human resources development

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What Is Wellbeing and its Effects

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

New employee training is a training program that provides guidance and education to promote the acquisition of working attitudes, knowledge, and skills. Generally, this training is conducted for new employees who have been hired by a company for the first time as new graduates. Therefore, it is important to note that the purpose of training for mid-career employees is very different from that of training for mid-career employees who are hired for immediate employment. This article explains the purpose of training for those in charge of training new employees. We will also provide tips for setting objectives and planning in order to enhance the effectiveness of training. Four objectives of conducting new employee training (newcomer training) There are four main purposes for conducting new employee training Let's review again the role of new employee training to see why it is necessary to have new graduates attend training after they are hired. Raising awareness as a member of society New employee training conducted immediately after joining the company is meant to help new employees understand the difference between students and working adults, and to make them aware of their responsibilities and awareness as a member of society. At this stage, new employees often still feel like students because they have not yet had the experience of working as a member of society. In order for them to adapt quickly to an environment that differs from their student days and to perform their duties steadily, it is necessary to raise their awareness through training. At work, it is important to make them aware that they will continue to deal with their work and the people they interact with in the workplace for a long time, regardless of mere personal likes and dislikes. Learning basic business etiquette and business skills New employee training is an opportunity for new employees to learn basic greetings, language, telephone skills, and other business manners essential to the performance of their work. It is also an important opportunity for new employees to acquire basic business skills such as reporting, communication, and presentation skills. Depending on the type of job, it may be necessary to conduct training to acquire specialized knowledge and skills. For example, development staff may need classroom training in networking and security, while sales staff may need role-playing training in tele-appointment and sales techniques. Promoting understanding of company rules and corporate culture In order for new employees to smoothly integrate into the company, it is important to deepen their understanding of the company's unique rules, organization-specific atmosphere, and corporate philosophy. Ideally, new employees should be given training to enhance their understanding of corporate rules and corporate culture, which are difficult to grasp prior to joining a company. Adherence to company rules is essential for the smooth operation of the organization, from personal appearance while on the job to the way internal procedures are carried out. Knowing the company's corporate culture also creates a sense of working in the same organization and strengthens the bonds between employees. Promoting communication with peers and superiors Having new employees learn from each other in the same training setting encourages communication and strengthens cooperation during the same period. A major benefit of having colleagues to learn with is that motivation is increased and a desire to grow is more likely to arise. The relationships built during the training period may last long after the training and develop into a relationship where they can consult with each other about their work and share their know-how. In addition, the opportunity for support by managers and senior employees during new employee training encourages casual dialogue in the workplace, making it easier to follow up on work concerns early on in the assignment process. Back to Table of Contents Why it's Important to Clarify the Purpose of New Employee Training In order to make new employee training more effective, it is important to first clarify the purpose of the training within the company. Here we explain why you should clarify the purpose of the training in the preparation stage. It will be easier to put together an appropriate and lean training program. When conducting training for new employees, if specific and clear objectives are set, it will be easier for the human resources department to prepare training content that is both sufficient and sufficient. This will also prevent the risk of wasting time and money on training that does not meet the company's objectives. It is also possible to review the previous year's training curriculum according to the objectives and improve it to further enhance the effectiveness of the training. Easily motivates new employees to take the course If the company shares the purpose of the new employee training in advance, new employees can participate in the training with a clear understanding of why they need to engage in the training. Setting goals in line with the objectives, such as what kind of growth is expected after taking the course, will also help increase motivation. Make sure to clarify specific goals, such as the knowledge and skills to be acquired, before allowing them to participate in the training. Back to Table of Contents Points to Consider When Determining the Purpose and Plan for New Employee Training The following points should be kept in mind when determining the purpose and planning of new employee training. Finally, here are some ideas for companies that are bringing new employee training in-house. Incorporate effectiveness verification and improvement into the plan New employee training is not an end in itself. It is important for new employees to be able to practice and apply what they have learned in the training to their work in the field. To this end, it is effective to have new employees submit periodic reports reflecting on training goals and results, and to ask their supervisors to check the results. These efforts will also help in the effectiveness verification and improvement process to brush up the training content for the next and subsequent sessions. Analyze the results and challenges of past new employee training programs. To improve the current new employee training, we recommend that a survey or interview survey be conducted with employees who received training in the previous year. Questions that could be asked include "Examples of actions that led to positive results from the training," "Complaints and areas for improvement from the training," and "What was useful and what was not useful in the training. Based on the responses, it will be easier to analyze the results and issues from the previous year and reflect them in the next session. Provide opportunities for output as well as input. In order to make the most of what is learned in the new employee training program in the workplace, the trick is to give participants concrete images of situations in which they can apply what they have learned during the training. It is a good idea to provide examples of practical situations in advance, and to incorporate group work and role-playing activities that simulate practical situations. In addition, if the instructor designates the participants to answer questions during the classroom lecture, a moderate sense of tension will be maintained, and it will be easier for each participant to feel a sense of active participation. Back to Table of Contents Keep the Objectives of New Employee Training in Mind to Ensure Success In addition to the purpose and importance of new employee training (newcomer training), we have even explained the key points for determining objectives and plans. The purpose of new employee training is to raise their awareness as a member of society and help them acquire basic manners and skills. It is also important for new employees to deepen their understanding of their company and encourage communication within the company. By keeping in mind the purpose of conducting training, we aim to quickly turn new employees into competitive forces and ensure the success of human resource development. For new employee training, we recommend the business skills-focused training content of KaWaL x learningBOX. In collaboration with Change Corporation, a professional human resource development company, we have prepared a wealth of training video content that is "fun to learn and usable at work. Free trial content is available, so please feel free to contact us if you are looking for more efficient and high-quality training for new employees. ▼Here's another recommendation! Also read. Back to Table of Contents
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Katz's Three-Skill Approach to Leadership

Ideally, a company's human resource development should enable employees to acquire appropriate skills as their positions change. In particular, managers are required to have not only their own abilities, but also the skills to lead their subordinates and team members to achieve results. This is where the "Katz Model" framework can be utilized. In this issue, we will explain the outline of the Katz Model, how to utilize it, and points to keep in mind. Examples of training themes that can be easily implemented at each level will also be discussed, so please make use of the Katz Model in your human resource development planning. Fundamentals of the Katz Model The Katz Model is a framework used to develop and evaluate human resources, particularly at the managerial level. This section explains the meaning and components of the Katz Model. What is the Katz Model? The Katz Model is a theory that categorizes and articulates the abilities required for management positions by hierarchy and skill level. The framework divides managers into three levels: lower management, middle management, and top management. In addition, necessary business skills are divided into three categories: technical skills, human skills, and conceptual skills. This framework was proposed by American management scholar Robert L. Katz in the 1950s and continues to be used as a guideline for human resource development and organizational development. The three tiers that make up the Katz Model Top Management Top management includes the chief executive officer (CEO), chief operating officer (COO), chairman, president, and vice presidents. Since they are involved in determining management policies and strategies, they have few opportunities to give specific instructions in the field. Middle Management Middle management applies to positions such as general managers, section managers, area managers, and branch managers. They are required to understand the decisions of top management, communicate them to lower management, and facilitate the execution of business operations. Lower Management Lower management includes section chiefs, managers, chiefs, and other on-site supervisors. They are in a position to supervise members based on instructions from middle management and are involved in on-site operations. Even ordinary employees without a position are considered lower management when they are assigned as project leaders, etc. Three skills that make up the Katz Model Technical Skills Technical skills are specialized knowledge and skills for performing specific tasks. Also referred to as business execution skills, these skills include PC operation skills, bookkeeping and language qualifications, product knowledge, and the ability to make service proposals. Compared to the other two skills, technical skills tend to refer to skills that are more relevant to the workplace. Human Resource Skills Human skills are interpersonal skills. It represents the ability to build good relationships not only with superiors, subordinates, and other people in the workplace, but also with customers, consumers, and all other parties involved in work. It consists of elements such as leadership, communication, presentation, and listening skills. Conceptual Skills Conceptual skills, also described as conceptualization skills, are the skills required to understand the essence of things and make appropriate judgments. It is the ability to objectively analyze any event that needs to be addressed, such as problems that occur in organizational operations or changes in the market, and to find effective approaches. Personnel with high conceptual skills have acquired the following abilities. Logical thinking (logical thinking) Lateral thinking (horizontal thinking) Critical Thinking Multi-faceted perspective intellectual curiosity spirit of inquiry ability to apply flexibility Acceptance, etc. Back to Table of Contents How to Use the Katz Model to Develop Human Resources The following are some key points for human resource development using the Katz Model. Reflect the ideas of the Katz Model in your skill acquisition and management training methods to promote the growth of your human resources. Create a map of the abilities required at each level. First, create a map of competencies required for each level and position. The advantage of this is that employees will be more aware of the abilities they lack and those they need to improve. This can be used when setting goals and evaluating personnel performance. Prepare training programs that enable employees to acquire the three skills. <Examples of training themes based on the Katz model Technical Human conceptual Top Management Business strategy planning Business planning Financial management Risk management Advanced negotiation Organizational Development Middle management (executive/managerial level) Numerical analysis of financial statements Market analysis Leadership Leadership ・ Teaching Coaching Critical thinking Problem-solving skills Planning skills Lower management (leaders/supervisors) Computer skills Computer skills ・ Business e-mail Communication skills Listening skills Followership Harassment Logical thinking Training suitable for acquiring technical skills OJT training, in which education is conducted in parallel with on-the-job work, tends to be more suitable for acquiring technical skills. This is because practical experience tends to be more important than systematic learning of specialized skills. Create an environment where you can receive direct instruction from experienced employees. Training suitable for acquiring human skills Human skills are easily acquired through both on-the-job training and group training. in the case of on-the-job training, salespeople have the opportunity to observe and learn interpersonal negotiation skills such as negotiation and presentation skills by being on the same floor with experienced sales members. In addition, by mixing role-playing in group training, it is easier to foster a practical image. It is also recommended to take advantage of training programs offered by outside professional companies. Training suitable for acquiring conceptual skills Conceptual skills are easily acquired through group training. This is because highly abstract topics such as logical thinking and critical thinking are often easier to understand if they are learned carefully and in sequence. Group training also makes it easier to practice through group work. Planning training for each of the three hierarchical levels Training suitable for top management Training for top management focuses on improving management skills. Specifically, training in business strategy planning, financial management, risk management, negotiation, and organizational development are useful. Another advantage of participating in training programs conducted by external organizations is the opportunity to build a personal network with the management of other companies. Training suitable for middle management Leadership training, coaching training, and critical thinking training are recommended for middle management. This is because middle management needs to correctly grasp the intentions of upper management and communicate them to subordinates before taking command. In addition, in order to perform their duties smoothly, they need to deepen their understanding of the company's products, as well as have the ability to analyze markets and financial statements and other numerical analysis skills. Suitable Training for Lower Management Examples of training for lower management include training to acquire basic business skills such as PC skills, business writing skills, and logical thinking. This is because, compared to the other two levels, lower management has more opportunities to work in the field. In addition, given their position as team supervisors, it is a good idea for them to take compliance and harassment training, as well as communication training. Back to Table of Contents Points to Consider When Utilizing the Katz Model When utilizing the Katz Model, be careful not to take an overly limited view of the skills required at each level. It is important to assume the risk of misinterpretation of the Katz Model by employees and to inform them regularly. If it is difficult to acquire all skills through on-the-job training or group training, e-learning is recommended. This is suitable for cases where employees are too busy with their work to have time for group training, or where there is no suitable instructor for the content of the training, as the courses can be taken according to the individual's ability. Back to Table of Contents Introducing the Katz Model Concept to Improve the Bottom Line of Organizational Strength In this issue, we have provided basic knowledge of the Katz Model, how to utilize it for human resource development, and points to keep in mind. The Katz Model can be used to develop not only managers, but also all human resources in an organization. Let's clarify the skills that should be emphasized for each position and job title, and make use of them to improve organizational capabilities. If you want to implement training using the Katz Model through e-learning, we recommend learningBOX. learningBOX is an e-learning system equipped with essential functions for internal training, such as content creation and distribution, and course participant management. Courses can be designed according to training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have earned it a favorable reputation, 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 please feel free to contact us for more information. ▼Here's another recommendation! Also read. Back to Table of Contents
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On-the-Job Training
Building an Effective Program

