Elearning Challenges & Solutions
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
5 Benefits of Elearning in Employee Onboarding
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
Four types of e-Learning for companies│Tips for choosing the right one and effective operation
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
7 Disadvantages to be aware of when introducing e-Learning│Introduction of countermeasures and case studies
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
Human Resource Development through e-Learning Content｜Learning Content, Format, and Methods for Creating Teaching Materials
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
Advantages and Disadvantages of e-Learning｜Let's streamline your in-house training and examinations!
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
What is CBT and its difference from IBT?
Compare its advantages and disadvantages.
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
What is e-Learning? Five reasons for its growing importance and its advantages and disadvantages.
How do you implement e-learning? An explanation of the process and what you need to consider
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 introduce e-learning training? Explaining the advantages and selection points
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.
If you want to train while teleworking, start with free e-learning!
If you're looking for training while teleworking, start with free e-learning The new coronavirus has caused a major change in the way employees work. Companies are rapidly adopting teleworking. Telework is expected to improve employee satisfaction and labor productivity, and is a way of working that will become increasingly common and pervasive. However, it is also true that it is weak in terms of in-house education and training for new employees. This is where "e-learning" comes in handy. E-learning is attracting attention as a system that enables effective training and education while teleworking. In this article, we will introduce how to use e-Learning free of charge while touching on its merits. Click here for Table of Contents 1. Why e-Learning is attracting attention 2. advantages of e-learning 3. main types of e-Learning 4. how to implement e-Learning for free 5. summary Why e-Learning is attracting attention The reason e-Learning is attracting attention is "changes in the way people work. Telework has become the mainstream due to the Corona Disaster, but many companies are finding it "difficult to educate and train employees" and "impossible to conduct group training and on-the-job training. Given this situation, it is important to take measures to enhance the capabilities of each employee in addition to telework in the future. E-learning" is attracting attention as one means of solving these problems. E-learning makes it easy to provide education and training in areas that are out of reach for teleworkers. Advantages of Introducing e-Learning Here are some of the benefits of implementing eLearning. Advantage 1: Learning can take place anywhere and at any time. A major advantage of e-Learning is that you can study regardless of time and place. Many e-Learning programs are compatible with smartphones, so you can study anytime, anywhere. Microlearning," or e-learning, allows you to study in as little as 5 to 15 minutes. Advantage 2: You can progress at your own pace. E-learning allows you to progress at your own pace. You can pause the study, take breaks, and divide your time into 30 minutes, an hour, an hour and a half, or even an hour and a half. Another feature of e-learning is that you can study at your own pace while thinking about how to allocate your time. Advantage 3: You can check the progress of your study. The advantage of e-Learning with an LMS (Learning Management System) is that it is easier to monitor the progress of learning. Generally, a learning management system that manages progress is called an LMS. It is difficult to manage information such as "who is making progress and how far they have gone" and "what are their grades" on paper, but with e-learning, such information can be managed centrally in data format. E-learning has many advantages for those who manage learning. Advantage 4: A wide variety of content is available. Depending on the eLearning product, the following content is available Uploading materials YouTube video distribution Lectures on VR experiences, etc. *The above is only a partial list, but we have a full range of various contents aimed at learning work processes, working manners, and business knowledge. Main types of e-learning There are the following types of e-Learning Individual Online Learning Individual Online Learning" is a method in which each employee uses educational content delivered via the Web. The advantage of this method is that it can provide learning tailored to individual issues, and can be taken at the office or even at home. Online Group Training Online group training" is a method of conducting group training online using the Web. Online training is just as effective as face-to-face training, as it allows for the communication and facilitation that is so important in group training. Online group training is also used for new employee training and on-the-job training, where face-to-face work and team discussions are often required. Mobile Learning Mobile learning is a method of learning using a smartphone or tablet. Like individual online learning, it can be used regardless of time and place, allowing even busy people to learn using their spare time during commutes or breaks. It is effective as a means of increasing the effectiveness of learning in a short period of time. Telework and telecommuting-related training Telework and telecommuting related training is an e-learning training program designed to address issues such as how to successfully promote telework and improve teamwork. The content of the training differs depending on the position of the participants, such as the ability to communicate effectively to others for members, and communication support and development skills for leaders and managers. How to introduce e-Learning at no cost It is a hurdle for companies to introduce e-Learning at a high cost. If you are considering implementing e-Learning, we recommend that you first try using free e-Learning. After learning about the functions and operability, if it is cost-effective, you can introduce it on a full-scale basis. Here we introduce how to introduce e-Learning for free. Use a system with a free plan Many e-learning systems offer a free trial plan. In most cases, the product is offered free of charge for a limited period of time and for a limited number of users, so that you can get a feel for how it works. First, check what kind of free plans are available. Developing your own e-learning program Another option is to develop your own e-learning program. The advantage of in-house development is that it is easier to design a system that is optimal for your employees without relying on other companies' e-learning systems. However, it requires more personnel, higher costs, and specialized knowledge, but if your company is familiar with the system, you can try building a system from scratch. Utilize open source We also recommend the use of open source. Open source means that the "source code," the programs that make up the software, are released to the public free of charge. The advantage is that the cost of the software can be reduced, but since it is something that everyone can touch, be very careful about security risks. Points to keep in mind when using free e-learning Free eLearning has many advantages as mentioned above, but there are also caveats. There is a limit to the number of participants. Free eLearning is generally characterized by a limit on the number of participants. The limit is usually five or ten people at the most. This may not be a problem for small to medium-sized companies, but it is difficult for large companies to use this system in earnest. There is a fixed free period. Free e-learning programs have a predetermined service period. Most are free for the first month or two of use, and if you wish to continue, you must change plans and pay for the service. If you are interested in an e-Learning system, you should know in advance how long it will be free so that you can start using it when it is fully available. Limited availability of content Be aware that free e-learning systems have a limited amount of content available. Two to three pieces of content can be used for free, but after that, you may have to pay a fee. There is a security risk. Free eLearning has a lurking security risk issue. Many e-learning programs have different security measures for free and paid versions. Therefore, it is best to avoid free versions that require registration of detailed personal information. Conclusion We have introduced the advantages of e-learning and points to keep in mind when using free e-learning. Some e-learning programs can be tried for free. First, try the free version and think about whether it is cost-effective and whether employees are satisfied with it. If you find it easy to use, we recommend switching to the paid version and implementing it in earnest. LearningBOX is an e-learning system with an established reputation for ease of use. We are sure that it will be useful for you since it can be introduced at a low cost. Please try the free plan first, and then consider introducing the system. We also recommend this! Also read "learningBOX upgraded to Ver. 2.16
[Human Resource Development through IT Education] What is "Microlearning", a hot topic right now?
