new employee to look up the jargon, and the training may not go well. This is burdensome for both the new employee and the trainer, so avoid using jargon. If the content is difficult to explain without using jargon, it is important to add an explanation of the terminology. If the terminology is explained, there is no need to spend time looking it up, making the manual easy to understand and friendly. Make the structure easy to understand. In order to increase the effectiveness of education using manuals, it is necessary to give consideration to the structure of the manual. If the manual is structured in a way that allows new employees to quickly look back to the part they want to learn, such as by including page numbers and a table of contents, it will be easier for new employees to learn on their own. If you want to make the manual easier to understand, we recommend using tables and illustrations as necessary. Manuals with only text may be painful for new employees. However, if the manual is easy to read visually, the new employee will be more motivated to learn, and a better educational effect can be expected. Update content as needed. Even if the content seems perfect to the person in charge of training, the content of the manual may seem inadequate to the person receiving the training. After you have finished training new employees, ask for feedback on the content and readability of the manual. In addition, IT skills and other skills required for working adults change with the times. It is important to update the contents of the manuals as necessary to ensure that the content of the manuals is in line with the times. How to Implement New Employee Training There are three main methods of implementing new employee training Group training Group training is a method in which new employees who are to receive training gather at a single location and receive training centered on classroom lectures. This method has the advantage of reducing the workload of the trainer, as it allows training to be provided to a large number of people at one time. At present, with the Corona Disaster, many companies are forgoing group training. OJT On-the-job training is a method in which employees actually gain hands-on experience in the workplace, rather than classroom training, and regular use of on-the-job training can provide knowledge and experience that cannot be obtained through classroom training alone, thereby deepening new employees' understanding of the company. E-learning E-learning is a great way to provide training via the Internet. E-learning learning uses the Internet, and learners can use their smartphones or PCs to learn. This method of education offers many advantages, including the ability to learn at any time and place. Conclusion In this article, we have explained the key points of training manuals for new employees, including the importance of preparing manuals for new employee training and the contents that should be included. When preparing a manual for new employee training, be sure to include practical content so that the new employee can become an immediate asset to the company. It is also important to update the manual on a regular basis. If you would like to use e-learning to create training manuals for new employees, try "learningBOX" for free, which allows you to create a variety of teaching materials such as quizzes and reports. ▼ We also recommend this one! Also read "What is the Curriculum Content of New Employee Training? What are the contents of the curriculum for new employee training?

What is the newcomer training curriculum that steadily develops human resources? A newcomer training curriculum is essential for new employees to play an active role in a company. By effectively incorporating a newcomer training curriculum, you can expect immediate success and improve the retention rate of new employees. In this issue, we would like to take a closer look at a curriculum for new recruits that will help them grow steadily, while touching on the key points and tips for curriculum design. We hope that those who are in charge of human resources and education at companies will find this information useful. Table of Contents 1. What is the importance of an educational curriculum? 2. Key points for curriculum design (by timing) 3. tips for effective curriculum design for newcomer education 4. educational means of curriculum 5. summary What is the importance of an educational curriculum? Curriculum is very important not only for improving employees' abilities, but also for "sharing goals. By sharing goals, "what should be done now" becomes clear, and new employees become more motivated, which in turn leads to a higher retention rate in the company. If the curriculum does not have a clear objective, the recipients may not be able to shake off the feeling that they are being forced to do something, and the training may be ineffective. In addition, by improving the quality of the curriculum, it can be expected that the corporate philosophy will permeate and the credibility of the company will be enhanced. It is important to design a thorough curriculum so that the participants will be able to work immediately in the future. Points of Curriculum Design (by timing) Curriculum design points to keep in mind are different for each of the following three timings. Before joining the company Three months after the employee joins the company After arrival on site Let's look at each timing in detail. Before Hiring The key to pre-employment is to set goals and timelines. When considering your goals, focus on what knowledge and skills you want the new employee to acquire. By defining your "ideal new employee," you will have a clear goal and know what steps you need to take to train them to get there. It is also important to understand how the new