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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. Our e-learning system "learningBOX" will surely help you improve the efficiency of your new employee training and online learning. Please try our free plan first, and then consider implementing the system. We also recommend this! Also read "[Free e-learning trial] learningBOX available for individual use

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! Also read "[Try e-learning for free] learningBOX is easy for anyone to use.

If you're looking for training while teleworking, start with free e-learning The new coronavirus has caused a major change in the way employees work. Companies are rapidly adopting teleworking. Telework is expected to improve employee satisfaction and labor productivity, and is a way of working that will become increasingly common and pervasive. However, it is also true that it is weak in terms of in-house education and training for new employees. This is where "e-learning" comes in handy. E-learning is attracting attention as a system that enables effective training and education while teleworking. In this article, we will introduce how to use e-Learning free of charge while touching on its merits. Click here for Table of Contents 1. Why e-Learning is attracting attention 2. advantages of e-learning 3. main types of e-Learning 4. how to implement e-Learning for free 5. summary Why e-Learning is attracting attention The reason e-Learning is attracting attention is "changes in the way people work. Telework has become the mainstream due to the Corona Disaster, but many companies are finding it "difficult to educate and train employees" and "impossible to conduct group training and on-the-job training. Given this situation, it is important to take measures to enhance the capabilities of each employee in addition to telework in the future. E-learning" is attracting attention as one means of solving these problems. E-learning makes it easy to provide education and training in areas that are out of reach for teleworkers. Advantages of Introducing e-Learning Here are some of the benefits of implementing eLearning. Advantage 1: Learning can take place anywhere and at any time. A major advantage of e-Learning is that you can study regardless of time and place. Many e-Learning programs are compatible with smartphones, so you can study anytime, anywhere. Microlearning," or e-learning, allows you to study in as little as 5 to 15 minutes. Advantage 2: You can progress at your own pace. E-learning allows you to progress at your own pace. You can pause the study, take breaks, and divide your time into 30 minutes, an hour, an hour and a half, or even an hour and a half. Another feature of e-learning is that you can study at your own pace while thinking about how to allocate your time. Advantage 3: You can check the progress of your study. The advantage of e-Learning with an LMS (Learning Management System) is that it is easier to monitor the progress of learning. Generally, a learning management system that manages progress is called an LMS. It is difficult to manage information such as "who is making progress and how far they have gone" and "what are their grades" on paper, but with e-learning, such information can be managed centrally in data format. E-learning has many advantages for those who manage learning. Advantage 4: A wide variety of content is available. Depending on the eLearning product, the following content is available Uploading materials YouTube video distribution Lectures on VR experiences, etc. *The above is only a partial list, but we have a full range of various contents aimed at learning work processes, working manners, and business knowledge. Main types of e-learning There are the following types of e-Learning Individual Online Learning Individual Online Learning" is a method in which each employee uses educational content delivered via the Web. The advantage of this method is that it can provide learning tailored to individual issues, and can be taken at the office or even at home. Online Group Training Online group training" is a method of conducting group training online using the Web. Online training is just as effective as face-to-face training, as it allows for the communication and facilitation that is so important in group training. Online group training is also used for new employee training and on-the-job training, where face-to-face work and team discussions are often required. Mobile Learning Mobile learning is a method of learning using a smartphone or tablet. Like individual online learning, it can be used regardless of time and place, allowing even busy people to learn using their spare time during commutes or breaks. It is effective as a means of increasing the effectiveness of learning in a short period of time. Telework and telecommuting-related training Telework and telecommuting related training is an e-learning training program designed to address issues such as how to successfully promote telework and improve teamwork. The content of the training differs depending on the position of the participants, such as the ability to communicate effectively to others for members, and communication support and development skills for leaders and managers. How to introduce e-Learning at no cost It is a hurdle for companies to introduce e-Learning at a high cost. If you are considering implementing e-Learning, we recommend that you first try using free e-Learning. After learning about the functions and operability, if it is cost-effective, you can introduce it on a full-scale basis. Here we introduce how to introduce e-Learning for free. Use a system with a free plan Many e-learning systems offer a free trial plan. In most cases, the product is offered free of charge for a limited period of time and for a limited number of users, so that you can get a feel for how it works. First, check what kind of free plans are available. Developing your own e-learning program Another option is to develop your own e-learning program. The advantage of in-house development is that it is easier to design a system that is optimal for your employees without relying on other companies' e-learning systems. However, it requires more personnel, higher costs, and specialized knowledge, but if your company is familiar with the system, you can try building a system from scratch. Utilize open source We also recommend the use of open source. Open source means that the "source code," the programs that make up the software, are released to the public free of charge. The advantage is that the cost of the software can be reduced, but since it is something that everyone can touch, be very careful about security risks. Points to keep in mind when using free e-learning Free eLearning has many advantages as mentioned above, but there are also caveats. There is a limit to the number of participants. Free eLearning is generally characterized by a limit on the number of participants. The limit is usually five or ten people at the most. This may not be a problem for small to medium-sized companies, but it is difficult for large companies to use this system in earnest. There is a fixed free period. Free e-learning programs have a predetermined service period. Most are free for the first month or two of use, and if you wish to continue, you must change plans and pay for the service. If you are interested in an e-Learning system, you should know in advance how long it will be free so that you can start using it when it is fully available. Limited availability of content Be aware that free e-learning systems have a limited amount of content available. Two to three pieces of content can be used for free, but after that, you may have to pay a fee. There is a security risk. Free eLearning has a lurking security risk issue. Many e-learning programs have different security measures for free and paid versions. Therefore, it is best to avoid free versions that require registration of detailed personal information. Conclusion We have introduced the advantages of e-learning and points to keep in mind when using free e-learning. Some e-learning programs can be tried for free. First, try the free version and think about whether it is cost-effective and whether employees are satisfied with it. If you find it easy to use, we recommend switching to the paid version and implementing it in earnest. LearningBOX is an e-learning system with an established reputation for ease of use. We are sure that it will be useful for you since it can be introduced at a low cost. Please try the free plan first, and then consider introducing the system. We also recommend this! Also read "learningBOX upgraded to Ver. 2.16

