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Must Read for DX Promoters! Introduce e-learning first! I am Yoda, a member of the Tokyo team who recklessly joined Tatsuno Information Systems with zero IT knowledge. Recently, I have frequently seen the term "Digital Transformation (DX)" on the Internet and in books. I have a vague understanding of the concept of DX, but I have been asking myself questions such as, "What is the difference between DX and the conventional use of IT? or "Why is DX being promoted in Japan now? For those who are wondering "What is the difference between DX and conventional IT utilization? In this article, we will introduce "Digital Transformation" from among the latest IT trends, and some of the terms may be familiar to those who work in IT-related fields, but we hope you will bear with us. Click here for the Table of Contents What is Digital Transformation (DX)? 2. what is the relationship between digitization and digitalization? 3. let's start promoting DX by introducing e-learning training! 4. Conclusion What is Digital Transformation (DX)? Do you know the term Digital Transformation (DX)? As someone with "zero IT knowledge," this is the first time I have learned about it. I looked up the term and found that it was a concept proposed by Professor Erik Stolterman of Umeå University, Sweden, 15 years ago. He proposed that "the penetration of IT will change people's lives for the better in all aspects. In other words, it is described as "the transformation of a company's culture, organization, and structure into one that can respond with speed to changes in business and society using IT (digital, data, etc.). Change...? Transformation...? It may not ring a bell. To briefly summarize the terms here, DX is the concept of creating new value in existing business processes and business models by utilizing new digital technologies such as cloud computing, IoT, AI, and big data. Specifically, it is as follows. Concept of DX Source: Ministry of Internal Affairs and Communications Companies are expected to break away from existing businesses and create new value by utilizing new digital technologies, indicating that DX is not just about transforming products and services, but also about changing corporate culture and the resolve to tackle this issue. The following is an introduction to the methods used by companies that have successfully implemented DX initiatives. Have you ever heard of Amazon? There are probably few people who do not know the name of Amazon, the largest Internet retailer. Amazon is cited by most as "a company that combines speed and disruptiveness (change). Amazon was founded in 1994. This was before the release of Windows 95. Although Amazon originally started as an online bookstore, it has seamlessly transformed various operations into IT and IT into operations. Amazon continues to expand its customer contact points both online and in the real world by developing various services based on its customer-first philosophy. Amazon has been so successful that it has been called a model of DX. Source: [Illustration] From "Amazon," the company closest to DX that can be understood in a single chart. The Relationship between Digitization and Digitalization The terms "digitization" and "digitalization" are also used to describe digitization, and it is easy to understand if you think of DX as a goal and these two terms as one of the stages leading up to that goal. There is a big difference between the two terms in terms of local and global digitization, but the fundamental idea and goal are the same. The names are confusing, so please be careful not to confuse which is which. Here is an explanation of the difference between digitization and digitalization. Digitization Digitization is often described as "digitization," i.e., increasing the efficiency, rationalization, and added value of operations through the use of digital technology. For example, customer lists that used to be managed by paper-based systems can now be converted to databases, and the vast amount of copy/paste work that used to be done manually by humans can be converted to RPA (Robotic Process Automation). The goal is to digitize the company's business processes through the use of digital technology to improve operational efficiency and reduce costs. Digitalization Digitalization is the use of digital technology to create new value and profit. In other words, we can only work on digital transformation (DX) if we can achieve digitalization. Digitalization is necessary to achieve digital transformation (DX). Digitization: This refers to local improvements that digitize analog equipment and information. Digitalization・・・・It refers to improvements that create high added value for the entire organization through digitization, including processes. Digital transformation: Refers to changes that utilize digitization and digitalization to generate innovations that affect society and the economy. Start promoting DX by introducing e-learning training! Today, various digital technologies such as cloud computing, AI (Artificial Intelligence), and IoT (Internet of Things) are evolving, and many companies are moving toward the realization of DX accordingly. Recently, more and more companies are shifting from analog to digital education by utilizing e-learning for their own internal training and training of new employees. E-learning is now attracting a great deal of attention as a new learning format that will change the future of training and education. By utilizing digital technology, employee training can be conducted efficiently and effectively, playing a major role in corporate growth. Paper- and document-intensive organizations are definitely less productive. By converting training materials to digital content, it becomes easier to create video materials. The benefits of going paperless go beyond simply reducing the amount of paper used. By actually watching and learning the scenes and operations, it becomes possible to intuitively understand content that is difficult to understand with words and materials alone. Many paper-based materials are rarely read again after being used in a training session. If they are stored on a device as digital content, you can immediately refer to them when you encounter a part you don't understand, and you can review them at the time you want to learn without worrying about what others will think. learningBOX has all the features you need to make your digital transformation a reality! learningBOX is an LMS that has been introduced in various industries and business sectors. Click here to read about learningBOX case studies The University of Tokyo Disaster Preparedness Training Center ⇒ Training personnel who can act in the event of an actual disaster by utilizing systematic knowledge of disaster countermeasures Wants Japan Corporation ⇒ Providing "learning to live and learning to make use of Monogatari Corporation ⇒ Aiming at relaxation of customers' mind and independence of the mind of Monogatari people. Conclusion In this article, we introduced "Digital Transformation" among the latest IT trends. We hope that we have been able to add to your IT knowledge about Digital Transformation (DX), even if only a little. Regarding DX, the digital environment is rapidly improving with the evolution of AI and the spread of 5G and IoT. Now is the time to get in on the DX bandwagon. That's all for this issue! Please stay tuned for the next installment. Reference: Illustrated Guide to the Latest IT Trends Book: Masayoshi Saito