employee feels about the training before joining the company. Three Months After Hiring Three months after employment, it is recommended that basic knowledge and business manners be confirmed during the new employee training. Specifically, we will educate them on areas that are necessary in any company, such as greetings and language. Consider a practical curriculum, incorporating case studies and role-playing as appropriate. After three months of employment, we also recommend that you take an e-learning course. Assigning them assignments and having them submit reports on how to perform their jobs and practice telephone etiquette can provide a variety of learning experiences. After arriving at the job site By the time the trainees arrive on site, they will already have a solid foundation. Have them perform practical work and hold follow-up interviews. If any problems or issues are found, it is necessary to correct the trajectory so that the company will be able to reach its goals. It is also important to provide training in line with the manual, such as sharing the management philosophy, vision, and values, after the employee assumes his/her new position at the site. Tips for Effective Curriculum Design for New Employee Training Effective curriculum design for new employee training can improve the performance of new employees. The following five tips will help you do just that. Consider the purpose of new employee training First, think about the purpose of the new employee training: "Why are we doing this?" The first thing to think about is the purpose of the new employee training program. There are two types of objectives: short-term and medium- to long-term. The short-term objective is to "have the new employee become an immediate asset to the company so that it can generate profits. Specialized business skills and business etiquette fall under the short-term objective. On the other hand, the perspective necessary for establishing long-term objectives is "What is the development of abilities necessary for the growth of the company? For long-term objectives, the key is to cultivate problem-solving skills and the ability to disseminate information. Conduct internal hearings After conducting internal hearings, design the curriculum. This is because it is necessary to make a list of skills that you want new employees to acquire in order to create a curriculum. By interviewing members of the departments to which new employees will be assigned in the future, you can get a clear idea of what to include in the curriculum. We also recommend interviewing new employees. You may be able to obtain information on what they wanted to be taught in the training and what they found difficult to understand, which will be useful in designing the curriculum in the future. Define the implementation period Curriculums should be designed for a specific period of time. A curriculum designed for a long period of time does not necessarily lead to effective training. The appropriate length of time varies depending on the content and means of training, so it is important to set the duration according to your company's training objectives. As a general rule of thumb, most companies set a training period of approximately three months. Companies that place more emphasis on practical experience may set a time frame of only one to two weeks. It is important to consider how long it will take to achieve the objectives and design the curriculum accordingly. Identifying Current Problems When designing a curriculum, it is important to identify current problems. It is important to write down the problems that are occurring in the company in terms of human resource development and pattern out the common problems. For example, there may be problems such as "poor communication between supervisors and subordinates" or "lack of knowledge necessary for business operations. By understanding such current conditions, you will be able to identify solutions and effectively train new employees. Create a manual Create an internal manual to go along with the curriculum. This will help ensure that the curriculum has a certain standard. When new employees take the curriculum, they are often puzzled by the fact that the way they perform their work differs depending on who is teaching them. By providing manuals, you can prevent bias in the quality of training. Means of Curriculum Education The main means of curriculum education adopted by companies are as follows Group training Case studies On-the-job training E-learning Let's take a look at each of these means. Group Training Group training is a method of education that brings together employees. This method is used by many companies and has the advantage of being able to provide the same content to a large number of participants at one time. It is very effective for training new employees, but its disadvantage is that it is costly in that it takes time to prepare, and it is expensive to secure a venue and call lecturers. Case Studies Case studies are an educational tool that allows participants to think about how to solve a problem based on a scenario that might occur in their work. Often conducted in tandem with practical role-plays, case studies help develop problem-solving and analytical skills that cannot be acquired through classroom learning alone. New employees who have undergone case studies will be able to flexibly handle irregular situations that are not covered in manuals. On-the-Job Training (OJT) On-the-Job Training (OJT)" is an educational method that combines practical work and education. It takes place in the department to which you are assigned, allowing you to acquire the necessary skills and knowledge while working. While it is an effective method for developing human resources with the ability to work immediately, it