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Thank you for using learningBOX. Today, learningBOX has been upgraded from Ver. 2.20 to Ver. 2.21. Let us introduce you to the various new features. Recommended New Features Schedule Create schedules by specifying groups or users. The created schedule can be displayed on the dashboard to inform users. ➡For details, please refer to "Schedule". Progress You can check the progress status of each group/individual regarding the study of content. The results can also be exported in CSV format. ➡For details, please refer to "Progress Status". For a list of the new features added this time, please download and check them below. Others For further information or questions, please contact us at the following address. Inquiry Form We will continue to listen to our customers' voices and improve the functionality of the system to make it even more user-friendly. We look forward to your continued support of LearningBOX/QuizGenerator.

Employee training is essential for the development of excellent human resources. Many companies tend to conduct training at the time of new hires, mid-career employees, or personnel transfers. However, there are many different types of employee training programs, and many companies often wonder what type of training should be implemented. In this issue, we will introduce the types of training by format, rank, job classification, and theme. Please use this as a reference when implementing new employee training or reviewing existing training. Main types of employee training From time to time, companies conduct training programs for the purpose of human resource development and skill improvement. Here we introduce the different types of employee training programs by format. Types of Training OJT training OJT is an abbreviation for "on the job training," also known as on-the-job training. It tends to be used as an educational method for new and young employees in the workplace. Since trainees can learn know-how efficiently while performing their work duties, it is easy to expect them to become immediately effective after the training, and many companies have adopted this training method. The general flow of on-the-job training is that a senior employee or supervisor first shows the trainee a model, and then the trainee is allowed to take on the challenge and is given guidance and follow-up. While this approach tends to improve motivation and satisfaction because it allows participants to learn practical content, it also has the disadvantage of increasing the workload on the instructor's side. Off-JT Training Off-JT training refers to educational training that takes place away from the workplace. It is an abbreviation for "Off the Job Training" and is also called off-the-job training. Off-JT training can be broadly classified into online training and group training. Online training is training that is conducted via a web conferencing system. Training is conducted using PCs, smartphones, tablets, etc. Online training is also called "e-learning training. Unlike face-to-face training, it is a method that has been attracting attention in the wake of the spread of the new coronavirus because it allows participation regardless of time and location. It is expected to reduce implementation costs, improve learning efficiency, and equalize educational opportunities. On the other hand, group training refers to off-line training such as seminars in which instructors and participants gather at a single venue. Group training can be divided into classroom training and interactive or experiential training. The interactive and experiential format includes role-playing, workshops, and group work. In-house and outsourced training Training that is conducted in-house without outsourcing employee training is called in-house training. On the other hand, employee training that is outsourced is referred to as external training. Specifically, the training curriculum, instructors, facilitators, location, etc. are generally outsourced. Back to Table of Contents Types of Hierarchy-Based Training In some cases, employee training is divided into separate training programs for different levels of employees, such as general employees and managers, because the skills and experience required by each employee's role and job level differ. The following are the types of training by job level. Training for new employees Training for new employees is conducted to raise their awareness as members of society and to acquire basic business manners. Typical examples of training topics include business manner training, communication training, and training in office automation skills such as Excel and Word. For training for new employees, we recommend combining OJT training and Off-JT training. Some examples of training topics that are suitable for a combination of OJT and Off-JT training include business card handling, telephone skills, and business e-mail. The following are some examples of topics that are suitable for combined on-the-job and off-the-job training. Training for young employees Training for younger employees is generally provided for employees in their second or third year of employment. The purpose of this training is to provide young employees who are still developing with the basic skills to fulfill their jobs and the applied skills to achieve their goals. Major training topics include self-management training, career management training, and problem-solving skills training. This is the stage in which participants hone their ability to take initiative, self-management skills, logical thinking, and other skills, and learn ideas and hints for growing into key figures in the organization. Training for mid-career employees In most cases, mid-career employees are defined not only by length of service, but also by their ability to assist leaders in the organization and to build smooth relationships with subordinates. For this reason, our training programs for mid-career employees include follower-ship training and mentor training to develop individuals who can serve as a bridge between the front line and management. In addition, some companies offer training in handling complaints with the aim of building good relationships with customers and improving problem-solving skills. However, many companies do not provide training for mid-career employees, as they play a central role in the organization and are often very busy. In order to nurture the next generation of leaders, human resource departments and managers need to clarify the abilities required of mid-career employees and provide training that enables them to acquire these abilities efficiently. Training for managers Managers are those who are responsible for managing the field from a management perspective, such as department managers and deputy managers, and are accountable for the results of their work. Examples of training topics for managers include leadership training, coaching training, management training, team building training, and labor management training. Leadership training and coaching training provide care and guidance techniques for subordinates, while management training and team building training develop the ability to properly manage human resources. Since the success of managers is directly related to a company's management strategy, it is important to implement training at the right time. Back to Table of Contents Types of Training by Occupation Since the skills required of businesspeople differ by job type, training content should ideally be optimized for each job type. Here we introduce recommended training programs for sales, administrative, and planning positions. Training for Sales Professionals Training for salespeople is designed to improve individual and company-wide sales performance and to reform sales methods. Typical themes include improving proposal skills, sales strategy thinking, remote sales skills, and fostering a sales mindset. Sales training is effective for new and young employees as well as mid-level salespeople and veterans. For less experienced employees, the training should include basic content such as business manners and document preparation, while for those with a proven track record, the training should be designed to update existing sales techniques. Salespeople are often away from the office, so to increase the effectiveness of the training, it is recommended to make it possible for them to learn regardless of time and location, for example, by using e-learning. Training for administrative staff Training for clerical staff includes business manner training, sales mindset development training, and business documentation training. Because clerical work is often routine and results are difficult to see, there is often a lack of awareness of the need to change the current situation. Therefore, training is intended to review the skills required of clerical workers, improve work efficiency, and prevent errors. In addition, in today's business world, there are many cases where clerical workers are responsible for the initial response to customers. In such cases, it is necessary to conduct telephone response training and CS mindset improvement training to develop staff with a customer perspective. Training for planning staff Training for planning staff is designed to improve their ability to identify the essence of corporate issues, their analytical skills, and their ability to come up with feasible ideas. Typical training topics include information utilization, improvement of planning skills, and marketing thinking. In addition, it is not only in planning positions that the ability to think out of the box is required. In some cases, ideas are generated by salespeople who deal directly with customers or new employees with new sensibilities, leading to new businesses. Therefore, it is advisable to conduct training for planning positions for a wide range of employees. Back to Table of Contents Types of