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

New employee training is a training program that provides guidance and education to new employees to help them acquire the attitudes, knowledge, and skills needed to work. Although this is an important process for changing the mindset of students to working adults, many companies do not realize its full effectiveness. This is why we recommend the use of e-learning. In this issue, we will explain why training for new employees using e-learning is attracting attention, the benefits of implementing it, and the precautions and countermeasures to be taken. Background of the growing interest in e-learning newcomer training Demand for the use of eLearning in new employee training is increasing for many companies. eLearning Strategies Institute's research shows that the adoption rate of eLearning for new employee training will increase approximately 1.9-fold from 2018 to 2021. Reference] "Survey Report on Newcomer Training (FY2021)" (e-Learning Strategic Research Institute) One of the reasons for the increasing adoption rate of e-learning is that the spread of the new coronavirus infection has made it difficult to conduct group training that requires face-to-face interaction. With many companies introducing telework and staggered work hours, the characteristics of e-learning match the need to conduct new employee training in a non-contact manner. The use of smartphones and tablets is also a factor. e-Learning allows learners to watch courses anytime, anywhere, and at any time, as long as the administrator delivers the courses via a learning management system (LMS). e-Learning is easy to use even for new graduates who live far away from the company. E-learning is also easy to use, even for new hires who live far away, and its use in training new recruits is increasing. Back to Table of Contents Advantages of Conducting Newcomer Training through E-Learning If you are wondering how to conduct effective new employee training, we recommend using e-learning. Here we will discuss the advantages of using e-Learning for new employee training, from the perspective of both new employees and managers. Advantages from the New Employee Perspective Easy retention of knowledge through repetitive learning Because new employee training often covers a wide range of areas in a short period of time, it tends to be difficult to acquire all of the content in a single training session. Specifically, participants learn business manners, compliance, logical thinking, business document and document preparation skills, as well as legal knowledge and specialized skills. By using e-learning, you can learn repeatedly at your own convenience. You can review the content you did not fully understand or forgot at the first session and use it to consolidate your knowledge. To encourage new employees to repeat learning, we recommend choosing a system that supports easy-to-learn formats such as videos and quizzes. This will lower the barrier to learning and improve the effectiveness of the training. Easy to work at a learning pace that suits you E-learning is characterized by the ease with which learners can control their own speed and progress. You can learn at your own pace without worrying about not being able to keep up with your understanding or becoming anxious. On the other hand, in face-to-face group training, all new employees must learn at the same pace. Individual differences in understanding of the training content can easily arise, and there is a risk of stress. Opportunity to develop a habit of self-learning As working people become busy with their jobs, they tend to have fewer opportunities for continuous study. Many people start studying when they need to acquire a qualification, but are unable to make it a habit as it was when they were students. Introducing e-learning has the advantage of providing new employees with regular learning opportunities. If they are given the opportunity to develop the habit of self-study, self-improvement can be expected even after the completion of the curriculum, leading to human resource development. Advantages from a Manager's Perspective Reduces the burden of training preparation E-learning has the advantage of eliminating the need to make arrangements for instructors, reserve meeting rooms, and other preparations that are required for face-to-face group training. By using a system that allows you to start training using existing content or your own manual videos, you can reduce the burden on those who do not have a lot of time to spend on training preparation. Easy to manage learning progress Another advantage of using e-learning for new employee training is that the learner's progress can be centrally managed online. Alerts can be displayed when progress is delayed, and feedback can be given to learners whose test results are not improving, thereby reducing the burden on the administrator and increasing the effectiveness of learning. Back to Table of Contents What to Consider When Conducting Newcomer Training through E-Learning This section describes the points to keep in mind and countermeasures to take when implementing e-learning training for new employees, and how to maximize the effectiveness of e-learning by taking advantage of its merits and covering the points to be aware of. New employees tend to have a passive learning attitude. It is important to note that e-learning tends to be a training program that focuses mainly on viewing and learning. If there is little practical learning, there is a risk that opportunities to think and act spontaneously will decrease. We recommend building a training plan that combines e-learning and practical learning, such as role-playing, discussion, and on-the-job training. Difficulty in creating opportunities for communication In the case of group training, face-to-face interaction provides learners with natural opportunities to communicate with each other. However, e-learning tends to focus on self-learning, making it difficult for learners to communicate with each other. It is important to make effective use of the learning management system's internal SNS function and learning status sharing function to make it easier for new employees to interact with each other. It is necessary to provide the necessary environment for the course. E-learning is a form of learning that requires an Internet connection and a communications terminal. Therefore, if there is no telecommunication environment or equipment available to take the course comfortably, it will be necessary for the company to prepare the course environment. Specific measures that could be taken include lending tablet terminals or PCs, or downloading course materials and lessons when students arrive at the office to reduce the amount of communication space required. Back to Table of Contents Use e-Learning for New Employee Training to Get New Employees Up to Speed Quickly! In this issue, we have reported on the background, advantages, and points to note regarding the incorporation of e-learning into new employee training. Since new employee training requires learning a wide range of skills, from the basic skills necessary for working adults to practical skills, e-learning is suitable for this purpose because it allows the trainee to repeat the course at his or her own pace. Make effective use of e-learning with these points in mind, and help your new employees become competitive as soon as possible. If you are planning to implement e-learning for new employee training, please use "learningBOX". learningBOX is an e-learning system equipped with essential functions for in-house training, such as content creation and distribution, and course participant management. Courses can be designed in accordance with in-house training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have been well received, and it has been adopted by many companies for training new employees. We also offer a free plan that allows you to use almost all functions, so please feel free to contact us for more information. ▼Here's another recommendation! Also read. Back to Table of Contents

In response to the impact of the spread of the new coronavirus and changes in work styles, many companies are considering switching from group training, which requires face-to-face interaction, to e-learning. There are many different types of e-Learning for companies, depending on how the content is delivered and the area of training. In this article, we will provide an overview of e-Learning for companies, types, key points for selecting e-Learning, and tips for operation. If you are considering ways to improve the efficiency of in-house training and the effectiveness of training, please refer to this article. Types of e-learning for companies When training human resources, we recommend the use of corporate e-learning. Here is an overview of corporate e-Learning and the types of e-Learning available. What is corporate e-learning? Corporate e-Learning refers to a service that enables efficient delivery and management of in-house training online. Generally, a learning management system (LMS) is installed that enables the creation and distribution of teaching materials and visualization of learning progress, and learners access a server to take lectures. This service is used for many in-house training programs such as new employee training, compliance training, and harassment training. E-learning is in growing demand as an alternative to group training because it reduces the cost and time required to prepare for training, and because it can be taken at the learner's own pace, regardless of time or location. Companies that have increased the size of their in-house training programs, which increases the burden on trainers, travel expenses, and the cost of creating learning materials, are more likely to experience the benefits of e-learning. Four Categories of Corporate E-Learning Corporate e-Learning can be broadly classified into four categories based on the content and functions it possesses. Specifically, there are four types: general-purpose content provision type, specialized content provision type, content utilization support type, and content creation support type. It is necessary to select the appropriate service according to the issues your company faces and your budget. . Classification Characteristics General-purpose content provision type Many contents are suitable for new employee training and job-level/job-specific training. Areas include business manners, compliance, etc. Suitable when there are no training materials or resources to implement training Specialized content provision type Content is provided in specialized fields. Mainly in areas such as information security and IT skills Suitable for cases where there are no training materials or know-how in specialized areas Content utilization support type Suitable for cases where the company has its own content but is struggling in terms of operation. Strengths of the course management functions, such as comprehension tests and quizzes Content creation support type Suitable for users who want to add new content on a daily basis. Features such as the ability to take and share images and videos Back to Table of Contents What to Consider When Choosing E-Learning for Your Company Corporate eLearning is differentiated in various aspects, including cost and functionality. We will therefore explain how to choose an eLearning program for your company and what you should focus on. Does it have a full range of content suitable for the purpose of training? When implementing e-learning for companies, it is necessary to clarify the knowledge and skills to be acquired by the learners through training. Without a clear objective, it is difficult to determine what type of learning format or plan is appropriate. However, we do not recommend that you make a decision to introduce a training program based solely on whether or not