Column

How to use an e-Learning system for free｜What is the difference from paid services? There are free and paid services available to implement an e-Learning system. However, many people may not know what the difference is between free and paid services. In this article, we will introduce how to use an e-Learning system for free and the advantages of paid services. Please use this information as a reference when comparing services that are suitable for your company. Click here for Table of Contents 1. How to use an e-Learning system for free 2. advantages of using a paid e-learning system 3. summary How to use an e-Learning system for free E-learning systems are learning methods that utilize the Internet. The number of people using e-learning systems has been increasing in recent years, as they allow students to study anywhere and at any time with a computer or smartphone. And although e-learning systems are sometimes restricted by conditions, there are ways to use them free of charge. Let's take a look at some specific ways to take advantage of free plans and what to look out for. Utilizing Free Plans Some paid e-learning system services offer free plans. However, in most cases, they are provided as trial plans with limitations on the number of users and content. Incidentally, in the case of cloud-based e-learning systems, some services offer no initial cost. Consider this carefully when introducing the system. In-house development If you develop and utilize an e-learning system in-house, you can use it free of charge. Since you can develop a system that suits your company, you can learn more efficiently. However, in-house development requires personnel with knowledge and skills. In addition, the hurdle is high because of the costs involved in building the system and the need to consider operation and maintenance. Use of Open Source Some e-learning systems are widely available as open source. They can be customized for your company while utilizing the base system. However, there are security risks to be aware of. Advantages of using a fee-based e-learning system Let's take a look at the advantages of using a fee-based e-learning system. No limit on the number of participants Free e-learning systems have a limit on the number of participants. The number of participants varies from service to service, but in most cases, the limit is set at 10. In contrast, paid plans have no limit on the number of participants, which makes it easier to manage even a large number of participants. No technical knowledge required Building your own e-learning system requires specialized knowledge. However, if you use a fee-based service, you can easily create, distribute, and manage learning materials and grades without specialized knowledge. In addition, in some cases, the operation and maintenance of the system can be outsourced. Security measures are taken. Paid e-learning systems can solve the security issues that open source and self-developed systems tend to lack. Paid services often have their own security measures within the system. Wide Range of Teaching Material Formats Paid e-learning systems tend to offer a wide variety of materials. You can choose from a wide range of formats, such as fill-in-the-blank questions, quizzes, tests, and reports, to suit your company's needs. Another advantage of paid plans is the ability to distribute large-volume video materials. Conclusion While some e-learning systems are available free of charge, there are also advantages unique to paid e-learning services. When implementing an e-learning system, you need to choose one that is cost-effective. After considering both free and paid e-learning systems, choose the one that best fits your company's needs. Many people are very happy with learning BOX because almost all functions can be used free of charge for up to 10 accounts for an unlimited period of time. Registration is easy and available right now, so we recommend a free trial first if you are interested. We also recommend Also read "Why e-Learning is Effective in Solving Human Resource Development Challenges"

LMS (Learning Management System), also called a learning management system, is a system for facilitating learning through e-learning. It is also used in the same sense as "e-learning system," "e-learning platform," "education management system," and other similar terms. In recent years, with advances in information technology, convenient learning management systems that can be used as long as there is an Internet environment have appeared, and many companies are introducing these systems for human resource development. By utilizing an LMS equipped with management functions useful for online learning, you can effectively manage learners and enhance learning effectiveness even in a remote work system. This article explains the basics of LMSs and the benefits of using them. If you are considering using an LMS in the future, please refer to this article. What is LMS (Learning Management System)? First, let's take a look at the background of LMS attention, the functions of LMS and their respective features, and the scenes in which they are utilized. Background of LMS Attention LMS is indispensable for e-learning LMS is a system that helps facilitate and manage learning through e-learning. In conventional e-learning, textbooks, CDs, DVDs, and other learning materials are distributed to learners, who then study the materials on their own. However, after the materials are distributed, the progress and level of understanding of the class cannot be monitored, and depending on how the materials are used, there are many problems that prevent effective learning. An LMS makes it possible to check data such as course history and level of understanding, making it easier to manage e-learning. After implementation, the learning status of each student can be monitored, and detailed management of test results and other data is also possible. What the LMS enables Learners can study on their smartphones and tablets, making it effective for online employee education and DX promotion. since the LMS manages learning content online, instructors can easily create, store, update, and distribute learning materials. The variety of learning materials can be enhanced, including video materials and live streaming. In addition, when an LMS improves the operational structure of training, it increases the productivity of in-house educators and managers. Even detailed learning content, such as each employee's grades and areas of strength and weakness, can be managed on the system. Since cloud services are an online system provided by a vendor, costs for maintenance and operation can be reduced. In this way, an LMS meets the needs of learners, instructors, and administrators alike, and is equipped with basic functions to facilitate learning. Main Functions and Roles of LMS The LMS has three main supporting roles: "progress management," "management of teaching materials," and "communication. Let's take a look at how these functions are used to support learning. Progress Management The progress management function of the LMS allows you to manage learning content, learning history, and grades. The system is equipped with a function that automatically sends out e-mails according to the progress of the learner, and it is also possible to approach the learner according to his/her learning progress. Since data for the entire organization can be analyzed, it is also effective for evaluating the subject. It is also suitable for discovering issues based on the analyzed data and taking remedial measures at an early stage. Educational Material Management You can manage learning content and curriculum on the LMS system. If a matching system is used, it is also possible to assign the right material to the right learner. Other benefits include the ability to manage teaching materials, such as the delivery of new teaching materials at specific dates and times, thus reducing man-hours for both learners and administrators. Communication Through the LMS, communication between learners and instructors can also be made more efficient. One of the roles of the LMS is to build an environment in which students can easily discuss and ask questions about their learning content in real time, leading to solutions. In addition, by encouraging