Thematic Training To maximize the effectiveness of employee training, it is important to identify the issues facing your company and then select a theme that meets your objectives. Therefore, in the last section, we will introduce the types of training by theme and purpose. Information Security Training Information security training is designed to prevent security risks such as information leaks and cyber crimes. Business people are exposed to confidential information in all situations. Therefore, information security training should be provided to all employees, regardless of position or job title. In addition, information security training is suitable for an off-JT format centered on classroom lectures, and tends to be implemented for the purpose of enhancing literacy when introducing telework. To quickly share the latest information security case studies and risks, it is recommended to introduce e-learning, which allows flexible addition and modification of the curriculum. Compliance Training Compliance training is conducted to ensure compliance with laws and regulations necessary for corporate operations and to enhance corporate value. The meaning of compliance has been expanding in recent years, and it is important to strengthen awareness of not only laws and regulations but also morals and ethics. For example, in some cases, the use of social networking services is included in the training theme to help employees understand the risk of their private words and actions causing damage to the company. Compliance training tends to be input-based learning, making it suitable for off-JT format or e-learning. It is a good idea to pick up compliance case studies that are likely to be problematic in each industry or business sector and use them as teaching materials. Harassment Training Harassment training is useful for preventing power harassment, sexual harassment, and other disruptive behavior. Although often viewed as training for supervisors and managers, it is best not to limit the target audience, as harassment can occur in all positions. Another benefit of conducting training for all employees is that it helps to standardize standards for harassment, leading to early detection of problems. Perceptions of harassment vary from generation to generation and value system to value system. Therefore, it is important to update the content of harassment training from time to time and provide programs that are in line with the times. Diversity Training Diversity training is designed to enhance a company's competitiveness through respect for diverse human resources and work styles. In today's business world, where the working population is shrinking and human resources are becoming more mobile, it is essential to understand the importance of diversity. In particular, companies that are promoting the appointment of women to management positions and employing foreign nationals, the elderly, and people with disabilities should proactively implement diversity training. Diversity training should not be limited to classroom lectures, but should also include opportunities for discussion among participants. This will allow participants to come into contact with a wide range of ideas and values and deepen their understanding of diversity. Back to Table of Contents Use Different Types of Training to Solve Your Company's Problems In this issue, we have described the basic types of employee training. To increase the effectiveness of employee training, it is important to implement the appropriate type of training according to the issues facing the company and its human resource development policy. Instead of conducting the same training program every year in a routine manner, work on building new training programs or modifying the content after clarifying your company's issues, goals, and target audience. If you are looking for a service that can be used to create manual videos for use during training or to create videos of knowledge, please consider learningBOX. learningBOX is a learning management system with all the functions necessary for training, including creation and distribution of teaching materials, grading, and learner management. In addition, "learningBOX ON" provides several training contents that are essential for companies. Free information security training and compliance training are also available, and by combining them with in-house content, original training programs can be easily designed. We also offer a free plan that allows you to use almost all functions for free and indefinitely for up to 10 accounts, so please feel free to contact us. ▼Here's another recommendation! Also read Back to Table of Contents

Organizational Development" is an effective way to revitalize an organization and create a state where employees can achieve results individually and as a team. The measures may lead to solutions to current organizational issues. Please consider taking initiatives to achieve an organization that can maximize performance. This article explains the basics of organizational development, the advantages and disadvantages of implementing it, as well as the procedures and key points. We will also introduce the main methods and frameworks of organizational development, which HR professionals are encouraged to refer to. What is Organizational Development? At the beginning, we will provide you with basic knowledge about the meaning and purpose of organizational development, as well as the reasons for and background of the attention it is receiving. Let's start by deepening your understanding of why you should engage in organizational development for future practice. Meaning and Significance of Organizational Development Organizational development is a term that refers to the concept and efforts to revitalize an organization through the relationships and interactions between people in the organization. It is also called "OD," which is short for "Organization Development" in English. In organizational development measures, issues within the organization are brought to the surface, and the goal is to create a state in which each and every employee thinks about solutions as a party to the issue. Main Objectives of Organization Development Organizational development is designed to ensure that an organization continues to function healthily while adapting to a constantly changing environment. It plays an important role in creating a corporate culture in which individuals work on their own initiative to address organizational issues. Setting up mechanisms and rules that create synergy in the group is another important approach in organizational development. Reasons and Background for the Attention to Organizational Development The reason why organizational development is attracting attention in the Japanese business scene is because organizations are required to change along with the changing work styles of individuals. This is due to the spread of performance-based values, the diversification of employee employment patterns and nationalities, and the increasing complexity of communication methods with the spread of IT technology. Many companies are unable to fully utilize their own human resources due to their inability to adapt to these changing times. Companies need to revitalize their organizations and create an environment that maximizes their strengths. This calls for organizational development that emphasizes relationships among individuals and teams and enhances the quality of communication. Back to Table of Contents Difference between Organizational Development and Human Resource Development A term similar to organizational development is "human resource development. Here we explain the meaning of human resource development and how it differs from organizational development, comparing the two. There are differences between organizational development and human resource development in terms of subject matter and methods. Human resource development refers to efforts to enhance individual performance by encouraging employees to acquire knowledge and skills. It is not uncommon for it to be used in the same sense as "human resource development. The objective is to improve the abilities of each individual employee by having them acquire knowledge and skills that are currently lacking. Training, workshops, and other methods are used for this purpose. On the other hand, organizational development targets the relationships among individuals and teams and their interactions. Organizational development methods include the creation of an environment and structure within the organization. The table below compares the differences between organizational development and human resource development, using the two issues of "new employee turnover" and "early career development of young employees" as examples. <Differences in factor identification and measures between organizational development and human resource development (1) Organizational Development Human Resource Development Challenges New employee turnover Factors to be addressed Difficult environment for new hires and their supervisors to build a relationship Lack of management skills of the new employee's supervisor Examples of measures Introduction of a feedback system from subordinates to their supervisors Implementation of training and workshops for supervisors of new employees <Differences between factor identification and measures for organizational development and human resource development (2) Organizational Development Human Resource Development Challenges Rapid development of young employees Factors to be addressed Problems in the young employee's relationship with his/her supervisor, differences in perception of issues Lack of knowledge and skills of younger employees Examples of measures Improvement of rules for 1-on-1 meetings Implementation of training for younger employees Back to Table of Contents Advantages and Disadvantages of Organizational Development Before undertaking organizational