Effective for training transition! What is the use of e-learning for human resources training! Hello, this is Yoda of Tatsuno Information Systems Tokyo Team. This is Yoda from the Tokyo team of Tatsuno Information Systems. The spread of the new coronavirus is still unpredictable, but I hope everyone is doing well. In this article, based on Diamond's "Introduction to Training and Development: Theory and Practice of Training Transition," I would like to introduce the characteristics of training transition and the efforts required to achieve it. The theme of this article is "How can we take what we learn in training and put it into practice in the field, and link it to results?" We will discuss the future of in-house training programs under the difficult theme of "How can we put what we learn in training into practice and link it to results in the field? We look forward to your continued support in this issue. Table of Contents What exactly is training transfer? 2. what are the necessary steps to achieve training transfer? 3. using e-learning to enhance the effectiveness of training transfer Conclusion What exactly is training transfer? Transfer of Training is the process by which the knowledge and skills learned in a training program are actually put into practice in the workplace, and the effects are sustained. However, this is difficult to achieve in reality, and there is an abundance of so-called "leave-it-done" training programs. Since its plain introduction in the book "Theory and Practice of Transfer of Training" (co-authored by Jun Nakahara, Kimitoshi Shimamura, Eichika Suzuki, and Masayasu Sekine, published by Diamond Inc. in 2018), training transfer has attracted a great deal of attention as a concept for applying learning to action. Some people say loudly that what is learned in training is not useful in the field. It is true that many people who think, "I want to make use of what I have learned in the training in the field! However, the percentage drops to 12% six months later and to a surprising 9% one year later. Three Barriers to Training Transition To begin with, there are three major barriers to training. The following is a brief description of the three barriers. The Memory Barrier The memory barrier is the barrier of not being able to remember anything that was learned in the training. If you simply attended the training without preparation or review, you are likely to be held back by the memory barrier. Have you ever heard of the Ebbinghaus forgetting curve? This is a graph that shows how human memory changes over time. We are forgetful creatures; we forget less than 70% of our memories in a day. What if you are a "learner"? How well do you remember what you learned in past training sessions? People are incredibly forgetful creatures. No. 2. the barrier of practice The barrier to practice is the question of whether or not learners will actually try what they have learned in the training. There are two types of barriers to practice: the motivation problem, which is whether learners will willingly try what they have learned in training, and the "opportunity problem," which is whether they will actually be given the opportunity to try it out. To enhance the former, it is important for the instructor to encourage the participants to increase their self-efficacy at the end of the training. For the latter "opportunity problem," it is necessary to inform and involve the participants' supervisors. One of the factors that most influence training transition can be the attitude and support of the participants' supervisors and colleagues. Let's do it! (self-efficacy). 3. Barriers to Continuation The barrier to continuity is "how to put into practice what you have learned in the training and whether or not you can continue to do so. In order to continue practicing, it is necessary to maintain motivation and to create opportunities and work environments that allow for continuity. I, and you, are "fragile beings. Even once you start, you need to have a strong will to keep practicing. Efforts required to achieve training transition In the first place, training is not an objective to learn, but a means to change behavior. If "behavior" cannot be changed as a result, there is no point in training. Therefore, companies must develop meaningful training programs to develop their employees. So, what should companies do to enhance training transfer (putting into practice what was learned in the training)? Involve supervisors. The key to training transfer is how to involve company leaders and colleagues, who have a great influence on workplace practices, and how to gain their understanding and support. The most important key to a successful training transition is to involve the supervisors in the workplace. Specifically, you need to compel the supervisor to be deeply involved in the training, to participate in some of the training, and to run the training side-by-side with the supervisor and subordinates. It is also important for the supervisor to review the training with the participants periodically, such as three months, six months, or one year, to check on behavioral changes and reflect on the training together. What and how to learn? is important, but "Who is involved and engaged?" is also more important. Who is involved in your training? Does your training program have the understanding of the top management of your workplace? Follow-up and evaluation before, during, and after each phase of training In order to clearly recognize and realize the training transition, it is necessary to devise a series of measures in each of the phases of "before, during, and after training. Before training Before the training course, the reason and purpose of the training course should be explained to the trainees. This pre-training explanation not only has a significant effect on the motivation of the participants, but also facilitates follow-up and evaluation after the training. During the training The training should be interactive and participatory. Set the correct goals that will lead to action after the training. After the training To be utilized in the field, with regular reinforcement of support and feedback by supervisors and peers. Consider training and measuring effectiveness "the four-step Kirkpatrick model." Many companies conduct a questionnaire immediately after training and use the results as the training evaluation. However, the effectiveness of training decreases over time. Therefore, a one-time evaluation immediately after the training is not sufficient to determine the level of understanding of the trainees. So, at what timing should training evaluations be conducted? Kirkpatrick's "4-step evaluation model" is a useful reference for considering the timing and method of training evaluation. This model divides the process of training results into four categories: reaction, learning, action, and outcome. In training transition, changing the behavioral level of these four stages onsite is a major point in facilitating training transition. E-learning is used to increase the effectiveness of training transition! E-learning is a form of learning that uses computers, tablets, and smartphones to learn over the Internet. Learning content, such as videos stored on a server (learning management system), is delivered to students who take courses using computers, tablets, smartphones, and other mobile devices with Internet access. learningBOX has a full range of functions necessary to realize training transitions! Iterative and Reversal Learning as a Way to Overcome Memory Barriers Repetitive learning is a learning method in which the content of a training course is reviewed many times to consolidate the knowledge in the memory. Reversal learning, on the other hand, is a learning method in which participants prepare for a lecture before attending a training course to improve their understanding of the course