On-the-job training (OJT) is one of the methods used in corporate human resources training, with a particular emphasis on practical application. It is well-known as a method suitable for training new employees to be ready-to-work professionals. This article explains the basics of OJT training, and provides information on the advantages and disadvantages of OJT training, as well as points for effective implementation. What is OJT training? First, let's check out the basics of OJT training: what it means, how it differs from similar training methods, and even the flow of OJT training in recent years. Meaning of OJT Training On-the-job training (OJT) is an educational method that provides instruction while practicing work in the workplace. OJT is short for "On the Job Training. In many workplaces, it is commonly used as an educational method mainly for new employees and younger employees. Difference between OJT training and Off-JT training Off-JT training is an educational method that provides instruction away from the workplace. Off-JT is an acronym for "Off The Job Training. The difference between OJT training and Off-JT training is whether or not the training is conducted in parallel with the work. Off-JT training, on the other hand, is conducted away from work, with time and space set aside for training. There are several options for conducting Off-JT training. Typical examples include having a person in charge of the human resources department create the training program and instructor, or using training services provided by a specialized company. Training content can be enhanced by outsourcing content creation or requesting outside instructors. Purpose and Importance of OJT Training The main purpose of on-the-job training is to make new hires become immediately competitive. It is important to distinguish between OJT training and Off-JT training. The results of OJT training are likely to be directly related to the work efficiency and productivity of new employees thereafter. It is considered an efficient and effective educational method because it provides practical work experience during the training phase. Trends in OJT training in recent years Remote OJT Training Traditionally, on-the-job training has been conducted face-to-face onsite. In recent years, training has increasingly been conducted online using web conferencing systems and chat tools. When conducted remotely, everything from instruction during training to work management is done online. One of the reasons why remote on-the-job training is attracting attention is the spread of telework due to the impact of the spread of the new coronavirus infection. In response to changes in the work environment, remote on-the-job training is gradually being implemented. OJD OJD is an educational method of developing employee skills. OJD is short for "On the Job Development. OJD is characterized by having employees acquire the skills they will need in the future by working backwards; while OJT aims to acquire the skills necessary for their current job, OJD takes a longer-term perspective and aims to improve employees' skills. In recent years, many companies have introduced OJD to support the careers of their employees against the backdrop of a shortage of human resources. Back to Table of Contents Advantages and Benefits of OJT Training OJT training is expected to bring benefits to the instructor, the teacher, and the company. In this section, we will discuss the benefits of OJT training for each role, and then introduce the effects of introducing OJT training. Merits and benefits for the instructor side Easy early resolution of business concerns and questions The advantage of on-the-job training is that it is easy to ask questions and discuss work-related issues because of the close proximity to the instructor. You can get on-the-spot advice on current concerns and worries, which can lead to early resolution of issues. When you receive guidance on the job, it is easier to make specific improvements in the way you approach and carry out your work. It is easy to have the content adjusted to suit your own characteristics. Generally, OJT training is conducted in small groups, so it is possible to expect individualized instruction in a way that is appropriate for each person's characteristics. Unlike group training where all employees are taught at the same time, it is easier to have the instructor adjust the teaching method according to the individual's level of understanding and ability. You will receive detailed feedback and evaluation, which will motivate you to learn more. Merits and benefits of introducing the system on the teaching side Improvement in understanding of own work OJT training instructors need to be creative in the way they teach and communicate so that others can understand what they are teaching without misunderstanding. In order to explain things in an easy-to-understand manner, they will always be thinking about "when," "what," and "how" to communicate. Through repeated trial and error, it is also an opportunity to review one's own thinking about one's own work and to recognize errors. Opportunity to improve management skills In many cases, senior employees who have been with the company for several years are appointed as supervisors for on-the-job training, which is effective as management training. In some cases, employees are required to experience OJT training as one step toward acquiring the leadership skills required of managers. Another major advantage is that it provides an opportunity for those who teach to accumulate teaching expertise, improve their skills, and grow. Benefits from the Company's Perspective Communication among members is expected to be revitalized. OJT training will inevitably increase opportunities for interaction within the company, which can be expected to invigorate communication. Conversations will naturally occur through work instruction and feedback, and the bond between new employees and senior employees will be strengthened. Good relationships may be fostered and trust may be built between members. Easier to keep training costs down compared to off-JT training. Since OJT training is conducted by employees of the company, there is no need to incur personnel costs for outside instructors. In addition, there is no need to keep a separate schedule from work or to rent a training venue, as is the case with off-JT training. Another feature of OJT training is that it can be implemented without incurring special costs for training. Back to Table of Contents Disadvantages and Cautions of OJT Training On-the-job training has both advantages and disadvantages of providing on-site instruction. The following points should also be kept in mind when introducing OJT training in your company. Disadvantages and points to note for the instructor The degree of effectiveness varies depending on the instructor. The effectiveness of learning through on-the-job training tends to depend on the ability and skills of the instructor. It is important to note that depending on the level of the instructor, there is likely to be a difference in the quality of instruction received by the trainee. Another drawback is that if the instructor and the trainee are incompatible, it is difficult for the training to produce positive results. If the training is completed with inadequate instruction, there is a risk that it will interfere with business operations. Difficulty in acquiring systematic learning The strength of OJT training is that it provides practical learning, but on the other hand, it tends to be difficult to learn systematically in the field. Off-JT training, which is conducted in the form of classroom lectures, e-learning, and other educational methods are suitable for systematic learning. Depending on the content of the learning, it may be a good idea to consider using other methods in combination rather than relying solely on OJT training. Disadvantages and points to note on the teaching side Instructors of on-the-job training have the risk of disrupting their normal work duties. The instructor is responsible for his/her own work and additionally assumes the role of instructor. It is important to note that focusing too much on OJT training in a limited amount of time leaves little time for normal work. The lack of resources may make it difficult to carry out the work or reduce the quality of the output. Disadvantages and Cautions from the Company's Perspective In some cases, new employees may feel that they are left out of the OJT training program by their instructors. If this situation occurs, the HR department in charge of planning and management may be skeptical of the system's design. It is also important to be aware of cases where leaders feel that they are "left to the field. This can easily be caused by a lack of follow-up from the members around them or a lack of rules regarding on-the-job training. Companies that introduce on-the-job training should consider how to support new employees and their supervisors. If the burden on new employees and instructors is left unaddressed, it can lead to a sense of distrust in the organization. Back to Table of Contents Key Points for Effective OJT Training How should we tackle OJT training to make the most of its benefits and operate with caution? Finally, we will provide some key points to realize in order to effectively implement OJT training and lead it to success. Promote it not only by the instructor but also by the entire workplace When introducing on-the-job training to your company, it is important not to leave the training of new employees to the instructors. The company should understand the instructors' normal workload and ensure that they are not overburdened by OJT training. In addition, supervisors and senior employees on site should provide support so that the instructor does not carry the burden alone. Ideally, mid-career employees around them should be willing to help by offering advice on how to communicate and providing feedback on the training plan. Combine with e-learning OJT training can also be combined with e-learning, which can increase learning efficiency by applying the knowledge systematically acquired through e-learning to OJT training. By having trainees learn through e-learning before they go out into the field, it will be easier to reduce the amount of time spent on OJT training. This is also a measure to avoid the risk of increasing the workload of the instructor. Conduct workshops and case studies for leaders Providing workshops and case study opportunities as support to instructors for on-the-job training can help them care for their instructors and improve their teaching methods. In many cases, instructors are in charge of OJT training with insufficient training know-how because they themselves have no experience of being trained in an appropriate manner. By providing a place for leaders to learn, there is a possibility to improve the lack of leadership skills within the company. This is also a recommended measure in cases where the company does not yet have an OJT training system in place; in addition to the OJT training supervisor, the person in charge of the human resources department who plans the company's human resource development may also participate in the training. Back to Table of Contents To design training programs that take advantage of the benefits of on-the-job training This article has explained the basics of OJT training, the benefits of introducing OJT training, points to keep in mind, and key points for effective implementation. OJT training is an educational method suitable for practical learning, and its strength lies in its ability to immediately turn new employees into competitive forces. For companies, it also has the advantage of keeping training costs down. However, care must be taken in how it is implemented, as a lack of support for new employees and their instructors can lead to a sense of distrust toward the company. To cover such disadvantages of OJT training, the method of combining it with e-learning is effective. Because systematic learning can be provided online, it is expected to increase the learning efficiency of OJT training. E-learning is also recommended because it helps reduce the burden on instructors. If you want to implement OJT training through e-learning, please use "learningBOX". learningBOX is an e-learning system equipped with essential functions for in-house training, such as content creation and distribution, and 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 many companies have adopted it for on-the-job training. We also offer a free plan that allows you to use almost all functions, so please feel free to try it out. ▼Here's another recommendation! Also read. Back to Table of Contents
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What is Knowledge Management? Methods, common mistakes and suggested countermeasures