it offers themes suited to your objectives. It is also important to determine the quality of the content and whether it is expected to be effective for learning. Specifically, check the quality of instructors, the number of specific examples, whether or not video materials are supported, and the abundance of videos and images. We recommend a service that allows you to check actual training content with a free trial. Can you create your own original content? The knowledge and skills required of a company's human resources differ from industry to industry. Therefore, when using e-learning for in-house training, it is important to choose a platform that allows you to create not only existing content but also your own original content. By introducing a service that is intuitive and allows users to create educational materials in a few simple steps, you can reduce the man-hours required to prepare content. In addition, if you have video materials or documents used in past training sessions, it is a good idea to choose a service that can be customized and diverted from those materials. Is it easy to manage learning progress? In e-learning, the timing and frequency of course attendance is left up to the learner. In order to reduce individual differences in understanding of training content, it is recommended to introduce a service that enables centralized management of course progress. Efficient support can be provided by displaying alerts to learners who are behind in their progress and providing feedback to employees whose test results are not satisfactory. <Tips for choosing an eLearning program for your company Points for consideration and comparison Does the system have sufficient contents suitable for the purpose of training? Does it have functions that make it easy to use the company's own content? Does it have a fee structure suitable for the number of learners and frequency of use? Is there a system to keep learners motivated? Is the system designed to be easy to use for both learners and administrators? Is the system designed to be easy to use for both learners and administrators? Can the system be used on multiple devices such as smartphones and tablets? Can we create and distribute our own original content? Can the number of users and concurrent usage be covered? Can it be used at a cost that fits within the budget plan? Does it have a good reputation among users, and have they pointed out any problems? Back to Table of Contents Key Points for Effective Operation of Corporate E-Learning What points should be considered when using e-Learning to improve training effectiveness? Here we will explain the key points for effective operation of e-Learning for companies. Combine with practical training Since e-learning mainly consists of watching videos, it is difficult for trainees to think and act independently during the training, so it is effective to provide opportunities to put the input into practice. For example, in the case of business manner training, role-playing with peers or superiors is a possible solution. Keep content updated with the latest information. To optimize training content, it is also important to regularly update content in light of legal revisions and market changes. While paper-based training materials must be revised and re-printed, e-learning allows the entire process from revision to replacement to be completed online. Follow-up is essential according to the learner's level of proficiency. Many learning management systems provide testing and survey functions related to course content. Use these functions to assess learners' proficiency levels and follow up as necessary. By proactively encouraging employees to take part in these activities, the company can expect to increase their motivation and encourage them to learn more. Back to Table of Contents Introducing Corporate E-Learning for Employee Training In this article, we have discussed the types of e-learning for companies, how to choose the right one, and key points for its operation. e-learning is becoming a standard for in-house training as a tool that can reduce training costs while increasing learning effectiveness. Why not introduce e-learning suited to your company and utilize it for employee training after understanding the key points of its operation? If you wish to incorporate e-learning into your in-house training program, please use our e-learning system, "learningBOX". learningBOX is a learning management system that provides all the functions necessary to conduct training via e-learning, including the creation and delivery of teaching materials, grading, and learning history management. We also offer a free plan that allows you to use each function for 10 accounts for free and indefinitely, so please feel free to start with a free trial. With "learningBOX ON," you can also add training content required by your company to your learningBOX. By combining harassment training, information security training, compliance training, etc., you can easily design your own original training program. ▼Here's another recommendation! Also read. Back to Table of Contents

E-learning is being introduced by companies in a variety of industries and sectors as an effective method for human resource development and employee training. While the focus tends to be on the benefits of e-learning, such as reduced training costs and more efficient course management, there are also some points to keep in mind when introducing e-learning. In this issue, we will provide a thorough explanation of the disadvantages of using e-learning for in-house training, tips on how to maximize the effects of its introduction, and case studies of companies that have used it. For each demerit, we will also introduce countermeasures, so please take a look. Disadvantages and cautions to be aware of in e-learning Disadvantages / Cautions Countermeasures Easily struggles to manage learner motivation Display of ranking of top performers Create badges and certificates based on learning progress Prepare teaching materials using videos and animations. Short instructional materials that are easy to use in one's spare time. It is also essential to improve the learner's environment. Support for multiple devices such as smartphones and tablets Development of a system for downloading materials and teaching materials Not suitable for practical learning with hands-on experience Combination of e-learning and hands-on training Requires a certain level of knowledge for implementation and production Utilize LMS providers' implementation support and agency services Select an LMS that can be operated intuitively Difficult to exchange questions and answers Establish a space where users can write anonymously. Difficult to communicate with other learners Combination with group training depending on training content and objectives Introduction of LMS with enhanced social functions Initial and monthly fees are required. Use of LMS that can be introduced free of charge While e-learning has advantages such as efficient learner progress management, individualized and flexible program construction, and equal learning opportunities, there are also some points to be considered when introducing e-learning. Here, we will provide information on the disadvantages of using e-Learning for corporate training and countermeasures. It is easy to struggle with managing learner motivation Compared to group training and on-the-job training, e-learning is less coercive and requires learners to be motivated to learn on their own. While e-learning has the advantage of allowing learners to learn anytime, anywhere, there is a risk of inducing slacking off or poor attitudes toward the course. It is recommended to visualize the learning status, grades, and proficiency level, and to provide a system that makes it easy for learners to realize their own growth and maintain their motivation. It is also effective to incorporate gamification elements to make learning fun. Specific examples include ranking the top performers and creating badges and certificates based on learning progress and level of understanding. It is also essential to improve the environment on the learner's side. Cloud-based e-learning requires administrators and learners to prepare learning terminals and an Internet environment, and an LMS (Learning Management System) that can be used not only on PCs but also on smartphones and tablet devices can lower the hurdles to learning. An LMS is the basic system for implementing e-learning, allowing for the creation and distribution of learning materials, centralized management of learning history, feedback, etc., all in one place. In addition, if a system that allows downloading of materials and teaching materials is in place, it will facilitate learning even in an offline environment. This will help improve learning efficiency by making effective use of commuting time, such as on trains. Not suited for practical learning with hands-on experience. Because e-learning tends to focus on classroom input, it is difficult to incorporate practical skills or training content that requires cooperation among learners. Depending on the capabilities required by your company, it is recommended that you consider introducing training that involves practical training such as role-playing, in addition to online lectures. A certain level of knowledge is required for introduction and production. In-house training using e-learning requires knowledge of how to select and use an LMS and how to create questions. If you are preparing educational materials from scratch, it is possible that it may take more time and cost than expected. If your company does not have the know-how, consider using an LMS provider to support the introduction of the LMS and create learning content on your behalf. This will enable you to provide customized content tailored to your organization and individuals. If you are producing your own educational materials, it is also important to select an LMS that is easy and intuitive to operate. Question and answer sessions and other interactions are difficult. Compared to group training, e-learning makes it difficult for instructors and learners to communicate in real time. Therefore, if countermeasures are not taken, questions about learning content or the system cannot be answered promptly, leading to a deterioration of training efficiency and a decrease in learner motivation. Establish a system where questions can be resolved immediately by setting up a space for anonymous writing in FAQs, a dedicated contact point, or an internal SNS. If questions from learners can be handled online, it will make e-learning easier to use, even for companies with teleworking systems. Difficult for learners to communicate with each other E-learning tends to make it difficult for learners to communicate with each other because each learner takes the course at his or her own time. For example, group training may be more suitable for new employee training, joint training with other companies, and other training that also serves to build personal networks and exchange information. It is important to distinguish between e-learning and group training depending on the content and purpose of the training. It is also a good idea to introduce an LMS with enhanced social functions so that learners can share their progress and learning methods with each other. Initial and monthly costs are required. Compared to group training, e-learning reduces the costs required to prepare and distribute paper materials and to coordinate schedules, but may require LMS installation costs and monthly fees. When implementing e-Learning to reduce training costs, it is recommended to choose a system that is available free of charge. However, free LMSs may have restrictions on the number of people who can use them, the period of time they can be used, and their functions, so be sure to check in advance. Back to Table of Contents Key