content and increase the effectiveness of exercises and role-playing. The learningBOX allows you to proceed with training and learning at your own pace, regardless of where, when, or what you are learning. The quiz function allows you to focus on the knowledge and skills you need to do your job, and you can study them over and over again. ➡learningBOX features Message Box function for overcoming practical barriers learningBOX allows easy communication within the system. You can easily exchange messages with members registered in your account, and use it to check the level of understanding of online learning. multiple people can write to one conversation, so you can communicate with members without spending time and effort. ➡learningBOX message box Gamification is the key to overcoming barriers to continuity By incorporating gamification, learningBOX can create a system that motivates learners and makes it fun to work on until the end. For more details, please refer to this article. ➡Introducing techniques for creating e-learning materials to motivate learners! Click here for an article on in-house training using learningBOX. ⇒ Introducing in-house training for new employees using e-learning ⇒ Security training using e-learning to prevent information leaks ⇒ E-learning system that can be started free of charge Conclusion In this article, based on Diamond's "Introduction to Training Development: Theory and Practice of Training Transition," we introduced the characteristics of training transition and the efforts required to achieve it. Training in the future will depend on the type of industry and type of work as a countermeasure against new coronavirus sensitivity, but teleworking and other work styles are expanding. In training, we need to avoid "three-second" training sessions, and traditional group training has become difficult. Online training will become the mainstream. Until now, online training has mainly consisted of watching videos. However, input alone is not enough to create the "training transition" described above. LearningBOX does not require computer knowledge! Even if you are not familiar with the system, you can easily create an in-house training tool with rich content. You can look back and provide feedback to improve the training process. Please try the free plan first to see how easy it is to use! References: Introduction to Training Development "Training Transfer" Theory and Practice Book: Jun Nakahara, Kimitoshi Shimamura, Echika Suzuki, Masayasu Sekine

How to Use E-Learning for Successful Employee Training and Education? Newcomer Training (Part 1) Hello! I'm Motoki from Marketing. With April approaching soon, the fiscal year is about to change, and I am sure that many companies are conducting their internal training for new employees right now. This time, I would like to talk about how to succeed in employee education and training through e-learning. I would like to focus on [training for new employees]. Click here for the Table of Contents 1. you want to make your employee education/training effective, right? 2. this time, we would like to focus on [new employee training]. 3. job offers are looking for a connection with the company. 4. summary We want to make employee training and education effective. Dear trainers and educators! When conducting employee education and corporate training, of course you want to make sure it is effective. If you have never used e-learning for training, or if you have used e-learning but are not sure whether it is effective or not, we would like to recommend a way to use e-learning for training. If you have never implemented e-learning in your training program, or if you have implemented e-learning but are not sure whether it is effective or not, we would like to recommend the following methods to you. This time, we will focus on "training for new employees. This time, we will focus on "training for new employees". In particular, we will be discussing the "internal training" for new employees before they join the company. Does your company provide any training for new employees, whether new graduates or mid-career hires? E-learning is a very suitable training tool for internal training. What are the reasons? Let's take a look! The offeror is looking for a connection with the company. This is why e-learning is a very good training tool for job offer training. To get some background, let's take a quick look at this data. This graph shows the frequency of contact with the company to which the students wish to make an unofficial job offer. When "about once a month" (47.7%) and "about once every two months" (39.9%) are combined, more than 80% of the students wish to have contact with the company once every one to two months. In other words, it is clear that they want a regular connection with the company. This result suggests that the job offer recipients are very anxious until they join the company, wondering if they will be able to work properly at the company, if they will fit in well, and if they will be able to learn the job well. In fact, there is a way to resolve this anxiety. It is simply "information" and "communication"! Job applicants want "information". Job applicants want to know what they will be doing after joining a company, what knowledge they will need to do their job, etc. They want "information". They want "communication. By communicating with them, you can help them feel more secure and less anxious about joining your company. (Excessive communication and some means of communication can be counterproductive.) So how do you provide this "information" and "communication"? By phone? Group training? No, e-learning! Successful pre-employment internal training using eLearning. We recommend that you use e-Learning to provide "information" and "communication" for the follow-up of job offers. Use e-Learning for your pre-employment internal training. For new graduates, use e-learning to provide training on manners and basic knowledge as a member of society and office automation training such as typing, etc. For mid-career hires, use e-learning to provide training to acquire basic knowledge about the industry and knowledge at a practical level. Use e-learning to communicate. By utilizing one of the LMS functions, such as the notification function or the survey function, you can communicate naturally and effectively. The LMS also makes it possible to provide internal information (such as self-introduction sheets by senior employees) that cannot be sent out through a website. There are many other advantages. Compared to group training, e-learning does not require everyone to meet in person. This is especially effective when there are offices throughout Japan. (Advantages for the company) With group training, you are bound to a specific date and time for a long period of time, but with e-learning, you can train at any time you want. (Advantage on the part of the employees) E-learning allows for smooth implementation of training after the employee joins the company. Conclusion We hope you now understand the advantages of using e-learning to provide "information" and "communication" for follow-up of job offers. By using e-learning, you can provide a natural opportunity to connect the company with job offer recipients, thereby relieving their anxiety prior to joining the company. It also allows them to get off to a confident start after they join the company. The same can be said for both new graduates and mid-career hires. Please use e-learning to make your employee education and training a success! In the next issue, we will show you how to actually use the e-learning system learninBOX for "information" and "communication. We look forward to seeing you next time!