Each and every employee that makes up an organization possesses a diverse range of knowledge gained through their own work. It is believed that the consolidation and sharing of this useful information and its effective utilization by a company can enhance its organizational strength. This is why the "knowledge management" method is attracting attention. In this article, we will explain the basics of knowledge management and the characteristics of the method. It also touches on common mistakes and their countermeasures, so please refer to this article when introducing the method. What is Knowledge Management? First, we will explain basic knowledge about "knowledge management," which is attracting attention in the business scene. First, let's take a look at the meaning of the term, the basic concept, and the effects and merits of its introduction. Meaning of Knowledge Management Knowledge Management (KM) refers to a series of processes in which knowledge, experience, and know-how possessed by individuals in a company or organization are aggregated and shared, and utilized to improve organizational capabilities. The concept of knowledge management is based on "knowledge management" proposed by Ikujiro Nonaka, a management scholar. In his book, he explains the management techniques that Japanese companies should engage in in the future, while unraveling the factors behind Japan's success in the 1980s, when the country excelled in manufacturing. Necessary Concepts for Knowledge Management At the core of knowledge management is knowledge management that converts "tacit knowledge" within an organization into "formal knowledge. Tacit knowledge refers to knowledge, experience, skills, know-how, etc. that are not verbalized and held by individuals. Tacit knowledge is that which is difficult to share unless it is expressed in words or sentences. For example, the sales talk practiced by the company's top salespeople is one example of tacit knowledge. Formal knowledge, on the other hand, refers to knowledge, experience, skills, and know-how that are verbalized in a way that anyone in the company can understand. It is important to transform tacit knowledge of individuals into formal knowledge by expressing it in words, sentences, diagrams, etc., for effective knowledge sharing within a company. Effects and Benefits of Knowledge Management Increased productivity through more efficient operations Knowledge management ensures that the knowledge necessary to carry out work is shared without exception, and prevents inconsistencies in quality from occurring among employees. Employees will be able to easily resolve unclear points on their own, which will reduce the likelihood of work stagnation in the field. It will also be easier to identify unnecessary work and improve work procedures. Improved efficiency of human resource development Visualization of business-related knowledge clarifies the knowledge and skills that should be included in employee training, leading to more efficient training. It is also possible to learn from the work styles of veteran employees and excellent employees to raise the overall level of knowledge and skills. Another benefit is that it prevents the division of duties and facilitates a smooth handover. Improved customer management Enhanced knowledge management is expected to centralize your company's customer data and increase responsiveness. By sharing customer data within the company, which was previously held by a specific employee, it is possible to respond quickly and improve the quality of service. It is also effective in enhancing cooperation between departments. Back to Table of Contents Knowledge Management Methodology What methods can be considered when incorporating knowledge management into your company's management? Here are some typical methods of implementing knowledge management. Utilize the SECI model The SECI (SECI) model is a typical framework for knowledge management. It provides specific procedures for sharing individual knowledge and experience throughout the organization to generate new discoveries and innovations. The process in the SECI model is divided into four steps: Socialization, Externalization, Combination, and Internalization. The key to successful results is to follow this cycle in your efforts. Introduce dedicated knowledge management tools. This is a method of introducing dedicated information sharing tools for knowledge management. These products are called "knowledge sharing tools" or "knowledge bases. Adopting an existing tool is less burdensome than building your own dedicated system. Some dedicated tools include FAQ and SNS functions. By creating a database of knowledge, users can smoothly go through the business process of asking and answering questions, making corrections, and updating information. This can be expected to increase work efficiency and productivity. However, if the number of files and documents created increases and categorization becomes complicated, it may take time to reach the necessary information. It is important to organize information appropriately and to select tools with enhanced search functions. Back to Table of Contents Common Knowledge Management Failures and Countermeasures While there are many successful knowledge management measures, there are also many cases of failure. In order to get the hang of success, we will provide information on common failures and their countermeasures. Failure to gain employee understanding and foster a culture of utilization This is a failure to create an environment in which it is easy for employees to accumulate knowledge or to motivate them to do so. If there is no benefit to sharing information in the first place, or if employees are too busy with their normal work to have the resources to input information into IT tools, knowledge will not be accumulated. In addition, organizational cooperation may be hampered by the desire to prevent internal rivals from learning about one's know-how. To address these issues, it is effective to make it known that knowledge sharing leads to positive personnel evaluations. Let managers and executives express their appreciation and praise for employees who actively share their knowledge. We recommend that you also begin to create an environment where knowledge sharing opportunities are regularly scheduled and where employees can provide knowledge to each other. Lack of clear operational rules makes data difficult to use. Failure to provide sufficient explanation of the introduced knowledge sharing tool, resulting in a loss of usability. If no operation rules are provided in advance, employees may accumulate data in an unregulated manner. This can lead to a situation where necessary information is not found or a lot of unnecessary data is registered, making it difficult to use the tool. To prevent such a situation, it is important to clearly state your company's policy when introducing a knowledge sharing tool. By establishing a method for registering and managing data, you can easily access the knowledge you need. Employees are reluctant to use the tool due to operability problems. This is a failure that reduces the number of users due to problems with the usability of the knowledge sharing tool. If the tool is difficult to understand how to operate or if it is time-consuming to register data, it may put a burden on employees. This can lead to a situation where business efficiency declines despite the introduction of the tool. When introducing a knowledge sharing tool, it is advisable to conduct a test operation using a free trial to check for operability problems. When selecting a tool, it is ideal to receive feedback from the person in charge in the field. We recommend that you download the product documentation as well as confirm even the feel of the product. Back to Table of Contents Knowledge Management Improves Business Operations and Organizational Strength! This article describes knowledge management, which improves the organizational strength of a company. Valuable tacit knowledge may exist within an organization that has not yet been shared. It would be ideal if tacit knowledge could be converted into formal knowledge and useful expertise and skills could be more widely and effectively utilized. When introducing a knowledge sharing tool or creating a knowledge sharing mechanism, we recommend "learningBOX," which can flexibly respond to the manualization of work. learningBOX, an e-learning system, offers a complete set of functions for creating and distributing teaching materials, managing grades, and managing students. We recommend that anyone can easily build a web-based learning environment. Furthermore, when combined with "learningBOX ON," to which a wide variety of training content can be added, original teaching materials can be designed and the scope of knowledge sharing will be further expanded. For your knowledge management measures, we encourage you to use this convenient service for in-house production of training content creation. Up to 10 accounts of learningBOX can be used free of charge. Please feel free to try our free plan first. ▼Here's another recommendation! Also read. Back to Table of Contents
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Advantages and Disadvantages of In-House Training|Explanation of Key Success Factors