Points to Maximize e-Learning Implementation Effectiveness Although e-Learning has many advantages, there is a possibility that the expected effects may not be achieved depending on how it is utilized. Here, we will explain the points to maximize the effects of e-Learning implementation based on the disadvantages and points to be aware of that we have just mentioned. Establish rules regarding the course To increase the effectiveness of e-learning, it is necessary to establish a system that does not disadvantage learners. For example, if the course is mandatory, set rules such as "the course must be conducted during working hours" and "late-night work allowances must be paid if the course is conducted after 10:00 p.m.". If the training is optional, it is also important for the company to prepare and disseminate rules such as "not having to take the training will not affect your personnel evaluation. Provide sufficient preparation time before the start of operation. Preparation prior to the start of operations is important to prevent e-learning introduction failures, such as low course participation rates and insufficient content. Specifically, allow sufficient time to clarify the purpose of the introduction, ensure the quality of the materials, and measure the effectiveness through test operations. Back to Table of Contents Examples of Preventing and Eliminating Disadvantages and Cautions of E-Learning Next, we will introduce some examples of e-learning implementation using an LMS, focusing on how to prevent or eliminate disadvantages and cautions, etc. Please refer to these examples when reviewing how to implement in-house training through e-learning. UUUM Corporation UUUM Corporation was facing barriers in accomplishing its important mission of ensuring compliance. Specifically, group training could not be held due to the new coronavirus, and the cost of training venues for several hundred people and transportation costs for participants were prohibitive. To address these issues, the company introduced the "learningBOX" e-learning system for compliance training for influencers. To prevent learners from getting bored, the system provides compact video materials that are easy to watch all the way through, helping them to consolidate their knowledge. The intuitive operability of the system also made it difficult to discourage learners from using the system. In addition, since there are no venue or participant transportation costs, the program has succeeded in significantly reducing costs compared to conventional in-person training. The objective of delivering necessary information to learners, convincing them, and encouraging them to change their behavior has also been achieved. Suzuka University of Medical Science Suzuka University of Medical Science had been facing challenges in improving students' academic performance, retention, and suspension/withdrawal from the university. The university urgently needed to create e-learning contents that would motivate students to learn and enable them to work on their own initiative. The university introduced "learningBOX" to create an environment in which students can efficiently strengthen their input through repetitive learning. The university has created questions in a wide range of difficulty levels and formats, and is using it as a weapon to improve the "straight pass rate" for national and other examinations. When we introduced this system ahead of others in certain departments, we were able to reduce to zero the number of students who were caught in retesting. Another key point is that there is no stress in logging in or operating the system, which does not hinder student motivation. In addition, the reminder e-mail function has also increased the response rate to class questionnaires, helping to improve the quality of lectures. Back to Table of Contents Optimize In-House Training by Paying Attention to the Disadvantages of E-Learning In this issue, we have introduced the disadvantages, countermeasures, and case studies of e-learning. e-learning should ideally be used for internal training to cover the disadvantages while taking advantage of the advantages, so let's optimize internal training with e-learning by introducing an LMS and using support from external providers. For more information, please contact us. If you are considering in-house training, please use "learningBOX", an LMS with all the functions necessary to implement e-learning, such as creating and distributing training materials, grading, and managing trainees. We also offer a free plan that allows you to use each function for 10 accounts for free and indefinitely, so please feel free to start with a free trial. In addition, by using "learningBOX ON," you can add training content required by your company to your learningBOX. By combining harassment training, information security training, compliance training, etc., you can easily design your own original training program. ▼Here's another recommendation! Also read Back to Table of Contents

Group training can be problematic in terms of cost and scheduling, but in recent years, e-learning training has become more common, in part because the new coronavirus has made face-to-face training itself more difficult. Conducting corporate training through e-learning not only reduces costs, but also makes operations more efficient. This article describes the learning content, typical formats, and specific methods of creating content for e-learning content, which is ideal for human resource development. Table of Contents 01Learning content of e-learning contents suitable for human resource development Training to acquire practical skills Hierarchy-specific training Theme-specific training Training to acquire qualifications 02Main Formats of E-Learning Content for Companies Online distribution format Formats of videos Cartoon and animation formats 03How to Create E-Learning Content How to create with PowerPoint How to outsource the creation How to use a dedicated e-learning system 04Efficient Human Resource Development with e-Learning Learning content of e-learning contents suitable for human resource development In order to use e-learning content for human resource development, it is important to select the most appropriate learning content. Below are some examples of e-learning content that can be used for human resource development. Training to acquire practical skills E-learning can be used for training to acquire specific practical skills, such as work procedures and work processes. Many companies use e-Learning together with OJT. The combination of on-the-job practice and manual learning is an effective and efficient way to learn. Hierarchy-specific training E-learning is also used for training by employee level. Typical examples include new employee training for younger employees and management training for managers. E-learning is unique in that it is easy to prepare individual training courses according to the level of the target employees. Training can be provided evenly to employees at all levels. Theme-specific training E-learning is also used to provide theme-specific training on knowledge and skills required in business situations. Typical examples of e-learning training include business manners, logical thinking, compliance, and harassment prevention. The advantage of e-learning is that it is more cost-effective than offline training. Training for certification acquisition E-learning can also be used for training that supports learning to acquire qualifications. In most cases, training is provided to promote the acquisition of qualifications that are essential for work or that lead to career advancement. Qualifications require continuous learning, and e-learning is an easy way to continue learning because it can be used in one's spare time. Back to Table of Contents Main Formats of Corporate E-Learning Content E-learning content comes in a variety of formats. Below are some of the most common formats used for corporate e-learning content and the characteristics of each. Online Distribution Format This is a system in which data such as teaching materials and handouts are uploaded and downloaded by participants. Word, Excel, PowerPoint, etc. are used to create teaching materials and documents. Existing data created in the past can also be used. Paper materials can also be scanned and provided as data. Video Format This type of lecture can be streamed to the instructor or recorded lecture video data can be provided. The feature of this type of video is that it allows students to learn in a manner similar to a classroom lecture, but unlike an actual lecture, it can be viewed repeatedly. The advantage is that you can watch the video until you find the solution to your problem, which makes it easier to deepen your understanding of the information. Cartoon and animation format This method uses cartoons or animations to explain training content in an easy-to-understand manner. The familiar expressions can help trainees understand the content. However, since it takes time and effort to create the materials, it is necessary to verify whether it is effective enough for the effort required. Back to Table of Contents How to Create E-Learning Content The following three methods for creating eLearning content are described below. Creating with PowerPoint Outsourcing the creation Using a dedicated e-learning system Each of these methods has its own characteristics, so choose the method that is best suited to your company. Using PowerPoint PowerPoint is a presentation software commonly used by companies. It is also used as a tool to easily create e-learning content. While other Office software can be used to create teaching materials and documents with text and diagrams, PowerPoint can also be used to create animated slides with sound and movement. The ability to easily create educational materials that deepen sensory understanding is a strength of PowerPoint. However, depending on the learning method, slides alone may not be sufficient. For example, if you want to obtain some kind of feedback from the students, such as a comprehension test, post-lecture survey, or interactive operation, PowerPoint's functionality alone will not cover it. Outsourced Creation You can also outsource the creation of e-learning content through an external service. By outsourcing to a specialized vendor, you can expect to reduce your in-house man-hours. Although outsourcing costs are incurred, in some cases this can result in cost savings because there is no need to hire specialized personnel in-house. On the other hand, the disadvantage is that it requires a lot of time and effort to modify and customize the content because it involves another company. In some cases, it may be easier to create the content smoothly by producing it in-house. When outsourcing, close communication with the production company and appropriate progress management are necessary. Using a dedicated e-learning system An e-learning system is a specialized tool that covers all aspects of e-learning content creation and operation, and is used by many companies that use e-learning for human resource development. E-learning systems are available in a wide variety of content formats and can flexibly support a wide range of curriculum. The appeal of e-learning systems is that the content required for human resource development can be prepared immediately as needed. This is expected to improve the learning effectiveness of corporate training programs. Another advantage is that you can create high-quality content in-house that would normally have to be outsourced. Many systems are offered as a monthly service, which reduces the initial cost compared to outsourcing. Since the content creation is done in-house, there are no discrepancies with the expected content, which is often the case with outsourcing. In addition, the e-learning system also allows for content management. It is possible to manage the progress of each participant, skills acquired, and the results of post-lecture surveys. The system is also equipped with a wealth of other functions that can be used appropriately to improve the efficiency of content management. Back to Table of Contents Streamline Human Resource Development with e-Learning E-learning is also used in human resource development. If you find it difficult to conduct group training due to cost issues, e-learning is recommended for human resource development. In recent years, e-learning is also required to avoid the risk of infection by the new coronavirus, as it eliminates the need for face-to-face interaction. E-learning content can be created in-house, and an e-learning system allows you to create content tailored to your company's needs without the hassle. Our "learningBOX" is an e-learning system equipped with essential functions for in-house training, such as content creation and distribution, and course participant management. Courses can be designed in line with in-house training content, and tests can be easily conducted to check employee proficiency. 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, so if you are considering human resource development through e-learning, please feel free to contact us. We also recommend this! Also read Back to Table of Contents