students to encourage each other, the LMS can be used to increase motivation and improve skills. Scenes of LMS Application LMS can be used for in-house e-learning training. For example, it can be used for company-wide training, training for new employees, training for managers, and training by job classification or job level. Some LMSs can also be used to administer tests and examinations to check the degree of learning and utilization. LMSs are suitable for in-house training in a wide range of fields. Training content can vary from compliance, information security, business manners, etc. Some tools allow you to sell learning content created by your company, so we encourage you to create and customize your own. Back to Table of Contents Advantages of Implementing an LMS (Learning Management System) The use of an LMS provides benefits to each of the learner, instructor, and administrator. Let's look at some specific points in the following comparison chart. <Benefits of Implementing an LMS Learners Visualization of learning progress helps to motivate students and give them a sense of accomplishment. Instant access to progress and grades makes it easier to set goals and make plans. Communication functionality makes it easy to ask questions to the instructor. Instructors Learning progress and grades can be displayed and extracted at a glance, making it easy to assign additional tasks, revise teaching materials, and provide individualized instruction. Accumulated data can also be used for human resource management and management. Administrators Reduce the cost and effort of printing and distributing paper documents No need to build a new system in-house (in the case of cloud computing) Data can be centrally managed, making it easier to operate and maintain. Learner Benefits Learners are given clear instructions on which material to start working on and when, making it easier for them to set goals and make plans without getting lost in the learning process. The learning status is visualized, making it easy for learners to grasp their progress and areas of strength and weakness, leading to a sense of accomplishment and increased motivation. You can easily ask questions to the instructor and enhance communication while improving learning efficiency. Advantages for Instructors The LMS will make it easier to output and check learner progress and grade data in a list. Instructors will be able to easily set appropriate goals and provide guidance to each student according to individual performance. Another way to use the data accumulated on the system is to utilize it for human resource management and management. Advantages for Managers Administrators can save the time and effort of printing and distributing training materials and other materials when conducting in-house training. A cloud-based LMS can be operated without initial costs and time-consuming installation, and is less burdensome than building your own e-learning system. Many services are secure enough in terms of security, and operation and maintenance are also easy. Back to Table of Contents LMS (Learning Management System) Case Studies The following are examples of initiatives by companies that have successfully solved issues by introducing an LMS for employee training. Please refer to other companies' LMS utilization and introduction methods in preparation for future introduction. PayPay Bank, Inc. This is a case study of PayPay Bank, Ltd. PayPay Bank (formerly Japan Net Bank), which was established as an Internet specialized bank, had been implementing and operating an LMS for more than 10 years, but was considering replacing it as the system had become outdated. The company uses the LMS for knowledge verification tests in the customer center and mortgage center, company-wide compliance tests, and training for the human resources department. Switching to an intuitive LMS made it easier for both trainees and administrators to use, and the ability to set detailed permissions enabled each department to create their own questions, leading to more efficient operations. UUUM Corporation This is a case study of UUUM Corporation. The company faced barriers in accomplishing its important mission of ensuring compliance. First, due to the spread of the new coronavirus, it was no longer possible to conduct compliance training in a group format. At the same time, the cost of training venues for several hundred people and the cost of transportation for participants were also a problem. The company therefore decided to introduce an LMS. By moving critical compliance training online, the company realized both cost savings and the lack of face-to-face interaction. The training staff created educational content through a combination of videos and tests to enhance the content. The company's LMS is intuitive and smooth to use, so it was easy to use without discouraging participants. Suzuka University of Medical Science We would like to introduce a case study of Suzuka University of Medical Science. The university was concerned about improving the academic ability of its students, and was considering measures to reduce the number of students who stayed in school, took a leave of absence, or dropped out. The university decided to introduce an LMS to provide e-learning contents that would contribute to the improvement of students' motivation to learn. As a result of using the LMS to create university-specific content, it became possible to reinforce input through repetitive learning. In the first department where the system was introduced, it was found to be effective in reducing the number of students who stumbled on retests, and its ease of use was also well received by the faculty. The system continues to be used in conjunction with face-to-face classes. Back to Table of Contents Optimize Employee Training with an LMS An LMS is an essential platform for e-learning. The advantage is that it facilitates the creation of teaching materials and grade management without cost and time. The SCORM standard has made it possible to standardize LMSs and maintain compatibility. The e-learning system "learningBOX" provides all functions for creating and distributing teaching materials, managing grades, and managing students. We recommend that anyone can easily build a web-based learning environment. 10 accounts can be registered for free, so please feel free to try our free plan first. ▼ We also recommend this one. Also read Back to Table of Contents

Reasons for Training Mid-Career Hires｜Training Methods and Key Points? This article details the reasons why training is necessary for mid-career hires and effective training content. Companies often believe that training is unnecessary for mid-career hires. However, it is possible for mid-career hires to maximize their abilities if appropriate training is provided regardless of whether they are [new graduates or mid-career]. Click here for Table of Contents 1. Reasons for providing training to mid-career hires 2. training methods for mid-career hires 3. key points of mid-career training 4. streamlining employee training for mid-career hires 5. summary Reasons for providing training to mid-career hires It is easy to think that mid-career hires do not need to be trained again because they have working knowledge and experience from previous jobs. However, this biased thinking is very easy and dangerous. Let's confirm together the reasons and necessity of training even for mid-career hires. Understanding the nature of the work Job descriptions vary in detail from company to company. Even if a mid-career hire has experience in the same industry, working under the rules of the previous company may not work. In some cases, there is a hidden risk that it may lead to an early career change or resignation. Therefore, it is important to provide training to ensure that the employee understands the nature of the work. Know the company's philosophy Even for mid-career hires, joining a new company is no different from joining a new company for new graduates. By making them aware of the company's philosophy through training, it will be easier for them to understand how things work within the company. Familiarize yourself with your new workplace Compared to new graduate hires, mid-career hires do not have as many people joining the company at the same