has the disadvantage that the quality of the training may vary depending on the person teaching and the speed of growth may vary for the recipient. Therefore, when introducing on-the-job training, it is necessary to make adjustments such as detailed follow-up and interviews after the training. E-learning E-learning" is an educational method that uses the Internet. It has been attracting attention from companies in recent years as a method with many advantages. In addition to being able to study regardless of time and location, the quality of education is uniform, and does not vary from instructor to instructor as is the case with group training and on-the-job training. With its many possibilities, e-learning curriculum design is expected to continue to evolve in the future. Conclusion Under the theme of a curriculum for new employees that steadily develops human resources, we have introduced some key points and tips for curriculum design. When choosing an educational method, it is important to consider the purpose of employee training, whether group training is better or whether it is better to incorporate case studies. The use of e-learning, which has been attracting attention in recent years, can also be expected to help human resources grow. Our e-learning system "learningBOX" is easy to use and can be introduced at low cost, so we are sure it will be of great help to you. If you are considering curriculum design that includes e-learning, please try "learningBOX" for free. We also recommend this! Also read: "For New Employees, 7 Points for Creating a Training Curriculum"

In-house Training is the Way to Go for Small and Medium Enterprises! Human resources are very important to a company. Everyone knows the importance of human resource development, but it is also true that many small and medium-sized enterprises (SMEs) face challenges in human resource development. Compared to large companies, SMEs are smaller in size and do not yet have a complete management system in place. So what is the most effective way to develop human resources in SMEs? In this article, we will discuss the current situation of human resource development faced by SMEs and how to deal with it. Click here for Table of Contents 1. What is human resource development? 2. Current Situation of Human Resource Development in Small and Medium Enterprises: "Get used to it rather than learn it 3. 4 "Negatives" that hinder human resource development in SMEs 4. Strengths of SMEs 5. in-house production is recommended for human resource development that leverages the strengths of SMEs 6. summary What is human resource development? To begin with, human resource development refers to the development of human resources that are beneficial to a company. Without excellent human resources, a company cannot continue to operate. Therefore, effective human resource development enhances "the performance of individual employees and, in turn, the value of the company. ▼ In general, human resource development requires the following three things. To develop excellent human resources. To establish a system to sustain the company To achieve business performance. Human resource development is beneficial to both the "doer" and the "receiver. Examples of such benefits include the growth that comes from providing guidance and a mutually supportive corporate culture. Current Situation of Human Resource Development in Small and Medium Enterprises: "Get used to it rather than learn it So what is the current state of human resource development in small and medium-sized enterprises (SMEs)? One of the problems that many small and medium-sized companies face is a shortage of human resources. For this reason, many companies have adopted a method whereby employees learn their jobs through actual work. This is of course an effective method, but it is also one that requires some caution. It is a method that requires a little more practice than learning. If you have plenty of time and personnel, there is no problem with the "learn by doing" method. However, in the limited time available for training, it is impossible to "get used to it rather than learn it," in other words, to "learn by watching. If there is only a limited amount of time, it is important to convey knowledge well in advance of practice. We cannot overlook the fact that the content may vary from instructor to instructor. Furthermore, many employees feel that they are not being taught well and are being shunned in this way. This is a risky method of instruction that can lower employee motivation and lead to early retirement. Given the declining birthrate, aging population, and decrease in the working-age population, it is imperative to increase employee retention rates. It is advisable to choose a more effective method for human resource development than "learn by doing. Four "no's" that hinder human resource development in SMEs ▼There are four main causes that prevent SMEs from developing human resources Cause 1: Lack of human resources to serve as leaders Cause 2: Lack of a human resource development mechanism Cause 3: Lack of time Cause 4: Lack of cost Let's look at each one in detail. Cause 1: Lack of human resources to provide leadership. Compared to large companies, small and medium-sized companies tend to have fewer employees and more work assigned to each employee. In addition, effective human resource development requires a solid knowledge, planning, and management, as well as the selection of methods and timeframes appropriate for each stage, such as new hires, mid-level employees, and managers. Large companies have personnel in charge of human resource development, but small and medium-sized enterprises with limited human resources have a difficult time finding a full-time person in charge of human resource development. The human