long-awaited "fanfare function" added to learningbox! Hello everyone! This is Takemoto from the Marketing Department. The mornings and evenings are getting much colder. I've been drinking hot tea to keep the cold at bay. Hot tea tastes good at this time of the year, doesn't it? The other day, learningBOX was upgraded to Ver. 2.16. With this upgrade, many new features have been added. In this version upgrade, the long-awaited "fanfare function" has been added, and I would like to introduce its "usage. Please bear with us until the end of this article. Table of Contents What is the fanfare function? What the fanfare function can do How to set up the fanfare function Summary What is a fanfare function? A fanfare function is a function that incorporates gamification elements. In conclusion, it is a function that aims to "make learning fun for users. What the Fanfare function can do The following is what the Fanfare function can do. Animation when a badge is acquired. Three types of animations can be selected: "No Animation," "Simple," and "Rich. You can choose between "no animation," "simple," and "rich. How to set up badge acquisition If you have not set up your badge acquisition, you will not be able to use the fanfare function. If you have not yet set up your badge, please watch the video below. ⇒How to set up badge acquisition How to set the fanfare function 1. Open Fanfare Basic Settings Log in to learningBOX and click "Learning Preferences" from the side menu. Next, click on "Fanfare Basic Settings. 2. Set "Display Timing Fanfare Basic Settings will appear. At the bottom of "Display Timing" is when the badge is acquired. At first, it is grayed out (off), so no fanfare will be displayed. To display fanfare, turn "When badge is acquired" to green (on). 3. Change "No Animation" to "Simple or Rich You can change the animation from "Select Display Behavior". ▼"Display behavior without animation" ▼ "When the display behavior is simplified. ▼ "When the display behavior is rich." SUMMARY In this article, we have described how to use the Fanfare function. By using the fanfare function, you can Enjoy the learning process Gain a sense of accomplishment when you have completed your study Increase motivation to learn Receiving badges alone is pure joy, but the animations that are added when badges are earned make the learning process richer and more enjoyable. If you are at all interested in the fanfare function, please try it out. Thank you for reading to the end. ▼ We also recommend this one! Also read "New Feature from learningBOX 2.16! What is "Linked Content Setup?"

New Feature] New to learningBOX! What is "Linked Content Settings"? Hello! This is Hirota from the Marketing Department. Last month, on November 17, version 2.16 of learningBOX was released. Along with the release, a new feature, "Interlocking Content Settings," was released. The name may sound like a difficult function, but it is a very useful one. In this issue, we would like to tell you about this new feature, including its convenience! Click here for the Table of Contents 1. What is the "Interlocking Content Settings"? 2．Examples of the use of interlocking content settings! 3. Advantages and Convenience Situations 4. summary What is a linked content setup? First of all, we would like to introduce what kind of functionality the "Linked Content Setting" is. It is a function that allows you to set grade conditions for specific course materials and display other course materials only to those students who meet those conditions. This new feature makes the use of learningBOX even more flexible! This feature allows learners to take a follow-up test if they fail to pass the test. Depending on the setting of the grading conditions, content can be displayed in a flexible manner. Here's an example of how to use the linked content settings! The following is an example based on the previous example of "having students take a follow-up exam if they fail a test". Before setting conditions The test is linked so that a follow-up test will be displayed if the student fails the test. Before the condition is met, the contents are not displayed. After meeting the condition of setting Since the condition "the test was failed" was met, the linked contents are now displayed. In this case, the test was linked to a follow-up test, but videos, teaching materials, and other contents can also be linked. ⇒For more information on how to use this feature, please refer to "Linked Content Settings". Situations of merit and convenience This section introduces the advantages of setting up interlocking contents and the situations in which it can be effectively utilized, with examples of how it can be used. Advantages of setting up interlocking contents The system can provide care for students who fail to pass the course material, and can set the next course material according to the learner's performance. In particular, if a learner fails to pass the course material, the system will not allow the learner to finish the course without passing it, but will set up content for review so that the learner can deepen his or her understanding of the material and avoid leaving unfamiliar parts of the course as they are. The content is not normally displayed, but hidden content can be displayed only when the learner passes or fails a particular material. This may be a good way to motivate learners to learn if special content is prepared for those who pass the material. Convenience and usable situations As discussed in the section "What is a Linked Content Setting? As discussed in the previous section, this function is mainly useful in situations where you want to have students who failed a test take a follow-up test or take a make-up class for learners who failed to pass the course material. This feature can be used to create an immediate review flow for students who have failed a test or material, without the hassle of having to go to the review material page for review. summary What do you think of the new "Interlocking Content Settings" feature we introduced this time? It is highly versatile and easy to set up, as it can be used in any situation depending on the settings. This function is free of charge and can be used by anyone in a shared environment. Please try it and experience the convenience! The free plan of learningBOX can be used indefinitely without any restrictions on the usage period. The plan allows up to 10 users, including the administrator, to use all the basic functions free of charge. If you are at all interested in this opportunity, please take advantage of our learningBOX. We also recommend this plan! Also read "7 useful features for conducting online examinations using learningBOX!