development, it is important to keep in mind the advantages and disadvantages. Ideally, it is best to consider the burdens that may be placed on the organization, while at the same time taking into consideration the ways in which the efforts can be made to bring about better results. Merits of Organizational Development Maximize organizational performance When a company engages in organizational development, it can have a positive impact not only on individual employees, but on the organization as a whole. The benefits include the potential to improve individual and team performance. It can lead to organizational improvements, such as better ideas being generated and faster decision-making. Because organizational development efforts are less dependent on individuals and are an approach to changing the organizational structure itself, they can be expected to have lasting effects. Strengthening Branding Organizational development measures can strengthen your company's branding by ensuring that individuals and teams share the same goals and values. Individuals and teams will be able to act based on an understanding of the direction they should take as a company, which will enhance the brand value and service quality provided to customers. It is possible to build a strong brand from within the organization. Improved sense of unity and morale in the organization When communication within an organization is enhanced through organizational development, good relationships are built in the workplace, leading to easier cooperation and dialogue. The benefit is that the sense of unity of belonging to the same organization increases work motivation. The interaction among members also fosters a corporate culture of positive and good initiatives, which can be expected to improve morale. Disadvantages of Organizational Development There is a risk of increased workload Depending on the content of the organizational development measures, it may be necessary to change the current workflow. Please note that there is a risk of temporarily reducing work efficiency in the field when the way of cooperation between individuals or teams in the business is changed. For example, in cases where a new progress management sheet is introduced for collaboration among teams, the burden of inputting information may be greater than expected. In this case, the possibility of a shortage of time that can be spent on normal work should be taken into consideration. There is a risk of employee resistance or indifference. Some employees in the organization may be critical of change through organizational development. If these employees are not confronted, there is a risk of backlash within the organization after implementation. In addition, if many employees remain indifferent to the policy, there is a risk that it will become a formality and end in failure. It is a good idea to consider in advance how to introduce the measures and how to deal with the situation, taking into account that some employees may not be cooperative in organizational development. Back to Table of Contents Procedures and key points for implementing organizational development This section describes the flow of implementing organizational development, divided into four steps. We will also introduce points to note at each step, so please take a look at them. Step 1: Grasp the current situation and clarify the objectives First, clarify the purpose of organizational development based on the current status of the company. The key point is to identify specific problems based on facts, not abstract issues. Gathering information through interviews with employees and questionnaires is effective. Once your company's issues have been identified, visualize the gap between the state of the organization you should aim for and the current situation. Based on the results of the problem analysis and your company's corporate philosophy and vision, determine the direction of organizational development. Step 2: Planning a concrete action plan Based on the direction established at the beginning, we will decide on specific organizational development actions. Once the actions are considered, it is important to call for cooperation from the field. When doing so, involving key people in the organization and gaining their support will demonstrate leadership and make it easier to implement the measures. Step 3: Test the effectiveness of the measures with a small start This is the stage where measures are initiated and their effectiveness is tested. It is recommended to start as small as possible, for example, by limiting the implementation to a few departments or teams at first. After understanding the potential issues that may arise, the scope of the project should be gradually expanded to a larger scale. Step 4: Introduce successful measures to the entire company Once the effectiveness of the measures has been verified and success is recognized in the small start, organizational development is introduced to the entire company. Once the results of the measures are analyzed and the reasons for success are clarified, it is important to reflect them in the next measures. After company-wide implementation, continue to verify the effectiveness of the measures and make repeated improvements. Back to Table of Contents Methods and Frameworks for Organizational Development Finally, we would like to introduce some typical methods and frameworks that are used in many companies' organizational development. Why not incorporate them into your own organizational development measures? AI (Applied Inquiry) AI (Appreciative Inquiry) is a method of developing action plans by asking questions that help individuals and organizations to envision their potential and what they want to become. AI is also called "AI" for the English word "Appreciative Inquiry," which means "to find value" and "Inquiry" means "to ask questions. In the AI method, each team asks each other in-depth questions to find out the good parts of individuals, what they are striving for, and what makes them successful. Allowing employees to engage in this process brings about the habit of sharing positive images. World Café The World Café is an interactive method of free discussion in a relaxed café-like environment. Basically, small groups of people work together to deepen their understanding of each other while discussing a pre-determined theme. Group members rotate on a timed basis, and at the end of the session, the participants share their findings as a whole. The World Café does not require discussion. The purpose is to provide an opportunity for employees in different positions to talk openly with each other and to promote mutual understanding within the organization. The 4Ss of Software The "4Ss of Soft" are four interrelated elements that serve as benchmarks for organizational management. The 4Ss stand for "Shared Value," "Style," "Staff," and "Skill. Analyzing the soft 4Ss of your organization can lead to strategic planning. The soft 4Ss are a concept that appears in the "7Ss of Organization" proposed by McKinsey & Company, a management consulting firm. The 7Ss of an organization consist of the "4Ss of software" and the "3Ss of hardware. The 3Ss of hardware, meaning "Strategy," "Organizational Structure," and "System," are said to be easier to control than the 4Ss of software. Tuckman Model The Tuckman Model is a framework proposed by psychologist Tuckman that shows the growth stages of an organization in five stages. The stages are divided into "Formation Phase," "Disruption Phase," "Unification Phase," "Functional Phase," and "Scattering Phase. The Tuckman model can be used as a reference for organizational development based on the issues that are likely to arise during each of these processes. This model is often used in team building, and is suitable when aiming for a high-performing organization. Back to Table of Contents Lead Your Company to Growth through Organizational Development We have discussed organizational development. Organizational development can revitalize the organization through relationships and interactions within the organization. While it can be expected to enhance performance, it can also lead to a burden on the field and employee resistance, so there are some aspects to be aware of when introducing it. Please refer to the procedures and key points described above and consider measures that will lead your organization to growth. Cooperation with key persons in the field is essential to the success of organizational development measures. When conducting management training for managers and leaders for organizational development, please use our e-learning system "learningBOX". learningBOX is a learning management system that provides all the functions necessary for conducting in-house training, such as creating and distributing teaching materials, grading, and managing learning histories. LearningBOX is an e-learning system. In addition, "learningBOX ON" provides several training contents that are essential for companies. Free information security training and compliance training are also available, and by combining them with in-house content, original training programs can be easily designed. We also offer a free plan that allows you to use almost all functions for free and indefinitely for up to 10 accounts, so please feel free to contact us. ▼Here's another recommendation! Also read Back to Table of Contents

Thank you for your continued support of learningBOX. We will be performing maintenance on Wednesday, March 22, 2023 to upgrade the shared server environment. Please note that you will not be able to log in to the shared server environment during the following period. We apologize for any inconvenience this may cause and appreciate your understanding. ■Period of Implementation 　Wednesday, March 22, 2023, 2:00 AM to 5:00 PM 　Please note that the end time may vary depending on the status of the work. 　　Please understand this in advance.