What is "microlearning," a hot topic nowadays? Microlearning" is now attracting attention as a new method of human resource development, as e-learning has become a common method of human resource development. Many people may be familiar with the term "microlearning," but most probably do not know the details. In this article, we will provide an overview of microlearning and its characteristics. We will also introduce some examples of microlearning applications and points to enhance the effectiveness of learning. Table of Contents 1. What is Microlearning? 2. characteristics of microlearning 3. situations in which microlearning is used in the corporate world 4. points to enhance the effectiveness of microlearning 5. summary What is microlearning? Microlearning refers to a style of learning that takes as little as five minutes rather than longer periods of time, such as 30 minutes to an hour. Types of learning styles range from simply watching videos to quiz-based learning. Microlearning is attracting attention because of the millennial generation that entered society after the year 2000. Millennials are accustomed to digital devices and the Internet, and many of them use Internet devices in learning situations. Microlearning is a good match for millennials and is likely to be used in more situations in the future. *Millennial Generation: The term "millennial generation" refers to those born after 1981 and who became adults or working adults in the early 2000s. Relationship between Micro-Learning and e-Learning Traditional e-learning has been incompatible with microlearning because of the long learning content time. Today, however, more and more people have smartphones and other mobile devices such as tablets. Microlearning's greatest feature is its "easy, no-load, easy-to-continue" learning style, which fits the lifestyles of modern people. It is a learning style that could become an important future educational trend in today's busy society. Features of Microlearning As for the characteristics of microlearning, here are three advantages and two disadvantages of microlearning. Advantages of Microlearning The three main advantages of microlearning are Advantage #1: Learning content is easier to retain A major advantage of microlearning is that the content is easier to retain. It is said that reviewing the same content over and over again is effective for retention. Microlearning content is short and easy to review over and over again. Another advantage is that you can check whether you have understood what you have learned through quizzes and other activities. In order to consolidate what you have learned, it is important to have output as well as input. Microlearning, which allows students to practice both, is expected to help them retain what they have learned. Advantage #2: You can study at any time you want Microlearning allows you to study at your favorite time because the learning contents are subdivided. When learning on a smartphone, you can study not only in the office but also on the train to work. In addition, if you take advantage of unexpected skimming time, you will be able to acquire new knowledge even while at work. Advantage #3. Reduces the burden of creating and revising study content. Microlearning also reduces the burden of creating and revising learning content. Since the content is basically 5 to 10 minutes in length, even if revisions are necessary, they do not impose an extremely large burden. It is said that change is difficult to read in the modern age, and content once learned may become outdated in a short period of time. The fact that it is easy to flexibly modify the learning content in accordance with the changing times is an advantage that helps maintain the quality of the content. Disadvantages of Microlearning Microlearning has disadvantages as well as advantages. The two main disadvantages are as follows Disadvantage #1: Not suitable for long-term learning Microlearning is not suitable for long-term learning because the learning content is segmented. For example, Microlearning can handle content that can be learned in a short period of time, such as studying English vocabulary. However, content that requires a large amount of time may not be fully understood. Microlearning is also not suitable for learning that requires face-to-face communication. Disadvantage #2: Difficult to explain detailed content Microlearning also makes it difficult to explain detailed content. When explaining complex management theories in detail, it is necessary to take measures such as breaking up long videos into several videos. However, watching 5- to 10-minute videos spread over several videos leads to an increased burden on the learner. When explaining detailed content, e-learning is effective. Scenes in which microlearning is used by corporations Microlearning, like e-learning, is often used in the corporate sector. Here are two examples of situations where microlearning is used in the corporate environment. In-house education and training for new employees Microlearning is often used to educate new employees who need to learn many things, such as basic business etiquette and knowledge about the industry. When there are many items to learn, it becomes difficult to understand with long videos such as e-learning. However, with short videos like microlearning, learners can learn each item at their own pace. Especially for content that is difficult to visualize in a classroom setting, such as exchanging business cards, videos will make it easier to deepen understanding. Education and guidance for managers Microlearning is used not only for new employees, but also for managers. Unlike new employees, managers require a wide range of knowledge, including management skills. However, managers are often very busy, and it is difficult for them to set aside time for training. Microlearning, which allows employees to learn at their own pace, makes it easier for even the busiest managers to make progress. Tips for Improving the Effectiveness of Micro-Learning If you want to increase the effectiveness of microlearning, you should keep in mind the key points before implementing microlearning. The key points to enhance the effectiveness of microlearning are as follows Use an appropriate delivery system When implementing microlearning, it is important to choose a delivery system carefully. If you choose a delivery system that is difficult to use, you will have to spend a lot of time creating and modifying questions, and your learners may feel stressed. If you are considering using a delivery system, check if a free trial is available. We recommend that you first try the system once and then carefully consider whether or not it will have the desired effect. Conclusion In this issue, we have explained the details of microlearning, including its features and points to enhance its effectiveness. Since microlearning has a high affinity with e-learning, a high learning effect can be expected by using both in a well-balanced manner. Our e-learning system, learningBOX, does not require any programming knowledge and can be operated intuitively. Please try our free plan first to experience the ease of use. We also recommend this one! Also read "How to Choose a Microlearning Platform? Key Points Explained"
Tips for successful e-learning content development
Points to keep in mind when creating content for e-learning. Over the past few years, e-learning has become an increasingly popular option for employee training. It is now easy to set up and create original e-Learning content in-house without relying on a vendor. In-house content can be matched to your company's training and lead to significant cost savings. In this article, we will discuss what is required for effective eLearning content. Click here for Table of Contents 1. 3 Key Points Required for E-Learning Content that is Easy to Attend 2. 5 Steps to Creating Effective E-Learning Content 3. continuous improvement is necessary for good e-learning content 4. summary 3 key elements for easy-to-learn e-learning content If you were appointed as the person in charge of creating original e-learning content for your company, what would be your main concern? How do you create questions and programs? or "How do I create content that is easy to understand?" How do I create content that is easy to understand? The biggest difference between traditional training and e-learning is that you cannot see what the participants are doing. You cannot see the students' motivation or level of understanding, which you can get a sense of if you are in the same place. The biggest concern for the trainer is "Are they listening and understanding? The disadvantage of e-learning is that it is difficult to know if the students are listening and understanding the material. How to compensate for this disadvantage of e-learning is the key to easy-to-learn content. The following three things are necessary for easy-to-learn content. 1: Ease of understanding 2. Ease of learning 3. Ease of updating Let's look at some more specifics. No.1: Ease of understanding First of all, the content must be "easy to understand. Is the information to be conveyed well organized? Create content that is intuitive and easy to understand by using consistent text, the right amount of text, and the beautiful appearance and colors of the content itself. Use images, photos, and graphs to make the content even easier to read and understand. Materials with animations and audio can increase learning efficiency and retention. Smart-looking materials not only improve comprehension, but also motivate students. No.2: Ease of learning It is also important to be able to feel the effects of solid learning. The "ease of acquisition" of learning content helps knowledge to stick and prevents motivation from waning. A one-way classroom lecture is not as effective as face-to-face training. Clarify "what is understood" and "what is not understood," and let the trainees know how much they understand at this point in time. It is important to conduct a "confirmation test" before and after the training to visibly show how much knowledge has been gained and how much has been retained. 