Is Online or Offline the Right Way to Train Newcomers? In the past few years, online training for human resource development has been spreading rapidly. These days, it is not uncommon for companies to offer online training for new employees. The digitalization of education is expected to continue to have a great impact on corporate training in the future. In this article, we will once again take a hard look at the advantages and disadvantages of online training and introduce the educational methods required for more effective online training. Click here for Table of Contents 1. Online training is essential even in post-corona 2. what is online training? 3. advantages of online training 4. disadvantages of online training 5. What are the advantages of offline training? 6. what is required for new employee training 7. hybridization of online and offline Blended Learning 8. summary Online training is essential even post-corona The rapid spread of online training was triggered, to say the least, by the new coronavirus. However, online training and telework were not created in response to the coronary disaster. Have you ever heard the term "work style reform"? It is a reform of the way people work so that they can choose various and flexible ways of working according to their individual circumstances. Even post-coronary, it should be one of the important options to support various people's work styles. It is certain that it will have a significant meaning not only in preventing infection, but also in influencing the way we work. What is online training? Online training refers to training that can be taken from any computer or smartphone via an Internet connection, regardless of location. There are two main types of online training Live delivery type Live delivery type is a type of training in which lectures are delivered in real time. Both the instructor and trainees are trained at the same time, and interactive communication is possible, such as questions from trainees to the instructor and discussions among trainees. ⇒This type of training is relatively similar to group training. Recorded training This type of training allows participants to view pre-prepared content and materials, allowing them to take the training whenever they want. In the recorded type, interactive communication is not possible. E-learning is generally included in this category and is suitable for individual study. Advantages of Online Training Here are some of the advantages of online training from both the "employee and company" perspective. Benefits for Employees 1. prevention of infectious diseases Training via the Internet, so that the so-called "three close quarters" can be avoided and the course can be taken. 2. Retention of knowledge Since recording and videotaping are available, participants can review parts of the training that were difficult to understand. By repeatedly watching the lectures, the level of understanding will increase and the knowledge will be firmly established. Also, employees who could not attend due to their work schedule can share the recording with others. 3. No need to worry about travel time You can take the course anywhere as long as you have an Internet environment and a computer or other device, so you don't have to worry about travel time to the venue. 4. You can take the course in a relaxing environment. In many cases, you will take the course from home, allowing you to relax and take the training without having to change your usual environment. In addition, by using the chat function, the hurdles to speaking up are lowered and questions can be asked more easily than in a group training session. Advantages for Companies 1. prevention of infectious diseases Because training can be conducted without human contact, employees' concerns about infectious diseases can be alleviated. 2. Cost Reduction With the availability of an Internet environment, training can be held anywhere in the world. This reduces costs such as venue and transportation expenses required for group training. 3. Constant quality can be maintained. Employees who live far away from the training site can also attend the same training, and the quality of the training can be kept constant. ⇒This can eliminate regional disparities in training. Disadvantages of Online Training Online training has not only advantages, but of course also disadvantages. Let's review this also from the perspective of both the employee and the company. Employees Communication among participants is difficult. Participants attend training at different locations, making casual interaction difficult. Compared to group training, there are fewer opportunities for participants to deepen relationships and stimulate each other. Not suitable for practical training It is difficult to learn how to exchange business cards and how to handle visitors, which require actual interaction. 3. Difficult to control motivation Because a large part of the training is left to the individual, it is difficult to control concentration and motivation. Because the course is basically taught alone, participants may feel uneasy because they do not know the other participants or the atmosphere of the course. Company It is difficult to grasp how much is being understood. It is difficult to see the participants' nodding and facial expressions on the PC screen, so it is difficult to grasp what kind of atmosphere the participants are in and how much they are understanding. What are the advantages of offline training? We have identified both advantages and disadvantages of online training. Here are the advantages of offline group training. There are three main advantages of group training. Advantage 1. Increased motivation can be expected. By sharing a space, participants can connect with each other and provide a good stimulus to each other. The presence of peers can increase motivation. Advantage 2: Practical training can be provided. Participants can learn practical content, which is difficult to learn in online training. Participants can acquire skills and knowledge systematically through role-playing and other methods. Participants can acquire skills that are directly related to their work, so they can be expected to be immediately effective in their work. Advantage 3: Lecture content can be changed flexibly. Instructors can directly feel the reactions of participants and can immediately change the content according to their level of understanding. What is required for new employee training New employee training is literally training for newly hired employees. Among the training programs, there are some that require special attention because they are new hire training. New employee training is not just about acquiring knowledge and skills. Through training, new employees can learn about the company's philosophy, vision, and other atmosphere, while the company can confirm each other's attitude and skills. Another important purpose of new employee training is to deepen friendships with their peers. Although it may seem surprising, a solid connection with one's peers improves the company atmosphere and also serves to prevent early turnover of new employees. New employee training is a solid foundation for making new employees useful to the company. It is necessary to provide meaningful training for new employees so that they can grow as quickly as possible. Hybridization of online and offline Blended Learning In recent years, a learning method called "blended learning" has been attracting a lot of attention. It is a form of learning that combines various methods and maximizes the benefits of each. This method can of course also be applied to training. Both online training and group training have their advantages and disadvantages. Rather than sticking to one or the other, the training program of the future must understand the strengths of both, and then successfully combine and hybridize them. The importance of hybrid online and offline training is even more important for newcomer training, which covers a wide range of training content. It is important to plan and use each training program according to its purpose so that the benefits of each can be maximized. SUMMARY We understand that many companies have adopted online training in the wake of Corona. However, even after the Corona disaster is resolved, this trend toward online training is unlikely to stop anytime soon. In the future, training should not be restricted by conventional content, but rather should be a combination of "advantages unique to online training" and "content that can only be conveyed in group training". Learning BOX, which can be operated intuitively without programming knowledge, can be easily used to create recorded online training programs, and can also be used for "blended learning," and many companies are using it for training new employees. With a simple registration, almost all functions can be used for up to 10 accounts for free and for an unlimited period of time. ⇒Please try our free plan. We also recommend this! Also read "7 useful features for conducting online examinations with leaningBOX!

