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What are the methods of human resource development, and what are the different types of e-learning and on-the-job training? There are a variety of methods for human resource development. Therefore, many people may not know which method to choose. In fact, each method of human resource development has different costs, timeframes, and objectives, so if you make the wrong choice, it could hinder your business operations. In this article, we will discuss the four main methods of human resource development in detail. Click here for Table of Contents 1. 2. 2 Methods of Human Resource Development 2. methods of human resource development 3. key points for selecting human resource development methods 4. summary About the two methods of human resource development When conducting human resource development, there are two main types of methods. Let's review them before considering training methods. 1. narrowly defined human resource development methods The first is human resource development that focuses on training in job content and business etiquette. Learning is conducted using methods such as holding courses or learning online. The second is a broad-based human resource development approach. The second is human resource development that broadens its perspective to areas outside of work, as shown below. It is important to understand that this method also exists. Mentoring system/teaching and coaching: ...... senior employees act as mentors for human resource development Job rotation system......Personnel assignments are periodically changed so that employees are exposed to a wide range of work duties. MBO...... is also called a management by objective system, in which employees set their own goals and are evaluated according to the degree of achievement. Any form of human resource development that is not limited to study or training is also categorized as human resource development in a broad sense. Human Resource Development Methods There are four types of human resource development methods when you want your employees to learn about business operations and business etiquette. On the Job Training (OJT) OJT (On the Job Training) is a method in which instruction is provided on the job so that employees learn job content while performing their daily duties. While this is an efficient way for employees to learn, it also places a burden on the instructor, and there is a risk of disrupting business operations. Off-JT Off-JT (Off the Job Training) differs from OJT in that it is a method of developing human resources outside of the workplace. Off-JT (Off the Job Training) is a method to develop human resources outside of work. The advantage of inviting outside instructors is that standardized knowledge can be introduced. However, since many employees must be brought together at the same location, expenses for the venue, transportation, and lecturers are required. Self-education Self-education is the act of voluntarily reading books, attending seminars, and so on. Since the learning can be left to the employees, the burden on the company is low. However, it is important to note that individual progress may vary and skills may differ. E-learning E-learning is an Internet-based learning method that does not incur the same costs as off-the-job training and is less prone to variations in skills as self-development. Another advantage of e-learning is that it can be learned in one's home time or commuting time. Key Points for Selecting a Human Resource Development Method If you can select a human resource development method that fits your company, you will be able to improve learning efficiency. Let's take a look at the points you should pay attention to when selecting a human resource development method. Time frame and budget Decide on the period of time and budget that can be allocated for learning. If you want your employees to learn the job content in a short period of time, we recommend that you have them learn intensively through off-JT or e-learning. Choose either Off-JT or e-learning depending on your budget. What you want to teach Select the method of human resource development according to what you want to teach your employees. If you want your employees to learn while communicating, consider having them learn through on-the-job training or off-the-job training, where they can interact directly with someone who can give them pointers. Personnel to be trained If the person you want to train is a new employee, off-JT or e-learning is the best method to have him/her learn the basics over time. On the other hand, for mid-career employees and mid-career hires, self-development and on-the-job training are the best methods to have them learn while performing their work duties, which reduces the burden on them. Conclusion We have explained the methods of human resource development. If you select a method suited to your company's employees, it is possible for them to learn business efficiently. Select a human resource development method by considering the cost, duration, and target audience from various perspectives. LearningBOX is a platform that is easy to use for both parties: learners, from elementary school students to adults, can enjoy learning, and administrators can create programs on the intuitive management screen without programming knowledge. With a track record of approximately 13,000 users, we are able to respond to a wide variety of requests. ▼ We also recommend this one! Also read "[2021 Update] An In-Depth Look at E-Learning Platforms"

learningBOX is an LMS (Learning Management System) that can be used flexibly not only for domestic use but also for overseas customers. This article is recommended for "companies that have foreign employees, and education staff who have trouble training foreign employees. In this article, we will introduce the language settings necessary for conducting training using learningBOX and how to send invitation e-mails in English. Use e-learning to improve the skills of your foreign employees! E-learning makes it possible to share know-how and knowledge that cannot be conveyed through words or paper alone, regardless of nationality. In recent years, with the spread of the Internet and advances in IT technology, e-learning learning using "e-learning systems" has attracted widespread attention. By utilizing e-learning adapted to mobile devices, employees can easily learn at home, on the move, or during breaks. By introducing e-learning into in-house training, you can effectively train foreign staff in your company. In order for employees to grow sustainably, it is important for companies to provide appropriate education and learning opportunities according to the "growth stage" of their employees, regardless of their culture or nationality. Here are three problems that education managers face when training foreign staff No.1 The current situation and challenges of language barriers No.2 Communication problems on the job No.3 Differences in cultural values Part 1: Language barriers and challenges Due to the language barrier, there is a challenge that verbal instructions and requests cannot be conveyed. Although an increasing number of companies are hiring foreign staff to solve labor shortages, some companies are facing various challenges, including language barriers. The inability to communicate smoothly can be very stressful for the Japanese staff working at the same site. When hiring non-Japanese staff, it is important to be prepared to accept them from their perspective. 2. Communication problems on the job Japan has a complex language structure with hiragana and katakana in addition to kanji. In Europe, China, and the U.S., many races and ethnic groups live together, and the languages and cultures of other regions are easily exchanged. Japan, however, is an island culture, and values are shared by the Japanese community. Therefore, it is difficult for foreign staff to understand ambiguous expressions unique to the Japanese language, such as "please finish as soon as possible" or "please try to accomplish as much as possible", because they tend to think that "this much can be understood without being said". 