E-learning is a learning method utilizing the Internet and electronic devices. Although it has a strong image of being used for studying for certification exams, it is also used in business today. For example, online training for new employees and compliance training are typical examples. In this issue, we will thoroughly explain the advantages and disadvantages of incorporating e-learning into in-house training and examinations, and we will also introduce recommended systems required for in-house production of content using e-learning, so please read on if you are in charge of a company. Table of Contents 01Merits and Demerits of E-Learning [Administrators Merit Disadvantages 02Merits and Demerits of E-Learning [Learners Merit Demerit 03The use of an LMS is necessary to implement e-Learning What is LMS? Recommended LMS "learningBOX 04Introducing e-learning to in-house training and examinations to raise the level of the entire company. Advantages and Disadvantages of E-Learning [Administrators]. Incorporating e-Learning into employee training and personnel development has advantages for companies on the management side. Here are some of the advantages and disadvantages of e-Learning from a corporate perspective. Advantages Reduced costs E-learning is attractive because once a suitable system is established for a company, it can be reused again and again, leading to cost reductions. For example, it can reduce the cost of corporate training, use of test centers, employee transportation and lodging, and printing of learning materials. This is particularly effective for companies with a large number of employees or when participants are located throughout the country. It is also easy to incorporate in companies that have introduced telework or remote work due to the new coronavirus. Centralized management of student information With e-learning systems, various information such as progress rate, attendance information, grades, and study time are automatically recorded in a database for each study session. This eliminates the time and effort required to manually input data. The aggregated learning history and grade data can be used to create new teaching materials or for analysis and evaluation of learners. Easy to revise and update teaching materials Because e-learning provides learning content on a single platform, it is easy to revise and update the materials. For example, when conducting compliance training, it is easy to adjust the content in accordance with the timing of legal revisions or to add the latest case studies. If paper-based materials are distributed, they must be collected, revised, and distributed again, which tends to place a heavy burden on the corporate side. Easier to provide an optimal learning program for each participant When a company is engaged in human resource development, the educational content required differs for each employee. For example, new employees may be required to take general business manner training. For managers, it is important to provide learning programs appropriate for each level of proficiency and hierarchy, such as labor management training. By introducing e-learning, it is possible to construct flexible learning programs according to learning status by combining prepared teaching materials. Equal learning opportunities Because e-learning allows students to complete their learning online, they can take classes at their own convenience. Companies can easily provide equal learning opportunities and expect to raise the level of student understanding. In addition, because the same learning content can be provided regardless of the number of students, it helps to prevent variations in quality due to differences in textbooks and instructors. Disadvantages Time-consuming and costly to prepare teaching materials There are several ways to prepare e-learning materials. Generally, you can purchase ready-made materials, order-made materials, or produce your own materials. The disadvantage is that it is time-consuming and labor-intensive to select the most appropriate method according to the content and target audience you want to include. Another disadvantage is the initial cost of procuring hardware and software. If you want to procure your own original teaching materials at a low cost, we recommend using an e-learning system to produce them in-house. A certain level of IT literacy is required for operation. E-learning requires the use of PCs, tablets, and smartphones, and a certain level of IT literacy is required of the participants. Therefore, it is important for companies to provide e-Learning that can be used intuitively even by those who are not familiar with IT tools. It is also a good idea to introduce e-learning that is compatible with mobile devices, which many people own and are considered to have a certain level of literacy. Some content is not suitable for e-learning. E-learning is not suitable for training content that involves practical skills. For example, customer service training or complaint handling training may not be effective because it is difficult to convey details through a screen. It is best to use e-learning for classroom lectures that provide knowledge and face-to-face lectures for training that involves practical skills. Back to Table of Contents Advantages and Disadvantages of E-Learning [Learners]. Next, we will provide the advantages and challenges of e-Learning from the learner's perspective. when implementing e-Learning, it is ideal to cover as many of the disadvantages as possible while taking advantage of the advantages. Advantages Repeatable With e-learning, it is possible to rewind and re-listen to parts of the course that you missed. This allows you to change your learning style according to your level of understanding, which helps you retain what you have learned. In the case of group training, it is often necessary to ask questions to the instructor if you miss a part, and in many cases it is not possible to retake the course. Study where and when you want E-learning courses can be taken anywhere and at any time, as long as you have an Internet connection. It is easy to learn at home, during breaks at work, or while commuting to and from work. This lowers the hurdle for those who are busy with work and other commitments. Easy to check the progress and level of understanding Another advantage of e-learning is that you can receive feedback immediately after taking a course. For example, when you take a test, the results are immediately reflected in the system, so you can check your progress and level of understanding in real time. You can review your learning methods and consider taking the course again according to your level of proficiency, allowing you to learn more efficiently. Easy to learn and easy to maintain Many e-learning systems are compatible with mobile devices such as smartphones and tablets, making learning easy and sustainable. With little or no advance preparation required, you can start learning by simply starting up the system. They are also easy to take with you, making them permeable to salespeople and others who are often on the go. Disadvantages Difficult to quickly resolve questions Because e-learning generally requires participants to attend lectures alone, it tends to be difficult to quickly resolve any questions they may have. With group training, a question-and-answer period is provided, allowing participants to ask questions directly to the instructor on the spot. Therefore, when implementing e-learning, it is necessary to prepare a way to resolve questions and unclear points in advance. Specifically, it is effective to provide FAQs in the course materials, set up a dedicated contact point to receive questions, and provide a space for anonymous posting on an in-house SNS. It is difficult to maintain motivation. While e-learning offers a high degree of flexibility, its disadvantage is that progress is easily influenced by the motivation of the learner, since the learner must take the initiative in attending lectures. In the case of group training, the date, time, and location are often specified by the administrator, and there is a certain degree of coercion. Therefore, it is important for companies to set up a mechanism to maintain learner motivation. For example, a function that allows communication among participants, e-mail distribution to those who have not completed the course, or combined use with group training may be considered. An Internet environment must be provided. Although e-learning is less demanding than group training, it does require an Internet environment. If some employees have difficulty using the Internet, it will not be possible to provide equal learning opportunities. Consider measures such as adopting a system that allows employees to download materials and video materials in advance and store them on their devices. Back to Table of Contents Implementing e-Learning Requires the Use of an LMS An LMS is an essential part of implementing e-learning. Here is an overview of LMS and recommended services. What is LMS? LMS is an abbreviation for "Learning Management System." It is an integrated system that creates and distributes learning materials, manages students, and accumulates and analyzes data. It is also called a learning management system or e-learning system. The latest LMSs are equipped with SNS functions to promote communication among students. Recommended LMS "learningBOX If you are considering implementing e-learning, we recommend our e-learning system (LMS) "learningBOX," which provides all the functions necessary for e-learning, including the creation and distribution of teaching materials, grade management, and student management, making it easy for anyone to create a web-based learning environment. Anyone can easily build a web-based learning environment. Back to Table of Contents Introducing e-Learning for Internal Training and Exams to Raise the Bar Company-Wide In this issue, we reported on the advantages and disadvantages of implementing e-Learning and recommended LMS. E-learning is a learning system that matches the times, as it eliminates the need to gather a large group of people or to coordinate the schedules of all participants. e-learning can be used for in-house training and examinations, as an LMS makes it possible to create content tailored to the actual conditions of the company. If you are considering implementing an e-learning system, we recommend using "learningBOX". learningBOX is easy to use, and even those who are not familiar with IT tools or programming knowledge can easily create learning materials. There is a wide range of types of teaching materials, including multiple-choice, X-X, short answer, and fill-in-the-blank type questions, allowing you to create teaching materials that best suit your training content and implementation objectives. We also offer a free plan that allows you to use almost all of the features, so please feel free to contact us. We also recommend this plan! I also want to read Back to Table of Contents