7 useful features for conducting online exams with leaningBOX! Hello, it's nice to meet you! I joined the company in April, and I am Sakatani from the Quality Control Section. Recently, the morning and evening temperatures have been getting colder and colder. The other day, learningBOX was upgraded to Ver. 2.16. 2020.11.17 learningBOX upgraded to Ver. 2.16 Thank you for using learningBOX, our e-learning creation system. Today, learningBOX has been upgraded from Ver. 2.15 to Ver. 2.16. This article introduces specific new features of Ver. 2.16.7 (released on November 17, 2021), to which various new features have been added. The new, newly added features add a lot of useful functionality for conducting online exams! So, in this article, we will introduce you to some of the most useful features for conducting online exams with leaningBOX! Click here for the Table of Contents 1. only specified exams can be taken 2. specify the examinees and the examination period 3. only specified IP addresses can access the exam questions 4. additional learning contents can be added according to the results of the exam 5. check the test environment/device before the start of the test 6. no worries if your internet connection becomes unstable! 7. grade scores in Excel 8. summary Can have students take only designated exams If you assign materials to only the exams you want students to take, they will be able to view and answer only the exams you have assigned them, even if there are other exams in the folder or course! ⇒Content Assignment You can specify the examinee and the examination period. Once the open period is set, the answers can be answered during the open period. In addition, you can specify a specific group for the open period setting, so you can make the open period longer only for examinees who belong to the specified group. ⇒Publication period setting Only specified IP addresses can access the exam questions For each exam, you can designate IP addresses to be allowed to view and take the exam. This will help prevent cheating, as exam questions can be shown only when accessed from a specified IP address! ⇒Access source IP restriction function Additional learning content will be added according to the results of the exam. For example, "if exam A is passed, display and answer exam B", "if exam A is not passed, display and answer exam C", etc. Learning contents can be added according to exam results. ⇒Linked content setting function Can check the test environment and terminal before the test starts. The OS, browser, and version of the device used to take the test online can be specified in detail. Also, before answering the exam, you can test to see if there are any problems with communication speed and if you can hear the voice. This will prevent any problems during the test! ⇒Confirmation function for compatible terminals No worries when the Internet connection becomes unstable! Even if your Internet connection suddenly becomes unstable, you will still be able to play and display audio, video, and image files. So even if the communication status becomes unstable during the exam or study, you can proceed with the exam without any problem! ⇒Media Data Read Ahead Function Grades can be graded in Excel. For exams that include a report format, simply enter pass/fail and score information in the downloaded Excel file and upload it to complete the grading of the report format answers. You can grade multiple contents for multiple examinees at once, saving you time! ⇒Report Scoring Wow, all of the above are features added in Ver. 2.16! We have added many new features to make it easier for both test takers and test organizers to administer the examinations. If you are already using learningBOX to administer exams, please upgrade your existing exams, or if you are considering creating new exams, please register as a free administrator and experience these new features! Conclusion In addition to the new features introduced in this article, learningBOX also allows users with limited computer skills to create exams using images, audio, and video, set limits on the number of times an exam can be taken, and easily manage test takers' scores. In addition to the new features introduced in this report, the new features allow users to create exams using images, audio, and video, limit the number of times an exam can be taken, and manage exam results easily. We hope you will use learningBOX when creating your online examinations! For more information on how to use learningBOX to create online examinations and tests, please refer to this article. 2020.6.12 Creating online examinations and online examinations with learningBOX For those who are unable to conduct tests and examinations at schools and cram schools due to home study. For companies or associations that are having trouble conducting scheduled examinations or certification tests due to the coronavirus! Our learningBOX may be able to solve your problems. We hope you will consider using our LearningBOX as a reference.

Have you ever heard of the term "2021 Japanese-style school education"? Most educators have heard of it, but most readers of this article have probably never heard of it, or have heard of it but do not know much about it. In this article, we will provide an easy-to-understand overview of "Japanese-style school education in 2021," from the achievements and challenges of Japanese-style school education to its future direction and basic concepts regarding the use of ICT. If you are interested in what kind of education the children who will support Japan in the future will receive, please refer to this article. About Japanese-style education at 2021 The term "2021 Japanese-style school education" originated from the Central Council for Education (Chukyo-kan), an organization of experts established by the Ministry of Education, Culture, Sports, Science and Technology. Briefly, when the Minister of Education, Culture, Sports, Science and Technology, who is in charge of educational administration, enacts an important policy, he or she first asks the Chukyo Council for its opinion in the form of a "consultation" (shimon). After repeated deliberations, the Chukyo-kyo Council publishes a report in the form of a "report. In January 2021, the Chukyo Council, which plays an important role in the future of education in Japan, issued its "Report" in the form of the phrase "Japanese-style school education in 2021. Reference] Aiming to establish a "Japanese-style school education in 2021" - Optimal individualized learning and collaborative learning that draws out the potential of all children (Report) What is Japanese-style education? So what is "2021 Japanese-style school education"? Let's take a look at the outline of this concept in accordance with the report compiled by the Central Council for Education. Even in an era that is becoming increasingly complex and unpredictable, it is necessary to ensure that children's qualities and abilities are nurtured. Steady implementation of the new Courses of Study" and "the use of ICT" are considered indispensable for their development. On top of this, new trends are emerging based on the role that Japanese school education has played to date and the results it has achieved. Based on the above, we define the school education we aim to realize throughout the 2020s as "2021 Japanese-style school education. Qualities and abilities to be fostered in the future Society is undergoing accelerating changes such as "Society 5.0" (*1), and the spread of new types of coronavirus infection is making it difficult to predict the future. What are the qualities and abilities that should be nurtured in a rapidly changing society? In the report compiled by the Council for Middle Education, the following qualities and abilities should be nurtured through the steady implementation of the new Courses of Study and the use of ICT. To enable each student to recognize his/her own goodness and potential, as well as to respect all others as valuable beings. To enable students to overcome various social changes in cooperation with diverse people, to create a rich life, and to become the creators of a sustainable society. 