time. This makes it difficult for them to communicate with other employees, and there is concern that they may become isolated within the company. Training has the advantage of making it easier for them to become familiar with their supervisors and seniors who serve as mentors and help them become acclimated to the workplace. Training methods for mid-career hires There are three training methods for mid-career hires. Let's take a look at the characteristics of each of them: OJT, Off-JT, and e-learning. OJT On-the-job training (OJT) is a method in which training is conducted while performing work duties. You can learn skills from your supervisor while gaining on-the-job experience. This is effective when it is difficult to set aside time for training only. Off-JT Off-JT (Off the job Training) is training that takes place outside of work. For example, by going to a designated location to attend a seminar or lecture, you can improve your skills and knowledge. It is also important to understand that it is easy for mid-career hires to communicate with each other. E-learning E-learning allows you to study from home or during your commute. You can learn anytime by using your computer or smartphone. In recent years, in light of the Corona disaster, e-Learning has been attracting increasing attention as a way to provide training without gathering people together. Key Points for Training Mid-Career Workers There are three key points to consider when conducting training for mid-career hires. Let's look at the details. Establish the purpose and duration of the training It is important to determine the content of training with a purpose in mind. For example, it is important to understand factors such as what kind of career you want the mid-career employee to develop and what kind of skills the mid-career employee himself/herself would like to acquire. By determining the period of time until the objectives are achieved, it will be easier to set the direction of the training content. Conduct a proper evaluation. When you have conducted the training, be sure to conduct a correct evaluation. While it is necessary to make a comprehensive judgment that includes both subjective and objective factors, an ambiguous evaluation will be counterproductive. For this reason, it is advisable to clearly communicate the evaluation criteria to some extent prior to the training. Communicate. Be proactive in your communication and follow up with them. This is because compared to new graduates, mid-career hires are less likely to receive detailed guidance, and there are cases where training proceeds without resolving questions. Streamline employee training for mid-career hires. In order to conduct employee training efficiently, it is advisable to adopt the concept of DX (Digital Transformation). DX refers to the concept of "making people's lives better through the penetration of IT. Human Resource Development for the Corona Disaster Changing with DX DX has changed human resource development in Corona Disaster. For example, online e-learning and webinars (web-based seminars) are being used. Rather than training personnel through group training, online training is attracting attention in recent years because it can be conducted while preventing infectious diseases. Effects of Human Resource Development Expected from DX Mid-career hires may have skills and business manners, but they also have different ways of thinking. To help mid-career hires quickly become familiar with the company's philosophy and policies while utilizing their own experience, and to enable them to play an active role in the company with high aspirations, human resource development using DX should be utilized. Offline training with DX allows you to learn a unified training program. Even if there is a lack of understanding or the content is not fully integrated, the same content can be taught over and over again to ensure a consistent understanding. This minimizes problems such as mid-career hires having difficulty adjusting to the company or having a different impression of the company than they had expected. In addition, with online training by DX, training can be conducted remotely and in person. This allows you to recognize issues and concerns that mid-career hires may have that you could not find in offline training, and quickly correct course corrections. Other expected human resource development benefits of DX are also beneficial to the company, as it allows for flexible selection of location and time compared to traditional on-site training, thereby reducing expenses and labor costs. Conclusion Mid-career hires should be trained using a different approach to training than new hires. Even mid-career hires with strong backgrounds and skills may not always fit in well at a new company. Adopt training methods that are appropriate for your company and support your mid-career hires to maximize their abilities. learningBOX has been implemented by a wide variety of companies. For more information, please click here to see learningBOX case studies. learningBOX also offers a [free plan] that allows you to use up to 10 accounts indefinitely, including the administrator. If you are at all interested, please try our learningBOX! We also recommend this! Also read "How to create a training program for human resource development and the necessity of such a program"

Why e-Learning is Effective in Solving Human Resource Development Issues Human resources, or "human assets," are important to a company. If appropriate training can be provided to each employee, it will improve the productivity of the entire company and prevent turnover. However, even if they understand the importance of such human resource development, many managers may be concerned that they do not know what kind of human resource development they should actually conduct. In this article, we will explain the issues involved in human resource development and specific training methods. With reference to this article, let's grasp the merits and demerits of human resource development and learn what training method is best for your company. Click here for Table of Contents 1. What are the challenges in human resource development? 2. What are the key points when considering human resource development? 3. concrete means of human resources development 4. introduction of e-learning is effective for human resource development Conclusion What are the challenges in human resource development? Many companies have challenges in human resource development, but often feel that their education staff is not as effective as they would like. If "education and training" is continued without seeing the issues in human resource development, the recipients may feel that the training is "not very meaningful. This leads to a vicious cycle of training. Here we introduce three concrete measures to address human resource development issues. Establish a system that allows time for training. First, prepare a system that allows you to spend time on training. In Japan, where a shortage of human resources is lamented due to the declining birthrate, most employees are unable to spend sufficient time on training due to the heavy workload of each individual employee. If the employees have to work overtime to find time for human resource development, the training cannot be expected to be fully effective. Therefore, a system must be established in which training is considered part of the business and time can be spent on it. Companies need to reform their overall work style by establishing a department that specializes in human resource development, or by reviewing the duties of employees who are also in charge of training. 2) Raise supervisors' awareness of guidance It is also important to raise supervisors' awareness of leadership. Rather than "appointing employees who have been with the company for a long time as trainers" or "leaving it to employees with good individual performance," companies must first consider the training capabilities of their supervisors. No matter how talented an individual may be, if the training is conducted by a supervisor who lacks instructional awareness and training skills, the recipient may not receive sufficient training benefits. For this reason, companies need to incorporate human resource development as a part of their evaluation. If human resource training is linked to results, those who provide guidance will be more conscious of the skills and abilities of their subordinates and the path to their goals. 