Employee training is designed to enhance employees' skills and understanding of the business. Typical examples include communication training, training for new employees, and training for managers. However, many companies leave training to outside training companies and may not be able to grasp the effects of training. In this issue, we will discuss the advantages and disadvantages of in-house training, suitable themes for in-house training, and tips for success. Let's take this opportunity to review how you conduct employee training and link it to the growth of your business. Table of Contents 01Merits and Demerits of In-House Training Advantages Disadvantages 02Training suitable for in-house production and outsourcing Training topics suitable for in-house production Training topics suitable for outsourcing 03Key Points for Successful In-House Training Clarify competencies Establish an evaluation system for instructors Regularly update training content Appropriate allocation of content to be produced in-house 04Improve the efficiency of human resource development by internalizing training programs! Advantages and disadvantages of bringing training in-house First, here are some of the advantages and disadvantages of bringing training in-house. When promoting in-house training, take measures to reduce the disadvantages while taking advantage of the advantages. Advantages You can expect to improve the skills of the employees who serve as instructors. When training is conducted in-house, personnel are selected from within the company to serve as instructors. The advantage is that the employees who serve as instructors can expect to improve their skills, since training requires not only speaking, but also the ability to convey know-how and knowledge and to have the participants understand. By being creative and creative in making the training content easy to understand, we can improve the skills of both the instructor and the participants. Easier to implement training directly related to business content The advantage of in-house training is that it is easier to implement training that is directly related to the content of the business because it is conducted by personnel who are involved in the company's operations. It is easy to construct a curriculum that matches management strategies and the work environment, and to provide highly unique training programs. Easy to revise and update training programs If the production of training content is completed in-house, it is easy to revise and update programs in response to changes in laws and regulations or social conditions. If the content is outsourced to an external training company, in many cases it is not possible to change the content, and even if they are able to do so, it is costly. On-site know-how can be accumulated in the company. When training is outsourced, what can be learned are general business skills and knowledge. The advantage of bringing training in-house is that you can share company-specific know-how and knowledge held only by specific personnel. Knowledge assets can be accumulated within the company, making human resource development and team building easier even as human resources become more mobile and work styles more diverse. Disadvantages May increase internal costs In-house production of training programs may increase costs compared to outsourcing, since the entire series of tasks must be performed by in-house resources. Specifically, training instructors, planning, creating training programs, arranging training venues, and measuring effectiveness all require a certain amount of cost, time, and effort. After considering the purpose of in-house production, make sure that the benefits are worth the increased costs. Need to train instructors from scratch. Since the employees who will serve as instructors are not likely to be professionals in teaching, it is necessary to train instructors from scratch if training is to be conducted in-house. Insufficiently trained instructors may provide their own style of instruction, making it difficult to provide appropriate guidance. It is a good idea to have employees who will serve as instructors receive the training necessary for human resource development in advance. Typical examples include delivery skills in public speaking and facilitation skills. It is recommended to train several people to serve as instructors so that the quality of the training can be assured even if the instructor role is taken over. Inability to acquire outside expertise and know-how When training is conducted in-house, it is difficult to acquire knowledge and know-how that the company does not have. The reason for this is that everyone from the instructor to the trainees is made up of employees of the company. If new experiences and perspectives that have not penetrated the company cannot be acquired, it may not lead to the improvement of skills and motivation as expected. Lack of standards for training outcomes and satisfaction. Professional training companies generally establish standards for training-related results and satisfaction, and conduct interviews and questionnaires with employees after implementation. However, when training is conducted in-house, there are many cases where training is conducted without standards, and the results tend to be disregarded. Ideally, standards regarding knowledge retention and penetration should be designed and checked after the training is conducted. Back to Table of Contents Training Suitable for In-House and Outsourcing In employee training, it is effective to use both in-house and outsourced training depending on the content, so that outside perspectives can also be incorporated. The following is an overview of the types of training suitable for in-house and outsourced training. Training themes suitable for in-house production Training aimed at sharing management philosophy and vision Explanation and sharing of management philosophy and vision are training themes that are difficult to outsource and suitable for in-house production. Since these contents are unique to the company and cannot be persuasively explained by an external lecturer, having an employee of the same company who has a deep understanding of the subject matter will increase credibility. However, it is important to note that if there is a difference in enthusiasm between the instructor and the participants, the content may not be conveyed in a one-sided manner. For example, in training programs for mid-career employees or new employees who have little sense of belonging to the company, there is a tendency for a difference in enthusiasm to emerge. The trick is to make sure that the lecturers are sympathetic and convincing, for example by drawing on their own experiences, or by having management or leaders take the stage. Training on company-specific rules Training aimed at understanding company rules needs to be conducted multiple times for each topic, and it is more efficient to conduct it in-house. By dividing training into themes of varying importance, such as the use of common IT tools, information security, and personnel evaluation, you can aim for the permeation of company rules. Training related to job types and job descriptions Training related to practical work is a desirable theme to be produced in-house, as it is easy to reflect the company's know-how and awareness. The advantage is that participants can deepen their understanding of work procedures, points to keep in mind, and their importance, and instructors can reconfirm these points. Even in workplaces where on-the-job training is the norm, there are cases where in-house training is held in order to prevent the work from becoming too individualized. Training topics suitable for outsourcing Training on general knowledge appropriate to job level For basic topics required in business, professional instructors are more accustomed to teaching and can provide high-quality training. For example, consider outsourcing when conducting level-specific training, such as business etiquette courses for new employees or labor management training for managers. Training on specialized knowledge and the latest case studies When learning about specialized knowledge or the latest case studies used in the industry, it is more cost-effective to outsource the training, as it places a heavy burden on the instructor. Check your company's human resource development policy and the instructor's training track record, and select the most suitable external instructor to improve your organization's capabilities. Training on proprietary know-how When dealing with know-how or management methods originally developed by other companies, it is common to invite the person in charge from the company that developed the know-how or management methods or from an affiliated company to serve as a lecturer. However, since the person in charge may not be familiar with the training program, it is important for the company to take the initiative, for example, by communicating its requirements for the training program in a preliminary meeting. Back to Table of Contents Key to Successful In-House Production of Training What points should you be aware of in order to promote the in-house production of training programs and link it to the development and growth of human resources? Here are some tips for successful in-house training. Clarify competencies Competency is a term often used in human resource systems and human resource development to describe the behavioral characteristics of individuals who excel in a particular job or role. Behavioral characteristics refer to the ideas that underlie an individual's behavior in a certain way. In some cases, in business settings, it refers to know-how, expertise, and skills. If training is to be conducted in-house, define competencies that match the content. For example, if training is to be conducted on leadership development, the "image of the leader the company seeks" must be clearly defined before it can be reflected in the content. It would be a good idea to find role models within the company and ascertain their behavioral characteristics through questionnaires or other means. Establish an evaluation system for instructors. When conducting in-house training, design an evaluation system for instructors in addition to standards related to results. If instructors' behavior during training is evaluated, it will prevent the training from becoming merely an opportunity to distribute materials and provide knowledge, and it will also help instructors improve their skills. If your company does not have an instructor training program or past in-house training experience, it is recommended that you consult with a company that provides in-house training support services. Update training content regularly. Training content is not completed once it is created. Review and update the content each time you conduct training to improve the quality of the content. If there are laws, regulations, or systems related to your business, it is also important to check for any amendments or operational changes. Appropriately assign content to be produced in-house. As mentioned above, some training content is suitable for in-house production while others are not. It is important to appropriately assign content to be produced in-house, taking into consideration factors such as cost, instructor training level, originality, and expertise. Back to Table of Contents Streamline Human Resource Development by Bringing Training In-House! In this issue, we have explained the advantages and disadvantages of in-house training and the key points for success. Although in-house production of training may seem like a high hurdle, it can be achieved if the training of instructors and the distribution of content are properly conducted. In order to avoid losing the knowledge and skills that your company possesses due to personnel turnover, you should work on in-house production of training programs. To create the materials necessary for in-house training, please use our "learningBOX," an e-learning system equipped with functions essential for in-house training, such as creating and distributing teaching materials and managing trainees. Courses can be designed according to the content of in-house education, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have earned it a favorable reputation, 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 please feel free to contact us if you are considering in-house production of training programs. We also recommend this! Also read Back to Table of Contents
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Diversified recruitment tests and web tests, what types are there?

In the selection process for job hunting and mid-career change (mid-career hiring), there is always an employment examination. In addition to the measures to be taken by those who take the test, companies that conduct the test must also select and prepare for the most appropriate test for their company. In this issue, we will introduce a variety of recruitment tests and look at the patterns of implementation and points to keep in mind when conducting them. If you are in charge of recruitment in a company's human resources department, please take a look at this article for reference. Table of Contents 01Types of Employment Examinations Written Examination Aptitude Test Interview test 02Introduction Pattern of Recruitment Examination Written recruitment test Web-based Recruitment Examination 03Types of Web Tests SPI (Synthetic Personality Inventory) CAB (Computer Aptitude Battery) GAB (Graduate Aptitude Battery) TAP (Test of Academic Proficiency) IMAGES Uchida Kraepelin Test Tamatebako TG-WEB 04Precautions for Conducting Aptitude Tests Focus on reliability Confirm that the test is in line with your company's needs Do not rely on test results 05Summary Types of Employment Examinations There are three main types of employment examinations conducted by companies Written test This is a written test to evaluate the applicant's abilities. The specific content of the test includes general common sense questions to ascertain whether the applicant has the qualities necessary to be a member of society, and essays to ascertain what kind of ideas the applicant has. If the company focuses on technical or professional positions, a specialized test related to that field will also be required in many cases. Aptitude Test There are aptitude tests to determine a candidate's aptitude and personality for the job. Aptitude tests can be taken at home on a computer or at a test center. SPI3, CAB, and GAB are used by many companies. Interview test This is a face-to-face test in which you will be asked about your personal PR and reasons for applying for the job. Interviews include individual interviews, group interviews, and group discussions. This test method is used to evaluate the applicant's personality in a way that the written test cannot. It is an essential test in determining the final acceptance or rejection of an applicant. Back to Table of Contents Introduction Patterns for Employment Examinations There are two main patterns of employment examinations: written and web. Both have advantages and disadvantages, so choose the one that best suits the characteristics of your company. Written employment examination First, let's look at the merits and demerits of the written employment examination. Merits of Introducing a Written Employment Test The advantage of a written test is that it can determine the applicant's personality, which cannot be determined from the application documents alone. If you conduct the test at your company, you can also check whether the applicant is able to greet people and has good business manners. Also, if you set the venue and time, it will be easier to supervise the test and prevent fraud. Disadvantages of using a written employment test The disadvantage of using a written employment test is that it is a manual process, which takes time and costs a lot of money to compile. In some companies, the scoring and results are managed by the company's own staff rather than outsourced to a third party, placing a heavy burden on employees. In addition to the cost of preparing question papers, there may be additional service fees and storage costs if transportation is required. Web-based Recruitment Examination Next, let's look at the advantages and disadvantages of the Web-based recruitment test. Advantages of Introducing Web-based Recruitment Examinations The advantage of introducing Web-based employment examinations is the ease with which test results can be compiled and analyzed. The Web is particularly suitable for recruitment examinations for career-track positions, where there are many applicants. Also, since the information is not managed on paper, problems such as damage or loss of information do not occur. In addition, the increased work efficiency can shorten the recruitment period and reduce recruitment costs. Demerits of Introducing Web-based Recruitment Tests The disadvantage of the Web-based recruitment test is that it is difficult to confirm whether the applicant is really taking the test or not. In fact, some companies have experienced problems due to double testing and web-based recruitment test agents. Therefore, if the test is to be conducted accurately, companies will need to take measures such as supervising the test and requiring applicants to present identification documents, even if the test is conducted via the Web. Back to Table of Contents Types of Web Tests There are numerous types of so-called web tests (aptitude tests) that are used when conducting employment examinations. The main types are as follows SPI CAB GAB TAP IMAGES Uchida-Kraepelin test IMAGES Tamatebako TG-WEB SPI (Synthetic Personality Inventory) See: https://www.spi.recruit.co.jp/ SPI is an aptitude test that measures examinees' personality and basic abilities. It is provided by Recruit Management Solutions, Inc. and is used by many companies. It is especially used in the recruitment of new graduates, but recently it has also been adopted in civil service examinations. The test consists of three parts: verbal, non-verbal, and personality tests. The verbal test is characterized by its knowledge of the Japanese language, and the non-verbal test is characterized by its knowledge of mathematics, arithmetic, and other mathematical subjects. The personality test questions daily behavior and attitudes, and while the difficulty level of the SPI itself is not that high, the number of questions is large, and time allocation must be taken into consideration. In addition to the written test, there are also home web-based tests and tests taken at dedicated test centers. The SPI was upgraded in 2005 and 2013, and SPI3 is the latest version. CAB (Computer Aptitude Battery) See: http://www.shl.co.jp/ CAB stands for Computer Aptitude Battery and is an aptitude test mainly for SEs and programmers. mental arithmetic legality (i.e., the ability to use the rules of arithmetic) Instruction tables Symbols All of these test administrative and intellectual skills and aptitude. You can also research nine characteristics such as teamwork and vitality. Basically, the test is administered as a written test in mark-sheet format, but a web-test version, Web-CAB, is also available. GAB (Graduate Aptitude Battery) See: http://www.shl.co.jp/ GAB stands for Graduate Aptitude Battery, a comprehensive aptitude test. Like the SPI, it is used in many recruitment tests for general trading companies, specialized trading companies, securities firms, etc. It includes verbal, non-verbal, and personality tests. The GAB is similar to the SPI, but the GAB is primarily an ability test that asks about processing ability and requires speed in answering questions. TAP See : https://www.tap-tekisei.com/ TAP is an aptitude test often used in the food and beverage, distribution, and financial industries. TAP is less well-known than other aptitude tests, but its difficulty level is high, and it can be administered with high quality. Comprehensive Type: Standardized test with ability and personality questions Personality type: Personality questions only, and the test time is as short as 15 minutes. Short type: The test is shorter than the comprehensive type, lasting only 30 minutes. The ability test focuses on mathematical knowledge such as four arithmetic rules, profit-and-loss arithmetic, n-decimal system, etc. The test can be taken in written mark-sensing format or via the web. IMAGES See : http://www.shl.co.jp/ IMAGES is an aptitude test that is sometimes used in comprehensive aptitude tests for new graduates. The content is not significantly different from the GAB, but IMAGES is characterized by the fact that the ability test and personality test can be conducted in a short period of time, 30 minutes each. IMAGES is chosen by companies that have many openings and want to measure basic skills in a short period of time. In addition to verbal, non-verbal, and English questions, this aptitude test can also be used to check the applicant's English ability. Uchida Kraepelin Test See : https://www.nsgk.co.jp/uk The Uchida-Kraepelin Test is a unique psychological test administered by the Japan Institute of Psychotechnology. The test consists of simple single-digit calculations for 15 minutes each in the first half and the second half, and shows whether the person taking the test is mentally stable or not. The test is used not only by companies but also by government and municipal offices, since it can confirm whether or not a person can perform a monotonous task precisely and without omissions. Please note that the Uchida-Kraepelin test is not web-based and is basically conducted in writing only. Tamatebako See : http://www.shl.co.jp/ Tamatebako is an aptitude test offered by Japan S.H.L., known for its CAB and GAB. As a web-based test that can be taken at home, it is widely used by major companies. The test is characterized by the fact that it consists of verbal, non-verbal, and English ability tests, as well as a personality test that measures the match with the company and the desire to work. The time available per question is short, and each question must be solved in about 10 seconds. This aptitude test is ideal for measuring the applicant's accuracy and speed. TG-WEB See : https://www.humanage.co.jp/service/assessment/service/tg_web.html TG-WEB is an aptitude test that measures verbal, non-verbal and personality aptitude. Although it is not well known yet, it is more difficult than SPI or Tamatebako, and companies are increasingly introducing it. The TG-WEB is not a written test and can be taken online or at a test center. Back to Table of Contents What to Consider When Conducting Aptitude Tests Using aptitude tests in employment testing can provide useful data for recruitment activities. Here are some points to keep in mind when conducting external aptitude tests. Focus on reliability When implementing an external aptitude test, check the reliability of the aptitude test. This is because even if you can introduce an aptitude test at a low cost, it will not be sufficiently effective if it is unreliable. Specifically, you can confirm the reliability by looking at the track record of introduction, such as "which companies have introduced the test" and "how many people take the test each year. Check if it meets your company's needs Next, you should understand whether the test meets your company's needs or not. It is important to use the information obtained from the aptitude test in situations other than recruitment. Correct implementation will make it easier to evaluate, assign, and train employees after hiring. If it is difficult to research, take a look at actual case studies. If there are examples of other companies in the same industry, you can say that the aptitude test will meet the needs of your company as well. Do not rely on test results. Aptitude tests are useful for recruitment, but don't be too concerned about the results alone. The results may vary depending on the physical condition of the applicant. Even if the results are not good, you may find a high performing employee after he/she joins the company. It is important to understand that the aptitude test is only one part of the hiring process, and it is also important to take into account the impression you get when you actually talk to the applicant in an interview and the content of the application documents. Back to Table of Contents Conclusion We have presented various types of employment examinations. Many of the employment tests, both written and web-based, have both advantages and disadvantages. Be sure to incorporate the ability and aptitude tests that are most appropriate for your company. We recommend our e-learning system "learningBOX" because it allows you to utilize functions such as question creation, scoring, and score management for recruitment tests. If you are considering implementing a web-based recruitment test, please try our "learningBOX" for free. ▼Here's another recommendation! Also read. 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What is Knowledge Sharing? Benefits, Cautions, and Secrets of Success