Hello. I am Mukai, a member of the Introduction Support team. In this article, I would like to explain how to check the usage status of our customers who use learningBOX. learningBOX allows you to easily check the total number of logins and courses per date based on the user history. Click here to see the table of contents. 1. you are wondering if your users are using our service? 2. click here to see how to check user history 3. about login information 4. how to extract login information by conditional search 5. summary Are you wondering if your users are using your site? Let me ask you this question right away: After you start offering e-learning courses through your LMS, don't you wonder how your learners are using the course materials? Are the materials you have prepared being used? And who are the most frequent users? Or, who are the users who are not using the materials? In addition, you may want to know the overall usage status. In this issue, we would like to introduce the "usage status check" function, one of the functions of learningBOX, to help you understand these questions. Here is how to check your user history Please log in with the administrator account and move the mouse cursor over the [Administrative Functions] item on the left menu bar. Click [>]. ▼ Select "Check Usage Status". You will be redirected to the ▼Usage Status screen. ▼You can also check the usage status by day and month. About login information ▼ Number of Logins You can see the number of logins by date. You can see the details of your login history from "Number of Logins>>". The access log list is displayed. ▼Number of users This item is the total number of accounts that have answered the question. ▼Total number of studies This is the total number of contents studied. You can check your grade management from "Total number of lessons". How to extract login information by conditional search Go to Administration → Check Usage Status and click on [Date]. The screen will move to the list of logged-in members. Enter the start date to end date, select login/study status, and click the Search button. POINT By checking your learningBOX usage status, you can ☑"Who has checked which contents?" ☑ "At what time did they log in? ☑ "How much data space is left in the learningBOX? If you are using learningBOX and have any of these problems or questions, please check the usage status. You can check the usage status and access time within the company, log-in history by day, and the time at which users logged in. Please use this data when analyzing data such as learning status, course applicants, course completers, and correlation between average monthly logins and completion rate. Conclusion In this article, we have introduced how to check the usage of learningBOX. learningBOX also allows you to check the login status and the total number of courses taken during a specified period of time. Thank you very much for your patience with this article.

I am Nishimura, the creator of QuizGenerator, and the creator of QuizGenerator. Actually, I did not participate in the initial development of learningBOX, but started full-fledged participation around the release of version 2.0. I have just received a pull request regarding the handling of character encoding, and I thought I should talk a little more about character encoding, so I put it together in an article. In this article, I will introduce "How to unify the character encoding of text files with utf-8 in PHP". We hope you enjoy this article as well. Table of Contents 1. shift-JIS is unavoidable 2. how to avoid garbled characters 3. how to determine character encoding 4. summary Shift-JIS is unavoidable. Systems like learningBOX and QuizGenerator sometimes receive text files such as CSV. In modern Web systems, the character encoding of text files should be utf-8, and we do not want to accept any other character encoding, but in reality, Shift_JIS files are often uploaded on rare occasions and reported as a problem. Therefore, when QuizGenerator receives a Shift_JIS file, it converts it to utf-8 and continues processing. What is Shift-JIS? Shift-JIS is one of the character codes that contain various characters including Japanese, standardized as JIS standard. It is used as the standard character code for Japanese in many personal computers. it is an improvement of the JIS code defined in the JIS standard. while the JIS code uses 7 bits to represent a character, the Shift-JIS code uses 2 bytes (16 bits) to represent all characters. mb_convert_encoding is not reliable. PHP has a function called mb_convert_encoding to perform character encoding conversion. At first glance, this function seems to be able to determine the character encoding and convert to utf-8, but in fact, this function is not reliable. mb_convert_encoding("aaa", "utf-8", "utf-8, sjis-win") will convert "aaa" to utf-8 if it is utf-8 and to Shift_JIS If it is Shift_JIS, it should convert it to utf-8 (at least that's what I've read in the official documentation), but in fact, it does something ridiculous. It forcefully interprets a string passed in as utf-8 as Shift_JIS, breaks it, and converts it to utf-8, returning a value that is incomprehensible. How to avoid character corruption ▼ "mb_convert_encoding works properly if you specify the character encoding of the conversion source. mb_convert_encoding works properly as long as you specify the character encoding of the conversion source. In other words, the strategy of converting from Shift_JIS to utf-8 only if it is Shift_JIS, and doing nothing if it is utf-8, basically works. mb_convert_encoding("aaaa", "utf-8", "sjis-win") The above code works fine if "aaaa" is Shift_JIS. If it is originally utf-8, it is OK as is. How do we determine the character encoding? There is a function called mb_detect_encoding, but to begin with, if this works correctly, it can be solved simply by using mb_convert_encoding. If the standard functions don't work, you're on your own. It is not that difficult to determine whether or not the utf-8 specification is met, so just do it. What if it is not utf-8? If it's not utf-8, we'll treat it as Shift_JIS at ・・・・. We can't support people who submit euc-jp or utf-16 files, at least not if they know about encoding. At least, people who do that should know about encoding, so please self-serve. In the first place, they are specified to use utf-8. Another trap I have used the term Shift_JIS many times in this article, but what is currently referred to as Shift_JIS is often Windows-31J (MS932), which is an extension of Shift_JIS. However, if you specify Shift_JIS in PHP, characters other than those specified in the original Shift_JIS specification will be corrupted. Unless you have a special reason, use Windows-31J or sjis-win instead of Shift_JIS. The official documentation says to use Windows-31J, but only sjis-win is listed, which is a strange state of affairs, but at least with PHP 7.3.13, either specification worked fine. Will a unified future ever come? About 20 years ago. When I first started web programming, UTF-8 was not the standard and garbled characters were a common occurrence. In the Web world, it seems safe to say that the unification to utf-8 has been completed. Smartphones were created based on the assumption of utf-8, since they were born in a world after utf-8 became widely used. （On the other hand, files exchanged on Windows are often in Shift_JIS. Conclusion In this article, we introduced "How to unify the character encoding of text files with utf-8 in PHP. As a company from Japan, we would like to keep the usability for Japanese people in mind, so we will continue to develop without forgetting about Shift_JIS for a while longer. (We really want to forget about IE11...)