3. Differences in cultural values Trouble often arises due to differences in cultural values, such as the balance between work and private life, hierarchical relationships, and attitudes toward religion. For example, a foreign staff member may ask, "Why do you have to do this job? and the Japanese employee is miffed at the foreign staff member who asks, "Why do you have to do this job? In some cultures around the world, it is natural to clearly explain the reason or rationale for a job. If you expect people to "read the air" in the Japanese sense, it may be difficult to build a relationship of trust. Why e-Learning is effective in educating non-Japanese employees Compared to conventional group training, e-learning can be conducted without gathering people at a single location, thus reducing costs such as venue expenses. 3. Video materials can be used to visually instruct staff who do not understand Japanese about the handling of products and services and work flow. Back to Table of Contents learningBOX is an LMS that makes it easy for newcomers to start e-learning learningBOX is an e-learning system with all the content features you need to train your foreign employees. Here we introduce the functions and features of learningBOX. You can start e-learning without any specialized knowledge learningBOX can be easily created using a dedicated creation form, and you can also set up the materials to be distributed according to the learners. You can create e-learning programs without specialized knowledge, and there is a wealth of educational materials to support the implementation of your program. Up to 10 students can use the service free of charge. Our learningBOX e-learning system is easy to set up, even for first-time users. learningBOX offers a wide variety of learning materials and allows you to easily create and upload your own learning materials. In addition, learningBOX offers a free plan that allows you to use the system for an unlimited period of time. Learn about the features of learningBOX! 1) learningBOX is compatible with videos and YouTube videos. 2) Customers' existing data can be registered as PDF teaching materials by converting them to PDF. (3) Quiz and test functions can be used to conduct realistic tests and examinations on the Internet. (4) A certificate can be given to those who have completed the learning materials. 5) LearningBOX allows customers to set restrictions on the content they have created. For more information on how to use learningBOX, please refer to the "What you can do with learningBOX" section here. Back to Table of Contents How to Switch LearningBOX Languages with One-Click Ease! In the upper right corner of the learningBOX screen, there is a button that says 【Japanese】. Simply change the language from [Japanese] to [English] to switch the language in the system. Click [English] to switch the language in the system from Japanese to English. You can also change your language settings from the Edit Profile screen. Select a language and click Save to complete the setting. If you select [English] and save, the language in the system will be displayed in English from the next time you log in. Back to Table of Contents How to Send Invitation Emails to Students in English This section explains how to create an email template in English. Step 1. log in as an administrator or as a user with mail template editing privileges, and click on the Administration function on the side menu bar. Next, click on Email Settings. Step 2. Set the invitation e-mail notification to ON and click the + button under Edit Template. Step 3: Select English from the Language pull-down menu in the New Email Invitation screen. Enter the body and template name, and save it to complete the "English Invitation E-mail. If you want to use the default text, click "Reset to Default" to display the default English text. Enter any template name and save to complete. *For detailed information on how to use the mail template function, please click here. Back to Table of Contents SUMMARY In this article, we introduced "Language Switching" and "How to Send Invitation Emails in English. If you are considering e-learning for training foreign employees, please use our learningBOX. Thank you for reading this article. ▼ We also recommend this page! Also read Back to Table of Contents

Explains how to cover the disadvantages of microlearning Microlearning is attracting attention as a new learning method. However, even if you are considering introducing microlearning, you may have problems understanding the specific disadvantages or cannot grasp how to solve them. Therefore, in this article, we will explain how to cover the disadvantages of microlearning. Table of Contents. 1. Characteristics of Microlearning 2. disadvantages of microlearning 3. how to cover the disadvantages of microlearning 4. summary Characteristics of Microlearning Microlearning is a study method that requires only a few minutes to complete. It is characterized by the fact that it utilizes videos, textbooks, and other online resources, and can be used at home, during commuting time, and in other spare time. It can also be viewed from mobile devices such as smartphones and tablets. In addition to the above features, it is also characterized by its game elements, such as a quiz format, making it a learning method suited to the modern learner. To briefly summarize microlearning, it is similar to e-learning in that you can study at any time you like, but it is suited to content that requires only a short amount of time per session. Disadvantages of Microlearning Even though microlearning is characterized by short study time, it also has its disadvantages. Let's take a closer look at the specifics. 1. not suitable for detailed interaction such as Q&A sessions Although it is easy to make learning a habit with the convenience of being able to use a mobile device in your spare time, it is not suitable for learning that involves question-and-answer sessions. For example, if you want to conduct learning that requires detailed question-and-answer sessions between the teacher and the learner, consider a different method. 2. difficulty in maintaining motivation Because the study is conducted in the gaps in time, such as at home or on the way to work, it is difficult to continue without initiative. Since it is difficult to maintain motivation, you may not be able to achieve the desired learning effect. 3. it is difficult to learn contents to be acquired over a long period of time Because the learning process is based on content that can be completed in a short period of time, it is not suitable for content that requires long-term learning, such as certification exams. If you want to acquire skills and knowledge over a long period of time, you will need to combine this with other learning methods. 4. interpersonal skills are difficult to hone Basically, you cannot communicate in real time. For example, learning content that requires interpersonal skills and communication, such as talking and receiving feedback, is not suitable. 5. Time and money are required for preparation. Time and money are required to implement the system. It is important to understand the preparations that must be made, such as selecting a platform, creating learning materials, and managing grades. How to cover the disadvantages of microlearning Here we explain how to cover the aforementioned disadvantages. Combine with offline learning The disadvantages of microlearning, such as the lack of question-and-answer sessions and the inability to hone interpersonal skills, can be resolved by combining it with offline learning opportunities. While utilizing microlearning as a place to learn basic knowledge, provide opportunities for communication through offline workshops and interviews. Use the appropriate microlearning service. The problems of "difficulty in maintaining motivation" and "time and cost required for implementation" can be solved by using a suitable microlearning service. For example, it is often difficult to maintain motivation with learning materials that only require reading texts. However, depending on the service, it is possible to create educational materials in the form of video delivery and quizzes, for example. Some services also provide support for creating learning materials, which can greatly reduce the time required for preparation. By choosing the right service for your company, you can save time and money. Conclusion Microlearning has disadvantages as well as advantages. In particular, if the content you want students to learn is not suitable for microlearning, it will be difficult for them to learn effectively. However, the disadvantages can be overcome by combining microlearning with offline learning or by choosing a suitable service. Therefore, if you choose to use microlearning, it is important to formulate a method to cover the disadvantages at the introduction stage. learningBOX allows anyone to create e-learning easily, even without specialized knowledge. The free plan allows up to 10 accounts to be used indefinitely, unlimitedly, and free of charge, so you can introduce the system on a trial basis first. The ability to minimize risk after implementation can be said to cover the disadvantages. ▼ We also recommend this one! Also read "How to choose a microlearning platform? Key Points Explained"