A company has numerous assets, one of which is the unique knowledge and know-how possessed by each employee. In today's business scene, where human resources are increasingly mobile, it is necessary to share knowledge and experience within a company to enhance the competitiveness of the company as a whole. This is why many companies are introducing the concept of knowledge sharing. This article provides an overview of knowledge sharing and the advantages and disadvantages of its introduction. It also provides a thorough explanation of the key points that will lead to the success of the initiative, so please read on if you are considering the introduction of knowledge sharing. Table of Contents 01Fundamentals of Knowledge Sharing What is Knowledge Sharing? Types of Knowledge 02Merits and Cautions of Knowledge Sharing Advantages Cautions 03Key Points for Successful Knowledge Sharing Appoint a person in charge of knowledge sharing Utilize the SECI Model Implement knowledge sharing tools 04Promoting Knowledge Sharing Initiatives to Optimize Operations Fundamentals of Knowledge Sharing In recent years, the term "knowledge sharing" has been increasingly heard in the business world. If you are concerned about human resource development or improving organizational capabilities, knowledge sharing can prevent knowledge from becoming a gentry and improve company-wide skills. First, let us introduce the basics of knowledge sharing. What is knowledge sharing? Knowledge sharing is a method of sharing experience and know-how throughout the organization that has a positive impact on a company's sales activities. Knowledge is the katakanaized form of the English word "knowledge. It is introduced with the aim of spreading the knowledge and problem-solving techniques of talented people throughout the organization, leading to improved productivity and sales, and faster decision-making. A series of processes to consolidate knowledge within a company by promoting knowledge sharing and utilizing it to improve organizational capabilities is called "knowledge management. Types of Knowledge There are two types of knowledge: "tacit knowledge" and "formal knowledge." Knowledge sharing refers to a mechanism for converting tacit knowledge to formal knowledge. Tacit Knowledge Tacit knowledge is subjective knowledge based on personal experience and intuition that is difficult to verbalize or diagram. Tacit knowledge includes rules of thumb acquired in the field, sales techniques used by top salespeople, and so on. Tacit knowledge is difficult to share with others, and tacit knowledge tends to be impersonalized, making it difficult to spread and utilize throughout the organization. In many cases, the knowledge is lost from the company due to the retirement or reassignment of personnel with the knowledge. Formal Knowledge Formal knowledge is knowledge that can be explained objectively and logically. It refers to tacit knowledge that has been converted into language and manuals. By converting tacit knowledge into formal knowledge, the expertise and skills of talented personnel can be easily understood by others and utilized in management strategies. Back to Table of Contents Advantages and Cautions for Knowledge Sharing The next section describes the advantages and disadvantages of promoting knowledge sharing that you should be aware of. Ideally, you should be able to cover the disadvantages while taking advantage of the benefits of implementing knowledge sharing. Merits Leads to improved work efficiency and productivity Knowledge sharing can lead to improved work efficiency and productivity because it allows the successful business rules possessed by individuals to permeate the company. The appeal of this system is that it can be expected to be effective regardless of individual experience and ability. It will also improve the skills of the entire workforce, and help the company move away from being a company where only a few talented individuals continue to achieve results. In addition, the trick to achieving operational efficiency is to share not only successes but also failures. The reason for this is that by sharing and analyzing even minor failures, a system can be established to prevent the same failure from repeating itself. Collaboration with other departments can be strengthened. Knowledge sharing enables visualization of findings that have been understood only by specific departments, which helps to strengthen cooperation with other departments. Mutual understanding between departments will increase, and it will become easier for employees to communicate with each other from the same perspective. As a result, productivity can be improved, information can be shared smoothly, and new ideas and content can be generated. The introduction of knowledge sharing is more effective for organizations that are divided into multiple departments and do not have an environment in which employees can interact with other departments. Business know-how can be accumulated in the company. Another advantage of implementing knowledge sharing is that it allows the company to consolidate and centrally manage knowledge held by individuals. By utilizing the know-how accumulated in the company, excellent human resources can be developed efficiently even in today's age of increasing human resource mobility. For this reason, it is recommended that industries and business sectors with a high turnover of human resources engage in knowledge sharing. Leading to Cost Reduction If knowledge sharing is widely implemented within a company, it is easier to organize information to be transferred at the time of handover, leading to reductions in handover time, labor, and costs. Smooth and appropriate handover makes it easier to maintain good relationships with customers, preventing loss of trust and problems. Easier to Adapt to Diverse Work Styles Knowledge sharing is also an effective measure for companies with employees with different work styles. For example, when telework or remote work is introduced as part of work style reform, it tends to be difficult to share knowledge gained in the course of work within the company. In this respect, if you routinely work on information transfer through knowledge sharing, it is possible to prevent knowledge from belonging to a particular person and to make use of it in corporate activities. Cautions Costly to introduce the tool Generally, dedicated information sharing tools and chatbots are used to implement knowledge sharing. While some services are free, many tools require initial and running costs. It is important to clarify your knowledge sharing policy and budget in advance, and introduce a tool with sufficient operability and functions. There is a risk of not being able to spread within the organization. In many cases, veteran employees who possess a lot of knowledge are busy and find it difficult to devote time to knowledge sharing. Therefore, there is a risk that knowledge sharing may not permeate the organization, even if it is introduced in some companies. In particular, companies that use a performance-based approach must consider the possibility that employees may be reluctant to share their own know-how with others. It is necessary to explain the importance of knowledge sharing before implementing the measures and convey the benefits to veteran employees as well. Back to Table of Contents Key to Successful Knowledge Sharing What are the key points to keep in mind in order to practice knowledge sharing and use it to improve the efficiency of corporate management? Here we explain three points. Appoint a person in charge of knowledge sharing Ideally, knowledge sharing should be promoted by selecting a dedicated person or team, called a knowledge manager. Since there are a wide range of initiatives related to knowledge sharing, this role is required to lead the field in order to ensure that it takes root. The person in charge is responsible for understanding the company's issues, determining the scope of knowledge to be shared, and explaining the purpose of the operation to the members. It is advisable to select personnel with excellent skills and know-how so that they can not only act as a flag bearer but also actively share knowledge themselves. For example, there have been cases where veteran employees or employees who have achieved high results have been appointed as the person in charge. Utilize the SECI Model The SECI model is a framework for turning tacit knowledge into formal knowledge and sharing it within an organization, and then combining the formal knowledge to discover new know-how. The SECI model is called the SECI model from the initial letters of four English words meaning "Socialization," "Externalization," "Combination," and "Internalization," which are the four processes required for the initiative. To maximize the effectiveness of the SECI model, it is necessary to create an environment in which tacit knowledge can be easily expressed and to increase the knowledge assets held by the company. It is effective not only to introduce knowledge sharing initiatives, but also to provide the company with a place where tacit knowledge can be expressed and to offer incentives for such expression. Introduce knowledge sharing tools. As mentioned above, the introduction of dedicated tools is essential for knowledge sharing initiatives. Dedicated tools are called knowledge sharing tools, knowledge management tools, knowledge bases, and so on. Each tool is equipped with SNS and FAQ functions that allow users to ask and answer questions to each other, thereby facilitating smooth knowledge sharing. The key to selecting a knowledge sharing tool is to consider its ease of use. Knowledge sharing needs to be a company-wide effort, so choose a tool that can be used by a wide range of people, from young employees to veterans. A system that is simple to use and easy to understand is more likely to take root. In addition, as the number of documents increases, it may take time to access the necessary knowledge. It is also important to adopt a tool with an extensive search function to encourage employees to actively use the system. Back to Table of Contents Let's promote knowledge sharing initiatives to optimize our operations. In this issue, we have introduced the characteristics of knowledge sharing, the advantages and disadvantages of its introduction, and the secrets of its success. The practice of knowledge sharing is indispensable to prevent the harmful effects caused by the impersonalization of knowledge. Let's consolidate know-how held only by specific personnel into the company and optimize business operations. We recommend "learningBOX" for creating manual videos for knowledge sharing tools. This system supports the creation of a Web-based learning environment, including the creation and distribution of manuals according to the characteristics of the tools and management of employee attendance. The system can be operated intuitively, and original e-learning materials can be created without specialized knowledge. 10 accounts can use almost all functions for free. We also recommend this plan! Also read Back to Table of Contents

What is the progress management method that makes learning effective?