Why not use e-learning as an alternative to group training for new employees? Hello. My name is Motoki. As soon as possible, I would like to express my deepest sympathies to all those who have suffered and are spending anxious days due to the infectious disease related to the new type of coronavirus. As you know, there have been daily news reports about the new coronavirus. This has also caused school closings and the cancellation of various events. Many companies have introduced or are considering telework and staggered working hours as a countermeasure against the new coronavirus, and many business meetings and discussions are being handled via video conferencing. These factors have also had an impact on our company, and recently we have been receiving an increasing number of inquiries from companies considering the introduction of e-learning as a method of providing training. Therefore, we would like to discuss the introduction of e-learning as an alternative to new employee training. If you are wondering how you should implement new employee training, we hope this will be helpful. Click here for the table of contents Some companies are reviewing their new employee training programs 2. how to conduct new employee training without gathering together 3. more and more companies are actually considering e-learning 4. our e-learning system is "inexpensive" and "easy to use 5. summary Some companies are rethinking their new employee training programs Due to the impact of the coronavirus outbreak, many companies have begun to rethink their plans for new employee training and initiation ceremonies scheduled for March and April. The survey results have actually emerged, with "As of late February, 17.11 TP2T of respondents were considering changing their plans from the original plan, an increase of 7.7 points from the February 13 survey." The results are out as follows. *Source: Survey on the Impact of the New Coronavirus on New Employee Induction Training (Second Report) from If new employee training cannot be conducted, it will be impossible to provide appropriate education and support to new employees who are already feeling anxious. In addition, if companies are unable to provide training, they will not be able to nurture the human resources that will become the company's workforce, resulting in a significant loss of business. In order to implement new employee training without gathering In response to this situation, "e-learning" is a method that allows each new employee to realize an environment similar to the content and quality of group training while at home or in a remote location. With e-learning, new employee training can be conducted without gathering together. Let us reiterate the advantages of e-Learning. Advantages of e-Learning E-learning can be conducted at any time and any place. Progress and results can be checked immediately. All materials that can be made available on the web (PDFs, videos, etc.) can be distributed online as educational materials. ...etc... Of course, there are some training courses that are difficult to implement online, such as practical skills training, but I think there are many things that can be converted to e-learning as teaching materials. Thus, e-learning is a great alternative to new employee training, as long as you have an Internet connection and a device such as a smartphone, you can start learning immediately. More and more companies are actually considering e-learning. In fact, according to the results of a survey of companies that are considering taking a different approach to new employee training than originally planned, the second most popular response was "considering methods other than group training (remote, e-learning, etc.)," indicating that more companies are considering e-learning as a method for new employee training. Source: "Survey on the Impact of the New Coronavirus on New Employee Induction Training (Second Report)" (Japanese only) Our e-learning system is "inexpensive" and "easy to use Our e-learning system learningBOX is "cheap" and "easy to use". The price starts at 30,000 yen per year (excluding tax) even if 100 students use the system. You can use the free plan for an unlimited period of time for up to 10 users. The system can be operated intuitively, without the need to read manuals. You can also create training programs like this. As we introduced the other day, this LMS (Learning Management System) not only provides education, but also provides the "information" and "communication" necessary for the training of new employees. LMS (Learning Management System). This is an article that describes in detail the use of e-learning for newcomer training. We hope you will find it useful as well. How to Successfully Use e-Learning for Employee Education and Training? Newcomer Training (Part 1) How to use e-learning for successful employee training and education? Newcomer training (Part 1) How to use e-learning for successful employee training and education? Newcomer training (Part 2) How to use e-learning for successful employee education and training? Newcomer training (Part 2) Summary If you are wondering how you should conduct your new employee training, please consider our learningBOX e-learning program. You can try our free plan to see how easy it is to use. You can start using it right away after registration. Start your free trial now! E-learning can of course be used not only for new employee training, but also for company-wide training. Originally, the Tokyo Olympics were scheduled to be held this year, and telework (telecommuting) itself has been attracting attention, but now, due in part to the impact of the new coronavirus countermeasures, telework is rapidly advancing. We hope that you will consider using e-learning as part of the introduction of telework and remote working.