How to choose a microlearning platform? Key Points Explained Microlearning is suitable for learning in short periods of time. However, some may have trouble choosing the right platform. In fact, if you do not know what points to choose, you will incur time costs when implementing the system. Therefore, this article explains how to choose a microlearning platform. Please use it as a reference when choosing the right service for your company. Click here for Table of Contents 1. What is a microlearning platform? 2. points to consider when selecting a microlearning platform 3. application scenarios for each type of job 4. summary What is a microlearning platform? In order to implement microlearning, it is necessary to use a platform. Content managed on an optimal platform allows learners to learn comfortably and makes it easier for companies to manage grades and create questions. What is Microlearning? Microlearning is a learning material that allows students to learn in a short period of time. You can study at your favorite time using a computer, smartphone, or tablet. Compared to e-learning, microlearning is suitable for simple learning content such as memorizing vocabulary, since the time required is shorter. What is LMS? The platform that manages MicroLearning is called an LMS (Learning Management System). This is an inseparable part of the microlearning implementation. It allows centralized management of grade management, content creation, progress management, and multi-device support. Points to consider when selecting a microlearning platform Selecting a platform is an important factor when introducing microlearning. It is important to compare and examine the two to avoid "the company and the learning side did not match" after implementation. Here, we will explain the key points for selecting a microlearning platform. Free plans and free trials are also available. Does it have a proven track record? Check if the platform has a proven track record. It will be easier to introduce the platform if you can check the case studies and understand what kind of companies are using it. Is the pricing plan clear? Prices vary depending on various conditions, such as the number of learners and the type of server. When choosing a platform, it is important to carefully check if the pricing plan is clear. Is the number of users appropriate? The number of learners is also an important factor. If you only have a small group of learners and you choose a plan that can accommodate a large group, you will incur unnecessary costs. Select the appropriate platform based on the number of learners and the content of the plan. Is there an ingenious learning environment? Microlearning is a system for doing a large number of contents that can be learned in a short period of time. Therefore, a platform that offers a variety of learning methods, such as quizzes and videos, is suitable for maintaining motivation. Is there enough capacity? The amount of space available for storing learning materials varies depending on the plan. If your plan does not have enough capacity, you will not be able to distribute even if you create a large number of images and videos. Is it easy to manage? When you distribute learning content, you need to manage it. The easier the platform is to use, the less work you will have to do, including personal progress and delivery systems. Does it support multiple languages? If you want your foreign employees to use microlearning, your platform must be multilingual. Choose a platform that allows you to operate and send messages in multiple languages, including English. Is it easy for learners to use? Ease of use for learners is important to encourage them to actively engage in microlearning. It is important to incorporate the learner's point of view, such as a screen that is easy to learn on and stress-free to operate. Usage scenarios by job category Let's take a closer look at microlearning application scenarios. Instilling learning habits in all employees When developing human resources, employees need to have an attitude of learning on a regular basis. As mentioned above, microlearning is a learning material that can be learned in a short period of time, making it easy for employees to acquire an attitude of learning. Pre-Learning for Management Training Many managers are very busy and tend to find it difficult to set aside time for training due to the high cost in terms of time. However, microlearning can reduce such a burden. Microlearning is especially useful for learning basic knowledge about management and administration. Subsequent group training sessions will also proceed smoothly, as participants will have acquired basic knowledge in advance. Assistance in training new employees Since new employees have a lot to learn, microlearning can be used to support their input. This is a good learning method for learning basic knowledge such as expertise, market understanding, and business etiquette. Conclusion In microlearning, it is important to choose a platform that is easy to use. If it is not easy to use for both the company and the employees, effective learning will be difficult. Many services offer free plans and free trials, so it is easy to compare and consider. Keep the points discussed in this article in mind when selecting a microlearning platform. LearningBOX is an enjoyable learning experience for everyone from elementary school students to adults. Administrators can operate it from an intuitive administration screen, and it is an "easy-to-use platform for both parties" that requires no programming knowledge. With a track record of approximately 13,000 users, we are able to respond to a wide variety of requests. Also recommended! Also read "The hottest education trend right now! Microlearning Transforms Human Resource Education"

SDGs: Three Reasons Why E-Learning Can Contribute to the Education Goals Hello, this is Nishimura of Tatsuno Information System. This is Nishimura from Tatsuno Information Systems. Have you ever heard the term "SDGs" (SDGs) on TV or around town? It is a hot topic these days, and some of you may have difficulty hearing what the SDGs mean now. Therefore, in this article, we will provide an overview of the SDGs, especially the goals in the field of education and the role that e-learning can play. Click here for the Table of Contents 1. What are the SDGs? 2. The "Education Goals" of the SDGs 3. Three reasons why e-learning can contribute to the SDG educational goals 4. learningBOX is an LMS with all the contents necessary for school education 5. Summary What are the SDGs? The SDGs (Sustainable Development Goals) are a set of global goals to achieve a sustainable and better society under the slogan "leave no one behind. Humanity is facing numerous unprecedented challenges such as poverty, conflict, climate change, and infectious diseases. It is proposed that if this situation continues, it will be difficult for humanity to continue living in this world in a stable manner. With such a sense of crisis, people from various walks of life around the world discussed, organized issues, devised solutions, and set specific goals to be achieved by 2030. These are the Sustainable Development Goals (SDGs). The 17 goals cover a wide range of issues, including poverty, education, technological innovation, and environmental issues. ▼ The official page of the Ministry of Foreign Affairs introduces the SDGs as follows. The Sustainable Development Goals (SDGs) are the successor to the Millennium Development Goals (MDGs) formulated in 2001 and unanimously adopted by member states at the United Nations Summit in September 2015, the "2030 Agenda for Sustainable Development. The SDGs consist of 17 goals and 169 targets, and pledge to "leave no one behind" on the planet. Japan is also actively involved in the SDGs. Source: What are the Sustainable Development Goals (SDGs)? |Japan SDG Action Platform｜Ministry of Foreign Affairs of Japan Why the SDGs are a hot topic nowadays The SDGs, adopted by the United Nations in 2015, have recently been attracting increasing attention in the media. The SDGs are now attracting attention from the following three perspectives. 