elearning

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.  

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."

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

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"

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 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"

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

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

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