In recent years, an increasing number of certification examinations and qualification tests have adopted an examination method known as CBT, which uses computers instead of paper-based media. On the other hand, there are many people who would like to hold examinations using CBT, but are not sure whether they should introduce CBT or not due to concerns such as "I don't have enough knowledge about CBT" or "I don't know the advantages and disadvantages of CBT. This article provides an overview of CBT, its differences from IBT, which is often confused with CBT, and its advantages and disadvantages for both organizers and examinees. What is CBT? CBT (Computer Based Testing) is an examination method that uses computers at test centers. Unlike PBT (Paper Based Testing), in which test forms are handed out, CBT allows test takers to take the test using computers at test centers nationwide. CBT is used for various qualification tests such as IT Passport, Bookkeeping, and Eiken. Differences from IBT IBT (Internet Based Testing) is a computer-based testing method similar to CBT, but because it uses the Internet, it is sometimes called WBT (Web Based Testing). CBT uses terminals provided at designated testing sites such as test centers, while IBT has no location restrictions and can be taken from smartphones, tablets, and PCs. Back to Table of Contents Benefits to Organizers of Introducing CBT CBT saves time and money by eliminating the need to arrange for a venue, supervisor, test forms, and writing materials. CBT also allows for computerized questions, such as video and audio, to be submitted, providing a more detailed picture of the candidate's abilities. Below are three advantages of CBT for organizers. Reduced workload due to the holding of examinations The introduction of CBT eliminates much of the work involved in administering the exam, significantly reducing the burden on organizers. By using test centers located throughout Japan, not only does it eliminate the need to prepare test sites, but each site is staffed by a supervisor, eliminating the need to arrange for personnel. While paper-based tests require the preparation and distribution of materials such as test forms and writing materials, CBT uses computers installed at the site, which saves time and effort. With CBT, the computer automatically scores the test after it is completed, which is time-consuming. Strong security against information leakage and cheating CBT has security measures against information leakage and cheating. Test questions are downloaded to the computer immediately before the test begins, and since the server is not located at the test center, no test question data is left behind. During the test, programs other than the test questions cannot be started, and operations such as copying and pasting are controlled to prevent cheating. When entering the test center, you will be required to identify yourself with an examination voucher and a document with your picture attached. Seats are separated by partitions, and supervisors patrol the area to prevent cheating, such as taking a test as a duplicate or cheating. A wide variety of questions can be submitted. Because computer-based testing (CBT) can handle video and audio, it is possible to submit questions in formats that were not possible with paper-based testing. In addition to listening tests that use audio, speaking tests that test pronunciation and conversational response are also possible by connecting a microphone. The more variations of questions that are available, the more organizers will be able to consider introducing new tests, and the more detailed they will be able to examine the abilities of test takers. Back to Table of Contents Disadvantages for Organizers of Introducing CBT The introduction of CBT requires consideration of cost and security and operational risks. As for cost, the total cost is not so different from other testing methods because the cost of preparation and materials can be reduced. However, it is difficult to completely prevent examinee cheating, system errors, and communication errors. Below are three disadvantages for organizers regarding the introduction of CBT. The cost of implementing CBTs is incurred. The introduction of CBTs incurs introduction costs, such as initial and monthly fees. In addition, since it is difficult to operate CBTs without a certain level of knowledge on the part of the organizer, it is also important to consider the time cost of acquiring knowledge. Although the introduction cost is a disadvantage of CBT, it can reduce the cost of arranging test sites, supervisors, and delivery of test forms, etc. When considering the introduction of CBT, it is advisable to estimate the total cost and compare it with the cost of other testing methods. No direct supervision of examinees Test centers that conduct CBTs are monitored by supervisors and cameras, and identification is conducted before entering the room. This makes it an environment where cheating is unlikely to occur, but it does not guarantee that cheating will not occur at all. It is important to understand that it is difficult to completely dispel such concerns because the organizers are not able to monitor test takers directly. Possibility of system or communication errors Because CBT is a computer-based examination, system or communication errors may interfere with the examination. In the event of a major communication failure due to a disaster or other cause, it may be difficult to hold the exam itself. Back to Table of Contents Advantages for Examinees of Introducing CBT With CBT, test takers can take the test at a test center near their home, reducing the time, cost, and emotional burden on the test taker. The date of the test can be easily changed, and results are immediately available through automated computerized scoring. Below are three advantages of CBT for test takers. Ability to take the exam at a venue near you CBT test centers are located in 47 prefectures throughout Japan, and multiple test centers are available in each city, making it easy for local residents to take the test. When the test is held at the organizer's facility, there is a large difference in travel distance for each examinee, but by introducing CBT, it is possible to reduce the time and cost required for examinees to travel. Examination dates can be changed. The CBT allows you to change the date and venue of your examination. This is a great advantage for test takers because they can change their test date up to one business day before the test date, even if they have urgent plans to take the test. This makes it easier for test takers who are considering taking the test but are hesitant to do so because they may have other commitments on the day of the test to apply for the test. Results will be available on the spot. The CBT is automatically graded by the computer after the test is over, so you can see the results on the spot. You will be able to check the correctness of questions you were unsure about or questions you did not understand, and you will be able to review the results immediately. Being able to see the results immediately helps the test taker to refocus and not be distracted by the results after the exam. However, in many cases, examinees are not notified of the test results, but of the scoring. Please be aware that you may not be told on the spot whether you passed or failed the exam. Back to Table of Contents Disadvantages for Examinees of the Introduction of CBT The disadvantages for examinees due to the introduction of CBT stem from the special environment in which they take the exam. Since the organizer does not directly monitor the test, some test takers may feel relaxed and find it difficult to maintain motivation during the test, while others may feel stressed by the time lag caused by the use of telecommunications. Below are two disadvantages for test takers related to CBT. May not be able to maintain motivation In CBT, test takers are monitored by cameras and supervisors, but not directly by the organizers. They may become less aware that they are being watched and may lose focus on the exam. While this allows you to change the date and venue of the exam and relax, the reduced sense of urgency may lead to pacing errors and careless mistakes. There may be a time lag in communication. When sending answers entered on the computer to the server, there may be a time lag or a temporary communication error that prevents the exam from proceeding at a fast pace. While this is not a hindrance if the characteristics are understood and the answers are entered according to the screen, it can be a source of anxiety for test takers, as there may be cases where they are thrown off the pace and become impatient. Back to Table of Contents If you want to implement CBT, we recommend using an e-learning system By introducing CBT, organizers do not need to arrange venues, supervisors, and materials, and the range of questions that can be submitted can be expanded through the use of computers. Since exam sites are located throughout Japan, examinees will be able to easily change the date of the exam and reduce the burden of travel time and costs. On the other hand, there are concerns that examinees cannot be monitored directly or that communication errors may occur. It is advisable to choose the one that offers greater advantages while comparing the advantages and disadvantages of arranging one's own venue or conducting the examinations on paper. With our e-learning system "learningBOX," you can not only conduct all kinds of examinations, including qualification examinations and entrance examinations, on the Internet, but also create original examination questions from a wide variety of question formats. Furthermore, since we are affiliated with a company that provides CBT testing sites, we can administer your examinations at a designated site. If you are interested in introducing CBT, please contact us for a free information request. ▼Here's another recommendation! Also read. Back to Table of Contents