3. bridging the generation gap Know the gap between generations and try to bridge it. Social conditions are constantly changing, and the training that supervisors have received in the past may not always be effective for new employees. Training for mid-career employees also differs from that for new hires. Mid-career employees may be confused by the differences from their previous jobs, so adequate training must be provided on company rules and regulations rather than business etiquette and basic knowledge. Therefore, human resource training is required according to the needs of each generation. What are the key points when considering human resource development? In light of the issues discussed above, the following is an explanation of the key points to consider when thinking about human resource development. Know the challenges and goals of each generation Keep in mind that each generation has its own challenges and goals in human resource development. Depending on the generation, training methods need to be changed flexibly. For example, the following challenges and goals are required by each generation. ■New employees Understanding of the company's management philosophy and business model Acquisition of basic business manners Motivational training ■Mid-career employees Creation of future career plans Improving specific skills such as problem-solving and presentation skills Understanding how to instruct subordinates Mid-career employees Understanding of industry trends and structure Building relationships to familiarize themselves with the environment Understanding of differences and gaps from previous jobs In fact, as a corporate human resource strategy, "recurrent education," which requires relearning once every 10 years, is attracting attention, and career design training programs by age group are being held. Human resource education in the future will require skill development for each generation. Creating Skill Maps Creating skill maps is one of the effective means in human resource education. A skill map is a list of the skills that each employee possesses after picking up the skills necessary for the job. By summarizing the skills in a list, it is possible to visualize the skills that employees need at the moment, what goals should be set for training, and so on. By visualizing the skills, specific training policies for each employee can be determined, and the aim is to improve the skills of employees through repetition. Analyze the Effectiveness of Training After the training, the effectiveness of the training should be thoroughly analyzed. A correct analysis will ensure that the training is not a mere formality, but a realistic and highly effective training program. The analysis can be divided into the company's perspective, such as the return on investment of each training program and changes in employee attitudes and behavior, and the employee's perspective, such as the level of satisfaction with the training and the degree of knowledge acquisition. Such analysis can be conducted by collecting data through comprehension tests and participant interviews. By analyzing the effects of the training, rather than simply saying that the training has been conducted, the training can be brushed up to be even more effective. All employees are aware of the importance of education. It is important for the entire company to have a strong awareness of the importance of education. Don't just leave training to the instructor. Companies can do this by conducting campaigns to encourage human resource development and educating employees about the benefits of training through internal newsletters. Also, if companies provide financial and time support for self-development seminars and learning, employees will be more willing to take the initiative in learning. The company can encourage employees to understand "Why do I need to take education and training? and create an environment that encourages employees to take training voluntarily. The company as a whole should promote education and training, rather than leaving it to individuals alone. Specific means of human resource development Now, let us look at specific means of human resource development. The advantages and disadvantages of each will be explained. Training Training is the most popular means of human resource development, as it is a way to educate a large number of employees in a single session. Training conducted by external instructors provides employees with the opportunity to learn a wide range of knowledge and skills. Group training by internal instructors is also available. The advantage of internal training is that it allows employees to acquire practical know-how at a practical level. However, since each employee is away from his or her work duties during the course of the training, it may be difficult to conduct such training in companies with frequent overtime work. Another disadvantage is the time and cost required to train internal instructors, as they are required to have a high level of instructional skills. In addition, due to the recent changes in the times, companies are now moving to switch from group training to online training. In the future, training conducted by gathering people together is likely to decrease. On-the-Job Training (OJT) OJT stands for "on-the-job training. The advantage of on-the-job training is that trainees acquire more practical skills while actually performing their jobs. The instructor also provides feedback to the trainee, thereby fostering smooth communication and human resource development expertise. The disadvantage of OJT, however, is that it requires a highly skilled instructor and places a heavy burden on the field. OJT itself does not produce direct results for the company, so the time cost for the instructor can be considered high. Self-development Self-development is an action in which employees take the initiative to improve their abilities. Examples include acquiring knowledge by reading books and attending self-development seminars. Self-enlightenment is not restricted by time or place, and employees can learn when they want to learn and improve their skills on their own initiative. However, self-education is not mandatory, and it is difficult to achieve unless employees are willing to learn on their own. Therefore, it is necessary for companies to motivate employees and make them understand the meaning of self-development. E-learning is an effective way to develop human resources. There are a number of effective means for human resource development, but all of them have disadvantages such as high cost and time constraints. We recommend the use of e-learning for this purpose. For example, online training reduces the need for space for large gatherings, travel time for participants, and transportation and lodging costs, and the cost per participant is low, making it cost-effective. Another advantage of e-learning is that each participant can take a test to check his or her knowledge at any time, and the results and degree of mastery can be checked at a glance, making it easy for the participant to realize his or her growth. Managers can also check the performance and efforts of each employee, which not only improves work efficiency, but also greatly helps in analyzing the effectiveness of training and education systems, providing education suited to each individual, and serving as a guideline for personnel evaluations. E-learning, which compensates for the disadvantages of conventional human resource development, is being increasingly introduced by companies and is becoming a popular means of human resource development. Conclusion We have explained the issues, key points, and concrete means of human resource development. All of the human resource development methods introduced here are expected to be highly effective, and can stabilize the retention rate while increasing corporate productivity. If you need to prepare in terms of time and cost, e-learning is an effective option. LearningBOX, in particular, is designed to be intuitive and user-friendly, and can be easily used anytime, anywhere. In addition, a free trial is available for up to 10 accounts, so we encourage you to take advantage of it. We also recommend this one! Also read "Thorough explanation of the basics of e-learning, how it works, and how to use it! [2020-2021]"