Many companies are implementing telework as a way of working in the new normal era. Not only has the way of working changed from the traditional way of coming to the office, but the format of training has also changed dramatically. In addition to teleworking, online training is becoming increasingly popular. What are the characteristics of online training during telework that are different from group training? This article will explain common issues and solutions for online training, as well as points to enhance the operational effectiveness of training. What is online training for teleworkers? While teleworking allows employees to work without being restricted by time and location, it becomes difficult to gather employees at the same venue as for traditional training. In such cases, online training will make it easier to conduct training in a telework environment. Online training is training that is taken via a web conferencing system or other means. Learners learn using devices such as PCs, smartphones, and tablets. This type of online training is also called "e-learning training. When implementing online training, it is important to understand the differences from traditional face-to-face group training and to cover the disadvantages unique to telework. Back to Table of Contents Types of Online Training Available for Teleworkers There are two main types of online training that can accommodate telework: "live delivery" and "on-demand delivery. The features of each training method are explained here. Live-streaming training Live training is characterized by real-time delivery of lectures via a web conferencing system or other means, with each learner participating online. Because it is held in real time, it has a realistic feel similar to a group training session. The instructor and learners can interact with each other, so if there is anything that is unclear, a question and answer session can be held on the spot. The instructor can also instruct the learner to speak up and give a lecture similar to a face-to-face meeting. Compared to the on-demand delivery type, it is easier for the instructor and learners to communicate with each other. The advantage of live-delivered training is that it is easy to follow up on areas that learners do not understand on the spot. However, problems with the communication environment may disrupt the course if video or audio is disturbed. Also, since all learners must participate at the same time, it is not suitable for self-paced learning. On-demand delivery-type training On-demand-delivered training is characterized by the use of pre-prepared content. Learners learn using training content shared online. They can watch videos of recorded lectures, view training materials distributed to them, and learn in a variety of other ways. On-demand delivery training allows learners to take the training at their own pace. In addition, since the training content to be delivered can be prepared in advance, it is easier for the management to reduce the burden of preparation compared to the live delivery type, which is held in real time. There is also no need to worry about major impact due to problems with the communication environment. The advantage is that it is possible to provide training of stable quality while minimizing the burden on the operation. However, the drawback is that if the training design is not based on learner output, it is difficult to grasp learner responses during the training. Some measures must be taken to increase the effectiveness of the training, such as providing feedback after the course is completed. Back to Table of Contents Common Challenges and Remedies for Online Training During Telework Online training may face different challenges than traditional group training. If you are holding the training during telework, be sure to understand the common challenges and keep in mind how to deal with them in order to resolve them. Difficulty in creating learner initiative Compared to traditional group training, online training tends to be more difficult to communicate non-verbally, such as through facial expressions and gestures. This makes it more difficult for learners to ask questions and express their opinions than in traditional training, and it is not uncommon for learners to feel anxious and become passive. To prepare for such issues, it is necessary to keep the number of participants in training programs during teleworking to a certain extent. It is also advisable to incorporate small group work into the training program to encourage learners' proactive participation. Unexpected problems are likely to occur. During online training, problems with the Internet environment may occur. Some troubles may be difficult to promptly identify the cause and may not be resolved. The following are examples of common problems. Noise in the audio Difficulty seeing screen-shared material The line is cut off in the middle of the session It is important to have a system in place to deal with unexpected problems as soon as possible. Specifically, separate the roles of facilitators and assistants, and prepare a manual on how to deal with problems. Difficulty for learners to maintain concentration During telework training, learners tend to have a hard time maintaining the proper amount of tension to stay focused. This is because learners are not in direct line of sight of the instructor. Another reason is that actions such as question-and-answer sessions and group work are limited compared to face-to-face training. To create the right amount of tension in training, it is a good idea to establish rules and mechanisms to increase the need to focus on the training. For example, a check test can be administered to review the training content and assess the learner's level of understanding. Back to Table of Contents Points to Increase the Effectiveness of Online Training During Telework Companies offering online training should consider the following initiatives to ensure effective implementation. Finally, the following are some key points to enhance the effectiveness of the training program. Establish an Internet communication environment. A stable communication environment is essential for smooth telework training. However, it may be difficult to maintain a perfect environment in which all participants are completely trouble-free. Therefore, it is ideal if companies can make thorough preparations to minimize problems. For example, a list of environmental settings for PCs and web conferencing systems that are likely to cause problems in online training should be prepared and participants should be asked to check these settings. It is also important to build and select a management system that is error-resistant. Keep in mind that communication is not a one-way street. In online training, it is important to incorporate two-way communication to encourage interaction between instructors and learners and to maintain a moderate level of tension. Learners are basically allowed to attend with video and interact with each other face to face. By seeing each other's faces, it will be easier for communication to be as natural as face-to-face communication. It is also effective to encourage learners to take some action in response to the instructor's questions. In this case, the chat and reaction functions of the web conferencing system can be used to check each learner's response. I understand now! I see. and other simple comments, it is easy to sense the excitement of the meeting. Implement a learning management system suitable for online training. Consider implementing a learning management system suitable for online training. A dedicated management system will facilitate the work of HR personnel, from the creation of training content to the management of learner performance. Learning management systems include functions for distributing training materials and checking the progress of each learner. Using the functions to conduct check tests will also be helpful in enhancing learning management. It is easy to create an environment in which learners can easily maintain their motivation. Back to Table of Contents Conduct Effective Online Training While Teleworking In this issue, we have reported on the features of online training that can accommodate telework, common issues and how to deal with them, and even points to enhance the effectiveness of training. A major issue with online training is that it is difficult for learners to take initiative and have a sense of urgency. When conducting training, consciously incorporating interactive communication and thorough learning management will help maintain motivation. If you are looking for a learning management system for online training, we recommend "learningBOX," a learning management system that provides all the functions necessary for conducting online training, including the creation and distribution of teaching materials, grading, and learning history management. In addition, "learningBOX ON" provides several training contents that are essential for companies. By combining the free information security training and compliance training with in-house content, you can easily design your own original training programs. We also offer a free plan that allows you to use almost all functions for free and indefinitely for up to 10 accounts, so please feel free to contact us. ▼Here's another recommendation! Also read. Back to Table of Contents