The demand for e-learning is increasing as face-to-face training and learning become more difficult in the wake of the new coronavirus infection. e-learning can be taken anytime, anywhere, and more and more companies are adopting it, especially now that more and more people are working from home. Against this backdrop, many people in charge of e-learning may be considering its introduction in the future. However, some of you may be asking yourself, "What is e-learning anyway? Why is the use of e-learning increasing? What is e-learning in the first place? If you are interested in learning more about e-learning, or if you are considering implementing an e-learning system, please take a look at this article. What is e-Learning? E-learning (e-learning, e-learning) is an abbreviation for "electronic learning," meaning a learning system using the Internet. In the business world, it has been adopted as a tool for human resource development. Terms such as "online learning," "Web learning," "e-run," and "WBT" are sometimes used with the same meaning. In most e-learning systems, learning materials and video materials produced in HTML/CSS/JavaScript, etc., are generally taught using a web browser. Before the spread of smartphones, e-learning systems were mainly used on PCs, but many e-learning services now support not only PCs but also smartphones and tablet devices. Back to Table of Contents History of e-Learning The e-learning form of learning has developed and permeated our lives along with the spread of the Internet and the evolution of mobile devices. Here is a brief history of how e-learning has come to its current form. ＜History of e-Learning The Ages Movements in the world 1) 1950s: Started in the U.S. The development of computers began in the U.S. and other countries, based on the idea that computers could be used to support education. (2) 1990s: Appearance and release of Windows 95 In 1995, Windows 95, which became explosively popular, went on sale, and personal computers spread to ordinary households. (3) 2000s: Full-scale introduction of PCs in Japan In 2000, the then Mori Cabinet launched the "e-Japan Strategy," which aimed to create a Japanese-style IT society. ④2000s: Smartphones and tablets become popular In the late 2000s, smartphones represented by the iPhone and Android, as well as larger tablet devices, began to appear, and e-learning underwent even greater changes. 5) 2020s - Rapid market growth due to the coronavirus disaster The spread of the new coronavirus infection causes schools to offer home-based learning and companies to promote telecommuting at a rapid pace. Collective learning and CAI development before the advent of e-learning Traditional group learning and group education have had challenges in terms of time and cost. Specifically, students and instructors need to be in the same place at the same time, which requires preparation, travel time, and transportation costs. In addition, since everyone proceeds with the same learning in a uniform manner, there is a tendency for differences in the level of understanding on the part of the learners. CAI stands for "Computer Aided Instruction," which means education using computers. Birth of "CBT," a CD-ROM-based learning system In 1995, Windows 95 was released, and personal computers became popular in many homes and businesses. This led to the emergence of a CD-ROM-based learning format, called CBT (Computer Based Training), which provided a learning environment with multimedia learning materials that made extensive use of video, images, and sound. However, CBT had its own problems, such as the cost of creating CD-ROMs, the difficulty of modifying the program, and the inability of the company to manage the progress of the learners. Evolution to "WBT," Internet-based learning WBT (Web Based Training), which refers to learning using a web-based system, was developed in light of the problems with CBT. WBT enables learners to manage learning materials and learning history together on a server, thereby overcoming the weaknesses of CBT. Another key point for learners is that they can take lectures at any time and place with an Internet connection. Today, the online learning style described above is called e-learning, and it is used in a variety of situations such as corporate training, knowledge sharing, and distance learning. Modern e-Learning utilizing multiple devices and SNS The 21st century has seen the spread of mobile devices such as smartphones and tablets, and there is a growing need for e-learning to be compatible with multiple devices, not just PCs. The ability to view e-learning on smartphones and tablets is expected to lower the hurdles to learning and improve knowledge acquisition and motivation to learn. Another trend in modern e-learning is the use of SNS to promote communication among learners, in addition to one-way feedback from the administrator to the learner. Dedicated contact points, bulletin boards, and internal SNSs have been set up to solicit posts and questions from learners, with the aim of increasing their motivation. Back to Table of Contents Why E-Learning Has Increased in Importance Why has e-learning become increasingly important in recent years? Here are five of the most important reasons. Reason 1: The Corona Disaster Makes Group Training Difficult With the spread of the new coronavirus, travel to and from the training site and gathering at the training site itself have become restricted. Many schools have taken measures such as canceling school attendance and conducting classes remotely. Web conferencing services such as Zoom are sufficient for one-way delivery of classes and training programs, but they cannot be used to measure understanding or have students submit assignments. Therefore, an e-learning system provides a variety of advantages for both administrators and learners by allowing them to monitor the scores, learning status, and assignment submissions of each learner at any time and from any place. Reason 2: Widespread Use of Communication Environments and Information Devices With the spread of fiber-optic lines at home and at work, and the spread of high-speed, large-capacity communications such as 4G and 5G on smartphones, viewing videos has become a smooth process. The improved communication environment has also contributed to the spread of e-learning, as it has become easier to manage data centrally on a server and allow users to retrieve data when they need it. Diffusion in the Education Field Under the GIGA School Initiative promoted by the Ministry of Education, Culture, Sports, Science and Technology (MEXT), elementary, junior high, and high schools are beginning to provide each student with a personal terminal. Depending on the school's policy, the degree to which students can freely use the terminal or whether they can take it home may vary, but at least one terminal per student is becoming an environment in which students can use it exclusively. In addition, most students now have smartphones. In the early days, smartphones had inferior performance compared to PCs and were limited in what they could do. Recently, however, the performance of smartphones has improved, and web content designed for PCs can now be viewed with almost no problems. Many websites are now accessed more frequently from smartphones than from PCs, and many websites are now optimized for smartphones. Diffusion to the general public According to a study by the Mobile Society Research Institute, among men and women aged 15 to 79, smartphone and cell phone ownership will reach 94% by 2022. Smartphone ownership among the working generation is even higher, making it feasible to offer e-learning using personal devices, although security considerations must be taken into account. In e-learning, the same content is generally provided to a large number of learners, and in some cases, a high level of confidentiality is not required. If a high level of confidentiality is required, measures such as restricting learning to company PCs are necessary. Reason 3: Increased sophistication of work With the advancement of information technology, the knowledge required to carry out work has increased overwhelmingly. We no longer live in an age where we can eat off the knowledge and skills we learned in school for the rest of our lives. Workers need to constantly acquire new knowledge and skills. New knowledge and skills need to be acquired in a timely manner, and there is not always someone nearby who can teach them. Telework has become common, and now workers can work from any location. E-learning is suitable for deploying operational manuals and materials on legal revisions created at the head office in Tokyo to offices scattered across the country. Reason 4: Generalization of mid-career recruitment and job change Job changes have become more common today. It is becoming less common for new graduates to stay with a company until retirement. As a result, the timing of hiring and entry into the workforce has become more varied, and training is now provided according to the time of entry, rather than hiring new graduates en masse and providing the same education and training over the course of a year. If an educator takes time to train each time a new employee joins the company, it may interfere with the work that should be done. Mid-career hires vary in job types and skills, so if everyone is given the same level and speed of training, it is inefficient and does not motivate the learners. In such cases, e-learning can be used to provide training that is suited to each individual according to their level of understanding and can be conducted efficiently. Reason 5: Document sharing systems alone are not sufficient. For the purpose of distributing manuals, document sharing systems such as Google Docs and Google Spreadsheets may seem sufficient, but document sharing systems cannot adequately monitor viewing and learning status. However, document sharing systems cannot adequately monitor the status of viewing and learning. Also, it is difficult to monitor the level of understanding because it is not possible to conduct confirmation tests, etc. Therefore, an e-learning system is suitable for "cases where learning is essential and evidence of learning must be preserved. Back to Table of Contents Benefits of e-Learning If you are currently struggling with how to train employees, share accumulated knowledge within your company, or develop human resources, e-learning is a great option. e-learning brings benefits to both managers and learners. Please see the table below for details. ＜Benefits of 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 repeat the course Less time and place constraints Easy to monitor progress and level of understanding Easy to use smartphones and tablet devices Back to Table of Contents Disadvantages of E-Learning and their Countermeasures By understanding the weaknesses of e-learning, you can take countermeasures when you implement e-learning. We will explain specific countermeasures to help you. Difficulty in maintaining motivation In the case of e-learning, the educator and learner do not meet face to face. Therefore, unlike in schools or other educational settings or in corporate group training, motivation cannot be maintained by the skills of the educator. In order to maintain motivation, it is of course important to provide interesting and effective learning materials, but e-learning is often conducted during work hours or while traveling, so a "micro" structure is preferred. While a typical school class or group training session lasts 45 to 90 minutes, a few minutes per session is preferable for e-learning. In addition, e-learning may be designed to arouse a desire to collect and compete by using systems such as rankings, badges (medals), and guilds (team cooperation and joint responsibility) like those used in social games. The learner's face is not visible. The "inability to see the learner's face" also means that we do not know the learner's level of understanding, feelings, questions, etc. If you include questions to check comprehension, you will be able to get an idea of their level of understanding. You can check their feelings and questions by asking them to answer questions in the form of a report or a questionnaire. E-learning allows students to complete their learning online, and because they cannot see each other, careful communication is necessary. Difficult to secure content While it may seem difficult to create educational materials from scratch, some e-learning systems allow you to upload and use content that is already available. For schools Some e-learning systems for schools provide teaching materials that are aligned with educational guidelines and textbooks. By using such e-learning systems, you can introduce e-learning without the hassle of creating teaching materials. For private companies If the content is directly related to business operations, there are no ready-made materials available, so it is necessary to either create the materials in-house or use an e-learning materials production company. Using an outsourcing company makes it easier to create great-looking content, but it is also more expensive and difficult to update the content, so it is important to distinguish between outsourcing and in-house support. Back to Table of Contents What You Need to Implement E-Learning When implementing e-learning, you need to prepare