1. Growing awareness of the crisis shared by the world as a whole 2. Success in setting easy-to-understand goals common to developed and developing countries 3. Recognition of their importance as a business opportunity Japan's Familiar Approach to the SDGs The Japanese government also established the SDGs Promotion Headquarters in 2016 to promote SDG initiatives. The following are some of the representative initiatives. 1. Initiatives in the field of disaster prevention In the field of disaster prevention, which is close to our daily lives, Japan is actively promoting international disaster prevention cooperation in the areas of emergency relief, disaster prevention measures, and disaster recovery, based on the knowledge and reconstruction techniques cultivated through past natural disasters that Japan has experienced. At the G20 Osaka Summit in 2019, we announced the "Sendai Disaster Reduction Cooperation Initiative Phase 2". The goal was set for Japan, as an advanced disaster reduction country, to assist at least 5 million disaster victims in developing countries over a four-year period until 2022, and to promote human resource education and disaster reduction education for the next generation. 2. Initiatives in the Natural Environment In other areas, such as the marine environment, where the negative impact of plastic waste spills on marine ecosystems has become an issue, Japan, as a maritime nation, is emphasizing the conservation and sustainable use of the marine environment. At the 2019 G20 Osaka Summit, which Japan chaired, the issue of marine plastic litter was selected as one of the main issues. We called on the countries participating in the G20 to share and agree on a vision to reduce plastic litter pollution to zero by 2050. *Of the 17 SDG goals, there are many areas where Japan is providing international cooperation by utilizing its experience and expertise. Education Goals" set forth in the SDGs The fourth of the 17 goals is related to education. Under the slogan of "Quality Education for All," the goal is to realize a world in which all people have equitable access to quality education. By achieving the "10 specific indicators" set forth in this goal, the SDGs are expected to promote equal lifelong learning opportunities for people around the world. Ten Specific Indicators 4.1 By 2030, ensure that all children, regardless of gender, complete free, fair and quality primary and secondary education with appropriate and effective learning outcomes. 4.2 By 2030, ensure that all children, regardless of gender, are ready for primary education through access to quality infant development and care and preschool education. 4.3 By 2030, ensure that all people have equal access to affordable, quality technical and vocational education and higher education, including university, without distinction of gender. 4.4 By 2030, significantly increase the proportion of youth and adults equipped with the technical and vocational skills and other skills needed for employment, gainful and humane work and entrepreneurship. 4.5 By 2030, eliminate gender disparities in education and ensure equal access to all levels of education and vocational training for vulnerable groups, including persons with disabilities, indigenous peoples and vulnerable children. 4.6 By 2030, ensure that all youth and the majority of adults (both men and women) have literacy and basic numeracy skills. 4.7 By 2030, through education for sustainable development and education in sustainable lifestyles, human rights, gender equality, promotion of a culture of peace and non-violence, global citizenship, and understanding of cultural diversity and the contribution of culture to sustainable development, all learners To enable all learners to acquire the knowledge and skills necessary to promote sustainable development through education in the promotion of 4.8 Build and improve child, disability and gender sensitive educational facilities to provide safe, non-violent, inclusive and effective learning environments for all. 4.9 By 2020, significantly increase the number of scholarships for higher education in developed and other developing countries worldwide, including vocational training, information and communication technology (ICT), technology, engineering, and science programs, targeting developing countries, especially the least developed and small island developing states, and African countries. 4.10 By 2030, significantly increase the number of quality teachers, including through international cooperation for teacher training in developing countries, especially in the least developed and small island developing states. Obstacles to the Spread of Education Many children around the world are unable to attend school and many are illiterate. There are many reasons for this, including high poverty rates and emergencies such as armed conflicts that prevent children from attending school. Gender and regional differences also lead to disparities in educational opportunities, as girls, children living in rural areas, people with disabilities, and ethnic minorities in the same country have limited access to education. Japan is no exception to the educational challenges. It is believed that solving various educational issues around the world and providing equal and inclusive quality education to all people will lead to sustainable development. Three reasons why e-learning can contribute to the SDG education goals E-Learning (e-Learning) is a form of learning that primarily uses the Internet. There are three main reasons why e-Learning can contribute to improving educational issues around the world POINT 1. Learning can take place anywhere, anytime Although an Internet environment is a prerequisite, even those who are unable to attend school in the past due to their location, work, or physical disabilities can study at their own convenient time and place. POINT 2: Uniform quality of education As long as the same learning materials are used, the quality of education is uniform. The disadvantage of face-to-face learning is that the quality of education depends on the quality of the instructor and the number of students. e-learning does not have such concerns. POINT 3: Low-cost introduction The same material can be delivered to a large number of learners, and there is no need to secure adequate teachers and instructors or dispatch them to the areas where students are studying in order to accommodate a large number of students, thus greatly reducing costs. Functions and Features of e-Learning E-learning is a learning system that allows students to "improve their skills at their own pace without being restricted by time or location" by using electronic devices such as PCs and smartphones and the Internet. For more information on the basics of e-learning and how it works, please refer to this article. learningBOX is an LMS with all the contents necessary for school education learningBOX is a learning management system (LMS) that allows anyone to easily build e-learning. The administrator can create and register various contents on learningBOX, including learning materials such as videos and PDFs, and quizzes to check the level of understanding, and learners can then proceed with their learning on the web based on these contents. Learning history and grades are stored on the LMS, allowing administrators to evaluate and instruct learners. The greatest feature of learningBOX is that the system is simplified and simplified to reduce the usage fee and lower the hurdle for introduction to educational institutions and small and medium-sized companies that have not been able to reach e-learning until now. You can easily start e-learning from as little as 30,000 yen per year, which is 1/10 of the industry price! The biggest advantage of our e-learning learning system is the lowest price in the industry. The "Starter Plan" allows you to easily start e-learning for as low as 33,000 yen (including tax) per year for 100 people, or 5,500 yen (including tax) per month. Since its launch in Japan, the service has been used by many small and medium-sized companies and organizations, such as private cram school owners and restaurant operators, who feel that it is too expensive to introduce a major e-learning system. learningBOX is an e-learning system that allows you to check the usability of the system with a free plan. We also offer a free plan that allows you to use learningBOX for an unlimited period of time. This plan does not have the same limited functionality as the demo site. This plan