1 Society 5.0 refers to a new society following the hunting society (Society 1.0), agricultural society (Society 2.0), industrial society (Society 3.0), and information society (Society 4.0) (Cabinet Office: Society 5.0). Back to Table of Contents What is Japanese School Education? Before considering "Japanese-style school education in 2021," we would like to introduce what Japanese-style school education was like until the Heisei era. In its "Report," the Central Council for Education defines Japanese-style school education as school education that nurtures children's intellect, virtue, and body in an integrated manner. The three elements of knowledge, virtue, and body are as follows. Knowledge: Guarantee of learning opportunities and academic skills Virtue: Guarantee of holistic development and growth Body: Guarantee of physical and mental health After the promulgation of the "school system" in 1872 (Meiji 5), the school attendance rate was low in the early days of the compulsory education system. Under such circumstances, the common learning contents were minimal, such as reading, writing, and arithmetic, and a grading system (a thorough course-based system for advancement) was adopted. Around 1890, a curriculum was systematized to nurture knowledge, virtue, and body in an integrated manner, and the classroom was established as a group of classes. After the war, in 1945, the School Education Law established the basis of the school education system, which continues to this day with nine years of compulsory education. Furthermore, a system was established to provide a foundation for equal educational opportunities and the maintenance and improvement of educational standards, making high-quality school education available anywhere in Japan. The schools have played a major role not only in academic instruction but also in student guidance, and have provided guidance based on a comprehensive understanding of children's circumstances, thereby forming a Japanese-style school education system that nurtures knowledge, virtue, and body in an integrated manner. The report also presents the achievements and challenges of Japanese-style school education to date, so let's take a closer look. Achievements of Japanese School Education The following three points are listed as outcomes of Japanese-style school education. Top class international academics Narrowing regional differences in academic performance High level of normative and moral awareness Schools play an important role not only in academic instruction but also in student guidance. Japanese-style school education is highly regarded in other countries for its comprehensive understanding of children's situations and guidance. According to the OECD (Organization for Economic Cooperation and Development) Education Policy Review, Japanese students and adults are among the highest performing of all OECD countries, and the success of Japanese education is attributed to the extensive holistic education it provides, including school lunches and extracurricular activities. The "2049 National Survey of Academic Performance and Learning" also reports that the gap between the average percentage of correct answers in the lowest-performing prefectures and the national average is shrinking. Reference】 National Survey of School Achievement and Learning, 2049 The Role of Schools Reaffirmed by the Corona Disaster The role of schools has been reaffirmed by the temporary closure of schools due to the spread of the new coronavirus infection. The role of schools was reaffirmed in the following three areas Guarantee of Learning Opportunities and Academic Achievement Guarantee of holistic development and growth Guarantee of physical and mental health (a place where people can feel safe and connected, a safety net) The temporary school closure reminded us that schools play a role not only in guaranteeing learning opportunities and academic achievement, but also in ensuring holistic development and growth, and in playing a welfare role as a place to be and a safety net. At the same time, we can see that these three points are the strengths of conventional Japanese-style school education. Challenges Facing Japanese School Education Schools today face the following six challenges Diversification of children Decreased student motivation to learn Exhaustion of teachers due to long working hours Delayed response to the accelerated progress of informatization Impact of declining birthrate, aging population, and population decline Challenges highlighted by the spread of new coronavirus infections Many issues have been raised, including the increase in the number of students enrolled in special-needs schools and special-needs classes in elementary and junior high schools, the increase in the number of foreign students, as well as the rise in the relative poverty rate for children under 18 and the increase in the number of students who are bullied and truant from school. Under these circumstances, schools are required to provide a safe and enjoyable environment for all children to attend school, and to play an ever more important role in welfare and as a place for children to stay. Furthermore, according to a survey conducted by the Ministry of Education, Culture, Sports, Science and Technology (MEXT) on public schools during the coronavirus disaster [MEXT, "The situation of academic guidance in public schools in light of the impact of the new coronavirus infection (as of June 23, 2020) The report also found that the implementation status of "simultaneous interactive online instruction" was only 15% for public schools in each establishment unit due to insufficient ICT environment. Schools are required to make active use of ICT by students and teachers on a daily basis, and to ensure that children have learning opportunities even in times of emergency. New Movements in Japanese School Education The goal of "Japanese-style school education in 2021" is to realize a new era of school education that inherits and further develops the advantages of Japanese-style school education. The following three new movements for the future development of education are indicated. Full implementation of new curriculum guidelines Reform of work styles in schools GIGA School Concept Steady implementation of new curriculum guidelines The Courses of Study are curriculum standards established by the Ministry of Education, Culture, Sports, Science and Technology and revised every 10 years. The new curriculum will be fully implemented in elementary schools from FY2020, junior high schools from FY2021, and high schools from FY2022. Reform of Work Styles in Schools Recently, long working hours of teachers and staff have become an issue, and the Ministry of Education, Culture, Sports, Science and Technology (MEXT) is working to solve this problem. Specific efforts include thorough management of working hours, clarification and optimization of work duties, improvement of the number of teachers and staff, and expansion of the assignment of specialized staff and outside personnel. GIGA School Concept The GIGA School Initiative is an effort by the Ministry of Education, Culture, Sports, Science and Technology to provide one computer and high-speed network for every student in Japan. The reform is being promoted based on three pillars, including not only the improvement of the hardware environment, but also "software" such as digital textbooks and AI (artificial intelligence) drills that allow students to individually concentrate on areas of weakness, and the strengthening of "instructional systems" that utilize outside personnel such as local instructor training and ICT support personnel. Back to Table of Contents Japanese School Education in the 2021s In its report, the Council for Middle and Secondary Education (C.E.O.S.) stated that the type of school education it aims to realize throughout the 