With the impact of the spread of the new coronavirus in 2020, telework and remote work have become not uncommon ways of working. Many companies may not have introduced telework at this time, but may be considering whether to do so in the future. Information security measures are essential for companies to introduce telework. In order to prevent problems from occurring in your company, make sure you have security measures in place. This article explains why information security measures are necessary for telework. It also introduces the advantages of introducing telework and specific examples of security measures, so if you are considering introducing telework, please be sure to read to the end. Necessity and possible risks of information security measures in telework While an increasing number of companies are introducing telework, many are finding it a challenge to ensure security. According to a survey by the Ministry of Internal Affairs and Communications, 47.6% of companies responding to the survey said that ensuring security was an issue when introducing telework. Source: "Secondary Fact-Finding Survey on Telework Security," Ministry of Internal Affairs and Communications Neglecting security measures when implementing telework can lead to a variety of risks. In order to prevent losses to your company, it is important to understand the possible risks. There are four typical risks. Loss or theft of the device In many cases, employees are lent laptop computers when teleworking. When working at home, there is little concern about loss or theft of terminals, but when working in coworking spaces, etc., one must be careful about loss or theft of terminals. If personal customer information is stored on the device, loss or theft can lead to major problems. Information Leakage When working at home or in a coworking space, you will be using a different Internet connection than in the office. Since the strength of security varies from line to line, there is a risk of information leaks if you use an Internet connection with a weak security level. Infection with malware Terminals provided in offices are generally equipped with antivirus software. However, it is not uncommon for employees' personal terminals to not have antivirus software installed. As a result, the risk of infection with malicious viruses and other malware increases. Communication interception and wiretapping Be especially careful when using public Wi-Fi in cafes and other places. Because free Wi-Fi is available to anyone, there is a risk that your communications may be intercepted. In some cases, it may even be eavesdropped on, so it is important to be very careful when using free Wi-Fi. Back to Table of Contents Teleworking Has Benefits When Information Security Measures Are Implemented! Although teleworking has security risks, it also has benefits for both employees and companies. Specific benefits are listed below. Reduction in commuting time Commuting time is one of the most stressful experiences for employees. Riding crowded trains can be especially stressful. If teleworking can be introduced, employees will no longer have to commute and will be able to use their free time more effectively. This will also improve work efficiency. Prevention of employee turnover If you can create an environment that allows employees to work from anywhere, you will be able to hire a wider range of human resources, such as those in rural areas. In addition, there are cases where employees leave the workforce due to difficulties in commuting for reasons such as childcare or nursing care. If such employees can work via telework, it is possible to prevent them from leaving the company. Other benefits include cost savings through reduced office space and transportation costs. Back to Table of Contents Examples of Information Security Measures for Telework When implementing telework, it is essential for companies to take measures. Here are seven specific measures. Establishment of security guidelines One method is to formulate security guidelines to determine what the company wants its employees to be aware of. It is important to clearly state what employees should be aware of (basic policy) in their work, and to inform employees of this policy. Security guidelines are not the end of the process once established, but should be updated according to the times. Introduction of security software While clear statements in guidelines are effective, one way is to introduce software that can be expected to be effective as a security measure. If a terminal becomes infected with a virus, it can cause significant losses to the company. To prevent the worst from happening, security software should be installed on the terminals used for business purposes. Thorough password management It is important to set passwords that are difficult to guess for passwords to be entered during work. Passwords such as birthdays, names, and consecutive numbers are easily guessed and may lead to unauthorized access. Therefore, it is recommended to set strong passwords with alphabets and symbols. Paperless Promotion While paper documents are easy to carry, they also have the disadvantage of being at high risk of theft or loss. If paper documents are stolen or lost while away from the office, it may lead to an irreversible situation. The key to eliminating the disadvantages of paper documents is to go paperless. Encryption of personal information If you handle a lot of personal information, encrypt the data itself. In companies that use cloud applications, it is possible that employees may access personal information through the application. Encrypting the data in advance will help protect against unauthorized access. Regular OS or app updates Update your OS or app as soon as possible, as update programs are provided on a daily basis. Update programs may include things such as vulnerability remediation. Failure to update your system will leave it in a high security risk state, so it is essential to take action as soon as possible. Security Education Among the various security measures available, security education is recommended to help people understand the need for security measures. The curriculum for security education will often be set to content tailored to those with low security literacy. After taking the time to inform employees about examples of information security incidents, etc., make them aware of the importance of security measures and aim to raise the level of security literacy in the entire organization. Back to Table of Contents SUMMARY In this article, we have shown why information security measures are essential for teleworkers, as well as examples of such measures. Although teleworking involves various risks related to security, it also has many advantages. To promote diverse work styles and create a comfortable work environment, consider introducing telework. When you want to inform your employees about information security, please use the information security training contents of "learningBOX ON". learningBOX ON is a service that makes it easy to add training contents that are essential for companies to learningBOX, which is an e-learning creation and management system. The service allows you to easily add the training content required by your company to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining the content with your own in-house content. We encourage you to use this service for your in-house training programs, as the contents of information security and compliance training courses are available free of charge. ▼Here's another recommendation! Also read Back to Table of Contents

Companies are increasingly adopting e-learning as a mechanism to make human resources training and employee training online. The demand for e-learning is further increasing due to the outbreak of the new coronavirus, which has made it more difficult to conduct face-to-face group training. In this issue, we will explain the effects that can be expected from the introduction of e-learning, points to keep in mind, and examples of corporate successes. We will also touch on points to improve learning effectiveness, so please refer to this article if you are planning to introduce e-learning, or if you are wondering how to make the most of your existing system. e-Learning Implementation Benefits and Cautions E-learning is a form of online learning using the Internet. It is used by companies for learning to improve employee skills and for employee training to develop human resources. Here, we will explain the effects of e-learning and points to keep in mind in order to enhance the educational effects of e-learning. Expected Effects of e-Learning <What can you expect from e-learning? Administrators Cost reductions can be expected. Centralized management of learner progress, grades, and attendance information Easier to revise and update course materials Easy to provide appropriate learning materials for each learner Learners Can review unfamiliar material as many times as they need to Less time and place constraints Easy to grasp the progress and level of understanding Easy to work on by supporting multi-devices Compared to group training, e-learning has the potential to save companies a great deal of money in the preparation of venues and instructors, as well as in the time and effort required to produce content. For this reason, e-learning is attracting attention as an alternative to traditional training that requires face-to-face meetings. From the learner's perspective, there are fewer restrictions on time, place, and device, so it is expected to be easier to engage in training. This will lead to more equal learning opportunities, higher satisfaction with training, and more active participation in training, which will lead to greater retention of knowledge. The system is also used for training for people with irregular working hours and for training new employees who have just been hired. Points to keep in mind in maximizing the effectiveness of e-learning implementation . Points to Note Examples of countermeasures It is easy to struggle to manage learner motivation Display of rankings of top performers Create badges and certificates based on learning progress Prepare teaching materials using videos and animations Create learning materials that can be studied in a short period of time, making it easy to use the learners' spare time. It