two main components: a learning management system (LMS) and learning materials. Here we introduce each of them. Learning Management System (LMS) LMS is an abbreviation for "Learning Management System," a system that enables the creation and distribution of e-learning learning materials and the centralized management of learning progress and grades. It is the foundation for the development of an environment that supports effective e-learning implementation. study material Even if you have a high-quality system, it will be a waste of resources if you do not have effective learning materials. Systems that allow users to create and select from a variety of types of quizzes, tests, questionnaires, etc. are now available to enable the creation of high-quality learning materials. When preparing learning materials, choose the best one from the following three methods according to your objectives and budget. Use off-the-shelf products from companies that provide educational materials specialized in areas such as sales and PC skills Hire an e-learning company to produce the e-learning course. Produce the e-learning program using only your own resources Back to Table of Contents Use e-Learning to Create an Efficient Learning Environment! In this issue, we have reported on the history of e-learning, the reasons for its growing importance, and its advantages and disadvantages. e-learning is expected to be used more and more in the future, and its adoption is expected to increase in many more situations than now. Let's build an environment for efficient learning by taking advantage of its merits and covering its demerits well. If you are considering the introduction of an e-learning system for your e-learning implementation, please take advantage of "learningBOX. This e-learning system is characterized by its ease of use that requires no complicated operations and reasonable fees, making it easy for even those without specialized knowledge to create teaching materials and tests. Up to 10 accounts are available free of charge, so please feel free to start with a free trial. ▼Here's another recommendation! Also read. Back to Table of Contents

With corporate competitiveness increasing in all industries and business categories, some managers and human resource managers may be thinking, "I want to put more effort into employee training than ever before. Human resource development, which bears the future of the company, must be pursued from a medium- to long-term perspective. This article provides an overview of e-learning, points to consider when introducing e-learning, and its merits, etc. If you are thinking of introducing e-learning and preparing an internal training system, please continue reading to the end. What is e-Learning? E-learning is an educational method that utilizes electronic devices and the Internet, and has been widely introduced by various companies since the 2000s. It is mainly conducted via PCs and smartphones, with video being the most common method of learning. The services and learning methods using e-Learning have been evolving year by year, and the number of companies introducing e-Learning has been increasing. Back to Table of Contents What to Consider When Implementing E-Learning With the accelerating trend toward online learning in various fields, more and more companies are introducing e-learning. Many of you may want to know what points to keep in mind when considering the introduction of e-learning. Here are three points that companies should consider when introducing e-learning. Clarify the purpose of implementation Before introducing e-learning, it is important to clarify the purpose of the introduction. If this point is unclear and you do not clarify the purpose of the introduction, you may end up "just introducing it and that's it. To avoid wasting time and money, clarify what you are implementing it for, what you want to do with it, and how it will help you achieve your objectives. Identify the target audience. When introducing e-learning, it is also important to define the target audience in advance. After selecting the target audience, such as "all employees," "new employees," or "people in specific departments," it is important to formulate what kind of learning is required for each target audience. Consider how the service or system will be used. Decide which learning management system (LMS) you will use. A variety of services and systems have been released, including those that require in-house preparation of teaching materials and those that come with pre-prepared teaching materials. Therefore, you will need to carefully select a system that meets your company's training objectives. It is important to select a system that allows you to visualize what you will gain by introducing the system so that participants can learn more effectively. Back to Table of Contents e-Learning Implementation Flow From here, we will explain the specific implementation flow for those who are interested in adopting e-learning. Let's take a look at each of the necessary points from service selection to operation. If you are not sure how to proceed, or if you would like to know the step-by-step flow, please refer to this section. Service Selection First of all, it is important to clarify what the purpose of e-Learning is and how it can be used to achieve the objectives. If you do not clarify the purpose and objectives in advance, you may end up with a situation in which e-learning is only a formality, or the cost-effectiveness of e-learning is not worth it. Once you have defined your purpose and objectives, select a service while gathering information on products, implementation track record, support details, costs, and so on. We recommend that you compare not just one company, but multiple companies. Conclusion of Contract Once you have decided on the service to be introduced, contact the service provider to conclude a contract. At this point, it is important to determine the number of users, which plan to choose, and which options to add. It is necessary to coordinate with the relevant departments within the company to finalize details such as information security considerations and how the cloud service will be operated. When outsourcing, it is also important to complete a legal check of the contract in cooperation with the legal department. Environment Construction Once the contract is signed, we will set up the operational environment after meeting with the service provider. When using a cloud service, there is no need to create an in-house environment on your own. However, in some cases, it may take several months to build an environment for e-learning on the company's own servers. At this point, it is important to decide whether to use only the package provided by the service provider, or to add options and other customization options. Preparation for Operation Once the environment is ready, proceed with preparations for actual operation, such as inputting user information into the system. After completing the necessary preparations, conduct an operational test. We will use the system under the assumption of actual operation and check the operation flow, while at the same time confirming that there are no deficiencies in the contents of the educational materials. Start of Operation After preparation and testing are complete, send information and manuals to participants and begin operation. Various problems may be found during actual use. It is important to make improvements each time and update the system to make it easier to use. Also, if you encounter an error that cannot be resolved internally, contact the service provider. It is necessary to clarify in advance whether the contact person for emergencies is the help desk or the person in charge, and to establish a system for smooth problem solving. Back to Table of Contents Advantages of e-Learning When considering the implementation of e-learning, one must always look at the benefits to be gained. e-learning creates a foundation for stable and deep learning. There are many other benefits to implementing e-Learning, which we will discuss in three sections. Learning without being restricted by time or place One of the major advantages of e-learning is that students can learn regardless of time and place, as long as they have a system and an Internet environment. Mobile devices such as tablets and smartphones can be used for learning in any situation, such as during short periods of time while commuting. By creating an environment where students can learn anytime, anywhere, we can expect students to develop a learning habit. Unevenness in learning by instructors Because e-learning always provides the same content, learning is not affected by the instructor's level. Because there is no variation in the quality of learning and the content of instruction is homogenized, there are no learning omissions as long as the content is digested thoroughly. In addition, it is easy to change the course material according to the level and progress of the students. Students can learn higher-level content in stages, for example, by deepening the content once they have reached a certain standard. Progress checks and feedback are easy E-learning makes it easier to check progress and provide feedback. Since the learning status of students can be managed in the form of data, it is possible to provide accurate feedback, such as advice on areas of weakness, based on test results. In addition, it is easier to check "how far students have completed their studies" from the management screen. Progress can be easily checked by both the administrator and the student, making it easier to make future study plans, etc. Back to Table of Contents Disadvantages of Implementing E-Learning While there are many advantages to implementing e-learning, there are also disadvantages, such as the need to develop the environment and learning that cannot be covered online. Before introducing e-learning, it is important to understand what points to keep in mind. Here are three disadvantages of introducing e-learning. It is necessary to build an environment on the student side When introducing e-learning, it is necessary to prepare not only the administration side, but also the students' environment, such as tablets, PCs, and Internet access. Since the environment differs from person to person, it is essential to prepare the environment for the students when introducing e-learning. Student motivation must be managed. One of the major advantages of e-learning is that students can learn at any time. However, in some cases, if students are not motivated to learn, it may be difficult for them to continue learning. Even if a deadline is set by the management, it is difficult to enforce it completely. As a result, there may be differences in progress and understanding among participants. It is very important to work out how to keep the motivation of all students at a constant level. Practical learning is difficult. Because e-learning is an online learning experience, it is not suitable for learning practical content. It is difficult to gain hands-on experience or to learn how to make something in cooperation with other participants. To compensate for this disadvantage, "blended learning," which combines online and offline learning, is becoming increasingly popular. Back to Table of Contents Raise the Level of In-House Education by Adopting e-Learning More and more companies are looking to focus on internal training through the introduction of e-learning. The main attraction of an online system is that it makes it easier to manage the progress of students. It is important to carefully consider services that meet your company's objectives. If you are interested in implementing e-learning, please consider our "learningBOX" system, which has all the functions necessary for e-learning and allows anyone to easily build a learning environment. If you are interested in raising the level of your employees by providing them with appropriate training, please contact us first by requesting our brochure. ▼Here's another recommendation! Also read. Back to Table of Contents