In situations where training is conducted, such as employee training, it is important to maximize the effectiveness of the learning process. If learning is not conducted effectively, it can lead to wasted time. However, as an educator, there may be times when you are concerned about whether your learners are engaged in the learning process. If you want to improve the effectiveness of learning, it is recommended that you engage in progress management. In this article, we will explain the necessity of managing learning progress and how to manage progress. If you are in a position to provide education, please refer to this article. Table of Contents 01The Need to Manage Learning Progress To promote education efficiently To implement course corrections as needed 02Three methods to manage learning progress Apps Daily report Gantt chart 03What is an effective "LMS" for learning progress management? 04Benefits of Using an LMS for Learning Progress Management Advantages for Companies Benefits for Learners 05Flow of implementation of LMS 05Summary Need to manage learning progress To begin with, progress management is to implement a predetermined plan and then check whether there is any discrepancy between the plan and the current situation. No matter how perfect the plan is, it is not uncommon for things to go wrong. Even in such cases, if progress is managed well, the effectiveness of learning can be enhanced. The need to manage learning progress is as follows To make education more efficient It is important for those who provide education to set up an education schedule within a reasonable range for the learners. If education is conducted blindly without a plan, there may not be enough time for the learners to master the content they have learned. Progress management is important to ensure that the content is retained and that education is conducted efficiently. To implement course correction when necessary It is not unusual for some learners to take a long time to master what they have learned. When learners feel that they are behind others, their motivation may decline. It is important to manage progress to ensure that all learners are on track to master the content, and to correct course corrections from time to time. Back to Table of Contents Three Methods to Manage Study Progress In order to manage study progress, it is necessary for learners to keep a record of their study time and review their study records. The following methods will help facilitate progress management. Apps Today, there are many free smartphone apps that are suitable for managing study progress. By using an app to visualize which items were studied and for how long, learners can easily check their progress. While apps are an easy way to check progress management, they have the disadvantage of requiring learners to keep records, which makes it difficult for those conducting the education to check. Daily Report Adopting a daily report as a method of progress management is also effective. For example, you can ask the learners to write a daily report after the training time is over, and keep a daily record of their progress. Daily reports can be handwritten or recorded digitally using Excel, etc. There are many different ways to record the information. While daily reports are also useful for tracking progress, they can be burdensome for the learner. It is essential to devise a system that encourages students to fill in the blanks so that they do not "just write to fill in the blanks. Gantt Chart Gantt charts are often used for scheduling. It is also an effective way to manage the progress of learning, as it provides a bird's eye view of the entire situation. While it has the advantage of providing a bird's eye view of the entire schedule, the disadvantage of Gantt charts is that they are difficult to revise. The more detailed the chart is, the greater the burden when revisions occur. Back to Table of Contents What is an effective "LMS" for learning progress management? Methods of progress management using applications and daily reports can be burdensome and difficult in some situations. If you want to implement more effective learning progress management, we recommend the use of an LMS. LMS stands for "Learning Management System," and in Japanese it is called a "learning management system," which is the basic system for implementing e-learning, and is used in situations where you want to centrally manage education within your company. Before the Internet became widespread, learning was conducted using CDs and DVDs. However, this method made it impossible for educators to grasp the extent to which learners were engaged in their studies. Later, with the development of the Internet, e-learning became widespread, and the need for an LMS increased. The LMS allows learners' information to be registered and their progress to be monitored. LMSs are ideal for learning progress management because they allow for more detailed analysis, such as which areas learners are struggling with. Back to Table of Contents Advantages of Using an LMS for Learning Progress Management Using an LMS for learning progress management is not only beneficial to the company, but also to the learner. When considering the introduction of an LMS, it is important to understand the advantages of each. Advantages for Companies The advantages of using an LMS for learning progress management for companies are the following two points. Advantage 1: Easier management of learners' learning status By using an LMS, the person conducting the education can monitor the progress of the learners in real time. Knowing what learners are studying and what they are not studying will make it easier to communicate with them regarding educational content. Advantage 2: Individualized follow-up is possible. The LMS makes it possible to grasp each learner's areas of strength and weakness. If a learner has difficulty in a certain area, it will be easier to provide individualized follow-up, such as concentrating education on that area. Benefits for Learners There are two advantages for learners who use an LMS to manage their learning progress Advantage 1: Increased learning effectiveness With an LMS, the learner can check the results of tests and other tests prepared by the education provider. This makes it possible for learners to know what they are struggling with and what they need to focus on. As a result, it becomes easier to maintain goals and increase the effectiveness of learning. Advantage #2: Easier to set up a learning outlook When learning is managed in an LMS, learners know where they need to start their study. Also, if the learning destination is clear, such as how far they need to go to finish the course, it will be easier for them to make their learning prospects clear. Back to Table of Contents Flow of Implementing an LMS When implementing an LMS, the first step is to clarify the purpose of the implementation: there are many types of LMSs, so unless you have a clear idea of what you want to achieve, you will not be able to select an LMS that fits your company. For example, "I want my employees to efficiently acquire the knowledge necessary for their work. Once the objectives have been determined, an operational system must be put in place, and various personnel must be assigned to the LMS, such as a person in charge of content creation and a person in charge of grade management. It is important to determine who within the company will be in charge of what, so that operations will proceed smoothly after implementation. Finally, select a vendor. When selecting a vendor, check the ease of use and support system. In addition, there are two types of LMS: cloud-based and on-premise. Cloud-based LMSs can be used in a virtual environment in the cloud and require only a fixed fee. On the other hand, the on-premise type is developed and operated in-house and offers superior customizability, but requires more time and money for implementation and operation. Each has different merits and demerits, but considering ease of implementation and cost, we recommend that you choose the cloud computing type. Back to Table of Contents Conclusion In this issue, we have explained how to manage progress to make learning more effective, as well as an overview of LMS and the advantages of using it. LMSs are often used to manage the progress of learning, and it is important to understand the process and benefits before deciding whether or not to introduce an LMS. There are many types of LMSs available, but our "learningBOX" is one of the most popular. It not only creates and distributes questions, but also provides a full range of management functions such as member management and grade management. First, please try our free plan, which is available free of charge. We also recommend this one! Also read Back to Table of Contents
What's the purpose of training?
<br>examples and the keys to a successful in-house training program

What's the purpose of training?
examples and the keys to a successful in-house training program

Training for a purpose! Typical examples of major training programs Training is provided at various times, such as when new employees join a company or when they are promoted. Training is indispensable for developing excellent human resources, but it is important to choose the right training program that matches the environment of your company and the issues you want to solve. This article explains the different types of employee training, their respective merits and demerits, and points to note. Click here for Table of Contents Employee training is classified into three categories according to purpose Specific training methods OJT and Off-JT Benefits of e-learning training, which is on the rise Three points that lead to successful training Conclusion Employee training is divided into three categories according to purpose There are many different types of employee training programs, which can be categorized into three main types depending on their purpose. Before conducting employee training, it is important to understand exactly which type of training is being used. The following are the types of training and specific examples of each. 1) Hierarchy-based training Training by job level is training that is conducted for each employee's job level. The objective is to acquire the skills and attitudes essential for each level. Examples: New employee training, management training, managerial training 2) Job-specific training Job-specific training is training for specialized knowledge that meets the needs of each job category, and is generally conducted for each department. For example, salespeople learn sales skills, call center staff learn telephone skills, and general affairs and accounting staff deepen their knowledge of PC skills, bookkeeping, etc., to improve their practical skills. Examples: Sales training, human resources training, marketing training Theme-specific training Theme-specific training is a training program that picks up the ideas and skills that the trainees are expected to acquire and concentrates on them. Training themes are selected based on the company's business development and the challenges it faces. The objective of this training is to have participants learn what you want them to learn, regardless of their job level or position. Examples: Communication training, risk management training, business manner training Specific training methods OJT and Off-JT There are two major training methods. It is essential for efficient training to understand the differences between them and use them according to the purpose. Let's review the differences and advantages and disadvantages of each. OJT (On the Job Training) OJT is an educational method in which trainees acquire a variety of business knowledge through practical experience in the workplace under the supervision of an instructor. On-the-job training is conducted in the course of regular work duties, with experienced supervisors and senior employees in the department serving as instructors. This is a way to acquire working-level knowledge and skills that are not found in manuals. The objective is to have trainees output the knowledge they have actually learned through their work, and to have them become human resources capable of making an immediate contribution to the company. One of the features of on-the-job training is the close proximity between the employee receiving the training and the instructor, which allows the employee to ask questions and build relationships within the department. However, there may be times when there is not enough time to provide guidance while performing normal work duties. If the department is in its busy season or suffering from a shortage of staff, it may be difficult to provide solid guidance. Off-JT (Off the Job Training) Off-JT, also known as "off-the-job training," is a method of temporarily leaving the workplace to acquire knowledge and skills through programs created by in-house training staff or outside training organizations. The objective is to build a solid foundation by acquiring universal knowledge of business fundamentals and company theory. Off-JT allows training to be conducted for a large number of people at the same time, preventing knowledge variation among employees. Another feature of Off-JT is that it allows employees to learn a comprehensive range of knowledge, compared to OJT, which tends to be biased toward teaching knowledge related to the job at hand. One of the concerns with Off-JT is the cost of outsourcing to outside instructors or renting a venue outside the company. Increasingly, e-Learning-based Training: What are the Advantages? Both OJT and Off-JT have advantages and disadvantages, and it is difficult to decide which is better. It is important to fully understand the characteristics of each and use them in different ways. In recent years, e-learning training has also been attracting a great deal of attention. e-learning training is a type of off-JT because it is not conducted on the job, but rather involves a strong element of classroom learning. E-learning training has spread as a part of remote work in the Corona disaster, and more and more companies are now adopting it due to its various advantages. The first is the ability to learn at one's own pace and the high knowledge retention rate due to repetition. The second is that the use of a learning management system (LMS) significantly reduces the burden on the company. In the future, it will be important to combine on-the-job training and off-the-job training, face-to-face and online training, depending on the purpose of the training. Three key points that lead to successful training There are three key points to keep in mind for efficient training. (1) Clarify the objectives The most important thing is to clarify the purpose of the training. Without a clear understanding of the purpose of training, it is impossible to determine effective methods and content. We recommend that the objectives be specific rather than abstract. For example, instead of "to improve sales skills," the training should be in the form of "to develop customer follow-up skills to improve sales performance. The more specific the training is, the easier it will be to visualize what the training will look like afterwards, and the clearer the effects will be, the more motivated the employees will be to take the course. 2) Match the level of the target audience The content of instruction will vary depending on the abilities and skills of the employees participating in the training. The same training program for new graduates and mid-career hires will have different content. What are the deficiencies of the employees to be trained? The content of the training should compensate for those deficiencies. Also, consider whether the content of the training can be taught by in-house personnel. If it is difficult for your in-house staff to handle, consider hiring an outside instructor. 3) Follow-up after the training is also important. Training is not the end of the process, but a thorough follow-up is necessary. Training only once will not stick, and employees will not be able to put the knowledge to practical use. Also, employees who have received training may have questions or concerns. If there is follow-up after the training, questions will be clarified and concerns will be resolved. SUMMARY There are many ways to conduct "training" in a single word. In order to develop excellent human resources, it is important to conduct training with a clear vision of "what kind of human resources the company is looking for. If you are reviewing your training system and considering e-learning training as an option, we recommend our learningBOX. It is intuitive to use and allows you to create original e-learning materials without any specialized knowledge. Many companies use LearningBOX for employee training, and we also offer a free plan that allows you to use up to 10 accounts for free, so please feel free to try it out.  
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How to Create Your Own Aptitude Test
What are the tips and benefits?