allows up to 10 users, including the administrator, to use almost all functions for free, with the exception of optional features that require a fee. For more information on how to use learningBOX, please visit the learningBOX usage page. Introduction of our company's activities The Japan International Cooperation Agency (JICA) has selected our project "Basic Study on Introduction of E-learning System to Support Self-Study for Technical Education Graduation Qualification" (target country: Pakistan) as the first "SME/SDGs Business Support Project" in FY2020. JICA's "Small and Medium Enterprises and SDGs Business Support Project" aims to match the development needs of developing countries with the excellent products and technologies of Japanese private enterprises, to promote "businesses that contribute to the achievement of the SDGs (SDG businesses)" and solutions to issues faced by developing countries, and to strengthen bilateral relations and economic ties through ODA. This project aims to strengthen bilateral relations and further promote economic relations through ODA. We have selected South Asia, where the IT market is expanding, and Pakistan, with a population of 212 million and an average age of 23.5 years, as the target country because of its potential for a large market in the future. Pakistan is geographically and culturally closely connected to the Middle East, and as an e-learning systems company from Japan, we will do our utmost to support the country's IT-enabled education system. Related Blog] JICA: The first "Small and Medium Enterprises and SDGs Business Support Program" for FY2020 has been adopted. Summary The Sustainable Development Goals (SDGs) are major goals shared by people around the world to create a better world in which all people can live in peace and security. Education plays a major role in these goals, and it is believed that creating a world in which all people have equitable access to quality education will help correct poverty and disparities in employment opportunities, thereby leading to sustainable development. E-learning is a convenient and highly convenient service that allows learners to study at their convenience as long as they have an Internet environment. At the same time, however, many e-learning programs developed by private companies are very expensive. Our goal is to provide a system that allows anyone to easily build a web-based learning environment. Our goal is an e-learning system that is easy to use, both in terms of cost and operation. We hope to play a part in creating more educational opportunities, not only in Japan, but around the world.

What are the human resource development challenges faced by small and medium-sized companies? Human resource development is a serious problem for small and medium-sized enterprises (SMEs). For example, there are many cases where the causes are known but not yet resolved, such as "not enough manpower," "not enough time," and "not enough money. In this article, we will touch on the human resource development challenges faced by SMEs and then explain the key points for solutions. Click here for Table of Contents 1. The reality of human resource development in SMEs 2. challenges faced by SMEs in human resource development 3. key points for effective human resource development by SMEs 4. summary Actual situation of human resource development in SMEs Some of the challenges that have arisen with regard to human resource development in SMEs include the following Many SMEs are struggling with human resource development According to a survey conducted by the Ministry of Economy, Trade and Industry, "Fiscal Year 2009 Survey on Management Human Resource Development in Small and Medium Enterprises," the number one problem that companies are facing is "securing, retaining, and developing human resources. With a ratio of approximately 60%, many SMEs are struggling with human resource development. What are the reasons for the lack of progress in human resource development? According to the above METI survey, 58.61 TP2T companies answered that they "do not conduct any special human resource development" in terms of management human resource development efforts. This means that more than half of SMEs feel that human resource development is an issue, but they do not have the time or know-how to solve it. It can be assumed that some companies are not only lacking in human resources, but are also unable to identify labor problems and issues themselves. Human Resource Development Challenges Faced by SMEs Let us now look specifically at the human resource development issues faced by small and medium-sized enterprises (SMEs) as discussed above. Lack of time to provide guidance For example, even if there is a person in charge of providing guidance, the reality is that many small- and medium-sized enterprises (SMEs) have people who are concurrently engaged in other business activities. Therefore, it is difficult to set aside time for learning again. Work content is not standardized and is person-to-person. Another issue is that teaching methods and learning contents change from person to person. In some cases, the work contents and necessary knowledge are not standardized in manuals, which may result in the inability to perform the work due to the resignation of personnel, etc. Lack of know-how on human resource development itself If management relies on manpower, it can be assumed that all employees will not be given the opportunity to learn. For example, if many employees are learning by feel while working, know-how cannot be accumulated. Also, even if people are hired, they may soon leave the company because they do not get a sense of learning. New Challenges Arising from the Corona Disaster Until a few years ago, some companies held regular training sessions to develop human resources. However, the corona disaster has made face-to-face instruction difficult. In addition, to prevent the spread of infection, it is no longer possible to gather a large number of people in one place, which has increased the number of learning opportunities lost. Source: How was in-house training conducted in 2020, when the coronary disaster suddenly struck? From What is the state of online training penetration? Key Points for Effective Human Resource Development for Small and Medium Enterprises (SMEs) Let's now look at some key points for effective human resource development for SMEs that want to give their employees learning opportunities. Visualization of training methods It is impossible to effectively develop human resources with unclear goals such as "I just want you to learn the job for now. The key is to set specific goals, such as "Once you have learned this much, learn this next item. Clarify the training methods to achieve the goals, create manuals, etc., and visualize the flow and goals of human resource development. Introduction of Off-JT Off-JT refers to having learning opportunities outside the workplace. It is a method that utilizes outside training and seminars instead of OJT, in which employees learn on the job. Demand is rising with the Corona Disaster! Training using videos Demand for training using video is rising in the Corona Disaster. By using video delivery to have students learn online, they can learn from the comfort of their own home. The use of services that can be easily created and distributed and easily accessed by learners is suitable for this purpose. Conclusion Many small and medium-sized enterprises (SMEs) face challenges in human resource development. It is also necessary to understand the current issues from various angles, such as lack of manpower, lack of time, and lack of cost. One of the problems with one-way human resource development, in which employees simply listen and learn, is that it is difficult for them to make progress in their training and for them to concentrate on their work. By using the quiz creation tool, learningBOX can be used to confirm and repeat learning through tests. By providing not only input but also output at the same time, it is possible to break away from one-way human resource development. By understanding the key points of human resource development and implementing them, you will be able to resolve issues. Therefore, it is important to be aware of the human resource development issues at your company and take the appropriate approach. We also recommend this one! Also read "[The Education Frontline] Implementing Effective Newcomer Training with Video and E-Learning"