Should you implement e-learning training? Explanation of advantages and points to choose Due to various social conditions, are there any managers or persons in charge who would like to promote in-house training as efficiently as possible online? This article provides an overview of e-Learning training, which has been increasingly adopted by various companies in recent years, as well as an introduction to the process of implementing e-Learning training and points to consider when choosing a system. Table of Contents What is e-Learning Training? Advantages of e-Learning Training for Companies Disadvantages of e-Learning Training for Companies Flow of e-Learning Training Key Points for Selecting a Learning Management System E-Learning is becoming an essential part of the business environment. Conclusion What is e-Learning Training? E-learning training is a type of training that is received remotely via a PC or smartphone connected to the Internet. The system itself has existed since the dawn of the Internet in 1990, when it was called CBT (Computer Based Training). The "e" in e-learning is an acronym for "electric," meaning "electronic." e-learning training literally refers to training conducted through electronic media. Benefits of e-Learning Training for Companies With the accelerating trend toward online training in all fields, more and more companies are adopting e-learning training. Many companies may want to know what benefits they can gain by adopting e-learning training. Here are four advantages of e-learning training for companies. Cost savings in transportation, lodging, and venue expenses By introducing e-learning, companies can reduce the costs that they have incurred in the past when holding training sessions. For example, when conducting "group training," participants need to gather at a single venue to receive training. For a company with a nationwide presence, this can be a significant expense, requiring payment of transportation and lodging fees. Also, if the number of participants is large, a large venue must be available to accommodate them. E-learning training eliminates the need for transportation and lodging expenses, thus significantly reducing costs. No need to arrange instructors E-learning training is an online program that has already been prepared. Therefore, there is no need to arrange for a special lecturer to give a lecture or instruct the content. This is a big advantage, especially if the training is on a specialized subject, as it can be difficult to find quality instructors unless you have a strong network of contacts. In addition, there is no need to pay gratuities to the lecturers. Uniform quality of instructors and training In e-learning training, learning progresses regardless of the instructor's level when taking the same course. Therefore, there is no variation in the quality of instructors or learning depending on the region or the year the course is taken. Because the content of instruction is homogenized, a certain level of learning is guaranteed. Easy to manage progress By receiving training through e-learning, it is easier to manage the progress of learning. Both the organizer and the participant can check the progress of the course from the management screen, making it easier to grasp the overall picture of the learning process and to monitor progress. This makes it easier to grasp the overall picture of the learning process and to keep track of the progress. Disadvantages of implementing e-learning training for companies While there are many advantages to implementing eLearning, there are also disadvantages. It is important to understand the challenges unique to online eLearning. Here are four disadvantages of implementing eLearning training for companies. Initial and monthly costs are required When implementing e-learning training, initial and monthly costs are required. These two costs vary depending on the type of system or service used, but in general, these two costs are incurred. Compared to group training, transportation and venue costs are not required, but the overall cost may be higher than group training. Internet access is required Since e-learning is a training program conducted via the Internet, it is essential to have an Internet environment when taking the course. Although personal computers and smartphones are becoming increasingly popular throughout Japan, the availability of an Internet environment and facilities will vary depending on each household and individual's situation. In some cases, such as when using the course for pre-employment training, the cost of setting up an environment may be a burden for students who do not have an Internet environment at home. Practical skills are difficult to acquire. The disadvantage of e-learning training is that it is difficult to learn practical skills because it is mainly a classroom training. It may be difficult to incorporate content such as learning hands-on tasks or working with other trainees to create deliverables into the training. On the other hand, group training has the advantage of allowing multiple participants to learn practical skills. Difficulty in maintaining student motivation The advantage of online training is that students can learn anytime, anywhere, but this can also be a disadvantage. Because it is difficult to enforce the timing of training, low student motivation can lead to slacking off. It will be essential to take measures to keep the motivation of all trainees constant and in line with each other. Flow of e-learning training implementation This section describes the training implementation flow for those who are considering implementing e-learning training. If you are not sure how to program, or if you would like to know how to proceed systematically, please refer to this section. STEP1: Determining the content of the training The first thing to do is to determine the main purpose of the training and solidify the content. Identify the issues the company is facing and the contents you want specific subjects to learn, and decide how to proceed with the learning process. Since the content to be learned will vary depending on the situation of each participant, such as new employees and managers, the main purpose of the training is to solve individual problems and step up the learning process. STEP2: Decide on a Learning Management System (LMS) Once the main objective has been established, it is time to decide which learning management system (LMS) will be used. Various services and systems have been released by various companies, including those that require in-house preparation of course materials and those that provide course materials. Therefore, you must carefully select a system that meets your company's training objectives. For more effective e-learning training, choose a system that allows you to visualize the end of the program in concrete terms. STEP3: Determining the training administrator Once the content and system have been finalized, decide on a training administrator. The appropriate person should be able to organize the students and properly manage the progress of the training program. If the number of students is too large for one person to manage, it is also possible to form a team and proceed with the training as a project. In this case, it is also important to decide who will be given the final responsibility and decision-making authority. STEP4: Implement the training Once all preparations are in place, move on to the flow of actually implementing the training. The manager should take the lead in smoothly checking the progress of the trainees and the submitted reports. Since e-learning training tends to vary in terms of student progress and motivation, it is important to keep in mind how to maintain a good balance between the two. STEP5: Follow-up In all training programs, it is important to remember that the objective is not to provide training, but to learn how to apply what has been learned to the job. Therefore, make sure to conduct follow-up follow-up after the training is completed. After the e-learning training is completed, it is also recommended to prepare a method to properly measure the effectiveness of the training, such as assigning tasks to measure the level of learning. In addition, it is also common to collect results and feedback by submitting reports and questionnaires. Key Points for Selecting a Learning Management System Many people may not know how to select a learning management system to promote e-learning, since numerous products have been released by various companies. Here we will explain the key points for selecting a learning management system so that you can choose the one that best fits your company. Does the system have the type of materials that match your business and objectives? When selecting a learning management system, first check to see if the system has learning materials that match your company's business and objectives. If you use a system that deviates from your learning objectives, you will not be able to achieve a high level of effectiveness. For example, if you are conducting training for new employees through e-learning, choose a system that offers a wide variety of types of materials in that field, such as "a system that enables smooth communication" or "content that teaches the basics of being a member of society. Is there an abundance of teaching materials? When implementing a learning management system, it is important to select a system that has a rich amount of teaching materials and functions. Once you have implemented a training system, it will be very difficult to switch to a new system. In addition, there will be a disadvantage from a cost standpoint as new initial costs will be incurred. We recommend that you select a system that can handle a wide range of training content and has a large amount of teaching materials, taking into account the possibility of program changes. Is the system easy to operate? Ease of use is an important point, although it is often overlooked. Ease of use" is very important for the smooth operation of the training program, both for the participants and for the organizer. In particular, we recommend choosing a system that has intuitive functions, especially if you are training a generation that is not familiar with PCs and smartphones. Does the system have a motivation management function? Managing student motivation is an important issue when conducting training online. In order to keep motivation as constant as possible, a function such as an "alert function" that encourages students to skip a class would be more effective. The introduction of e-Learning is becoming a must The number of companies that are adopting or considering e-learning training has been increasing, partly due to recent social conditions. The fact that the quality of learning is maintained at a constant level and the time and effort required to prepare the program is reduced by conducting it online is spurring the adoption of e-learning. If you are planning to introduce e-learning training within your company, we encourage you to carefully research the characteristics of each service and system and select the content that best suits your objectives. These systems are now indispensable for efficient in-house training. Conclusion In this issue, we introduced the e-learning training, the process of training implementation, and points to consider when introducing e-learning training. If you are considering implementing e-learning training, we recommend our "learningBOX". It is intuitive, easy to use, and offers a wealth of functions at a low price. We also offer a free plan that allows up to 10 users, including the administrator, to use the system free of charge, so please feel free to try it out.