resource development process is not very effective for small and medium-sized enterprises, which have limited human resources. Cause 2: Lack of a human resource development system We have confirmed that in many cases, the current situation in small and medium-sized enterprises is that employees learn their jobs through practical work. Since this method of instruction relies on the knowledge and skills of individuals, it does not accumulate know-how for human resource development. Without know-how, it is difficult to teach things systematically, and effective training and education methods cannot be selected. This may lead to inefficient human resource development. Cause 3: Lack of time The workload of the company may also prevent the employees from having time to receive training. In small and medium-sized enterprises, the business at hand inevitably takes priority, and education and training tend to be put on the back burner. In addition, those who provide training may also be burdened with other duties and may not have time for human resource development. Forcing a training program into a situation where both parties have little time to spare will not produce sufficient results. Cause 4: Lack of cost Compared to large companies, small and medium-sized enterprises (SMEs) with a weak financial base may find it difficult to raise funds for human resource development. In some cases, forcing the company to spend money on training may even jeopardize the company's very survival. Strengths of SMEs Compared to large companies, small and medium-sized enterprises (SMEs) tend to have many weaknesses. Of course, they also have many strengths. The key to effective human resource development for SMEs is to be able to leverage those strengths! So, what are these strengths? The following three are listed below. 1] Quick decision-making In large companies, when a decision is made, there is a gap between the decision makers and the people in charge on the front line, and the process takes time. In the case of small and medium-sized companies, the gap between the decision-maker and the person in charge in the field is low, and decisions can be made quickly. So good ideas can be implemented immediately without missing the timing. 2] Internal communication is easy. In large companies, the company is clearly divided into vertical divisions between supervisors and subordinates and horizontal divisions between departments, so there is little communication if different people are in charge. In small and medium-sized companies, employees are often engaged in multiple tasks, and responsibilities are not clearly divided. Also, because of their small size, employees are more open with each other and can communicate more closely. Flexibility in management Large companies require a long period of preparation to carry out large-scale projects. It takes time to actually get things moving. Small and medium-sized enterprises have smaller costs and personnel, so they can make speedy decisions on new projects and changes in direction, allowing them to be managed in a small, flexible manner. In-house production is recommended for human resource development that takes advantage of the strengths of SMEs. Small and medium-sized enterprises (SMEs) have strengths that large enterprises do not have. What kind of human resource development is best suited to take advantage of these strengths? Here, we recommend in-house production of human resource development. Do you think that in-house training is only for large companies? In-house training has attractive advantages for small and medium-sized companies as well. In fact, it is worth a try for small and medium-sized companies. Let's take a look at the benefits. ■ Training content can be optimized for your company. Unlike ready-made generic training programs, we can create training programs that are perfectly suited to your company's situation and needs. We can provide practical guidance on how to think about your company's management, how to do your job, etc. ■Content can be modified and revised changes can be made. Can be updated immediately to match the ever-changing internal structure of the company along with social conditions. Flexible management of small and medium-sized companies can be accommodated. Employees can improve their skills by taking charge of their own training. Employees who take charge of training look back on their own work and consider from the beginning how to communicate most effectively. By teaching others, they gain a deeper understanding of their work, and by gaining experience in training others, they improve their leadership and human resource development skills. ■Training know-how is accumulated. Once content is created, it is shared within the company and accumulated as know-how. Conclusion Effective human resource development is essential for all companies to survive in the coming era. In-house human resource development that meets the needs of the company will attract more and more attention in the future. 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Seven Points for Creating a Training Curriculum for New Employees Curriculum development is an important part of training new employees. Careful preparation is necessary to ensure that the training is fully effective. However, we understand that many people are at a loss as to "where to start" or "what kind of training is best for new employees. Without careful examination of the curriculum content, you will end up with the "usual new employee training" that is the same no matter who conducts it. In this article, we will explain the basic procedures for new employee training and how to create a curriculum, point by point. Click here for the Table of Contents 1. Basic procedures for new employee training 2. 