3: Ease of updating Better content needs to be updated regularly in response to changes in the company environment and student response. Outdated information can confuse and demotivate students. One of the advantages of creating e-learning content in-house is the ability to revise and update the content in-house. It is recommended that manuscripts, illustrations, and data used for content be created and managed in anticipation of updates. Five Steps to Effective e-Learning Creation Now that we have identified what is needed for eLearning content that is easy to take, let's look at the actual steps for creating content. Creating effective eLearning requires the following five steps STEP 1] Establish the target audience and goals of the training First, determine the target audience for the training. The knowledge and experience required for training new employees and brushing up existing employees are different. For training to be highly effective, it is necessary to use different content for each level. Once the target audience for training is determined, set goals. What knowledge and skills do you want them to acquire through the training? E-learning materials are difficult to learn if the objectives are unclear. Set goals that are as simple, specific, and easy to understand as possible. We recommend that you focus on how much of the training content was absorbed, rather than just the number of hours of training taken. STEP2] Consider appropriate content to achieve the goals. Once the target audience and goals have been determined, the next step is to determine the content of the training. From the very beginning, calculate how much volume and how much time will be required to achieve the set goals. The content should be able to steadily step up step by step, taking advantage of the benefits of e-learning. If you create content "sort of" without a solid consideration at this stage, you will end up with content that you will not be able to learn. Content composition, devices to be used for the course, methods of expression such as video, test specifications, etc. are also considered at this stage. STEP 3] Create e-learning content This is where you actually start creating the content. In general, the following are commonly used. Animation Animation Still images such as PowerPoints and PDFs Make it possible to analyze data such as learning logs, questionnaires, and confirmation tests after the course, which will lead to future improvements in e-learning content. Analyze these data carefully to "visualize" the effectiveness of the training. Measuring specifically how much was achieved against goals will lead to the success of the training. STEP 4] Actually conduct the training. Conduct the training using the content you have created. Remember to follow up with the trainees to ensure that they do not lose motivation, such as by using confirmation tests and talking to them about their progress in person rather than online. STEP5] If necessary, revise and improve the e-learning content. After the course, have you achieved the goals you initially set? If not, analyze the content and improve it. A good way to do this is to conduct a satisfaction survey among the participants. If a variety of factors make the training content unsuitable, revise it as soon as possible. Effective content requires frequent updates. Good e-learning content requires continuous improvement. E-learning content that is easy to understand, easy to learn, and easy to update does not end when it is created; it is important to constantly upgrade it in accordance with the concept of the PCDA cycle. The PCDA cycle refers to the continuous improvement of business operations by repeating the four stages of Plan (planning), Do (execution), Check (evaluation), and Act (improvement). This can be applied to "creating effective e-learning content" as follows. Plan Clarify what the e-Learning training is for and who the training is targeted at, and plan accordingly. Do (Execution) Execute the training based on the planned content. Check (Evaluation) Evaluate the training based on the level of achievement and satisfaction of the trainees. Also, analyze the evaluation and identify problem areas. Act (Improvement) Review the training content and make use of it in the next plan. Make sure you understand the tasks required for each stage, and create even more effective content. Conclusion It is natural for an educator to want to create good content with as little effort as possible. Because e-learning via the Internet can be taken anytime, anywhere, it is necessary to create content that is more relevant to students than face-to-face training. With our "learningBOX," you can set up courses, manage groups of learners, distribute materials to each group, and configure other functions to meet the needs of each user. It has been introduced in training programs at various companies because it is intuitive and easy to use, even without programming knowledge. If you are interested in e-learning education, please try the free plan and experience the ease of use. We also recommend this! Also read "Why e-Learning is effective in solving human resource development issues"
How to use an e-learning system for free｜What is the difference from a paid service?
How to use an e-Learning system for free｜What is the difference from paid services? There are free and paid services available to implement an e-Learning system. However, many people may not know what the difference is between free and paid services. In this article, we will introduce how to use an e-Learning system for free and the advantages of paid services. Please use this information as a reference when comparing services that are suitable for your company. Click here for Table of Contents 1. How to use an e-Learning system for free 2. advantages of using a paid e-learning system 3. summary How to use an e-Learning system for free E-learning systems are learning methods that utilize the Internet. The number of people using e-learning systems has been increasing in recent years, as they allow students to study anywhere and at any time with a computer or smartphone. And although e-learning systems are sometimes restricted by conditions, there are ways to use them free of charge. Let's take a look at some specific ways to take advantage of free plans and what to look out for. Utilizing Free Plans Some paid e-learning system services offer free plans. However, in most cases, they are provided as trial plans with limitations on the number of users and content. Incidentally, in the case of cloud-based e-learning systems, some services offer no initial cost. Consider this carefully when introducing the system. In-house development If you develop and utilize an e-learning system in-house, you can use it free of charge. Since you can develop a system that suits your company, you can learn more efficiently. However, in-house development requires personnel with knowledge and skills. In addition, the hurdle is high because of the costs involved in building the system and the need to consider operation and maintenance. Use of Open Source Some e-learning systems are widely available as open source. They can be customized for your company while utilizing the base system. However, there are security risks to be aware of. Advantages of using a fee-based e-learning system Let's take a look at the advantages of using a fee-based e-learning system. No limit on the number of participants Free e-learning systems have a limit on the number of participants. The number of participants varies from service to service, but in most cases, the limit is set at 10. In contrast, paid plans have no limit on the number of participants, which makes it easier to manage even a large number of participants. No technical knowledge required Building your own e-learning system requires specialized knowledge. However, if you use a fee-based service, you can easily create, distribute, and manage learning materials and grades without specialized knowledge. In addition, in some cases, the operation and maintenance of the system can be outsourced. Security measures are taken. Paid e-learning systems can solve the security issues that open source and self-developed systems tend to lack. Paid services often have their own security measures within the system. Wide Range of Teaching Material Formats Paid e-learning systems tend to offer a wide variety of materials. You can choose from a wide range of formats, such as fill-in-the-blank questions, quizzes, tests, and reports, to suit your company's needs. Another advantage of paid plans is the ability to distribute large-volume video materials. Conclusion While some e-learning systems are available free of charge, there are also advantages unique to paid e-learning services. When implementing an e-learning system, you need to choose one that is cost-effective. After considering both free and paid e-learning systems, choose the one that best fits your company's needs. Many people are very happy with learning BOX because almost all functions can be used free of charge for up to 10 accounts for an unlimited period of time. Registration is easy and available right now, so we recommend a free trial first if you are interested. We also recommend Also read "Why e-Learning is Effective in Solving Human Resource Development Challenges"
Explanation of how to create your own e-learning materials and points to consider when creating them