Online learning tools available free of charge during the school holidays Hello! My name is Motoki🍠, and I am in charge of marketing. Due to the spread of the coronavirus, educational institutions around the country continue to close their schools (as of this writing: April 13, 2020). (At the time of writing: April 13, 2020) And it is not limited to educational institutions; our lives as a whole have been greatly affected. In this issue, we would like to introduce online learning tools to support schools during the school closure and the use of textbooks for remote learning that was recently announced in the press. Click here for Table of Contents 1. textbooks can now be used in distance learning and online learning 2. online learning tools for input and output Textbooks are now available for distance learning and online learning With many elementary and junior high schools, universities, and other schools closed due to the government's declaration of a state of emergency, the government has decided to enforce the revised Copyright Act on April 28, 2020, which allows textbooks and other copyrighted works to be used without permission in remote classes in order to create an environment that facilitates remote classes and prevents learning delays. The revised Copyright Act, which will come into effect on April 28, will allow textbooks to be used in remote classes. This will allow textbooks to be used in remote classes, making it possible to provide online learning that allows students to study at home in accordance with the textbooks and study guidelines. *What is the revised Copyright Act? The revised Copyright Act is a law passed in May 2018. It was scheduled to take effect within three years, but due to ongoing discussions among the parties concerned over the amount of compensation and other issues, there was no time frame for the start of the system. This time, it was decided to introduce a special measure not to collect compensation from schools only in FY 2008 as a measure against the new type of Corona. (Source: Japan Association for Compensation Management for Public Transmissions for Teaching Purposes) Under the new system, textbooks and other copyrighted materials can be used freely and without charge (with some restrictions) in remote classes and online learning via the Internet. For example, teachers will be able to send textbooks for preparation and review to children via e-mail or share them on an external server. Online learning tools for input and output Now that these legal changes have made it possible to provide home study based on textbooks, we hope that you will take this opportunity to consider implementing online learning. We have been receiving an increasing number of inquiries from educational institutions, and since March, we have been developing a project called "learningBOX Starter 1000 Plans Free of Charge" to support educational institutions and children affected by the school closure measures. The plan is to provide free starter plans of learningBOX, a learning management system, to schools, cram schools, and other educational institutions until the end of May. (The offer was originally scheduled for the end of April, but has been extended to the end of May due to the extension of school holidays.) The number of users for the starter plan is Starter 1000, which can be used by up to 1,000 people, including the administrator. What is learningBOX? learningBOX is a Learning Management System (LMS). A learning management system is like a "box" for online and e-learning learning. Many teaching materials and learning tools that can be created and registered. With learningBOX, you can easily convert learning materials to the Web and distribute them as online learning tools. In addition, these learning tools are rich in content creation functions that support the input and output of knowledge. In addition, by using grade management, one of the functions of the LMS, teachers can not only check grades immediately online, but also see how much each student understands, where they are falling behind, and so on. Why not make home study more meaningful by combining online learning tools? By taking advantage of the "learningBOX Starter 1000 Plan Free of Charge," a project designed to support educational institutions, you can start online learning for free right now. Educational institutions and parents, please consider this offer.

IT beginners! Introducing training for newcomers using e-learning! It has been a month since I joined Tatsuno Information System. Hello, I am Takahashi, a sales representative who joined the company in August 2020 🔰. As a newcomer from a different industry, there are many things I don't understand about IT and computer knowledge, and I am struggling with difficult IT terminology every day. In this article, I would like to introduce our e-learning system (learningBOX) newcomer training, which was a smooth learning experience even for an IT novice like me. During the training, I felt "learningBOX is amazing! I would like to share with you my frank impressions of the system, such as the points that I felt during the training and the ease of use. For those who are interested in e-learning training for newcomers or in-house training, or for those who are hesitant to introduce e-learning because they are not good at using PCs, we would like to share our frank impressions. We hope this article will help you learn more about the functions and ease of use of learningBOX. We look forward to your continued patronage of this report. Click here for the Table of Contents 1. impressions of newcomer training using learningBOX 2. learningBOX's quiz function to enhance learning effectiveness 3. the ability to correct and instruct report assignments 4. summary About the impressions of the newcomer training using learningBOX ▼Here is a captured image of an actual newcomer training. To sum up my impression of learningBOX in one word... "It's just so easy and user-friendly!" That is the only word that comes to mind. Learners select the content they want to take and proceed with the training. There are no difficult operations or settings to be made on the learner side, so even those who are not confident in their computer skills can smoothly proceed with the training. As I proceeded with the training for newcomers, here are some of the points that made me think, "learningBOX is amazing! I felt that learningBOX is great! The design design makes it easy to understand the contents at a glance! I was surprised at the ease of viewing the learning materials. learningBOX is designed to allow learners to see the training content at a glance, including the names of course titles and content within the content. The content can be set up with images for each material, so I was able to get a general idea of the training content from the image diagrams. In addition, learningBOX changes learner status information, such as "not studied, completed, and passed," according to the learner's learning status and performance information, so it is possible to check at a glance which training courses have been completed and to what extent. 