The Frontline of Education] Effective Newcomer Training with Video and E-Learning My name is Kidaoka, and I am in charge of marketing. Due to the impact of the spread of the new coronavirus, "the lifestyle of working people" in Japan has drastically changed over the past several years. In addition to the way people work, in-house education and training has also shifted from face-to-face and group training to digitalization, and efforts to "develop human resources with an eye on the after-corona" are increasing. We understand that many people in charge are wondering how to implement "management strategies, organizational development, and new skill training" to survive the Corona disaster in the future. In confronting these issues, companies must promote reforms that are in line with society and the times. In this article, we would like to introduce "human resource development utilizing video," which has recently been attracting attention and being implemented by many companies. In this article, we will explain in detail the merits of using video for human resource development and the key points for producing effective videos for training new employees. Click here for Table of Contents 1. In a word, video is informative and communicative! 2. Video is an effective learning tool for training new employees. 3. Combining video materials with e-learning makes it possible to visualize the course history. 4. learningBOX is an e-learning system that allows easy registration of video materials. 5. learningBOX enables smooth and stress-free learning even with large-volume videos. 6. Summary In a word, videos are informative and easy to understand! Video has the advantage that it is easily remembered by people and can be viewed by many people with the same content. Video features content that is "easy to understand, accurately conveys information, can be checked at any time, and is memorable. When we hear of traditional training and education, the easiest way to imagine it is as a class in school. At school, a teacher of each subject stands on the podium and conducts a class. However, this type of lecture-style teaching can lead to educational disparities depending on the teaching ability and quality of the teacher. On the other hand, video materials can be used to ensure a uniform level of education without being affected by the ability or physical condition of the teachers. In addition, video materials are also attracting attention as an optimal educational tool for companies that are promoting work style reform. What types of educational video formats are there? Videos used for educational videos can be broadly classified into three types: seminar format, manual format, and documentary format. Each of these three formats has its own unique characteristics. When shooting educational videos, it is very important to choose the format that best suits the situation in which the video will be used. Seminar format The seminar format is simply explained as "a single instructor speaking to multiple participants," similar to a school or university lecture. This type of video is also called "lecture style," in which a lecture-type class or training session is filmed and used as an educational video. The main point of seminar-style videos is that they are very effective for use in "newcomer training and in-house studies held periodically each year" by a company or organization. 2. Manual format Manual format videos are videos that explain the actual work flow and customer service. This type of video is effective mainly in the customer service industry, such as the restaurant and apparel industries, where the majority of work is difficult to convey through text and images alone. The point of manual-style videos is that they can be used in a variety of situations depending on the scene of use, such as "handling of products and services, videos that serve as instruction manuals, and videos used to help people understand the work flow of a job. The manual format is characterized by the ability to understand how to actually interact with customers through the eyes and ears, making the training easier for new employees to visualize the real situation. Documentary format Documentary-style videos are videos that show the daily lives of staff members working at the company, interviews, and scenes of them working within the company. The point of a documentary-style video is to provide "reality and storytelling. The content is like a drama, so the audience will remember it without getting bored, and by making it a narrative video, the empathy of the employees will increase. Video is an effective learning tool for training new employees. Video is an effective learning tool for training new employees, as it is more memorable and significantly more effective than textbooks. Here are three examples of situations where videos are used: training for new recruits, compliance education, and internal operations/sales manuals. Pattern 1: Using Video for New Employee Training By using video for new employee training, in-house educators no longer need to secure a training location and instructor schedule each time a new employee joins the company. In addition, it can reduce the workload of human resources who are in charge of training new employees. When one hears the term "new employee training," the first thing that comes to mind is probably "training in business manners and basic job skills. Business manner training generally covers the minimum manners required of working adults, such as grooming, greetings, honorific expressions, and how to answer the phone. *As a point of video production, it is possible to deepen participants' understanding and impress them more by conveying the correct methods and information in areas that need to be explained in a focused manner, as well as by adding examples of mistakes. Pattern 2: Using Video for Compliance Education What companies want to make new employees more aware of than business manners is an understanding of the discipline to observe "laws, regulations, social norms and ethics" related to compliance. Examples of compliance violations include "personal information leaks, accounting irregularities, overwork, and harassment. Once a problem occurs and is covered in the news as a scandal, it is subject to severe criticism from the public. By having each and every employee learn the importance of compliance and raise their awareness, we can create a corporate culture in which compliance violations do not occur. Pattern 3: Using videos to streamline internal operations and sales manuals Video-based training is also widely used for "sales and customer service manuals. By utilizing sales and customer service manuals as training videos, it is possible to learn in an easy-to-understand and detailed manner the methods and ideas for each purpose, such as "sales and customer service methods, manners, and points for handling complaints. There are so many different ways of doing internal work and necessary skills, even in the same industry. By learning the knowledge and skills necessary to carry out work at or before joining the company, you will be able to tackle your work smoothly after being assigned to a position. In creating a video, it is necessary to make the content easy for the trainees to understand, as they may not be able to look back at the manual in the field. Combining video materials with e-learning makes it possible to visualize the course history. By using an e-learning system for video materials, the administrator can easily check and visualize the "learning history, learning progress, and grade information" within the system to see which videos the students have watched and which they have studied. The grade data in the e-Learning System can also be downloaded in CSV format in a batch. This page introduces the advantages of using an e-Learning system to manage video materials. E-learning is a form of learning that uses the Internet! E-learning is a learning management system that allows you to "improve your skills at your own pace, unrestricted by time or place" by using electronic devices such as PCs and smartphones and the Internet. Once a learning environment has been created, e-Learning can be used over and over again. There are many advantages to using e-Learning 1. Learning can take place anywhere, anytime, at any time. 2. Students can study according to their level of understanding and learning progress without worrying about being watched. 3. Easy to grasp the performance data and grade management. 