Updated: January 28, 2022 Explanation of how to create your own e-learning materials and points to keep in mind when creating them With the spread of teleworking, many companies are thinking of using e-learning for employee training and in-house training to provide employee education with their own training videos. However, many human resource managers at such companies are probably wondering how to create videos and how to create videos with high learning effects. In this article, we will explain in detail the three options for creating e-learning, how to create your own e-learning, and key points to consider when creating e-learning. Click here for the Table of Contents Three Options for Creating E-Learning How to Create Your Own E-Learning Points to keep in mind when creating e-Learning High-quality in-house training videos by following the steps and key points when creating eLearning. Three options for e-Learning creation There are three main options for creating your own e-Learning: hiring a specialized vendor, using educational material software, or creating it yourself. The functions available and the time and cost required for implementation vary greatly depending on which method you choose, so please select the most appropriate option based on price, past results, content, and suitability for your company. (1) Requesting a specialized contractor Outsourcing to a specialist firm is the most common method of preparation. By entrusting the work to professionals with specialized knowledge and years of experience, you can create high-quality training materials without spending a lot of time and effort. In addition to filming and editing training videos, they will also listen carefully to your company's goals and plan the training materials, making it easier for you to get the best learning results from your participants. Furthermore, some companies even provide follow-up services after the introduction of e-learning, so even companies that are introducing e-learning for the first time can rest assured that they are in good hands. Although there is an initial cost, once materials are created, they can be used over and over again, so if you plan to use them over the medium to long term or distribute them to a large number of people, they are cost-effective. If the number of teaching materials you want to create is small, you will be able to reduce costs even more. (2) Utilize educational material software, etc. Tools such as e-learning material creation software and e-learning systems can be used to create educational materials that match the creator's image and objectives, without the need for specialized knowledge. There are various types of software, from simple software that supports the creation of teaching materials to software with delivery functions. Some can be easily created by simply taking pictures with a smartphone, while others can handle multiple foreign languages. In addition to original teaching materials, services that allow users to rent existing content are also attractive. There are many low-cost services that can create high-quality videos. When using educational material software, it is a good idea to choose a reliable service with a proven track record of production according to your company's budget and objectives. (3) In-house production In-house creation is a method of creating videos from scratch without using specialized support tools. Depending on the skill and knowledge of the creator, PowerPoint and video editing tools are used to create the video. The content and images of the videos can be planned and produced in-house, and the cost and number of materials to be created can be set according to the budget. This is a more cost-effective alternative to outsourcing or using educational material software. How to create your own e-learning program There are five main steps to creating your own eLearning. By understanding the process and the purpose and importance of each step beforehand, you will be able to improve the efficiency of your work and the completeness of your training videos. The five steps and the important information in each step are divided into easy-to-understand explanations, so please refer to the following procedures to get started on creating your video. STEP 1: Formulate objectives, targets, and goals Purpose You must clarify the objective of "what is the purpose of creating educational materials? By clarifying the purpose, it will be easier to plan what kind of learning content should be included. Target The target audience is defined as "who will use this material to learn. The overall image of the educational material will change depending on whether the target audience is young people such as new employees or the older generation such as managers, and whether women or men take the course most often. Goal It is also important to set "what is the goal of learning through the course material? By setting a goal, even if what you want to teach expands during the creation process, you can clarify the information and create teaching materials that are highly effective for learning. STEP2: Designing the structure of teaching materials Schedule Clarify the schedule for each step in the e-learning creation process. The schedule items include requirement definition, manuscript preparation, design document preparation, content production, and inspection. Clarify who is in charge (roles) of each process as well, so that the process can proceed efficiently. Titles It is recommended that the title be decided roughly at the beginning of the process rather than at the end. By deciding on a title, you can reorganize what you are creating content about. You can change it to a catchier title in the end, but it is better to keep it without any twists and turns at this stage. Chapters and Sections The most important step in structuring the document is to pick out the necessary items as "chapters" and "sections. The content and order of the items should be organized while considering how they can be easily conveyed to the audience. If there are too many items, it is a good idea to divide the content into sections. STEP3: Content Creation Slide Show Creation From the initial draft of the e-learning program, a slideshow is created to share the final image of the content with the people involved. We recommend using PowerPoint to create the slideshow. Drafting When creating a draft in PowerPoint, it is common to have one screen of content per page of slides. The detailed design process focuses on organizing the content of the slides and the explanatory text in the notes section. It will be difficult to concentrate on the study content if the terminology and expressions used are not consistent, so be sure to organize the content well at this stage. Filming When filming, it is important to have an idea of the location of the performers and equipment in advance to ensure efficient filming. Since it tends to be dark when filming by amateurs, lighting equipment must be provided to provide sufficient light. Rehearsals are also necessary, so be sure to allow enough time before shooting. STEP4: Confirmation of the finished product After the filming is successfully completed, we will check the finished product for any bugs in the study content and video. Since it is easy to overlook typographical errors and omissions, multiple people should carefully check the video. Having a third party check the video allows for a more objective evaluation, leading to improved quality. STEP5: After completion If there are no problems with the completed product, conduct the actual training within the company or at other locations. Get feedback from the participants by taking questionnaires, etc. By clarifying the evaluation of each item, such as whether the video was easy for the learners to view and whether the length of the content was appropriate, it will be useful for future improvements. Points to keep in mind when creating e-Learning programs By following some key points when creating e-Learning videos, such as inserting narration and adjusting the length of the content, you can create videos that are more effective for learners and easier for companies to operate. If you are unfamiliar with the tools you are using or if you are creating a video for the first time, it may take some time. The points outlined here will help you create the best possible video for your company. Inserting Figures, Tables, and Narration Inserting figures, tables, and narration can enhance the learning experience by providing visual as well as audio information. Keep text such as the ticker simple, and make it easy to read by varying the color, itself, and size. It is also a good idea to select the type of material to be inserted in consideration of the position and age range of the target audience. Introduce the lecturer himself/herself or his/her avatar. While it is best to keep the information on the slides simple, simply inserting figures, tables, and narration may be too simple and may not attract the interest of the audience. By having the instructor or his/her avatar appear on the slide, you can increase the appeal of the presentation to the participants and help them understand more effectively. By skillfully combining the instructor or avatar with the slide display, you can create a structure that will not bore the audience. One content should not be too long. If a single piece of content is too long, participants will not be able to concentrate. Consciously omit unnecessary content. If the video is too long, it is best to divide the video into parts and summarize the main points you want to convey in about 30 minutes. At the most, keep it within one hour. Design for ease of updating and modification. Information on the content you will be learning through e-learning evolves daily, and in the beginning, you may often find improvements and make revisions over time. It is also possible that changes, revisions, or glitches may occur in the system you are using even after the content is released. By designing the site to be easy to update and revise in anticipation of changes that may occur, it will be easier to work with later. Design for ease of updating and editing" means that the structure of the document is organized so that information is presented in a straightforward manner on each slide, and that materials such as figures, tables, and illustrations are stored in separate files. Making it easy to find areas for revision and anticipating the need for updates and revisions will make a big difference in the efficiency of later work. Devise ways to maintain motivation. In creating high quality educational materials, it is important not only to make them easy to understand, but also to make sure that knowledge is retained and motivation is maintained. In addition to simply having students listen to the material, incorporating mechanisms such as quizzes or tests to check comprehension, incentives, and Q&A time will enhance learning efficiency. Utilizing a function to view progress and correct answer rates, and setting a passing grade line should also be discussed and implemented in the planning and design stages. High-quality in-house training videos by following the procedures and key points when creating e-Learning When creating your own e-Learning videos, it is important that they are easy for participants to understand and that they keep them motivated, rather than being self-satisfying on the part of the creator. No matter how much effort has gone into the creation of the video, if the knowledge is not retained, it cannot be said to be a good teaching tool. By paying close attention to the points explained in this article, you can create effective original content. We hope you will make use of this information. We also recommend this! Also read "Introducing e-learning-based internal training for new employees."