is also essential to improve the learning environment. Support for mobile phones, tablets, and other devices Development of a system for downloading materials and video materials (offline viewing) Not suitable for learning with practical skills Use of e-learning and group training or on-the-job training, depending on the content of the training Live webcasts using webcams and microphones A certain level of knowledge is required for implementation and production Use of e-learning system provider's support and services for introduction of e-learning system Select a system that can be easily operated to create teaching materials and drills Difficulty in exchanging questions and answers, etc. Establishment of a bulletin board for anonymous posting Proactive feedback from the administrators Use of survey function Difficulty in communication among learners Management of learner community Introduction of an e-learning system with chat function and learning history sharing function Initial and monthly fees are required. Choose an e-learning system that is free of charge Use a trial plan Can you create a training program that fits your company's needs? Clarify learning objectives Implement an e-learning system that allows you to create your own training materials Compared to group training, e-learning tends to be less coercive and requires more autonomy from the learner, so there are cases where the learner struggles to maintain motivation. In addition, the ability to learn without being restricted by time or location can also lead to a decline in concentration. The main countermeasure is to incorporate gamification elements to make learning more enjoyable. Specific examples include the display of rankings of top performers and the creation of badges and certificates based on learning status. In addition, e-learning is difficult to create opportunities for communication between instructors and learners, as well as among learners. Because it is difficult to generate a question-and-answer session or exchange of opinions, there is a risk of losing the synergistic effect of group interaction. It is recommended to prepare an environment that facilitates communication by utilizing a bulletin board or in-house SNS where questions can be easily asked. Back to Table of Contents Points to Increase the Effectiveness of E-Learning Implementation When using e-Learning for employee training, what points should you keep in mind? The following are some points to consider in order to enhance the learning effectiveness of e-Learning. Combine with practical training When incorporating e-learning into corporate training, it is effective to provide opportunities to output the content inputted through e-learning. For example, in the case of business manner training, role-playing and discussions among new employees and with their supervisors can be used to confirm what they have learned and help them consolidate their knowledge. Establish rules and mechanisms for participation in the course. To maximize the effectiveness of e-learning, it is also important to establish rules and mechanisms that do not disadvantage learners. For example, if the course is mandatory, it is advisable to establish rules such as "the course must be conducted during working hours" and "late-night work allowances will be paid if the course is conducted after 10:00 p.m.". If the training is optional, it is necessary to establish rules such as "not having to take the training will not affect your personnel evaluation. Follow up with learners according to their level of proficiency. Many e-learning systems are equipped with functions such as tests to check the level of understanding and visualization of learning progress. It is important for the administrator to use these functions to provide feedback and follow-up according to the proficiency level of each learner. Back to Table of Contents Success Stories of Effective E-Learning Operations Due to the impact of the new coronavirus, more and more companies are considering the introduction of e-learning, which allows students to take lectures anytime, anywhere. Finally, we would like to introduce a successful case study of the use of an LMS (Learning Management System), which is indispensable for the introduction of e-learning. NTT Marketing Act ProCX Corporation NTT Marketing Act ProCX Inc. implemented the LearningBOX learning management system (LMS), primarily to impart sales skills and compliance knowledge to staff. All staff members are required to take tests on compliance and important awareness issues, and the results are analyzed to improve instructional content. In addition, by utilizing the function of setting up e-mail, the speed at which important matters are communicated to the field has also been improved. Hokuriku Gakuen Educational Corporation The School Corporation Hokuriku Gakuen introduced the LMS (Learning Management System) "learningBOX" as a tool for conducting online classes, taking advantage of the outbreak of the new coronavirus. After each class, a test is administered, and the results are analyzed, including not only the correctness of the questions, but also the time it took the students to complete the test, which is used to guide students. In addition to the learning aspect, the system has also led to a significant reduction in printing costs and the speedy sharing of information through the use of the notification function, thereby improving operational efficiency. Back to Table of Contents Understand the benefits of e-Learning and use it in your own operations! In this issue, we have introduced the effects of e-learning, points to note, and examples of companies that have actually introduced e-learning. e-learning has become a popular tool for human resource education in companies because of its high learning effect using video content and the ease of learning at any time and any place. We recommend that you check the effectiveness of e-learning and introduce it according to your company's issues, taking into consideration the points to keep in mind. If you are looking for a service to enhance the effectiveness of e-learning, we recommend "learningBOX," an e-learning system that provides all the functions necessary to implement e-learning, including creation and distribution of teaching materials, grading, and learning history management. We also offer a free plan that allows you to use almost all functions for free and indefinitely for up to 10 accounts, so please feel free to contact us. ▼Here's another recommendation! Also read Back to Table of Contents

Thank you for using learningBOX. Starting with the next major version upgrade (March 22, 2023), the service content of the paid option "Design Customization" will be changed. We would like to explain the details. Changes to the design customization service The changes are as follows (1) The name of the service will be changed to "Customize". (2) Customize" can be operated by the customer himself/herself. The functionality has been expanded to allow customers to customize the top page and side menu themselves, making the operation intuitive even for those who do not have expertise in design. (3) Customization can be requested from our design team. If you would like us to do the initial setup for you, we will accept your design request for a fee. Outline of Customization In addition to the standard license, the following fees are required to use the service. There is no change in the price from the "Old: Design Customization". Customization on shared servers First year fee (annual contract) 220,000 yen (tax included) Next year's fee (annual contract) 66,000 yen (tax included) Terms of Use Starter Plan, Starter Plus Plan, Standard Plan, Standard Plus Plan, and Premium Plan users What is included in the cost Shared learning environment server Customization API integration (*inquiry required) Delivery time For customization only: same day For customization + design request: about 1 month or more *If you sign up for a dedicated server, the cost of customization is included in the server fee. 　　　　　　About design requests If you wish to have us do the initial setup, we can accept design requests for a fee. The following fees are required in addition to customization. Template A Template B,C Cost of design request 110,000 yen (including tax) 220,000 yen (including tax) Three types of templates are available. Template A: A simple design that automatically takes you to the login page when you access the top page. Template B: The introduction about your e-learning site is displayed on the top page. It is also recommended for commercial use. Template C: A design that includes an explanation of how to use the site for learners, for use in educational institutions and in-house training programs. Please check the template designs below. See a demo of Template A See a demo of Template B View a demo of Template C Points to note when using the templates 　　　　　　Design templates are updated and changed without notice. In such cases, the updated contents will not be automatically applied to the design edited by the customer. Please be aware of this. 　　　　　　We do not provide recovery of data that has been edited or deleted by the customer. When editing a design, please be sure to save a backup before editing. 　　　　　　If you wish to correct any problems with the design you have created or edited, please do so on your own. You can return to the default settings by selecting the template again. Please note that edited content will be discarded. 　　　　　　Depending on the scope and content of the customization, basic knowledge of HTML, CSS, and JavaScript may be required. Please note that we do not provide technical support on how to write these. 　　　　　　In principle, we perform server maintenance for version upgrades four times a year. We will not be able to correct any design defects that may occur as a result of these version upgrades.