In recent years, many companies have introduced aptitude tests as part of their hiring process. The data that can be measured and the methods of utilization vary depending on the content of the test, but there may be those who want to know which aptitude test can measure the data that their company is looking for. In this article, we will explain the basics of aptitude tests, including tips on how to implement aptitude tests that suit your company, as well as the benefits of conducting aptitude tests and the format in which they are taken. We will also introduce a service that allows you to create your own original aptitude tests, so if you are having trouble with your recruitment activities or personnel evaluation, please take a look at this article. Table of Contents 01When are aptitude tests useful? Increasing your company's visibility Making your company more attractive Selection in employment examinations 02What do aptitude tests measure? Ability test: Measures basic abilities such as reading comprehension, calculation, graphics, and general common sense Personality test: Measures human nature, cooperativeness, etc. 03Format of the aptitude test Paper test Web test Take the test at a test center 04Tips for implementing aptitude tests suitable for your company Determine the purpose of conducting aptitude tests Consider the balance between the number of questions and response time Use in conjunction with private tests to obtain more detailed data 05Make original aptitude tests more practical by using tools In what situations are aptitude tests useful? An aptitude test is a test to diagnose a person's aptitude for a job or a new position. The test can be used to assess a wide range of factors, including basic skills, personality, adaptability to the workplace, and general common sense. Below we introduce the situations in which aptitude tests are useful and the advantages of using them. Increasing the visibility of the company By advertising during recruitment activities that "we will provide individualized feedback on the results of the aptitude test," you can expect to increase your company's visibility. Most people who are looking for a job are searching for a company that suits them. An aptitude test that provides an objective diagnosis of the trends in the type of work for which you are suited will be very useful. In addition to the test results, it is a valuable opportunity for the examinee to hear the opinions of those in the field. It will be an opportunity for the examinee to get to know the company by saying, "That company gives me feedback on my aptitude test, so I should apply for a job there. If you are using aptitude tests for new graduate recruitment, it is particularly effective to use them during the internship period or in the early stages of new graduate recruitment, when students are more motivated to self-analyze. Make your company look attractive. By conducting feedback interviews in addition to the aptitude test, you can create opportunities to make contact with examinees. In addition to providing more opportunities to showcase your company, if you are attentive to the examinees during the interview, you can make your company look more attractive by making them think that they will receive generous follow-up services after they join your company, or that they would like to work there because the atmosphere seems to be good. When conducting a feedback interview, it is necessary to choose a proper test that provides a feedback sheet that is easy for the examinee to understand. Selection in the Employment Test Aptitude tests are useful in determining personality, basic skills, and general common sense, which are difficult to see in an interview. It is possible to prevent mismatches between a company and its personnel by providing data on characteristics such as whether an applicant is a good fit for the company and the type of work for which he/she is suited. It is difficult to grasp an applicant's personality only through an interview, and it is not uncommon for the interviewer to be biased in his or her evaluation of the applicant. An aptitude test that can evaluate applicants objectively and impartially can reduce the burden on HR personnel during the selection process. However, it is important to note that a poor aptitude test result does not necessarily mean that the applicant is not qualified for the position. Back to Table of Contents What does the aptitude test measure? The items measured in aptitude tests are mainly divided into two categories: ability tests and personality tests. Since the data obtained from each of these tests is different, select the test items according to what you want to measure. It is also possible to conduct only one of the two tests. Below is an explanation of the elements that can be measured in ability tests and personality tests. Ability test: Measures basic abilities such as reading comprehension, calculation, graphics, and general common sense The ability test measures whether an applicant has the ability to acquire and practice the skills and knowledge required for the job, and whether he/she has the ability to think and react in order to perform the job, from the perspective of logical thinking and numerical processing ability. The questions are similar to those of general achievement tests, such as whether the applicant can read sentences correctly and perform simple calculations, and the level of difficulty is not very high. Personality test: Measures human nature, cooperativeness, etc. Personality tests quantify an applicant's personality, such as human nature and values, to determine whether the applicant can fit in at the workplace and whether he/she is close to the type of person the company is looking for. Personality test results are useful not only in the selection process, but also in determining post-employment assignments and human resource development. In addition, although it is a separate test from the personality test, it can also measure workplace adaptability, such as willingness to be an asset to the company after joining the company and willingness to work, and stress tolerance. Understanding the type of stress to which you are vulnerable will help you avoid the risk of early separation from the company. Back to Table of Contents Aptitude Test Test Format There are two types of aptitude test formats: paper tests and web tests. While it is possible to take the test in-house, it may also be convenient to take the test at one of our test centers located nationwide. Each testing method and venue has its own advantages and disadvantages, so please choose the method that best suits your company after understanding these advantages and disadvantages. Paper Test A paper test is a written test. Since the test is administered by gathering examinees at a venue, it is necessary to arrange a venue and prepare supervisors and other personnel. There are two types of paper tests: objective and descriptive. The objective type is easy to score and tabulate, while the descriptive type is characterized by its ability to measure writing ability. Web Tests A web test is a test conducted over the Internet from a computer or smartphone. As long as there is an Internet environment, the test can be taken anywhere and at any time, eliminating the need to arrange a large venue and assign supervisors, thereby reducing costs. Web-based testing, which can be taken anytime and anywhere, is attractive because it is less burdensome for the test taker and less complicated for the company to tabulate and analyze the test results. Testing at a test center In the case of taking tests at test centers, examinees go to test centers located in major cities throughout Japan. Generally, the test centers are operated by companies that provide aptitude tests, so the testing itself can be outsourced, reducing the amount of time and effort required. Since a supervisor is assigned to the test, the risk of fraud is also reduced. Test takers need to travel to the venue, but since test centers are located nationwide, this reduces the burden of travel compared to conducting the tests in-house. However, it should be noted that there are costs associated with outsourcing. Back to Table of Contents Tips for Conducting the Right Aptitude Test for Your Company The advantage of private aptitude tests is that they are easy to use, but they do not necessarily match the culture of your company or the items you wish to test. In order to implement an ideal aptitude test, it is necessary to consider various points, such as setting objectives, the number of questions, and the balance of response time. Below are some ideas and tips for creating an aptitude test suitable for your company. Define the purpose of conducting aptitude tests Since aptitude tests differ depending on the company that provides them in terms of test items, intended use, and testing methods, it is important to clarify the purpose of implementing the test at your company. When creating questions in-house, it is also important to clarify the purpose of the aptitude test, such as whether the test will be used for employment selection or for assignment and human resource development, and to consider the desired test format and the budget allocated for the test. Consider the balance between the number of questions and response time The balance between the number of questions and response time is also important in an aptitude test. If the number of difficult questions or the number of questions is too large and the response time is too short, the applicant may not be able to answer all the questions within the time limit and accurate data may not be measured. In addition, if the test is too long, the physical and mental burden on the examinee may also hinder accurate data measurement, and negative images such as "this company's aptitude test is too short or too long" may be conveyed to the examinee's surroundings through social networking sites. In particular, when a company conducts both a private test and its own original test, the number of questions tends to increase and the test time becomes longer, so care should be taken. Use in conjunction with private tests to obtain more detailed data When private tests and in-house original tests are used together, it is relatively easy to measure detailed data. It is recommended to use private tests to measure basic academic skills and personality, and to use original tests for more specialized areas or areas that are difficult to identify with private tests. If all of the questions are original, it will require more effort and cost to create the questions. It is recommended that basic content be covered by private tests, and original tests be used to cover areas that cannot be determined from private test data alone. Not only will this save you time and effort in creating questions, but it will also more accurately measure the data you are looking for. Back to Table of Contents Original aptitude tests can be made more practical with tools Aptitude tests are commonly used as a means of employment selection, but they can also be used for personnel evaluation and staffing, and can be useful in appealing to people seeking employment or changing jobs. Aptitude tests vary in format and test items. After understanding the usefulness of aptitude tests, clarify the purpose of implementing aptitude tests at your company, and consider the direction of the test content. For those who wish to create their own original aptitude tests, we recommend our learning management system "learningBOX," which offers a wide range of functions necessary for e-learning. learningBOX allows detailed settings according to learning patterns, such as classes and qualification tests, and can be used to create aptitude test content. Web tests can also be conducted by creating aptitude test content. We also offer a free plan that allows up to 10 accounts to be used free of charge and indefinitely, so why not try it out on a trial basis first? We also have materials available that provide detailed information on the system and how to utilize it. If you are having trouble creating and implementing original aptitude tests, please consider learningBOX. We also recommend this! I also want to read Back to Table of Contents
How can I make learning more efficient at school and cram school?