What are the methods of human resource development: Introduction to each type, such as e-learning and OJT
What are the methods of human resource development, and what are the different types of e-learning and on-the-job training? There are a variety of methods for human resource development. Therefore, many people may not know which method to choose. In fact, each method of human resource development has different costs, timeframes, and objectives, so if you make the wrong choice, it could hinder your business operations. In this article, we will discuss the four main methods of human resource development in detail. Click here for Table of Contents 1. 2. 2 Methods of Human Resource Development 2. methods of human resource development 3. key points for selecting human resource development methods 4. summary About the two methods of human resource development When conducting human resource development, there are two main types of methods. Let's review them before considering training methods. 1. narrowly defined human resource development methods The first is human resource development that focuses on training in job content and business etiquette. Learning is conducted using methods such as holding courses or learning online. The second is a broad-based human resource development approach. The second is human resource development that broadens its perspective to areas outside of work, as shown below. It is important to understand that this method also exists. Mentoring system/teaching and coaching: ...... senior employees act as mentors for human resource development Job rotation system......Personnel assignments are periodically changed so that employees are exposed to a wide range of work duties. MBO...... is also called a management by objective system, in which employees set their own goals and are evaluated according to the degree of achievement. Any form of human resource development that is not limited to study or training is also categorized as human resource development in a broad sense. Human Resource Development Methods There are four types of human resource development methods when you want your employees to learn about business operations and business etiquette. On the Job Training (OJT) OJT (On the Job Training) is a method in which instruction is provided on the job so that employees learn job content while performing their daily duties. While this is an efficient way for employees to learn, it also places a burden on the instructor, and there is a risk of disrupting business operations. Off-JT Off-JT (Off the Job Training) differs from OJT in that it is a method of developing human resources outside of the workplace. Off-JT (Off the Job Training) is a method to develop human resources outside of work. The advantage of inviting outside instructors is that standardized knowledge can be introduced. However, since many employees must be brought together at the same location, expenses for the venue, transportation, and lecturers are required. Self-education Self-education is the act of voluntarily reading books, attending seminars, and so on. Since the learning can be left to the employees, the burden on the company is low. However, it is important to note that individual progress may vary and skills may differ. E-learning E-learning is an Internet-based learning method that does not incur the same costs as off-the-job training and is less prone to variations in skills as self-development. Another advantage of e-learning is that it can be learned in one's home time or commuting time. Key Points for Selecting a Human Resource Development Method If you can select a human resource development method that fits your company, you will be able to improve learning efficiency. Let's take a look at the points you should pay attention to when selecting a human resource development method. Time frame and budget Decide on the period of time and budget that can be allocated for learning. If you want your employees to learn the job content in a short period of time, we recommend that you have them learn intensively through off-JT or e-learning. Choose either Off-JT or e-learning depending on your budget. What you want to teach Select the method of human resource development according to what you want to teach your employees. If you want your employees to learn while communicating, consider having them learn through on-the-job training or off-the-job training, where they can interact directly with someone who can give them pointers. Personnel to be trained If the person you want to train is a new employee, off-JT or e-learning is the best method to have him/her learn the basics over time. On the other hand, for mid-career employees and mid-career hires, self-development and on-the-job training are the best methods to have them learn while performing their work duties, which reduces the burden on them. Conclusion We have explained the methods of human resource development. If you select a method suited to your company's employees, it is possible for them to learn business efficiently. Select a human resource development method by considering the cost, duration, and target audience from various perspectives. LearningBOX is a platform that is easy to use for both parties: learners, from elementary school students to adults, can enjoy learning, and administrators can create programs on the intuitive management screen without programming knowledge. With a track record of approximately 13,000 users, we are able to respond to a wide variety of requests. ▼ We also recommend this one! Also read "[2021 Update] An In-Depth Look at E-Learning Platforms"
Explains how to cover the disadvantages of microlearning
Explains how to cover the disadvantages of microlearning Microlearning is attracting attention as a new learning method. However, even if you are considering introducing microlearning, you may have problems understanding the specific disadvantages or cannot grasp how to solve them. Therefore, in this article, we will explain how to cover the disadvantages of microlearning. Table of Contents. 1. Characteristics of Microlearning 2. disadvantages of microlearning 3. how to cover the disadvantages of microlearning 4. summary Characteristics of Microlearning Microlearning is a study method that requires only a few minutes to complete. It is characterized by the fact that it utilizes videos, textbooks, and other online resources, and can be used at home, during commuting time, and in other spare time. It can also be viewed from mobile devices such as smartphones and tablets. In addition to the above features, it is also characterized by its game elements, such as a quiz format, making it a learning method suited to the modern learner. To briefly summarize microlearning, it is similar to e-learning in that you can study at any time you like, but it is suited to content that requires only a short amount of time per session. Disadvantages of Microlearning Even though microlearning is characterized by short study time, it also has its disadvantages. Let's take a closer look at the specifics. 1. not suitable for detailed interaction such as Q&A sessions Although it is easy to make learning a habit with the convenience of being able to use a mobile device in your spare time, it is not suitable for learning that involves question-and-answer sessions. For example, if you want to conduct learning that requires detailed question-and-answer sessions between the teacher and the learner, consider a different method. 2. difficulty in maintaining motivation Because the study is conducted in the gaps in time, such as at home or on the way to work, it is difficult to continue without initiative. Since it is difficult to maintain motivation, you may not be able to achieve the desired learning effect. 3. it is difficult to learn contents to be acquired over a long period of time Because the learning process is based on content that can be completed in a short period of time, it is not suitable for content that requires long-term learning, such as certification exams. If you want to acquire skills and knowledge over a long period of time, you will need to combine this with other learning methods. 4. interpersonal skills are difficult to hone Basically, you cannot communicate in real time. For example, learning content that requires interpersonal skills and communication, such as talking and receiving feedback, is not suitable. 5. Time and money are required for preparation. Time and money are required to implement the system. It is important to understand the preparations that must be made, such as selecting a platform, creating learning materials, and managing grades. How to cover the disadvantages of microlearning Here we explain how to cover the aforementioned disadvantages. Combine with offline learning The disadvantages of microlearning, such as the lack of question-and-answer sessions and the inability to hone interpersonal skills, can be resolved by combining it with offline learning opportunities. While utilizing microlearning as a place to learn basic knowledge, provide opportunities for communication through offline workshops and interviews. Use the appropriate microlearning service. The problems of "difficulty in maintaining motivation" and "time and cost required for implementation" can be solved by using a suitable microlearning service. For example, it is often difficult to maintain motivation with learning materials that only require reading texts. However, depending on the service, it is possible to create educational materials in the form of video delivery and quizzes, for example. Some services also provide support for creating learning materials, which can greatly reduce the time required for preparation. By choosing the right service for your company, you can save time and money. Conclusion Microlearning has disadvantages as well as advantages. In particular, if the content you want students to learn is not suitable for microlearning, it will be difficult for them to learn effectively. However, the disadvantages can be overcome by combining microlearning with offline learning or by choosing a suitable service. Therefore, if you choose to use microlearning, it is important to formulate a method to cover the disadvantages at the introduction stage. learningBOX allows anyone to create e-learning easily, even without specialized knowledge. The free plan allows up to 10 accounts to be used indefinitely, unlimitedly, and free of charge, so you can introduce the system on a trial basis first. The ability to minimize risk after implementation can be said to cover the disadvantages. ▼ We also recommend this one! Also read "How to choose a microlearning platform? Key Points Explained"