Corporate efforts are essential for employees to work in a healthy and happy environment. In recent years, due in part to the impact of the new coronavirus infection, the way employees work and the nature of companies are being reevaluated. Under such circumstances, the concept of "wellbeing" has been attracting attention. In this issue, we will explain what the concept of wellbeing means and why it is attracting attention from companies, as well as touch on initiatives to promote wellbeing. We hope that those in charge of human resources and general affairs departments will find this information useful. What is wellbeing? Initially, we will explain the meaning and definition of the term wellbeing and how it differs from similar terms. We will also touch on why wellbeing has become more important in society in recent years. Let's start by reviewing the basics. Meaning and Definition of Wellbeing Well-being is a literal translation of the word "happiness" or "health. The term is defined by the Ministry of Health, Labour and Welfare as "a concept that implies a state of physical, mental and social wellbeing in which individual rights and self-actualization are guaranteed. Source: "Employment Policy Study Group Report Outline (Draft)" (Ministry of Health, Labour and Welfare) It was also mentioned for the first time in the following charter devised at the time of the establishment of the World Health Organization (WHO). Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity. (Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity.) Source: "What is the Charter of the World Health Organization (WHO)" (Japan Association of WHO) Well-being is a concept that is being emphasized by WHO and other organizations around the world, and is attracting attention not only in the Japanese business scene but also on a global scale. Difference in Meaning between Well-Being and Health Management Health management" is defined by the Ministry of Economy, Trade and Industry as "the strategic implementation of health management for employees from a managerial perspective. Health management is often confused with wellbeing. The difference between the two is whether they are concepts or specific methods. The difference is that wellbeing is a concept, while health management is a method to achieve it. Management that pursues wellbeing is called "wellbeing management. There is a difference between wellbeing management and health management in the scope of health pursued. Well-being management pursues a wide range of health, including social health. In contrast, health management is considered to be management that pursues primarily physical and mental health. Source: "Health Management" (Ministry of Economy, Trade and Industry) Why wellbeing is becoming more important in society Reinforcement of work styles Social fulfillment, which is part of wellbeing, is essential to the realization of work style reform. The reason for this is that one of the goals of work style reform is "to enable each and every worker to have a better outlook for the future. Companies that are reforming their work styles should also understand the concept of wellbeing. Promotion of SDGs The SDGs (Sustainable Development Goals) are international goals adopted at the UN Summit in 2015. One of the goals of the SDGs is "health and well-being for all. Not only in Japan, the SDGs, which are international goals, also call for the improvement of wellbeing, and are attracting attention worldwide. Spreading Diversity Diversity includes factors such as gender, nationality, personality, values, disability, and work style. In recent years, opportunities for people with diverse values and backgrounds to work together have been increasing. Reasons cited for this include the overseas expansion of Japanese companies and the increase in the number of foreign workers in Japan. Management policies and initiatives that respect diversity are becoming increasingly important. Back to Table of Contents Benefits and Effects of Corporate Well-Being Initiatives The following benefits and effects can be expected when companies engage in wellbeing initiatives. We hope you will consider taking a proactive approach. Easier to improve employee fulfillment When wellbeing improves, employees are more likely to find meaning in their lives. Increased happiness and a sense of fulfillment in their work can be expected to have a motivational effect. Increased employee agency, productivity, and performance can have a positive impact on company performance. Effects can be expected to lead to the retention of human resources. When employees' physical and mental wellbeing is stabilized through wellbeing, it is easier to prevent factors that can lead to employee turnover. As wellness in the workplace spreads throughout the company, it can be expected to have a lasting effect by facilitating human relations in the workplace. Companies can benefit from reducing the costs associated with employee turnover, such as recruiting and training new employees. Back to Table of Contents Examples of Initiatives to Promote Well-Being What measures should you take to promote wellbeing in your company? Finally, here are some specific measures on how to tackle wellbeing and how to achieve it. Promote employee communication Well-being is more likely to improve when employees are able to communicate with each other. This is because it is easier to resolve relationship and work problems. Specific measures to promote communication include the "Thanks Card System. The "Thanks Card System" is a system where employees write words of appreciation to each other on paper or digital cards. Individual letters may be given to each other, or a representative may put them together and post them on a bulletin board. Acquire the necessary knowledge through training. To promote wellbeing within the company, it is effective to conduct training that includes comprehensive knowledge input and practical exercises. This will provide employees with the opportunity to learn more about wellbeing. Training topics such as "harassment training" and "diversity training" can be effective. The advantage of training on a specific topic is that it is easy to delve deeper into the learning content. To avoid the cost of preparing content in-house, please consider using an external service. Improve working conditions and work environment In your commitment to wellbeing, it is also important to create a comfortable work environment for your employees. Reviewing and improving existing systems or introducing new systems can help create a flexible work environment. For example, enhancing benefit packages can improve employee satisfaction. Initiatives such as meal subsidies, the establishment of daycare/nursery facilities, and telework subsidies can also be effective. Back to Table of Contents Aiming to be a company where employees are happy with wellbeing We have described "wellbeing," which is attracting attention worldwide. By considering the happiness and health of employees and working to promote wellbeing, companies can bring a variety of benefits and effects. If many employees do not know much about wellbeing, it is a good idea to support them in acquiring the necessary knowledge through training. To get the word out about wellbeing, we recommend learningBOX, an e-learning system that provides essential functions for internal training, such as content creation and distribution, and participant management. Courses can be designed according to training content, and tests to check employee proficiency can be easily implemented. The system's simple operability and reasonable price have been well received, and many companies have adopted it for their in-house training programs. We also offer a free plan that allows you to use almost all functions for free and indefinitely for up to 10 accounts, so please feel free to contact us for more information. ▼Here's another recommendation! Also read. Back to Table of Contents