2. Easy to use! The learner clicks on the "Learn" button to proceed with the training. As you can see from the capture here, learners click on the folder containing the training materials to take the contents inside. Since learningBOX allows learners to proceed with the training with only simple mouse operations, even those with low IT literacy can proceed at their own pace and without worrying about others around them. There are no difficult processes at all, as it is as easy as snapping and clicking the contents. No.3. You get a certificate when you complete the assignments! In learningBOX, a certificate is awarded at the end of the training after passing the contents in the folder. It is a great pleasure for the learners to receive recognition for their hard work in the form of a certificate, and it motivates them to continue the training to the end. The certificate includes the name of the successful candidate and the date of issue. The text can be customized freely, allowing the administrator to create a certificate full of originality. For more information about certificates, please refer to this article. ➡ How to use the certificate creation form LearningBOX's quiz function to enhance learning effectiveness One of the content features of learningBOX is the quiz function. The quiz function allows users to create practice questions and tests by combining 13 different question types, including multiple-choice and 0x questions. Media such as images, audio, and video can also be incorporated into the question text, choices, and explanations. The quiz function allows users to choose between two modes: Normal Mode and Master Mode. The web quiz/web test created in "Master Mode" can be studied repeatedly until the learner learns the questions well, as wrong questions are prioritized once they are answered. ➡About Master Mode Features of Master Mode Start strategy button ・・・ Unanswered/Study-in-progress/mistaken questions will be shown. This button cannot be used when the percentage of strategy reaches 100%. Weak point conquer button ・・・ Problems that are being studied/wrong questions are given priority. Total review button ・・・ 100% of the strategy rate → Available / All questions will be presented at random / There is no upper limit to the percentage. Report assignment can be corrected and guided. When a learner submits a report assignment, the administrator can not only grade the assignment, but also provide feedback (explanations, hints in case of mistakes, etc.) on the answers. Here is a sample of a report assignment used in a real training program for new employees. This is an assignment to respond to an email regarding a section question in QuizGenerator. ▼ Feedback on Reporting Assignments In fact, when I was studying on my own, I had trouble understanding why I failed and what I did wrong. However, the advice provided by the corrective guidance not only helped me get the correct answers, but also deepened my understanding of what I had studied that I could not have realized on my own. ⇒About the report function Conclusion In this article, I have introduced some of the points that I felt during the training through our e-learning system (learningBOX), and I would like to share with you some of the points that I thought "learningBOX is great! LearningBOX is an e-learning system that allows you to easily create your own training programs. LearningBOX is an e-learning system that makes it easy to create the training you need. It has a wealth of content functions, and there are many more that we have yet to introduce. The concept of learningBOX is a "cheap and easy-to-use" system. No computer knowledge required! Even if you are not familiar with the system, you can easily create an in-house training tool with rich content. Try our free plan first to see how easy it is to use!

Duplication of items during user registration When registering a user, if there is a duplicate of an item used in another owner-manager's environment, the message "This 00 is already in use. is displayed. Duplicate items include "Login ID," "Display Name," and "E-mail Address. The following is an explanation of duplicate conditions and how to deal with duplicates. Table of Contents 1. reasons for duplicate user registration 2. duplicate conditions and solutions Reasons for duplicate user registration If you are using a shared server, duplicate entries may occur. The reason for this is the structure of the shared server. Shared Server Structure A shared server is a type of rental server where one server is shared by multiple owner-managers. It is like renting a room in a condominium, but with multiple users sharing a single server, similar to a "shared house" service. Therefore, there is a possibility of duplicate entries when registering users. Duplicate conditions and how to deal with them Login ID Login IDs must be unique. Login IDs used in other owner-manager environments cannot be registered. The following letters and symbols can be used, so please create a mixture of numbers and special characters to prevent duplication. Character and symbols that can be used One-byte alphanumeric characters (a-z 0-9), special characters (! " # $ % & ' ( ) * + , - . / : ; < = > ? [ \ \frz24}^ _ `) Supplemental information: If you subscribe to the "Customize" paid option, you can use duplicate login IDs from other owner-manager environments when registering users. *Only users can be duplicated. Owner-administrator login IDs cannot be duplicated. If you wish to use this feature, please follow the procedure below. (1) Select "Site Customizer" from the side menu. (2) Click on "Basic Settings. (3) Open the "Login Form Settings" tab, turn off the "Login from other than the user's main URL" toggle, and save the settings. Open the "Basic Information" tab, turn the "Allow duplicate login IDs for general users under other subdomain owners" toggle to On, and save the settings. Display Name The following letters and symbols can be used as well as login IDs, so please create a mixture of numbers and special characters to prevent duplicates. Character and symbols that can be used Half-width alphanumeric characters (a-z 0-9), special characters (! " # $ % & ' ( ) * + , - . / : ; < = > ? [ \ \frz24}^ _ `) *If you are using Ver. 2.20 or higher, you can duplicate your registration with one already registered in another owner-manager's environment. E-mail address To deal with duplicates, you can create aliases for E-mail addresses using the "+" symbol. For Gmail, type "+00", and for non-Gmail, type "++00" before the "@". Note that all e-mail will be received at the original e-mail address before the "+00" is added. Example) 0000++user1@learningbox.co.jp・・・① 0000++user2@learningbox.co.jp・・・② All e-mails received at ① and ② will be sent to "00000000@learningbox.co.jp". *If you are using Ver. 2.20 or higher, duplication is possible under the following conditions. 　In the environment of other owner-managers, 　E-mail address registered as a user account ・・・ Duplication OK 　E-mail address registered as an owner account ・・・ Duplication is not allowed  