4. You can take as many preparatory, review, and re-study courses as you like. For more information on the features and structure of e-learning, please refer to this article. Combining video materials and e-Learning can realize high-quality education and training for all employees By importing videos taken by the customer into the e-Learning system, participants are freed from the constraints of location, time, and instructor labor costs. In addition, since participants can attend lectures at their own pace, anytime, anywhere, employee satisfaction is increased, and the system becomes a tool for promoting work style reforms. *This system is not limited to urban or rural areas, and can be used to provide education to anyone and develop human resources. learningBOX is an e-learning system that allows you to easily register video materials learningBOX is an e-learning system that makes it easy for anyone, from individuals to companies, to start e-learning. It is the ideal learning management system for customers who wish to conduct in-house training with videos. LearningBOX is simple to use and easy to operate! This learning management system provides all the functions necessary for e-learning, including the creation and distribution of teaching materials, grade management, and student management, making it "easy for anyone to build a web-based learning environment. LearningBOX is so easy to use that there is no need to read the manual. Registering videos is as easy as clicking the "plus" button! When registering videos, you can freely set the limit on the number of lessons and skip playback [enable/disable] of videos according to your preferences. LearningBOX allows you to easily register YouTube videos posted on YouTube in addition to videos you have taken. For more information on how to register YouTube videos, please refer to this article. Students will enter their ID and password and click the [Learn] button to proceed with the course. Using the learningBOX contents function, it is easy to check the level of understanding of videos. Between you and us, learningBOX offers many other learning tools necessary for training newcomers, in addition to videos. LearningBOX is an e-learning system that allows you to set various conditions within the system. Please refer to this official page for more information about contents that can be set up on learningBOX. ⇒ official page of learningBOX With learningBOX, you can take lessons smoothly and stress-free, even with large-volume videos! When a video is playing, there are no advertisements, so you can concentrate on learning. The administrator can keep track of the exact playback time of each student and confirm whether or not he/she has watched the video all the way through. LearningBOX uses Amazon Web Services' Cloud Front for video delivery. The Standard Plan is a cost-effective plan that also allows for video! Standard Plan The Standard Plan is suitable for video education, allowing uploading of up to 500 MB per file. This plan is perfect for customers who are looking to start up "training and video education". For those who want to enhance their video-centered video learning, we recommend the Premium Plan! The Premium Plan allows you to upload larger amounts of video than the Starter and Standard Plans. You can deliver "high quality videos" according to your line conditions and device performance. The Premium Plan is suitable for those who want to deliver high quality and large-volume videos. Large-volume videos can be delivered with optimal quality according to line conditions and device performance. Educational materials up to 5 GB per file can be uploaded. Conclusion In this article, we have introduced "video-based" human resource development, which has recently been the focus of attention at many companies. Recently, the widespread use of smartphones and other devices has made it easier for people to view videos. As a result, in recent years, the "learn by video" style of corporate education has become widespread, and the video market is growing rapidly. Our learningBOX is an e-learning system that can be easily set up even by first-time users. In addition to a wide variety of teaching materials, learningBOX allows users to easily create and upload learning materials. In addition, learningBOX offers a free plan that allows you to use the system for an unlimited period of time. This plan allows up to 10 users, including the administrator, to use almost all of the features for free, with the exception of optional features that require a fee. Please take this opportunity to try our learningBOX.

What is Microlearning Content? Explaining the types and how to create them. Some people may want to implement microlearning but are not sure what kind of content to create. Since microlearning is a learning method that can be utilized in the time available, if you do not know how to create contents, you will not see the results you expect. In this article, we will discuss examples of microlearning content and tips on how to create it in detail. Table of Contents 1. What is Microlearning? 2. examples of microlearning content 3. how to create microlearning content 4. summary What is Microlearning? Microlearning is a method that specializes in learning in a short period of time and is more suited for studying relatively simple content compared to e-learning. There are no restrictions on the method, such as videos or articles. In the case of microlearning, the content can be 1 to 10 minutes at a time. It is a method that allows you to study in your spare time, such as during your commute or breaks. Microlearning has spread as a new type of learning because the way people learn has changed to suit their lifestyles in line with the diversification of work styles, such as teleworking and shorter working hours. Examples of microlearning content Let's take a look at what is included in microlearning content. Microlearning content should be characterized as "simple content that can be learned by watching and listening to it repeatedly. It is not suitable for difficult learning content or learning content that is learned through communication. Video Micro-learning can be achieved by having students watch short videos. A few minutes of video viewing will create an easy learning opportunity. You can enhance the learning effect by repeating the process many times. Audio Content with audio can be used for "learning while doing things," such as while commuting to work or doing household chores. This is especially useful when the timing for listening is limited. Textbooks Textbooks that can be read in a short period of time can be used for easy study anywhere, such as on the train or in the bath. It is ideal for learning vocabulary, for example. Quiz format There are quiz formats such as multiple-choice and 0x questions that can be completed within a few minutes. You will be able to study while having fun. You can also repeat the questions you got wrong. How to create microlearning content In order to help students learn more in less time, we will focus on how to create content, which is different from e-learning. Number of contents is important For microlearning, the number of content is important. Because the learning must be completed quickly, it is likely that a small number of content pieces will not cover the entire learning area. You need to expose them to a lot of content so that they learn a variety of information. Difficult content is not suitable Microlearning is not suitable for complex and difficult content. For example, if the subject matter requires long-winded descriptions or difficult calculations, they will not be able to learn it. The content should be simple and easy to understand. Use a service that makes it easy to create In order to create a large number of contents and have them viewed by learners, it is important to use a service that makes it easy to create contents. If it is difficult to create and distribute content, it will increase the burden on both the teacher and the student. The use of a service that can be easily created and distributed, and easily accessed by learners, is appropriate. Conclusion Microlearning is an easy way to learn in less than 1-10 minutes. It is suitable for learners who want to acquire knowledge through repeated viewing of content that is relatively easy to learn. On the other hand, it is not suitable for difficult content or content that requires interpersonal skills that cannot be covered by microlearning. LearningBOX" offers a wide variety of learning material formats, and its various question creation systems can solve the problems of content creation and delivery on the teaching side. In addition, its intuitive design makes it easy for the learner to use, which leads to less stress during the learning process and more effective learning. Let's try to incorporate microlearning while understanding the characteristics of the content. Also recommended! Also read "The hottest education trend right now! Micro-Learning Transforms Human Resource Education"