How to choose a microlearning platform? The key points explained
How to choose a microlearning platform? Key Points Explained Microlearning is suitable for learning in short periods of time. However, some may have trouble choosing the right platform. In fact, if you do not know what points to choose, you will incur time costs when implementing the system. Therefore, this article explains how to choose a microlearning platform. Please use it as a reference when choosing the right service for your company. Click here for Table of Contents 1. What is a microlearning platform? 2. points to consider when selecting a microlearning platform 3. application scenarios for each type of job 4. summary What is a microlearning platform? In order to implement microlearning, it is necessary to use a platform. Content managed on an optimal platform allows learners to learn comfortably and makes it easier for companies to manage grades and create questions. What is Microlearning? Microlearning is a learning material that allows students to learn in a short period of time. You can study at your favorite time using a computer, smartphone, or tablet. Compared to e-learning, microlearning is suitable for simple learning content such as memorizing vocabulary, since the time required is shorter. What is LMS? The platform that manages MicroLearning is called an LMS (Learning Management System). This is an inseparable part of the microlearning implementation. It allows centralized management of grade management, content creation, progress management, and multi-device support. Points to consider when selecting a microlearning platform Selecting a platform is an important factor when introducing microlearning. It is important to compare and examine the two to avoid "the company and the learning side did not match" after implementation. Here, we will explain the key points for selecting a microlearning platform. Free plans and free trials are also available. Does it have a proven track record? Check if the platform has a proven track record. It will be easier to introduce the platform if you can check the case studies and understand what kind of companies are using it. Is the pricing plan clear? Prices vary depending on various conditions, such as the number of learners and the type of server. When choosing a platform, it is important to carefully check if the pricing plan is clear. Is the number of users appropriate? The number of learners is also an important factor. If you only have a small group of learners and you choose a plan that can accommodate a large group, you will incur unnecessary costs. Select the appropriate platform based on the number of learners and the content of the plan. Is there an ingenious learning environment? Microlearning is a system for doing a large number of contents that can be learned in a short period of time. Therefore, a platform that offers a variety of learning methods, such as quizzes and videos, is suitable for maintaining motivation. Is there enough capacity? The amount of space available for storing learning materials varies depending on the plan. If your plan does not have enough capacity, you will not be able to distribute even if you create a large number of images and videos. Is it easy to manage? When you distribute learning content, you need to manage it. The easier the platform is to use, the less work you will have to do, including personal progress and delivery systems. Does it support multiple languages? If you want your foreign employees to use microlearning, your platform must be multilingual. Choose a platform that allows you to operate and send messages in multiple languages, including English. Is it easy for learners to use? Ease of use for learners is important to encourage them to actively engage in microlearning. It is important to incorporate the learner's point of view, such as a screen that is easy to learn on and stress-free to operate. Usage scenarios by job category Let's take a closer look at microlearning application scenarios. Instilling learning habits in all employees When developing human resources, employees need to have an attitude of learning on a regular basis. As mentioned above, microlearning is a learning material that can be learned in a short period of time, making it easy for employees to acquire an attitude of learning. Pre-Learning for Management Training Many managers are very busy and tend to find it difficult to set aside time for training due to the high cost in terms of time. However, microlearning can reduce such a burden. Microlearning is especially useful for learning basic knowledge about management and administration. Subsequent group training sessions will also proceed smoothly, as participants will have acquired basic knowledge in advance. Assistance in training new employees Since new employees have a lot to learn, microlearning can be used to support their input. This is a good learning method for learning basic knowledge such as expertise, market understanding, and business etiquette. Conclusion In microlearning, it is important to choose a platform that is easy to use. If it is not easy to use for both the company and the employees, effective learning will be difficult. Many services offer free plans and free trials, so it is easy to compare and consider. Keep the points discussed in this article in mind when selecting a microlearning platform. LearningBOX is an enjoyable learning experience for everyone from elementary school students to adults. Administrators can operate it from an intuitive administration screen, and it is an "easy-to-use platform for both parties" that requires no programming knowledge. With a track record of approximately 13,000 users, we are able to respond to a wide variety of requests. Also recommended! Also read "The hottest education trend right now! Microlearning Transforms Human Resource Education"
Three Reasons Why e-Learning Can Contribute to the SDGs Education Goals
SDGs: Three Reasons Why E-Learning Can Contribute to the Education Goals Hello, this is Nishimura of Tatsuno Information System. This is Nishimura from Tatsuno Information Systems. Have you ever heard the term "SDGs" (SDGs) on TV or around town? It is a hot topic these days, and some of you may have difficulty hearing what the SDGs mean now. Therefore, in this article, we will provide an overview of the SDGs, especially the goals in the field of education and the role that e-learning can play. Click here for the Table of Contents 1. What are the SDGs? 2. The "Education Goals" of the SDGs 3. Three reasons why e-learning can contribute to the SDG educational goals 4. learningBOX is an LMS with all the contents necessary for school education 5. Summary What are the SDGs? The SDGs (Sustainable Development Goals) are a set of global goals to achieve a sustainable and better society under the slogan "leave no one behind. Humanity is facing numerous unprecedented challenges such as poverty, conflict, climate change, and infectious diseases. It is proposed that if this situation continues, it will be difficult for humanity to continue living in this world in a stable manner. With such a sense of crisis, people from various walks of life around the world discussed, organized issues, devised solutions, and set specific goals to be achieved by 2030. These are the Sustainable Development Goals (SDGs). The 17 goals cover a wide range of issues, including poverty, education, technological innovation, and environmental issues. ▼ The official page of the Ministry of Foreign Affairs introduces the SDGs as follows. The Sustainable Development Goals (SDGs) are the successor to the Millennium Development Goals (MDGs) formulated in 2001 and unanimously adopted by member states at the United Nations Summit in September 2015, the "2030 Agenda for Sustainable Development. The SDGs consist of 17 goals and 169 targets, and pledge to "leave no one behind" on the planet. Japan is also actively involved in the SDGs. Source: What are the Sustainable Development Goals (SDGs)? |Japan SDG Action Platform｜Ministry of Foreign Affairs of Japan Why the SDGs are a hot topic nowadays The SDGs, adopted by the United Nations in 2015, have recently been attracting increasing attention in the media. The SDGs are now attracting attention from the following three perspectives. 1. Growing awareness of the crisis shared by the world as a whole 2. Success in setting easy-to-understand goals common to developed and developing countries 3. Recognition of their importance as a business opportunity Japan's Familiar Approach to the SDGs The Japanese government also established the SDGs Promotion Headquarters in 2016 to promote SDG initiatives. The following are some of the representative initiatives. 1. Initiatives in the field of disaster prevention In the field of disaster prevention, which is close to our daily lives, Japan is actively promoting international disaster prevention cooperation in the areas of emergency relief, disaster prevention measures, and disaster recovery, based on the knowledge and reconstruction techniques cultivated through past natural disasters that Japan has experienced. At the G20 Osaka Summit in 2019, we announced the "Sendai Disaster Reduction Cooperation Initiative Phase 2". The goal was set for Japan, as an advanced disaster reduction country, to assist at least 5 million disaster victims in developing countries over a four-year period until 2022, and to promote human resource education and disaster reduction education for the next generation. 