Today, everyone involved in corporate operations handles some kind of confidential information, and information security education is becoming increasingly important. This is because even if hardware and software are in place, if each individual lacks security awareness, an external attack or human error could lead to a serious accident. In this issue, we will explain the necessity, purpose, and implementation method of information security training. We will also introduce contents and materials useful for implementing the training. Fundamentals of Information Security Education To protect companies from information security incidents caused by cyber attacks or mismanagement of information assets, it is important to conduct employee training to strengthen security awareness. First, we will inform you of the necessity, benefits, and purpose of information security education. Necessity and Benefits of Information Security Education Thorough information security education for employees will make it easier to prevent information leaks. This is because more than 60% of all information leaks are caused by human error, such as "lost or misplaced," "mishandling," "mismanagement," "setting," and "theft. It is also expected to reduce risks such as compensation for damages and loss of social credibility due to accidents. Reference] "Survey Report on Information Security Incidents in 2018" by Japan Network Security Association Back to Table of Contents Purpose and Role of Information Security Education Familiarize employees with the information security policy Information security policy is a policy for information security measures in a company or organization. It mainly describes action guidelines, plans and measures, as well as operational systems and regulations. To improve information security awareness within an organization, continuous efforts and mechanisms are necessary to ensure that all employees comply with the formulated policy. For example, penalties for non-compliance and damage to the organization should be indicated, tests to check the level of understanding should be conducted, and rules regarding the handling of personal information should be thoroughly enforced. Understand information security threats and countermeasures In information security training, it is also important to convey real-life examples to ensure that employees comply with the policies that have been developed. For example, it is effective to explain Internet threats and damages, basic measures such as anti-virus and vulnerability countermeasures, and preparedness in handling e-mails and tools. Back to Table of Contents How to Plan Information Security Education The following is a step-by-step explanation of how to implement information security education. Implement information security training in an appropriate cycle and use it to improve your company's literacy. Step 1: Establish the purpose of education and learning themes Clarifying the objectives at the beginning will make it easier to be consistent in efforts and effects. Extract and organize past incidents and issues related to information security within the company to help set objectives. In addition, from external examples, risks that have not occurred in the past but could occur in the future can be assumed. Once the objectives of information security education are set, determine the security knowledge and skills you want employees to acquire to solve the issues, and select learning themes accordingly. Examples of learning topics include the following Risk of information leakage Confidentiality Types of Confidential Information Targeted Attack Email Threats and Response Measures Rules for using social networking services Importance of managing information terminals Security risks in the use of cloud services and public wireless LANs Latest cyber-attack tactics Password Management Step 2: Select the target audience for education Next, select the target audience according to the purpose of the education and the learning theme. Depending on the content of the training, the target may be determined with reference to the department, position/role, office location, etc. For example, the target audience may include regular employees of the sales department, outsourced employees involved in business operations, and regular employees of the Tokyo office. Regardless of employment status, such as temporary employees, contract employees, part-timers, and outsourced workers, all people involved in the business should be selected as the target group. Step 3: Determine the timing and frequency of training Next, determine the timing and frequency of information security training in order to incorporate it into the schedule. The timing may include when new or mid-career employees join the company, when a security incident occurs at the company or another company, or when internal rules are changed. The key point is to implement at a time when employees' interest in information security is growing. The frequency of implementation can be once a year, once a month, or once every half year or quarter. The frequency should be determined based on the importance of the content and the frequency of personnel changes, and should be held on a regular basis. Step 4: Select the form of education and prepare contents The next process is to consider the form of information security education. Group training, e-learning, and external seminars are commonly used. Select the appropriate method according to the content of the training, the cost, and the level of literacy of the participants. The most recommended method is e-learning. This is an Internet-based learning format in which learners access an online server with a computer or tablet and take the required courses. This method does not require gathering participants as in group training, and can be accessed from any location and at any time as long as there is an Internet environment, making it easy to use even for companies that have introduced remote work. Once the form of education is decided, we start preparing the content. Depending on the e-learning service, it may be possible to deliver not only existing content, but also a combination of materials created by the company itself. Step 5: Follow-up based on measurement of the effectiveness of the education After the information security training is conducted, measure the effectiveness of the training through confirmation tests and questionnaires. If there are any employees who have problems with information security awareness, feedback and follow-up should be provided. If you have prepared your own educational materials, it is also important to review the contents based on the effectiveness measurement. Back to Table of Contents Content and Materials for Information Security Education When conducting information security education, it is efficient to combine external content and materials in a form suitable for your company. Here we introduce content and materials that can be used for information security education. IPA "Bookmark of Countermeasures This is a document made available to the public by the Information-technology Promotion Agency, Japan (IPA), which is under the jurisdiction of the Ministry of Economy, Trade and Industry (METI) IPA conducts activities such as human resource development to strengthen competitiveness in the IT field in Japan. It introduces specific security measures according to the purpose and situation, such as web conferencing, telework, and long vacations, and may be used as training materials or handouts. Reference] Countermeasure Guidebook | IPA Information-technology Promotion Agency, Japan Ministry of Internal Affairs and Communications "Cyber Security Site for Citizens The Ministry of Internal Affairs and Communications (MIC) website provides content on cyber security measures in companies and organizations. The site features a curriculum divided by roles, such as executives, employees, and information management personnel, making it easy to use for implementing company-wide information security education. All content is available in downloadable PDF format, so it can be distributed as a handout after the training is conducted for knowledge retention. Some of the courses are also available in video format, so that the expert's explanations can be viewed repeatedly. Reference] Cyber Security Site for Citizens ｜ Ministry of Internal Affairs and Communications e-learning service learningBOX ON learningBOX ON" is a service that makes it easy to add essential corporate training content to "learningBOX," an e-learning creation and management system. The content of information security material is available free of charge, and it is also possible to deliver a combination of original material and existing content. Back to Table of Contents Promote Information Security Education to Make Your Company More Resilient to Cyber Risks In this issue, we explained the purpose of information security education and how to implement it. To reduce risks such as damage to the corporate image and compensation for damages caused by information security incidents, it is necessary to improve the security awareness of each and every employee. Implement information security education systematically to realize an organization that is resilient to cyber risks. We recommend learningBOX ON's information security training content to inform your employees about information security. Compliance training contents are also available free of charge, so please take advantage of them for your in-house training. ▼ We also recommend this one! Also read. Back to Table of Contents