7 points to consider when creating a new employee training curriculum 3. what to include in new employee training 4. summary Basic New Employee Training Procedures Here are the basic procedures for new employee training. Understand the skills of new employees The first step in new employee training is to understand the skills of new employees. Administrative skills, PC skills, communication skills, and other skills vary from employee to employee. Once you have an understanding of the skills of your new employees, you can include the necessary training content as appropriate. Individual skills can be determined by reviewing resumes submitted during the selection process, as well as through aptitude assessments and personality assessments. Interview each department to find out what skills they are looking for. Ask each department in advance about the abilities they are looking for. If you know what abilities are actually required in the field, you will know what you need to do in training. This will also facilitate coaching for instructors after they are assigned to OJT. Interview new employees from the previous year. Interview new hires from the previous year as well as from the department. The opinions of employees who have already undergone the training will be useful for the next new employee training. They may say, "The initial icebreaker made it easier to exchange opinions," or "The case studies were useful in the actual workplace. Positive feedback can be implemented in the next training session. An anonymous survey will also reveal areas for improvement, such as "I wish there had been more specialized learning" or "I wish the training period had been longer. Define Goals and Objectives New employee training should have clearly defined goals and objectives. Training without goals makes it difficult to evaluate each individual employee and lowers the motivation of the trainees. It is important to set goals and objectives while including items that you want new employees to learn. Review the training. It is also important to review the new employee training after it has been conducted. If the training is divided into multiple sessions, check the degree of achievement to the goal at the end of each session. If the training is not progressing as planned, you can correct the course by extending the training period or changing the content. Also, a detailed review of the effectiveness of the training will be useful for the next year's new employee training. 7 points to consider when creating a new employee training curriculum Once you know how to proceed with new employee training, it is important to create a specific curriculum. Here are 7 points to consider when creating a curriculum. Point 1] Follow-up on-the-job training OJT may be thought of as a one-on-one relationship between the onsite supervisor and the new employee, but HR should also be actively involved in the process. By conducting regular interviews with both the supervisor and the new employee, the quality of the OJT will be enhanced and the effectiveness of the OJT will be high. Also, if the on-the-job training is made an evaluation item, it will help motivate the supervisor. Point 2] Prepare a practical curriculum In addition to classroom training, prepare a more practical curriculum. Role-plays are ideal for practical training. Role-plays are used in training, in which you are assigned the role of a salesperson and a customer to learn how to exchange business cards, answer the phone, and so on. By simulating real-life situations, the trainees will be able to take the training with a sense of ownership. Point 3: Don't cram too much into the training. The content of new employee training should be carefully selected and not overcrowded. There are many things to remember, and it is easy to include too much content, but the new employee may not be able to keep up with the understanding. If the curriculum inevitably becomes too much, try to adjust the training to a longer period of time or hold follow-up training at a later date. Point 4] Adjust the schedule as early as possible. When creating a curriculum, make adjustments to the schedule as early as possible. This is because creating a curriculum requires a great deal of time, including planning, selecting instructors, and understanding their skills. Although it depends on the scale of the training program, it is best to allow three months for preparation, and to start around December of the previous year for new employee training. Point 5: Use an outside training curriculum. If preparation is too difficult, try using an outside training curriculum. Outsourcing to an external company has the advantage of saving time in preparing for the training. Outside training programs are available for training in logical thinking, time management, and specific industries, all of which are useful for improving the abilities of new employees. Point 6] Enhance online support. Online support is also useful when creating a training curriculum. Online training can be conducted without limitation on the number of trainees, and quality can be maintained evenly. It is also advantageous in terms of cost, as it eliminates the need for venue and transportation expenses, as is the case with group training. Adding e-learning is even more effective. It is easier to acquire knowledge and skills because learning can be conducted anywhere, without being restricted by location or time. However, it is difficult to communicate as well as in person, so it is best to use a combination of online and offline training as needed. Point 7] Create a curriculum for each stage. It is best to create a curriculum with the following three phases in mind to make the process smooth. Pre-employment training Initial training On-the-job training in the department Review the training at each stage and clarify "what