How to create and add a SCORM-compliant "Block Crashing Game"? Hello! This is Kobashi🌵 from Development. The temperature has dropped dramatically over the past few days, and the mornings and evenings have become colder. The season is slowly turning into autumn, and the year will be over in two months at the earliest. In this article, we would like to introduce a SCORM-compliant block-crunching game that will make autumn even more enjoyable. Our e-learning system [learningBOX] is a SCORM 1.2-compliant LMS! Therefore, if you add a code to send learning data to the LMS, you can have users use it as learning materials. Click here for Table of Contents 1. What exactly is SCORM? 2. SCORM-compatible block-crunching games 3. learningBOX is an LMS that supports SCORM materials 4. summary What exactly is SCORM? SCORM is an e-learning standard that defines the specifications for combining an LMS (Learning Management System) and teaching materials. SCORM was developed by Advanced Distributed Learning in the U.S. In Japan, the Japan E-Learning Consortium certifies LMSs and content, as well as SCORM-related qualifications. SCORM-compliant materials can be used in a SCORM-compliant LMS. Purpose of SCORM ▼ SCORM has two main objectives. 1. to register teaching materials in the system 2. to exchange grades and other information between teaching materials and the system If you would like to know more about SCORM, please refer to "What is SCORM? SCORM-compliant block-crunching game The content introduced here is not so much a teaching tool as it is a game. First of all, please watch this video! About the details of the "Block Crashing Game The "Block Crashing Game" introduced here is a slightly modified version of the one published by MDN Web Docs using "Canvas". If you know some javascript and html, please give it a try. Reference: https://developer.mozilla.org/ja/docs/Games/Tutorials/2D_Breakout_game_pure_JavaScript/Mouse_controls The changes to the block-crunching game are here. The game was automatically repeated after the game was over. The game was automatically repeated after the game was finished. To make the score 100 points, the number of blocks was changed from 15 to 20 for easier calculation, and 5 points were added per block. The message at the end of the game was changed from an alert to a text display. Changed to mouse operation only. learningBOX is an LMS compatible with SCORM materials SCORM materials can be quickly reproduced by anyone who has written simple programs. You can download the block-crunching game from here. Once you have downloaded the content, let's check the actual operation on learningBOX. ⇒[download id="61379" template="Download educational materials"]. Let's check how the block-crushing game works! Try the block-breaking game from the learning screen! The learning status of the material will change to Pass or Fail. After learning, the grade data will be reflected. Checking the grade data of the block-crunching game Since learningBOX is a SCORM compliant LMS, grade data is also stored. The administrator can check the user's course history on the grade management screen, and can also download grade data in CSV format. The grading criteria for this block-crunching game is 80 points or higher for passing the course. For more information on how to view and overview the grade management, please refer to the grade management page here. Let's customize the block-crunching game! When you are learning content, you may find that you want to modify it in various ways, such as "I would like this kind of movement better here. If you have basic knowledge of Javascript, you can customize the contents to your own specifications! Example of customization) Change the passing criteria. Change the speed of the ball Change the number of blocks Change the number of blocks. Try changing the start button so that the game starts when the button is pressed. Try changing the game to a different one Please click here to read articles related to ▼SCORM materials. Summary You can create game-like flexible contents by importing handmade SCORM teaching materials. With learningBOX, you can publish your own games and set up ranking displays, etc! The "block-crushing game" introduced here is just one example, but you can publish your one-of-a-kind program on learningBOX! With learningBOX, you can create a wide variety of SCORM-compliant content simply by adding SCORM. Why don't you start by creating simple SCORM contents while having fun? Our e-learning system is easy for learners to use. If you are interested in implementing an e-learning system or using SCORM materials as learning content, please give our learningBOX a try. You can use learningBOX for up to 10 accounts for free for an unlimited period of time. ⇒Try our free plan Thank you for reading this article.

How to set up From mail not to be classified as spam First of all, SPF stands for "Sender Policy Framework," and is a security technology to prevent emails from being misidentified as spoofed emails. SPF settings can prevent the "From mail address change" available in the Customize and Site Customizer from preventing emails from reaching the learner. In this article, we will show you how to deal with From mail being sorted as junk mail. Click here for Table of Contents 1. What is SPF setting? 2. the procedure for SPF setting 3. summary What is SPF setting? This is a setting to explicitly state that this e-mail address is allowed to be delivered from this mail server. If an e-mail is delivered without SPF setting, it is more likely to be judged as spam because the "IP address" of the mail server from which the "domain" is sent cannot be authenticated. Therefore, by setting SPF, it proves that the From mail address is not "illegally used by a third party" and is less likely to be classified as junk mail. Procedure for SPF setting The SPF setting is not done from the earningBOX administration screen, but from the administration screen (DNS server) of the domain management company with which each company has a contract. The domain management company refers to the company you used to acquire your domain. By checking the domain part of your e-mail address, you can find out which domain management company you have contracted with. Apply for DNS settings with the domain management company You need to apply for DNS settings with your domain management company. DNS is a system for managing and operating domain names. Please refer to the page of each domain management company for the application procedure. 2. configure SPF on the DNS settings screen Our learningBOX uses "Amazon SES" mail servers. Enter the following information on the management screen of the domain management company to configure SPF settings. *As for the host part, it will be blank or @ depending on the DNS service. If your domain already has an SPF record, add an Amazon SES include statement before ~all using the following format "v=spf1 existing settings include:amazonses.com ~all" To configure SPF settings at Name.com Configure the SPF settings from the control panel of Name.com. For Name.com, please refer to the support information on Name.com for more details. To configure SPF settings on Xserver Conclusion In this issue, we introduced SPF settings to prevent From mail from being classified as spam. IT terms such as "SPF" and "DNS" may sound difficult to understand, but it is possible to prevent discrepancies in perception between administrators and learners, such as "I thought I sent a From mail, but it was classified as junk mail and did not reach the learner. In addition, countermeasures against "spoofed e-mails" are essential to increase the delivery rate of e-mails to learners. Among them, SPF settings are important as a mechanism to clear suspicions of abuse of e-mail addresses. The Customize and Site Customizer functions are paid options that allow you to freely change e-mail addresses including the sender (From) for each subdomain. By clarifying the sender, learners can receive e-mails with peace of mind. Please feel free to contact us if you are interested in this service.