2. Initiatives in the Natural Environment In other areas, such as the marine environment, where the negative impact of plastic waste spills on marine ecosystems has become an issue, Japan, as a maritime nation, is emphasizing the conservation and sustainable use of the marine environment. At the 2019 G20 Osaka Summit, which Japan chaired, the issue of marine plastic litter was selected as one of the main issues. We called on the countries participating in the G20 to share and agree on a vision to reduce plastic litter pollution to zero by 2050. *Of the 17 SDG goals, there are many areas where Japan is providing international cooperation by utilizing its experience and expertise. Education Goals" set forth in the SDGs The fourth of the 17 goals is related to education. Under the slogan of "Quality Education for All," the goal is to realize a world in which all people have equitable access to quality education. By achieving the "10 specific indicators" set forth in this goal, the SDGs are expected to promote equal lifelong learning opportunities for people around the world. Ten Specific Indicators 4.1 By 2030, ensure that all children, regardless of gender, complete free, fair and quality primary and secondary education with appropriate and effective learning outcomes. 4.2 By 2030, ensure that all children, regardless of gender, are ready for primary education through access to quality infant development and care and preschool education. 4.3 By 2030, ensure that all people have equal access to affordable, quality technical and vocational education and higher education, including university, without distinction of gender. 4.4 By 2030, significantly increase the proportion of youth and adults equipped with the technical and vocational skills and other skills needed for employment, gainful and humane work and entrepreneurship. 4.5 By 2030, eliminate gender disparities in education and ensure equal access to all levels of education and vocational training for vulnerable groups, including persons with disabilities, indigenous peoples and vulnerable children. 4.6 By 2030, ensure that all youth and the majority of adults (both men and women) have literacy and basic numeracy skills. 4.7 By 2030, through education for sustainable development and education in sustainable lifestyles, human rights, gender equality, promotion of a culture of peace and non-violence, global citizenship, and understanding of cultural diversity and the contribution of culture to sustainable development, all learners To enable all learners to acquire the knowledge and skills necessary to promote sustainable development through education in the promotion of 4.8 Build and improve child, disability and gender sensitive educational facilities to provide safe, non-violent, inclusive and effective learning environments for all. 4.9 By 2020, significantly increase the number of scholarships for higher education in developed and other developing countries worldwide, including vocational training, information and communication technology (ICT), technology, engineering, and science programs, targeting developing countries, especially the least developed and small island developing states, and African countries. 4.10 By 2030, significantly increase the number of quality teachers, including through international cooperation for teacher training in developing countries, especially in the least developed and small island developing states. Obstacles to the Spread of Education Many children around the world are unable to attend school and many are illiterate. There are many reasons for this, including high poverty rates and emergencies such as armed conflicts that prevent children from attending school. Gender and regional differences also lead to disparities in educational opportunities, as girls, children living in rural areas, people with disabilities, and ethnic minorities in the same country have limited access to education. Japan is no exception to the educational challenges. It is believed that solving various educational issues around the world and providing equal and inclusive quality education to all people will lead to sustainable development. Three reasons why e-learning can contribute to the SDG education goals E-Learning (e-Learning) is a form of learning that primarily uses the Internet. There are three main reasons why e-Learning can contribute to improving educational issues around the world POINT 1. Learning can take place anywhere, anytime Although an Internet environment is a prerequisite, even those who are unable to attend school in the past due to their location, work, or physical disabilities can study at their own convenient time and place. POINT 2: Uniform quality of education As long as the same learning materials are used, the quality of education is uniform. The disadvantage of face-to-face learning is that the quality of education depends on the quality of the instructor and the number of students. e-learning does not have such concerns. POINT 3: Low-cost introduction The same material can be delivered to a large number of learners, and there is no need to secure adequate teachers and instructors or dispatch them to the areas where students are studying in order to accommodate a large number of students, thus greatly reducing costs. Functions and Features of e-Learning E-learning is a learning system that allows students to "improve their skills at their own pace without being restricted by time or location" by using electronic devices such as PCs and smartphones and the Internet. For more information on the basics of e-learning and how it works, please refer to this article. learningBOX is an LMS with all the contents necessary for school education learningBOX is a learning management system (LMS) that allows anyone to easily build e-learning. The administrator can create and register various contents on learningBOX, including learning materials such as videos and PDFs, and quizzes to check the level of understanding, and learners can then proceed with their learning on the web based on these contents. Learning history and grades are stored on the LMS, allowing administrators to evaluate and instruct learners. The greatest feature of learningBOX is that the system is simplified and simplified to reduce the usage fee and lower the hurdle for introduction to educational institutions and small and medium-sized companies that have not been able to reach e-learning until now. You can easily start e-learning from as little as 30,000 yen per year, which is 1/10 of the industry price! The biggest advantage of our e-learning learning system is the lowest price in the industry. The "Starter Plan" allows you to easily start e-learning for as low as 33,000 yen (including tax) per year for 100 people, or 5,500 yen (including tax) per month. Since its launch in Japan, the service has been used by many small and medium-sized companies and organizations, such as private cram school owners and restaurant operators, who feel that it is too expensive to introduce a major e-learning system. learningBOX is an e-learning system that allows you to check the usability of the system with a free plan. We also offer a free plan that allows you to use learningBOX for an unlimited period of time. This plan does not have the same limited functionality as the demo site. This plan allows up to 10 users, including the administrator, to use almost all functions for free, with the exception of optional features that require a fee. For more information on how to use learningBOX, please visit the learningBOX usage page. Introduction of our company's activities The Japan International Cooperation Agency (JICA) has selected our project "Basic Study on Introduction of E-learning System to Support Self-Study for Technical Education Graduation Qualification" (target country: Pakistan) as the first "SME/SDGs Business Support Project" in FY2020. JICA's "Small and Medium Enterprises and SDGs Business Support Project" aims to match the development needs of developing countries with the excellent products and technologies of Japanese private enterprises, to promote "businesses that contribute to the achievement of the SDGs (SDG businesses)" and solutions to issues faced by developing countries, and to strengthen bilateral relations and economic ties through ODA. This project aims to strengthen bilateral relations and further promote economic relations through ODA. We have selected South Asia, where the IT market is expanding, and Pakistan, with a population of 212 million and an average age of 23.5 years, as the target country because of its potential for a large market in the future. Pakistan is geographically and culturally closely connected to the Middle East, and as an e-learning systems company from Japan, we will do our utmost to support the country's IT-enabled education system. Related Blog] JICA: The first "Small and Medium Enterprises and SDGs Business Support Program" for FY2020 has been adopted. Summary The Sustainable Development Goals (SDGs) are major goals shared by people around the world to create a better world in which all people can live in peace and security. Education plays a major role in these goals, and it is believed that creating a world in which all people have equitable access to quality education will help correct poverty and disparities in employment opportunities, thereby leading to sustainable development. E-learning is a convenient and highly convenient service that allows learners to study at their convenience as long as they have an Internet environment. At the same time, however, many e-learning programs developed by private companies are very expensive. Our goal is to provide a system that allows anyone to easily build a web-based learning environment. Our goal is an e-learning system that is easy to use, both in terms of cost and operation. We hope to play a part in creating more educational opportunities, not only in Japan, but around the world.