effects were obtained" and "what points should be transferred to the next stage". If HR does not have a clear understanding of the training, there will be a discrepancy between the training and what the new employee expects, and the training will not be fully effective. Content to be incorporated in new employee training Let's take a look at what specific content should be included in new employee training. Mindset Training The first thing you want to include is "mindset training. Mindset training is designed to instill in employees "what is different between being a student and working in society" and "what points they should be aware of as a member of society. If they are aware of the importance of being a member of society from the very beginning, they will be more likely to accept the training that follows. Business Manner Training Business manner training teaches skills that are useful in a variety of business situations. From grooming to making a good impression, to the correct way to hand out business cards, to e-mailing, all of these skills require a lot of time and attention. Business Manners can be highly effective by introducing role-plays and case studies that provide more practical learning. Communication Skills Training Communication skills training is effective for industries that often involve working with people, such as sales and customer service. Group work is a good way to learn the importance of working as a team. It also provides an opportunity to talk with various peers in the company and strengthens horizontal ties. Training to deepen understanding of the business Training to learn about the company's business is also an important part of the program. Create a curriculum that enables you to understand not only what kind of services and products your company provides, but also how it generates revenue and its business model. Knowing the contents of the company in depth will motivate the participants to believe that the training they are receiving is necessary. Training on specialized skills and knowledge In addition to basic training, provide training on specialized skills and knowledge. By including this in the early stages of training, you can create new employees who can play an active role in the company at an early stage. Conclusion We have introduced the key points on how to proceed with new employee training and how to create a curriculum. Once new employees have a solid foundation in business and understand the company, they can be expected to be immediately effective. Rather than leaving it entirely up to the instructor, human resources should also intervene to provide support as a whole organization. If scheduling is difficult, consider outside instructors or online support. As remote training is becoming the norm, combining traditional training with e-learning can help motivate new employees. 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What is effective planning for human resource development? In this day and age when many companies are facing labor shortages, human resource development is an important factor for a company's survival. Many people who are in charge of education and human resources at companies may be concerned about how to develop human resources. Therefore, in this article, we will discuss the key points for creating an effective plan for human resource development. We will also explain the best training methods for acquiring skills and the key points for advancing human resource development! Please refer to this article if you are in charge of education and are having trouble with human resource development. Table of Contents What is a human resource development plan? 2. how to develop a human resource development plan 3. suitable training method for skill acquisition 4. important points in promoting human resource development 5. summary What is a human resource development plan? A human resource development plan is a development plan that is designed to develop hired employees into the kind of human resources your company needs. A human resource development plan is not essential for promoting human resource development. However, if you do not have a clear idea of how to proceed with training, there is a possibility that the training policy will become unclear within the company. It is not uncommon for employees to feel insecure when there is no established training policy. If you want to successfully promote human resource development, it is important to have a clear human resource development plan. Importance and Benefits of a Human Resource Development Plan The following are two typical examples of the "importance and benefits" of establishing a human resource development plan. ▼ You can motivate your employees. With a human resource development plan in place, employees will know what knowledge and skills they need to acquire. As a result, employees will be motivated because they will have a clear idea of what they need to do. Staying motivated when goals are unclear is not easy. A human resource development plan is important to keep employees motivated. ▼ Progress of the human resource development plan will be easier to grasp. Without a human resource development plan, it is difficult to grasp the overall picture of how to proceed with training. It will take time to confirm what training programs are currently in progress and what the issues are at this stage. However, if you have a human resource development plan in place, it will be easier to monitor progress. By having a system in place to regularly record and check progress, it is possible to make steady progress in human resource development. How to Prepare a Human Resource Development Plan When creating a human resource development plan, it is important to take into consideration the steps involved. Here, we will