New forms of education, such as "inquiry learning" and "ICT education," are being promoted in modern educational settings. In this article, we will discuss the advantages and disadvantages of the introduction of ICT education. For those in charge of education who are considering the introduction of ICT education, it is important to understand in advance the benefits that students, teachers, and schools can gain from its introduction. Please refer to this article to deepen your understanding of ICT education! What is ICT education? ICT education refers to the use of IT technology, such as tablets and PCs, in educational settings. The introduction of tablets and electronic blackboards are familiar examples of ICT education, which makes it possible to conduct "classes that are easy to understand visually for both students and teachers through the use of digital devices. Reasons why ICT education is attracting attention One of the main reasons why ICT education is attracting attention is the promotion of the "GIGA School Concept. The "GIGA School Concept" is a plan to provide each student in elementary and junior high schools with a PC for learning and a network environment. If a "one student, one terminal" environment can be established, it is expected that teachers and students will be able to conduct interactive classes, and that education will be tailored to individual learning conditions. The ICT environment in schools varies from region to region. In addition, in the 2018 PISA (Programme for International Assessment of Student Achievement), Japan ranked last among OECD (Organization for Economic Cooperation and Development) member countries in the amount of time spent using digital devices at school. Source: Ministry of Education, Culture, Sports, Science and Technology, "Toward the Realization of the GIGA School Concept." ICT education has a significant role to play in realizing the GIGA School concept. Back to Table of Contents Advantages of ICT Education ICT education has many benefits for both students and teachers. Here are four examples of benefits. Student Benefit 1: Increased Motivation One of the benefits of ICT education from the students' perspective is increased motivation. It is difficult to motivate students in a class where they simply copy what is written on the blackboard into their notebooks. However, by using digital devices such as tablets and PCs, students can take classes with a fresh perspective. One example is a class in which students can talk with students from other countries using the video call feature provided on tablets and PCs. With the current emphasis on English and other foreign languages, tablets and PCs can be used to create stimulating lessons for students. Student Benefit 2: Learning while having fun Another advantage of ICT education is that it can convey information to others visually and audibly. For example, in mathematics, graphics can be displayed in three dimensions, and in English, students can hear the pronunciation of words spoken aloud. In classes where students only read from textbooks, it is difficult to generate discussion among students, and the teacher tends to give one-sided lessons. ICT education, however, allows for interactive lessons between teacher and students, or between students. If we can create a situation in which students can enjoy learning, it will lead to increased class satisfaction. Advantage 1 for teachers: Improved work efficiency ICT education also has the advantage of improving work efficiency for teachers. By using digital devices to conduct classes, teachers do not have to order and print textbooks. Grading assignments and other tasks can also be done online, eliminating the need to store and prepare materials. In this day and age when the burden on teachers at schools is becoming increasingly heavy, ICT education is expected to play an active role in reducing this burden. Advantage 2 for teachers: Easier information sharing One of the advantages of ICT education is that it makes it easier for teachers to share information with each other. If materials are created using software that can create documents and spreadsheets, there is no need to print documents on paper, and materials can be easily shared. In addition, visualizing the progress of classes makes it easier to collaborate with other teachers. Back to Table of Contents Disadvantages of ICT Education While ICT education has many advantages, it also has a small number of disadvantages. Two typical disadvantages are as follows Costly to introduce. Tablets and PCs are not inexpensive to purchase, and a certain cost is involved. A disadvantage of ICT education is that when digital devices are prepared for all students and teachers, a large sum of money is required at the time of introduction. In addition, it is not uncommon for digital equipment to break down. When they break down, it is necessary to have them repaired or purchase new ones. Post-installation costs must also be considered, and may be higher than anticipated. Classes will be interrupted when a problem occurs. Since an Internet environment is essential for the use of digital devices, classes must be interrupted when problems occur in the communication environment. If the Internet environment is not restored, the disadvantage is that classes cannot proceed as expected. To avoid affecting the progress of the class, you should consider what to do when the digital equipment becomes unavailable. Back to Table of Contents What is Needed to Facilitate ICT Education Although ICT education has various advantages, in many cases, if it is not fully utilized, the effects may not be realized. Clarify the purpose of implementing ICT education. It is important to implement ICT education "for the benefit of the students. Although there are aspects that may lead to a workload for teachers, it is important to clarify the purpose of implementation. Before implementing ICT education, it is necessary to consider what skills you want students to acquire and how you want them to grow through ICT education. Utilize external human resources When promoting ICT education, consider using outside resources, as the level of ICT skills varies from person to person, and teachers may not always be able to use digital devices well even if they are available. The Ministry of Education, Culture, Sports, Science and Technology (MEXT) is currently implementing the "ICT Education Advisor Dispatch Program," in which advisors provide advice on planning the ICT environment and effective teaching methods. By utilizing advisors who are already familiar with ICT education, it is expected that ICT education will proceed smoothly. Source: "ICT Education Advisor Project," Ministry of Education, Culture, Sports, Science and Technology Back to Table of Contents Examples of ICT Education ICT education is practiced in many schools and there are many examples. Here are two examples of ICT education. Example 1: Rikkyo Jogakuin Elementary School Rikkyo Jogakuin Elementary School in Tokyo is promoting ICT education under the title of "Well Learning Project. This project is based on the following three ideas A place of learning where children truly want to learn An environment where parents can feel that they want their children to study at Rikkyo Jogakuin Elementary School A place where teachers are motivated to teach children with all their heart and soul In addition to opportunities to experience nature, such as growing vegetables and planting rice, students can also learn to operate a PC. In addition, students have frequent opportunities to use digital devices, such as iPads, to present what they have learned through their studies. Source: Rikkyo Jogakuin Elementary School "Well Learning Project Example 2: N Middle School At the N Middle School, where students can study anywhere as long as they have an Internet connection, "programming study" is part of the curriculum. The purpose of programming is not just to acquire programming skills. The objective is to develop problem-solving and logical thinking skills while utilizing knowledge of programming languages. The first step is to acquire basic ICT skills such as how to use a PC. After that, students choose what they want to create (websites, games, etc.) and create it on their own. Source: "Programming Learning" at N Junior High School Back to Table of Contents SUMMARY In this issue, we have focused on the benefits of ICT education, as well as what is necessary to facilitate ICT education and examples of ICT education. ICT education has advantages for both students and teachers, and can be expected to have great effects if it is used well. However, teachers should not introduce it to make their work easier, but rather devise ways to make it more effective for their students. ▼Here's another recommendation! Also read. Back to Table of Contents