2020s, "Japanese-style school education in the 2021s," is "the realization of individualized, optimal learning and collaborative learning that draws out the potential of all children. The following is a summary of the three perspectives that should be realized. Three perspectives of "2021 Japanese School Education The following items are considered important for the realization of "Japanese-style school education in 2021. Children's Learning Optimal individualized learning" and "cooperative learning" are integrated and enriched. The learning style that each school aims to achieve is realized at each school level. Faculty and Staff Positively accepting changes in the environment and continuing to learn throughout his teaching life. Serves as a teacher who maximizes each child's learning Has the ability to act as a companion to support children's independent learning Environment that supports children's learning and faculty ICT environments are enhancing instruction and support and streamlining school operations in schools across Japan. The school education environment that supports learning in the new era is being developed. An attractive educational environment has been realized even in areas with declining populations. The emphasis is on breaking away from the "correctness principle" and "peer pressure" that have been practiced in the social structure up until now, and facing the diversity of each child, to realize school education that makes each child the subject of its own education. Reference] Aiming to Establish "2021 Japanese School Education" (Report) [General Commentary]|Ministry of Education, Culture, Sports, Science and Technology Children's Learning in Japanese School Education in 2021 At first glance, "individualized optimal learning" and "collaborative learning" may seem to be contradictory, but the report indicates that the best of both is to be combined appropriately. Individualized Optimal Learning To enhance "individualized instruction" by improving instructional methods and systems, as well as to promote the use of ICT environment and the development of a detailed instructional system with a small number of students. Collaborative learning In order to ensure that "individualized learning" does not fall into "isolated learning," through inquiry-based learning and experiential activities, etc., students should respect others as valuable while collaborating with others to create better learning through the combination of different ways of thinking. In order to realize these two types of learning, ICT is mentioned as being indispensable, and it can be said that schools are about to change. Back to Table of Contents Future Directions for the Construction of "2021 Japanese School Education In order to nurture the intellect, virtue, and body of all children in an integrated manner, regardless of regional differences or the economic status of their families, the role that Japanese-style school education has played in the past must be carried on. In order to realize the "Japanese-style school education of 2021," the following reforms are necessary. Refine, reduce, and focus the scope, content, and amount of work, roles, and guidance that schools and teachers should provide. Support children's growth through cooperation and collaboration between schools and local communities An education that does not fall into a "dichotomy", but rather combines the advantages of both in an appropriate manner. The report calls for the steady promotion of the PDCA cycle for these education policies, and states that the Central Council for Education will conduct necessary verification mainly by the Elementary and Secondary Education Subcommittee. Six Directions for Reform The following six specific directions have been identified for the realization of "individualized optimal learning" and "collaborative learning" that will bring out the potential of all children. To improve the quality, diversity, and inclusiveness of schooling and to achieve equal opportunity in education. Achieve school management through collaboration and sharing of responsibilities Achieve optimal combination of existing practices and ICT Appropriate combination of course completion, acquisition, etc. Guaranteeing learning overcoming infectious diseases, disasters, etc. Achieve sustainable and attractive school education in the midst of changing social structures While looking to the future, it is also necessary to consider how to allocate schools, maintain facilities, and collaborate among schools in order to provide high-quality and attractive school education in rural areas. Back to Table of Contents Basic Idea of ICT Application in "2021 Japanese School Education ICT is essential as a fundamental tool for school education. Based on the basic concept of optimally combining existing practices with ICT, the following three points are considered important for realizing school education appropriate for the Society 5.0 era. Resolve various issues in school education and improve the quality of education Be aware of the PDCA cycle and conduct appropriate effectiveness verification and analysis Be careful not to make the use of ICT an end in itself. As Japanese school education has lagged far behind internationally in the use of ICT, it will be necessary to resolve various issues and make significant changes in school education in the future to improve the quality of education. Reference] Aiming to Establish "2021 Japanese School Education" (Report) [Summary] Ministry of Education, Culture, Sports, Science and Technology Quality Improvement of School Education Based on the basic concept of ICT utilization, the following three specific directions are provided to improve the quality of school education. (1) Use of ICT to improve the quality of school education Utilize ICT to improve classes to realize independent, interactive, and deep learning, as well as to implement learning activities that were not possible before and to enhance learning outside of school, such as at home. Provide guidance that is tailored to each student, including detailed support for students with special needs and advanced learning opportunities that develop individual talents. (2) Improvement of teachers' qualifications and abilities for the use of ICT Achieve an environment in which teachers can acquire the necessary qualities and abilities through overall teacher training and development. Teacher training colleges and faculties will play a central role in building a teacher training model that responds to the new era, as well as a network of teachers who are constantly working to improve their teaching. (3) ICT environment development Terminals deployed under the GIGA School concept are assumed to access the cloud and utilize various services. It is hoped that each school (elementary, middle, and high school) will have one terminal per student and that students will be able to bring their own terminals home. It is important to utilize "one terminal per student" for the nine years of compulsory education, to accumulate, analyze, and utilize learning histories, and to enhance detailed guidance according to the characteristics of each student and his/her level of learning retention. It will also be necessary to systematically improve systems, facilities, and equipment to support learning in the new era, including measures to ensure physical distance based on "new lifestyles," a new guidance system, and the securing of human resources for teachers. Back to Table of Contents SUMMARY In summary, "Japanese-style school education in 2021" can be expressed as "Japanese-style school education + new movements = Japanese-style school education in 2021. In addition, it can be said that "Japanese-style school education in Reiwa" is to utilize ICT to realize individualized and optimal learning and collaborative learning that draws out the potential of all children. The overview of "Japanese-style school education in 2021" that we have introduced here may provide a hint for those who are involved in not only school education but also various types of education to think about the future of education. We recommend the e-learning system "learningBOX" for the realization of Japanese-style school education in 2021. learningBOX has all the functions for creating and distributing teaching materials, managing grades, and managing students. We recommend that anyone can easily build a web-based learning environment. We also offer a free plan, so you can easily try out the system to see what kind of effect it will have on your students. If you are interested in improving the quality of education through digitization while reducing the burden on teachers, please try the free trial first. ▼ We also recommend this one! Also read. Back to Table of Contents