explain how to formulate a human resource development plan step by step. STEP 1: Clarify the type of person you are looking for First, clarify the type of person your company is looking for. It is important to match this with your company's management goals and vision. Lack of a management perspective may not lead to a human resource development plan based on a long-term perspective. If you have a management goal of "expanding the market overseas in five years," you must develop human resources who can work not only in Japan but also overseas. The key is to carefully check your company's situation and set the type of personnel you are looking for. STEP2: Set goals Once you have a clear image of the type of person you are looking for, you need to set specific goals. When setting goals, in addition to the "major goal," which is the ultimate goal, set "minor goals" to achieve the major goal. If you set too high a goal, it will be difficult to keep employees motivated. If the goals are at a level that can be reached through hard work, it will be easier for employees to achieve them. It is also important to set small goals in order to build on successes. STEP3: Understand the current situation After setting goals, try to understand the current situation. It is important to objectively grasp how much difference there is between your current situation and the situation you should be aiming for. The current situation should be periodically monitored even after the plan has been created. If the current situation is too far from the goals you have set, you must consider re-setting your goals. STEP4: Identify the skills needed. After setting goals, identify the skills needed to achieve them. By clearly presenting what skills the trainer wants the employee to acquire by when, the employee will have a clear idea of what he or she needs to do. It is recommended that more than one person conduct the identification of necessary skills. Incorporating the perspectives of different people will help prevent the necessary skills from being overlooked. STEP5: Determine training methods for acquiring skills Once the necessary skills are identified, determine the training method for acquiring the skills. While there are many ways to acquire skills, in some industries, skills can only be acquired on-the-job. After thoroughly understanding each training method, determine which method is best suited for your company, taking into account its merits and demerits. Training Methods Suitable for Skill Acquisition There are three types of training methods suitable for acquiring skills Group training Group training is a training method in which employees receive training in a lecture format in a single location. Group training is suitable for training a large number of employees at once. Currently, due to the spread of the new coronavirus, it has become difficult for large numbers of people to gather in one place. For this reason, an increasing number of companies are conducting group training online. On-the-job training methods This is a method of education through actual work experience. In many cases, this is done after training is completed, as practical training is more effective in consolidating what has been learned in the classroom. Since on-the-job training is generally conducted on a one-on-one basis, it has the advantage of being able to provide education tailored to each individual. However, since there are many cases in which the quality of training varies from educator to educator, it is important to make the human resource development plan known in advance. Education Methods Using e-Learning This refers to an education method using the Internet. Learning content is created in advance, and employees can study at any time they wish. It is not uncommon for e-learning to be introduced instead of group training as a measure to prevent the spread of new coronavirus infection. Because of its advantage of high flexibility, it is a very suitable educational method in the situation of the coronavirus disaster. Important Points in Advancing Human Resource Development When promoting human resource development, keep the following points in mind to achieve more effective training. Important Point 1: Provide regular feedback Feedback plays an important role in the development process. It is important to provide feedback based on careful observation of the employee's behavior and performance. When giving feedback, do not use negative words. Use words that motivate employees and strive to deepen the relationship of mutual trust. Key Point 2: Revise goals as necessary. Even when a human resource development plan has been carefully developed, it is not uncommon for the plan to go awry. Periodically check the progress of the plan and revise the goals if you find it difficult to train the employees as planned. If you proceed with training while the plan is not working, there is a risk that employee motivation will decline. Consideration should be given to enhance the employee's sense of self-esteem by, for example, thoroughly developing areas in which the employee excels. Conclusion In this issue, we have explained the details of human resource development plans, how to formulate such plans, and other important points in promoting human resource development. When promoting human resource development, it is important to formulate a development plan. Clarify what kind of human resources you want to develop, and then proceed with the training. The most recommended method of acquiring skills is to use e-learning. With learningBOX, in addition to creating and managing content, you can also check the level of understanding. If you want to try it out first, try the free plan, which is available for free. We also recommend this one! 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