Let's use the permission settings of learningBOX! Part 2: School Use Hello! This is ⛄ Shinokura from the Quality Control Department. The rainy season has started, and the days are getting dreary and rainy. During the rainy season, it is easy to get sick due to the difference in weather and temperature, so please be careful. Now, in this article, continuing from the previous article, I would like to introduce how to use the authorization settings, assuming an example of use in a school. In the previous article, we introduced how to use Authorization Settings to give groups and members only the necessary privileges, rather than uniformly giving them the same privileges. In this article, we would like to explain how to make detailed settings for learning management, grade management, and assignment of teaching materials for each teacher's subject and class. If you find it difficult to use the authority settings, please take a look at this article. Click here for an article about authority settings. What are authority settings in learningBOX? Let's use the permission settings of learningBOX! School Use Click here for the table of contents Let's take a Japanese teacher as an example to set up privileges. 2. set up the classes you are in charge of using Group Management Authority (3) Specify the contents using the "Content Management Authority". (4) Use the Grade Management Authority to allow only the homeroom teacher to view and grade the grades. 5. summary Let's take a Japanese teacher as an example to set up the privileges. In this example, we will set up the following permissions for the homeroom teacher of the 1st grade. As the homeroom teacher of Class 1, she can check the grades of the students in her homeroom class. As a Japanese teacher, he/she can manage the teaching materials and contents for each grade (1-3) and check the grades of the students in his/her class. ▼Basic Information Mr. Tatsuo Tatsuno Subject : Japanese Class in charge of : 1st year class 1 ◆Procedure 1 Log in as "Plenipotentiary administrator (vice principal)" or "Owner account (principal)" of Administration General. ◆Work procedure ②. Click the Contents Management screen and create a folder from [Plus button]. Prepare folders for each hierarchy and set them up so that when you open a student's folder, you can open it in the order of >> Grade >> Subject. ◆Working Procedure (3) Return to "Documents" in Contents Management and set up the assignment of teaching materials. Assign the student's folder to the group "Students". Set up the classes to be assigned using the group admin rights Once you have assigned teaching materials, set up your groups. ◆Procedure 4 From the Member Management screen, set the group management privileges and set the class that Tatsuo Tatsuno-sensei will be in charge of. Set the class you are in charge of and click the Save button at the end, and the icon will change to red. Specify the content using the teaching material management authority ◆Procedure 5. From the Member Management screen, click the "Teaching material management authority" privilege. Use this authority to set the Japanese language of the grade for which Tatsuo Tatsuno-sensei is in charge. Save the file as "Student>>1Year>>Japanese, Student>>2Year>>Japanese, Student>>3Year>>Japanese". Set up the system so that only the teacher in charge can view and grade the grades using grade management privileges. Step 6. From the Member Management screen, click "Grade Control Authority". Specify the group name and the folder for teaching materials as shown below, and finally click the Save button. ◆Procedure 7. Set up the assignment of teaching materials. Specify the classes you are in charge of and the folders related to them, and click the Save button. This completes the setup of administrative privileges for Tatsuo Tatsuno-sensei. Please follow this procedure to give the same privileges to each teacher's account and save them. Once the authorization settings are complete, each teacher can create contents in the subject (folder) for which he/she is in charge. Only the teacher in charge of the subject can view and grade the student's answers. Let's check what you can do by logging in with Tatsuo Tatsuno-sensei! ◆Member Management Members under Student>1Year>1Group are displayed, and you can create, edit, delete, etc. members under Student>1Year>1Group. ◆Contents Management It is possible to create, edit, delete, and assign materials under Student>1 year>Japanese language. Similarly, it is possible to create, edit, delete, and assign materials under Student > 2 years > and Student > 3 years > Japanese. ◆Member grade management Tatsuo Tatsuno-sensei is able to view, grade, output CSV, and send grade control notification emails below. Grades of "Student>1Year" for members belonging to the group "Student>1Year>1" (-> because he is the homeroom teacher of the class 1Year1) Grades of "Students > 1 year > Japanese" for members belonging to the group "Students > 1 year" (→ because they are in charge of Japanese) Grades of the members of the group "Students > 2 years" in "Students > 2 years > Japanese" (→ because they are in charge of Japanese) The results of "Student > 3 years > Japanese" of the members of the group "Student > 3 years > Japanese" (→ for being in charge of Japanese) Conclusion In this paper, we have discussed how to set the authority of teachers for each subject, assuming a school setting. Using these methods, it is possible to flexibly combine them, such as sometimes being in charge of all grades and sometimes only one class, without uniformly giving the same authority. Many schools may be introducing or considering e-learning systems as online teaching advances in the wake of the coronavirus. learningBOX is a learning management system that even first-time users can intuitively touch and learn its functions without difficulty in operation and settings. Each teacher working in a school has many roles. I think they manage various roles and organizations, such as being in charge of a grade, a class, or a subject they teach. Please try to set up the authorization taking into consideration the authorization that each individual teacher should have, without giving unnecessary authorization.