What is "microlearning," a hot topic nowadays? Microlearning" is now attracting attention as a new method of human resource development, as e-learning has become a common method of human resource development. Many people may be familiar with the term "microlearning," but most probably do not know the details. In this article, we will provide an overview of microlearning and its characteristics. We will also introduce some examples of microlearning applications and points to enhance the effectiveness of learning. Table of Contents 1. What is Microlearning? 2. characteristics of microlearning 3. situations in which microlearning is used in the corporate world 4. points to enhance the effectiveness of microlearning 5. summary What is microlearning? Microlearning refers to a style of learning that takes as little as five minutes rather than longer periods of time, such as 30 minutes to an hour. Types of learning styles range from simply watching videos to quiz-based learning. Microlearning is attracting attention because of the millennial generation that entered society after the year 2000. Millennials are accustomed to digital devices and the Internet, and many of them use Internet devices in learning situations. Microlearning is a good match for millennials and is likely to be used in more situations in the future. *Millennial Generation: The term "millennial generation" refers to those born after 1981 and who became adults or working adults in the early 2000s. Relationship between Micro-Learning and e-Learning Traditional e-learning has been incompatible with microlearning because of the long learning content time. Today, however, more and more people have smartphones and other mobile devices such as tablets. Microlearning's greatest feature is its "easy, no-load, easy-to-continue" learning style, which fits the lifestyles of modern people. It is a learning style that could become an important future educational trend in today's busy society. Features of Microlearning As for the characteristics of microlearning, here are three advantages and two disadvantages of microlearning. Advantages of Microlearning The three main advantages of microlearning are Advantage #1: Learning content is easier to retain A major advantage of microlearning is that the content is easier to retain. It is said that reviewing the same content over and over again is effective for retention. Microlearning content is short and easy to review over and over again. Another advantage is that you can check whether you have understood what you have learned through quizzes and other activities. In order to consolidate what you have learned, it is important to have output as well as input. Microlearning, which allows students to practice both, is expected to help them retain what they have learned. Advantage #2: You can study at any time you want Microlearning allows you to study at your favorite time because the learning contents are subdivided. When learning on a smartphone, you can study not only in the office but also on the train to work. In addition, if you take advantage of unexpected skimming time, you will be able to acquire new knowledge even while at work. Advantage #3. Reduces the burden of creating and revising study content. Microlearning also reduces the burden of creating and revising learning content. Since the content is basically 5 to 10 minutes in length, even if revisions are necessary, they do not impose an extremely large burden. It is said that change is difficult to read in the modern age, and content once learned may become outdated in a short period of time. The fact that it is easy to flexibly modify the learning content in accordance with the changing times is an advantage that helps maintain the quality of the content. Disadvantages of Microlearning Microlearning has disadvantages as well as advantages. The two main disadvantages are as follows Disadvantage #1: Not suitable for long-term learning Microlearning is not suitable for long-term learning because the learning content is segmented. For example, Microlearning can handle content that can be learned in a short period of time, such as studying English vocabulary. However, content that requires a large amount of time may not be fully understood. Microlearning is also not suitable for learning that requires face-to-face communication. Disadvantage #2: Difficult to explain detailed content Microlearning also makes it difficult to explain detailed content. When explaining complex management theories in detail, it is necessary to take measures such as breaking up long videos into several videos. However, watching 5- to 10-minute videos spread over several videos leads to an increased burden on the learner. When explaining detailed content, e-learning is effective. Scenes in which microlearning is used by corporations Microlearning, like e-learning, is often used in the corporate sector. Here are two examples of situations where microlearning is used in the corporate environment. In-house education and training for new employees Microlearning is often used to educate new employees who need to learn many things, such as basic business etiquette and knowledge about the industry. When there are many items to learn, it becomes difficult to understand with long videos such as e-learning. However, with short videos like microlearning, learners can learn each item at their own pace. Especially for content that is difficult to visualize in a classroom setting, such as exchanging business cards, videos will make it easier to deepen understanding. Education and guidance for managers Microlearning is used not only for new employees, but also for managers. Unlike new employees, managers require a wide range of knowledge, including management skills. However, managers are often very busy, and it is difficult for them to set aside time for training. Microlearning, which allows employees to learn at their own pace, makes it easier for even the busiest managers to make progress. Tips for Improving the Effectiveness of Micro-Learning If you want to increase the effectiveness of microlearning, you should keep in mind the key points before implementing microlearning. The key points to enhance the effectiveness of microlearning are as follows Use an appropriate delivery system When implementing microlearning, it is important to choose a delivery system carefully. If you choose a delivery system that is difficult to use, you will have to spend a lot of time creating and modifying questions, and your learners may feel stressed. If you are considering using a delivery system, check if a free trial is available. We recommend that you first try the system once and then carefully consider whether or not it will have the desired effect. Conclusion In this issue, we have explained the details of microlearning, including its features and points to enhance its effectiveness. Since microlearning has a high affinity with e-learning, a high learning effect can be expected by using both in a well-balanced manner. Our e-learning system, learningBOX, does not require any programming knowledge and can be operated intuitively. Please try our free plan first to experience the ease of use. We also recommend this one! Also read "How to Choose a Microlearning Platform? Key Points Explained"