The Forefront of Education] Effective Newcomer Training with Video and E-Learning
The Frontline of Education] Effective Newcomer Training with Video and E-Learning My name is Kidaoka, and I am in charge of marketing. Due to the impact of the spread of the new coronavirus, "the lifestyle of working people" in Japan has drastically changed over the past several years. In addition to the way people work, in-house education and training has also shifted from face-to-face and group training to digitalization, and efforts to "develop human resources with an eye on the after-corona" are increasing. We understand that many people in charge are wondering how to implement "management strategies, organizational development, and new skill training" to survive the Corona disaster in the future. In confronting these issues, companies must promote reforms that are in line with society and the times. In this article, we would like to introduce "human resource development utilizing video," which has recently been attracting attention and being implemented by many companies. In this article, we will explain in detail the merits of using video for human resource development and the key points for producing effective videos for training new employees. Click here for Table of Contents 1. In a word, video is informative and communicative! 2. Video is an effective learning tool for training new employees. 3. Combining video materials with e-learning makes it possible to visualize the course history. 4. learningBOX is an e-learning system that allows easy registration of video materials. 5. learningBOX enables smooth and stress-free learning even with large-volume videos. 6. Summary In a word, videos are informative and easy to understand! Video has the advantage that it is easily remembered by people and can be viewed by many people with the same content. Video features content that is "easy to understand, accurately conveys information, can be checked at any time, and is memorable. When we hear of traditional training and education, the easiest way to imagine it is as a class in school. At school, a teacher of each subject stands on the podium and conducts a class. However, this type of lecture-style teaching can lead to educational disparities depending on the teaching ability and quality of the teacher. On the other hand, video materials can be used to ensure a uniform level of education without being affected by the ability or physical condition of the teachers. In addition, video materials are also attracting attention as an optimal educational tool for companies that are promoting work style reform. What types of educational video formats are there? Videos used for educational videos can be broadly classified into three types: seminar format, manual format, and documentary format. Each of these three formats has its own unique characteristics. When shooting educational videos, it is very important to choose the format that best suits the situation in which the video will be used. Seminar format The seminar format is simply explained as "a single instructor speaking to multiple participants," similar to a school or university lecture. This type of video is also called "lecture style," in which a lecture-type class or training session is filmed and used as an educational video. The main point of seminar-style videos is that they are very effective for use in "newcomer training and in-house studies held periodically each year" by a company or organization. 2. Manual format Manual format videos are videos that explain the actual work flow and customer service. This type of video is effective mainly in the customer service industry, such as the restaurant and apparel industries, where the majority of work is difficult to convey through text and images alone. The point of manual-style videos is that they can be used in a variety of situations depending on the scene of use, such as "handling of products and services, videos that serve as instruction manuals, and videos used to help people understand the work flow of a job. The manual format is characterized by the ability to understand how to actually interact with customers through the eyes and ears, making the training easier for new employees to visualize the real situation. Documentary format Documentary-style videos are videos that show the daily lives of staff members working at the company, interviews, and scenes of them working within the company. The point of a documentary-style video is to provide "reality and storytelling. The content is like a drama, so the audience will remember it without getting bored, and by making it a narrative video, the empathy of the employees will increase. Video is an effective learning tool for training new employees. Video is an effective learning tool for training new employees, as it is more memorable and significantly more effective than textbooks. Here are three examples of situations where videos are used: training for new recruits, compliance education, and internal operations/sales manuals. Pattern 1: Using Video for New Employee Training By using video for new employee training, in-house educators no longer need to secure a training location and instructor schedule each time a new employee joins the company. In addition, it can reduce the workload of human resources who are in charge of training new employees. When one hears the term "new employee training," the first thing that comes to mind is probably "training in business manners and basic job skills. Business manner training generally covers the minimum manners required of working adults, such as grooming, greetings, honorific expressions, and how to answer the phone. *As a point of video production, it is possible to deepen participants' understanding and impress them more by conveying the correct methods and information in areas that need to be explained in a focused manner, as well as by adding examples of mistakes. Pattern 2: Using Video for Compliance Education What companies want to make new employees more aware of than business manners is an understanding of the discipline to observe "laws, regulations, social norms and ethics" related to compliance. Examples of compliance violations include "personal information leaks, accounting irregularities, overwork, and harassment. Once a problem occurs and is covered in the news as a scandal, it is subject to severe criticism from the public. By having each and every employee learn the importance of compliance and raise their awareness, we can create a corporate culture in which compliance violations do not occur. Pattern 3: Using videos to streamline internal operations and sales manuals Video-based training is also widely used for "sales and customer service manuals. By utilizing sales and customer service manuals as training videos, it is possible to learn in an easy-to-understand and detailed manner the methods and ideas for each purpose, such as "sales and customer service methods, manners, and points for handling complaints. There are so many different ways of doing internal work and necessary skills, even in the same industry. By learning the knowledge and skills necessary to carry out work at or before joining the company, you will be able to tackle your work smoothly after being assigned to a position. In creating a video, it is necessary to make the content easy for the trainees to understand, as they may not be able to look back at the manual in the field. Combining video materials with e-learning makes it possible to visualize the course history. By using an e-learning system for video materials, the administrator can easily check and visualize the "learning history, learning progress, and grade information" within the system to see which videos the students have watched and which they have studied. The grade data in the e-Learning System can also be downloaded in CSV format in a batch. This page introduces the advantages of using an e-Learning system to manage video materials. E-learning is a form of learning that uses the Internet! E-learning is a learning management system that allows you to "improve your skills at your own pace, unrestricted by time or place" by using electronic devices such as PCs and smartphones and the Internet. Once a learning environment has been created, e-Learning can be used over and over again. There are many advantages to using e-Learning 1. Learning can take place anywhere, anytime, at any time. 2. Students can study according to their level of understanding and learning progress without worrying about being watched. 3. Easy to grasp the performance data and grade management. 4. You can take as many preparatory, review, and re-study courses as you like. For more information on the features and structure of e-learning, please refer to this article. Combining video materials and e-Learning can realize high-quality education and training for all employees By importing videos taken by the customer into the e-Learning system, participants are freed from the constraints of location, time, and instructor labor costs. In addition, since participants can attend lectures at their own pace, anytime, anywhere, employee satisfaction is increased, and the system becomes a tool for promoting work style reforms. *This system is not limited to urban or rural areas, and can be used to provide education to anyone and develop human resources. learningBOX is an e-learning system that allows you to easily register video materials learningBOX is an e-learning system that makes it easy for anyone, from individuals to companies, to start e-learning. It is the ideal learning management system for customers who wish to conduct in-house training with videos. LearningBOX is simple to use and easy to operate! This learning management system provides all the functions necessary for e-learning, including the creation and distribution of teaching materials, grade management, and student management, making it "easy for anyone to build a web-based learning environment. LearningBOX is so easy to use that there is no need to read the manual. Registering videos is as easy as clicking the "plus" button! When registering videos, you can freely set the limit on the number of lessons and skip playback [enable/disable] of videos according to your preferences. LearningBOX allows you to easily register YouTube videos posted on YouTube in addition to videos you have taken. For more information on how to register YouTube videos, please refer to this article. Students will enter their ID and password and click the [Learn] button to proceed with the course. Using the learningBOX contents function, it is easy to check the level of understanding of videos. Between you and us, learningBOX offers many other learning tools necessary for training newcomers, in addition to videos. LearningBOX is an e-learning system that allows you to set various conditions within the system. Please refer to this official page for more information about contents that can be set up on learningBOX. ⇒ official page of learningBOX With learningBOX, you can take lessons smoothly and stress-free, even with large-volume videos! When a video is playing, there are no advertisements, so you can concentrate on learning. The administrator can keep track of the exact playback time of each student and confirm whether or not he/she has watched the video all the way through. LearningBOX uses Amazon Web Services' Cloud Front for video delivery. The Standard Plan is a cost-effective plan that also allows for video! Standard Plan The Standard Plan is suitable for video education, allowing uploading of up to 500 MB per file. This plan is perfect for customers who are looking to start up "training and video education". For those who want to enhance their video-centered video learning, we recommend the Premium Plan! The Premium Plan allows you to upload larger amounts of video than the Starter and Standard Plans. You can deliver "high quality videos" according to your line conditions and device performance. The Premium Plan is suitable for those who want to deliver high quality and large-volume videos. Large-volume videos can be delivered with optimal quality according to line conditions and device performance. Educational materials up to 5 GB per file can be uploaded. Conclusion In this article, we have introduced "video-based" human resource development, which has recently been the focus of attention at many companies. Recently, the widespread use of smartphones and other devices has made it easier for people to view videos. As a result, in recent years, the "learn by video" style of corporate education has become widespread, and the video market is growing rapidly. Our learningBOX is an e-learning system that can be easily set up even by first-time users. In addition to a wide variety of teaching materials, learningBOX allows users to easily create and upload learning materials. In addition, learningBOX offers a free plan that allows you to use the system for an unlimited period of time. This plan allows up to 10 users, including the administrator, to use almost all of the features for free, with the exception of optional features that require a fee. Please take this opportunity to try our learningBOX.
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