New Employee Training to Keep in Mind and Methods of Maintaining Motivation In this article, we will discuss the purpose of new employee training and methods for keeping new employees motivated. New employees' first experience with a company is the "newcomer training. It is important for them to acquire the knowledge and skills necessary for their work as they begin their careers as colleagues in the company. Did you know that this "newcomer training" is actually so influential that it can affect your motivation as a company employee in the future? What is needed in "new employee training" to further increase the motivation of new employees who have joined the company with great enthusiasm? Click here for Table of Contents 1. What is new employee training? 2. four purposes of training 3. four methods used in training new recruits 4. follow-up is important to maintain motivation 5. e-learning system to further enhance new employee training 6. summary What is Newcomer Training? Newcomer training is literally training given to newly hired employees, but its content differs depending on whether the employee is a new graduate or not. This is because new graduates and mid-career hires have different levels of experience as members of society. In the case of new graduate hires For new graduate hires who have no experience as a member of society, the main focus of training is to raise their awareness from student to member of society. This includes compliance, preparedness as a member of society, basic business manners, and so on. Of course, there is also training related to specific work duties, but the most important objective is to make them aware that they have become a member of society. The main purpose of this training is to make employees aware that they have become a member of society. Mid-career hires Mid-career hires with previous working experience have acquired knowledge of business etiquette and other skills required for working adults. Companies expect mid-career hires to be able to work immediately. Therefore, the main focus of new employee training is to convey "corporate philosophy, company-specific business knowledge, and industry information. It is important to match the experience and skills of each individual and to deepen their understanding by filling in the missing gaps. Four Purposes of Training The primary purpose of training new recruits is to develop them into valuable human resources for the company. Whether you are hiring new graduates or mid-career professionals, the basic premise remains the same. What kind of training is necessary to develop such beneficial human resources? The educator should be clear about the purpose of the training: "Why are we providing training?" The training manager should clearly define the purpose of the training, "Why are we doing it? If training is conducted with the mindset that "it's just something we have to do," it will naturally infect new employees. The trainer must be careful, because he or she may "lower the motivation of fresh employees" without realizing it! So what exactly is the purpose of conducting training for new employees? Here are four major items as examples. Objective 1: Understanding the corporate philosophy The first step for new employees is to understand the company's corporate philosophy. It is very important for them to know our philosophy and vision. The corporate philosophy is the standard for how to work at the company. These understandings are essential in order to work in a way that is consistent with the company's direction. In addition, sharing the philosophy and vision will increase motivation. When all employees have a common purpose and work together, it is expected that results will be visibly improved. Although corporate philosophies and visions cannot be conveyed in a single training session, they should be communicated repeatedly so that they permeate throughout the entire company. Objective 2: To build relationships within the company As a matter of course, new employees do not know anyone around them. The purpose of training is to build new relationships within the company, such as with superiors and peers. Good human relations are a very important part of working in a company. If you can communicate easily on a daily basis, your work will run more smoothly. It is also important to have someone you can talk to when you encounter any problems, whether it is your boss or your peers. Having someone in the company who is on your side is a great source of reassurance and helps prevent employee turnover. Creating opportunities for new employees to come into contact with many people during their training will lead to a comfortable work environment. Objective 3] Acquire the skills and knowledge necessary for the job One of the main objectives of training for new employees is to equip them with the necessary skills and knowledge for their work. If they acquire solid skills and knowledge, they will be able to start their work smoothly after the training. Basic business etiquette is also included here. Try to convey not only general knowledge, but also knowledge and skills that are unique to the company or department. In doing so, we recommend that you incorporate the real voices of employees working in the field and make the training content practical. Objective 4: To understand the company's internal rules. A company has its own rules and discipline. If your job requires customer service, there may be standards for attire, etc. It is not uncommon for companies to have rules for managing text and handling recording media to prevent information leaks, which are a matter of life and death for the company. Mid-career hires may feel that their own rules are different from those of their former employers, so it is necessary to carefully explain what the rules are for. Four methods used in new employee training Here are four typical methods used in the training process for new employees, which can greatly affect the motivation of new employees. ■Method #1: "Group work This method involves dividing the trainees into groups of several people and having them work on a task. This method is expected to foster teamwork skills as participants work together to solve problems. Method #2 "Recreation This method uses simple games as "recreation. Simple and easy games that anyone can play are often used, such as "gesture games" and "message games. Recreation can be effective in relieving tension and providing an opportunity for communication. Method #3: "Role play Role-playing is a technique in which participants assume the roles required in real business situations. The term "role play" is used to mean "acting out a role. Role-playing is a practical method of acquiring know-how that is difficult to acquire through classroom learning. Method #4: On-the-Job Training OJT stands for "on-the-job training," a method in which experienced supervisors and senior employees guide trainees through actual work to help them acquire knowledge and skills. The advantage of this method is that you can receive direct guidance from the person who is actually doing the work. Follow-up is important to maintain motivation. After training, new employees are assigned to their respective departments. New employees will always feel both anticipation and anxiety about their new environment. What should senior employees and supervisors do to welcome such new employees? First of all, the trainer should make sure that the new employee is not isolated in his/her assigned department. New employees need someone they can feel comfortable asking questions to when they are unsure about something. The presence of someone they can rely on makes the workplace a better place to work. In such an environment, motivation to work will naturally increase. During the first two to three months after being assigned to a new position, there are many things you don't understand, and you will often hit a wall. Motivation tends to be a little low after two to three months of being assigned. You may feel anxious, "Hey, what's going on? It's not what I expected," some employees feel uneasy. During this period, we recommend that you create an opportunity to talk with the new employee. Support the new employee's motivation by reviewing his/her progress to date and setting new goals for the future. E-learning system to further enhance new employee training Now that the term "remote work" has become commonplace, it is also becoming more common to conduct training remotely. E-learning systems are a recent educational system that is attracting attention as a method for training new employees. Training using an e-Learning system has the following advantages Advantages for the newcomer The system allows students to learn at their own pace and from anywhere. ∙ Can be practiced over and over again and become proficient Easy to make it a habit. Advantages for the company Uniform quality of training. Easy to manage the progress of learning. Cost savings on training can be expected. Of course, e-learning systems also have disadvantages, such as reduced interaction among employees and difficulty in controlling motivation. If you need to train new employees efficiently in a limited amount of time, why not consider using both regular training and e-learning systems? We believe that a training program that makes the most of the advantages of each and compensates for the disadvantages will be created. Conclusion New employee training is the foundation of a new employee's future work style and has a significant impact on motivation. The purpose of new employee training is to develop human resources that are beneficial to the company. By clearly and firmly defining the purpose of training, companies can improve the productivity not only of new employees, but also of the entire organization. Online training is also a means to be considered for the quickest and most effective results. With our e-learning system, learningBOX, you can check new employees' knowledge retention from various angles. You can also easily check grades and progress, which will lead to increased employee motivation. This simple and intuitive system has been highly evaluated by many companies, even those with no programming knowledge. Please register for free to experience the ease of use. ▼ We also recommend this one! Also read "Introducing e-learning-based internal training for new hires."