Points to keep in mind when creating content for e-learning. Over the past few years, e-learning has become an increasingly popular option for employee training. It is now easy to set up and create original e-Learning content in-house without relying on a vendor. In-house content can be matched to your company's training and lead to significant cost savings. In this article, we will discuss what is required for effective eLearning content. Click here for Table of Contents 1. 3 Key Points Required for E-Learning Content that is Easy to Attend 2. 5 Steps to Creating Effective E-Learning Content 3. continuous improvement is necessary for good e-learning content 4. summary 3 key elements for easy-to-learn e-learning content If you were appointed as the person in charge of creating original e-learning content for your company, what would be your main concern? How do you create questions and programs? or "How do I create content that is easy to understand?" How do I create content that is easy to understand? The biggest difference between traditional training and e-learning is that you cannot see what the participants are doing. You cannot see the students' motivation or level of understanding, which you can get a sense of if you are in the same place. The biggest concern for the trainer is "Are they listening and understanding? The disadvantage of e-learning is that it is difficult to know if the students are listening and understanding the material. How to compensate for this disadvantage of e-learning is the key to easy-to-learn content. The following three things are necessary for easy-to-learn content. 1: Ease of understanding 2. Ease of learning 3. Ease of updating Let's look at some more specifics. No.1: Ease of understanding First of all, the content must be "easy to understand. Is the information to be conveyed well organized? Create content that is intuitive and easy to understand by using consistent text, the right amount of text, and the beautiful appearance and colors of the content itself. Use images, photos, and graphs to make the content even easier to read and understand. Materials with animations and audio can increase learning efficiency and retention. Smart-looking materials not only improve comprehension, but also motivate students. No.2: Ease of learning It is also important to be able to feel the effects of solid learning. The "ease of acquisition" of learning content helps knowledge to stick and prevents motivation from waning. A one-way classroom lecture is not as effective as face-to-face training. Clarify "what is understood" and "what is not understood," and let the trainees know how much they understand at this point in time. It is important to conduct a "confirmation test" before and after the training to visibly show how much knowledge has been gained and how much has been retained. 3: Ease of updating Better content needs to be updated regularly in response to changes in the company environment and student response. Outdated information can confuse and demotivate students. One of the advantages of creating e-learning content in-house is the ability to revise and update the content in-house. It is recommended that manuscripts, illustrations, and data used for content be created and managed in anticipation of updates. Five Steps to Effective e-Learning Creation Now that we have identified what is needed for eLearning content that is easy to take, let's look at the actual steps for creating content. Creating effective eLearning requires the following five steps STEP 1] Establish the target audience and goals of the training First, determine the target audience for the training. The knowledge and experience required for training new employees and brushing up existing employees are different. For training to be highly effective, it is necessary to use different content for each level. Once the target audience for training is determined, set goals. What knowledge and skills do you want them to acquire through the training? E-learning materials are difficult to learn if the objectives are unclear. Set goals that are as simple, specific, and easy to understand as possible. We recommend that you focus on how much of the training content was absorbed, rather than just the number of hours of training taken. STEP2] Consider appropriate content to achieve the goals. Once the target audience and goals have been determined, the next step is to determine the content of the training. From the very beginning, calculate how much volume and how much time will be required to achieve the set goals. The content should be able to steadily step up step by step, taking advantage of the benefits of e-learning. If you create content "sort of" without a solid consideration at this stage, you will end up with content that you will not be able to learn. Content composition, devices to be used for the course, methods of expression such as video, test specifications, etc. are also considered at this stage. STEP 3] Create e-learning content This is where you actually start creating the content. In general, the following are commonly used. Animation Animation Still images such as PowerPoints and PDFs Make it possible to analyze data such as learning logs, questionnaires, and confirmation tests after the course, which will lead to future improvements in e-learning content. Analyze these data carefully to "visualize" the effectiveness of the training. Measuring specifically how much was achieved against goals will lead to the success of the training. STEP 4] Actually conduct the training. Conduct the training using the content you have created. Remember to follow up with the trainees to ensure that they do not lose motivation, such as by using confirmation tests and talking to them about their progress in person rather than online. STEP5] If necessary, revise and improve the e-learning content. After the course, have you achieved the goals you initially set? If not, analyze the content and improve it. A good way to do this is to conduct a satisfaction survey among the participants. If a variety of factors make the training content unsuitable, revise it as soon as possible. Effective content requires frequent updates. Good e-learning content requires continuous improvement. E-learning content that is easy to understand, easy to learn, and easy to update does not end when it is created; it is important to constantly upgrade it in accordance with the concept of the PCDA cycle. The PCDA cycle refers to the continuous improvement of business operations by repeating the four stages of Plan (planning), Do (execution), Check (evaluation), and Act (improvement). This can be applied to "creating effective e-learning content" as follows. Plan Clarify what the e-Learning training is for and who the training is targeted at, and plan accordingly. Do (Execution) Execute the training based on the planned content. Check (Evaluation) Evaluate the training based on the level of achievement and satisfaction of the trainees. Also, analyze the evaluation and identify problem areas. Act (Improvement) Review the training content and make use of it in the next plan. Make sure you understand the tasks required for each stage, and create even more effective content. Conclusion It is natural for an educator to want to create good content with as little effort as possible. Because e-learning via the Internet can be taken anytime, anywhere, it is necessary to create content that is more relevant to students than face-to-face training. With our "learningBOX," you can set up courses, manage groups of learners, distribute materials to each group, and configure other functions to meet the needs of each user. It has been introduced in training programs at various companies because it is intuitive and easy to use, even without programming knowledge. If you are interested in e-learning education, please try the free plan and experience the ease of use. We also recommend this! Also read "Why e-Learning is effective in solving human resource development issues"