This is Mr. Nishimura, the representative! It's been a while since I've written a blog. I added a BOM to prevent garbled characters in Excel. Table of Contents is here. 1. learningBOX is a multilingual LMS 2. There was a flaw in the multilingual support of CSV. 3. UTF-8 is implemented to be able to select UTF-8. 4. BOM was added to prevent garbled characters in Excel 5. Scheduled to be released 6.Wanted! learningBOX is a multilingual LMS! Our e-learning system, learningBOX, is an LMS that supports multiple languages. At present, the learningBOX UI allows only Japanese and English to be selected, but the data for teaching materials and learner answers are flexible enough to support not only Japanese and English, but also Chinese, Korean, Vietnamese, and other languages from around the world. In fact, training materials created in various languages are being used in training programs for foreigners. There was a deficiency in the multilingual support of CSV. In spite of the claim of multilingual support, there was a deficiency in the CSV support. In the currently released version (2.14.28), CSV encoding is fixed to Shift_JIS (Windows-31J). As a result, all characters except Japanese, English, and some Chinese and Latin characters are garbled. Implemented to allow selection of UTF-8 There was a proposal to switch the character encoding of CSV output from learningBOX to UTF-8, but we decided that suddenly changing the specification would have a large impact on users, so we made it possible to choose between UTF-8 and Shift_JIS for the character encoding of CSV. (Default is Shift_JIS) BOM to prevent garbled characters in Excel When I open a UTF-8 CSV without BOM in Excel, the characters are garbled. BOM stands for "Byte Order Mark" and indicates that the character code of the file is "UTF-8". Therefore, by using UTF-8 with BOM, you can now open the file in Excel without garbled characters. *A decade ago, it was common to avoid garbled characters by making the file in UTF-16LE, but relatively recent Excel is better with utf8 with BOM. Also, considering that the character encoding in the Web world is becoming unified to utf8 and that it is easier to handle outside of Excel, we decided to use utf8 instead of UTF-16LE. Reference site: From "How to output Unicode csv that can be opened correctly in both Win and Mac Excel How to add a BOM in PHP The BOM entity is 3 bytes of data and is represented as \xEF\xBB\xBF In the case of PHP, the BOM can be attached by doing the following $csv = "\xEF\xBB\xBF".$csv; Release Schedule Depending on the results of the QA department's verification, we expect to release the product in an update next week or the week after next. For more information on the status of the release of learningBOX, please see the release notes here. Now recruiting! We are looking for learningBOX developers. We have openings for back-end engineers, front-end engineers, quality assurance engineers, project managers, and more. We are looking for development engineers mainly at our headquarters in Tatsu, but we are also actively recruiting infrastructure engineers in Tokyo, so please apply if you are interested. However, if you have experience in Linux operation or have studied Linux or networking at an infrastructure school, you are welcome to apply! For more information about employment opportunities at Tatsuno Information Systems, please see this article.  

What are the advantages of e-learning? Explained along with disadvantages. Many people have experience using e-learning for learning. However, some of you may not be aware of the advantages and disadvantages of implementing e-learning in your company. In this article, we will take a closer look at the advantages and disadvantages of e-learning. Click here for the Table of Contents 1. What is e-Learning? 2. merits of e-learning 3. disadvantages of e-learning 4. summary What is e-Learning? E-learning is a learning method that utilizes a learning management system called LMS. It can be used at home, on the way to work, or at any other free time with a smartphone, tablet, or computer. For example, it is often used for language or qualification acquisition. Advantages of e-Learning Let's take a look at the benefits of e-Learning from the perspective of a company that wants to introduce e-Learning. Please take a look at them from the perspective of a company that wants to introduce e-learning, especially if you plan to introduce e-learning in your company in the future. Reduced costs E-learning can reduce costs. For example, if you hold a training session with a large number of learners, you may incur the following costs 1. venue costs 2. transportation costs for participants 3. printing and transportation costs for teaching materials In contrast, e-learning can reduce the above costs. Another advantage is that it is easier to manage. No need to gather all participants in one place. In recent years, due to the new coronavirus, the act of gathering a large number of people is risky. With e-learning, there is no need to gather learners in the same place. Each can continue learning in an environment where they are comfortable studying. Easy to manage grades An LMS that can deliver learning materials through e-learning is a system that not only delivers learning materials, but also makes it easy to manage grades. This makes it easy for the distributor to keep track of the situation. In addition, it is possible to manage various aspects, such as learner grades and understanding of areas of weakness. Free Review Opportunities E-learning courses can be viewed over and over again at any time. This makes it possible to instruct students to repeatedly review areas of weakness that they have not been able to grasp in a single session. Disadvantages of e-Learning E-learning also has disadvantages. Consider introducing e-learning after understanding them. A certain level of knowledge is required for implementation and production. A certain level of knowledge is required to introduce e-learning and to produce learning materials. For example, you may not know how to use the LMS required for e-learning or how to create questions for the first time. In such cases, consider using a "creation system service" that provides introduction support and question production on your behalf. Internet access is required for students An Internet environment is essential for e-learning. A smartphone, tablet, or computer is required. In addition, if you do not have an Internet environment capable of viewing large videos, it is unlikely to be a suitable learning environment. If you do not have an Internet environment, you should consider whether your company can support it. Q&A and other interactions are difficult. E-learning has the disadvantage of not allowing direct interaction with the instructor. Therefore, there is a possibility that support cannot be provided adequately because there is no time for questions and answers on topics that are not understood. As a countermeasure, it is necessary to set up a support system before introducing e-learning, for example, by providing opportunities for learners to ask questions about what they are not good at or what they do not understand. Conclusion E-learning has advantages such as cost reduction, flexible learning style, and easy grade management. On the other hand, it is important to consider the introduction of e-learning with an understanding of its disadvantages. If you find it difficult to introduce e-learning, there are alternatives such as receiving support from a creation system service. LearningBOX" has a support system that covers the entire process from introduction to use of e-learning in corporate training, certification examinations, and distance learning, so you can use it with confidence even if you have no knowledge of creating learning materials. The system is designed to be intuitive and easy to use, and it offers a variety of learning material formats to reduce stress during the learning process and make learning more effective. Please give it a try. Also recommended! Read also "E-learning will dramatically change the way you work! What are the advantages and disadvantages of e-learning?