This is Nishimura, and learningBOX is now available with credit card payment. I would like to thank the team in charge of DX for the recent update. Advantages of Credit Card Payment There are many advantages to paying by credit card. You can start using the service immediately (regardless of our business days). When you pay by credit card, you can start using the service immediately without being affected by our business days or the business days of financial institutions. No bank transfer fee If you pay by bank transfer, we ask you to pay a handling fee, but if you pay by credit card, there is no handling fee. Our sales and accounting staff will be happy Our sales and customer support staff will be happy because they do not have to confirm payments and reflect them in the system. Also, our accounting department is relieved because there are no errors because the money transaction is completed in the system. Accumulate credit card points Credit card points can be accumulated. It's great! (Please be careful not to violate your employer's rules regarding the handling of points.) Cases in which credit cards are not recommended However, there are some cases in which we do not recommend credit card payments. When the amount is too high We do not recommend payment by credit card if the amount exceeds the credit card limit or puts excessive pressure on the limit. We would also recommend payment by bank transfer, as this will incur a closing fee of a few percent. Cases involving the construction of a dedicated server, etc. In cases involving the construction of a dedicated server, the delivery date will need to be adjusted, and the price may be high. However, if you have any concerns about payment methods or usage, please feel free to contact our customer support. If you have any concerns about payment methods or usage, please feel free to contact us by e-mail, chat, or phone. Our phones are answered at our headquarters in Tatsuno, and our development and sales teams are right next to our customer support team, and I am right next to them. The same point of contact handles everything from fee plans to technical consultation, feature requests, and bug reports.

Hello. Hello. My name is Nishimura. It is the end of the fiscal year and I am very busy, but I am managing. I don't know my password. One of the inquiries to the support team of learningBOX is "I forgot my password, can you tell me? I've forgotten my password. Customers may think, "If you are the service operator, you should at least know your password, right? However, in fact, we have no way of knowing what is set in the password. Passwords are hashed In learningBOX, passwords are hashed and stored. Hashing is the process of performing some operation on the original value to create a value whose characteristics are known, but whose original value is not. For example, consider a hashing function that "finds the sum of each digit for an integer. It is easy to find the left-to-right value, but not the right-to-left value, right? This is called the one-way nature of hash functions. In the above example, the left value cannot be guessed from the right value, but it is not safe for a password authentication system because the left value can be easily obtained such that the right value is the same. How difficult it is to guess the right value is said to be collision-resistant or collision-safe, and it is important to use an appropriate hash function. Stretching to buy time. Brute force attack. A so-called brute force attack, in which any password can be broken if every possible password is tried. Stretching is a method to extend the time required for this brute force attack. Modern CPUs are fast; GPUs are even faster. A GPU at the level of a mere gaming PC can do 10TFlops, or about 10 trillion calculations per second. 100,000 hash functions can be executed 100 million times per second. In other words, an 8-digit password can be broken in one second. That's not good. If alphabets and numbers are used, it might take a day or so, but it can be broken in a day. That's not good. So, there is stretching. Stretching is a method of buying time by repeatedly passing the hash function through. 1024 times will stretch one day to 1024 days. It is safe there. Salt and safe. Even though it takes 1024 days, that is on a gaming PC. If you have a $10 billion budget, you can break it. It's a piece of cake. With a budget of 10 billion yen, you can create a magic reverse dictionary, such as the Rainbow Table, which will find the hash value after stretching for all possible passwords up to 10 digits. （To counteract this, we sprinkle salt on the passwords. This will prevent a reverse lookup attack by the rainbow table. Of course, it is possible to break this password if 10 billion yen is poured in to break it, but it is a matter of balance. Online and Offline Attacks Stretching and Salt was, in fact, talking about offline attacks. An offline attack is a method in which hashed values are leaked to the outside world and a brute force password estimation is performed on the PC against the hashed values. It may sound light to say that the hashed value has been leaked, but at this point, it is an information leakage incident. It is not an incident, but an accident. It is a serious situation. In order to prevent such a situation from occurring, development processes are being established, coding rules are being thoroughly enforced, code reviews are being conducted, and vulnerability assessments are being performed. On the other hand, "online attacks" are easy to execute. An online attack is an attempt to log in by entering an ID and password at the login screen. Anyone can do it. Preventing Online Attacks: Limit the Number of Times If you make a mistake in your password N times, lock your login. Since learningBOX 2.10.x, it is possible to set a limit on the number of times a password can be mistyped. Preventing online attacks: Two-factor authentication LearningBOX can notify you by e-mail of an additional authentication key if your ID and password are entered correctly. By using this function, unauthorized login is not possible unless the login authentication is broken in the mailbox to which the authentication key is sent. Prevent online attacks: IP address restriction By signing up for learningBOX as a dedicated server, you can restrict the IP address from which you can connect. This means that you can restrict connections to only those from your company. Finally Security technology is constantly advancing. It is important not to be satisfied with what you have learned once, but to keep on acquiring new knowledge. In addition, you can efficiently acquire overarching knowledge by obtaining official certifications such as the Information Security Management Examination and the Information Technology Security Assistants Examination. Although I am also non-registered, I have taken and passed the Information Security Assistance for Information Processing exam. ✌