How can I make learning more efficient at school and cram school?

In order to improve grades, not only the content of study is important, but also the method of study. Students who say, "I am studying hard, but my grades are not improving," may not question their study methods and continue to study without much efficiency. Therefore, this article will explain study methods and how to create an environment that facilitates concentration in order to make learning more efficient. We will also introduce a study management system that enables efficient study, so please read to the end. Study methods that reduce learning efficiency. If you are at your desk for long periods of time and your grades are not improving, it is likely that you are wasting a lot of time while studying. It is important to understand the causes of inefficient study in order to input study content efficiently. Please read the following information while thinking about whether any students have been practicing inefficient study methods. Studying with less sleep In their efforts to raise their grades and pass the school of their choice, many students cut back on sleep to study. However, lack of sleep causes chronic inability to concentrate and reduces study efficiency. Poor concentration will have a negative impact not only on studying, but also on the day of the test. You will not be able to exert your true potential, and your previous efforts may be undone, so you need to make sure that you get enough sleep. Even if you get a good night's sleep, your blood sugar level may fluctuate after lunch, and you may feel sleepy and have trouble concentrating on your classes or studies. In such cases, it is recommended to take a nap for 15 minutes or close your eyes and listen to music to rest your brain. Doing simple tasks such as summarizing notes, making vocabulary books, etc. Many students who spend a lot of time studying but are unable to get results are often satisfied with simple tasks instead of input. While it is important to draw lines in textbooks and summarize important points in notebooks, it is not uncommon for students to mistakenly believe that they have "studied" when in fact they have not learned the content in their heads. If you spend all your time doing these simple tasks, it is difficult to say that you are learning efficiently. Rather than focusing on the amount of time spent studying or the amount of work done, it is important to determine whether the content studied has been retained and whether it is being studied efficiently. Trying to remember everything at once Trying to memorize the entire content of a unit in one go is also not recommended. If you try to memorize everything at once, you will spend too much time on the same page, which will make it difficult to move forward and make learning more efficient. According to the Ebbinghaus Forgetting Curve, which graphically represents the relationship between human memory and time, a person forgets 42% after 20 minutes and 56% after one hour of learning once. Since the human brain is capable of memorizing things by repeating them many times, it is important to review them repeatedly on different days. Kanji characters, English vocabulary, grammar, and history subjects that require memorization should be studied especially repeatedly to consolidate your memory. Use multiple reference books together. It is important to focus on a single reference book and solve problems repeatedly. If you use several reference books at the same time, it will be difficult to finish one book, making it difficult to see the results of your study, which will also lead to a decrease in motivation. Some reference books provide different explanations of how to solve puzzles and focus on different points, which often leads to confusion in the study process. If you use multiple reference books, you need to work on one at a time to lower the learning hurdle; if you master the contents of one book before moving on to the next, you will be able to study without waste. Back to Table of Contents You can do it at your cram school or school! How to create an environment where it is easy to concentrate on studying When studying, the environment around you is another key to efficient learning. What you place around your study space can make a difference in your ability to concentrate, and continually studying in the same place can lead to boredom and loss of motivation. Below are some simple steps you can take to create an environment that makes it easier to concentrate. Do not place anything in the classroom that is not related to studying. When it comes to studying, we tend to focus only on the act of studying, but the environment around us is also important. If there are things nearby that are not related to studying, students will be distracted and have a hard time concentrating. Comic books and other items that might be entertaining for students should not be placed in the study area, as they might tempt them to look at them. On the contrary, if you arrange the area around your study space, it will be easier for students to concentrate on their studies. Since greenery (plants) in your field of vision can help you relax and work more easily and improve your concentration, try placing small houseplants at desks, lockers, near windows, and other places where you can see them. Change the learning environment from time to time. It is recommended that you do not fix your study environment in one place, but have several options to choose from depending on the situation. It is a good change of pace when you get stuck in your studies and makes it easier to continue studying without losing motivation. You can change the learning environment by simply switching the classroom you use with the one next to it, moving to a study room, or ventilating the room. Since it can be moderately easier to concentrate in a place where people are watching you, it is a good idea to try different places, such as a café or library, to find several study areas that suit your personal needs. Back to Table of Contents Study Methods Effective in Increasing Learning Efficiency One of the causes of inefficient learning may be a problem with self-study methods. If you spend a lot of time studying and the results do not come, your motivation to study will decrease. Below, we will introduce an efficient study method that is likely to lead to results. You can start using them right away if you are creative, so please take a look at them. Study using a stopwatch/timer Continuing to study without breaks until you lose concentration is physically and mentally taxing and inefficient. Since the human brain has a fixed amount of time to continue and concentrate, it is recommended to adopt a study method using a timer or stopwatch. By separating the time for concentration and relaxation, such as studying for 25 to 45 minutes followed by a moderate break of 5 minutes, you can study while maintaining a longer total concentration time. It is also a good idea to measure your study time for each subject in order to keep track of which subjects you are not studying enough. By using a timer to measure and record your time, you will have a clear idea of how much time you spend studying each day. If you can visualize the track of your efforts, it will help increase your motivation. Solving problems while using a timer or stopwatch is also a good way to practice time allocation. Since time management is also an important point in periodic tests and entrance examinations with time limits, a study method using a timer can be effective as a test-taking strategy. Distributed study Distributed learning is a good way to consolidate what you have studied. What you learn in class is stored in your brain, but if you let it go, you will soon forget it. Review is still important to consolidate the memory. Distributed learning is not to review what you have learned immediately after learning it, but to review it after a few days to consolidate the memory for a long period of time. You may think that reviewing must be done immediately after learning to be effective, but it is more efficient to leave a few days. Even if you forget something once, don't be in a hurry to review it and recall it again, thereby ensuring that you will have more knowledge that you can retrieve at any time. Adopt a study method that uses skimming time. Studying is not limited to sitting at a desk with a pen in front of you for a set amount of time. Even a short period of time, such as on the way to and from school or before meals, is sufficient for memorizing vocabulary, formulas, and important phrases. Even if each spare moment seems short, if you use it effectively every day and accumulate it, it will become a huge amount of time in a month or a year. It is a good idea to carry around pocket-sized study materials or download a vocabulary book application to your smartphone so that you can study anytime, anywhere, at any time. Back to Table of Contents Introducing an e-Learning System for Greater Efficiency In order to promote learning efficiently, it is also important to consider implementing a learning management system. Recently, e-learning, an Internet-based learning method, has been attracting attention, and is being introduced not only in the educational field but also in companies in a variety of occupations. In addition to an explanation of e-learning systems, the following introduces the advantages of implementing an e-learning system, so if you are interested in an efficient learning management system, please refer to this page. What is an e-Learning System? An e-learning system is a form of learning that uses the Internet, also known as online learning. It is characterized by the ability to study from any computer or smartphone, regardless of time or location, as long as there is an Internet connection. The e-learning system allows students to deepen their understanding by using not only text and drawings, but also video, animation, CG, and virtual reality (VR). By viewing videos, information that cannot be fully understood with still images from reference books and textbooks can be easily understood, and motivation for learning will be increased. Advantages of e-Learning System Implementing an e-Learning system offers benefits to both learners and educators. Learners can study at any time and any place, and can easily deepen their understanding by using video and audio explanations in addition to text and drawings. The e-learning system also allows users to set the order of materials to be reviewed. This will help you learn more efficiently, since you will be able to check the learning progress of each material, eliminating the problem of not knowing which material to start with or forgetting how far you have progressed. For educators, the advantages are not only the reduction of labor and costs, but also the ability to monitor the progress of each individual student and to accumulate clear data on past educational know-how. This is also an attractive feature of the e-Learning system, as it allows for quick checking and tallying of results. Depending on the system you choose, you can even use smartphones for learning. Depending on the e-learning system you choose, you may be able to study on your smartphone. Smartphones can be used to study regardless of time and location, making it an effective way to use your spare time. After the class is over, a test can be given to see how much of the content the student has understood, allowing the student to efficiently consolidate what he or she has learned. Some questions can be automatically graded on the spot, so you can quickly review the questions you got wrong. Use the e-learning system for efficient learning! In order to promote efficient learning, it is important to check whether there are any problems with the learning methods students are using and to advise students on efficient learning methods that are suited to their individual needs. In addition to learning methods, it is important to know that the environment and schedule management may also affect concentration. If you are considering an e-learning system as an aid to learning efficiency, we recommend our learningBOX. Not only does it allow for efficient learning regardless of time or location, but it also has a full range of features that make it easy to manage student performance and progress. We can also customize the system to meet your learning needs and ensure a smooth implementation. Please try our free plan first. ▼Here's another recommendation! Also read. Back to Table of Contents
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Create video content for internal newsletter.
See effective ideas and the advantages.

In recent years, video content has been gaining momentum as a means of conveying a variety of information in addition to text and photographs. In the midst of this social trend, have you ever wondered if it would be possible to replace your paper-based in-house newsletters with video, or if you would like to know the advantages and disadvantages of producing in-house newsletters with video? In this article, we will explain the merits and demerits of producing in-house newsletters with video. We will also introduce recommended contents, so if you are thinking of producing a company newsletter with video, please continue reading to the end. Background of the increase in the number of companies using video for internal newsletters With the spread of video content, the number of companies producing in-house newsletters with video is said to be on the rise. Factors cited include the increasing use of the Web for in-house newsletters, which makes it easier to incorporate video, and the increasing number of companies adopting teleworking. In particular, it should be noted that teleworking has made it more difficult to communicate within the company, and there is a need for company newsletters that convey information in a more realistic manner. Below is a specific explanation of the background behind the use of video in in-house newsletters. Web-based in-house newsletters One of the reasons for the increase in the number of companies utilizing video in their in-house newsletters is the increasing use of the Web for in-house newsletters. ICT (Information and Communication Technology), which is translated as "information and communication technology," has penetrated into many companies, and the psychological hurdle for communicating information via the Internet has been lowered. This wave has also extended to in-house newsletters, which are now being converted from paper to the Web. Until now, in-house newsletters were mostly printed, but the shift to the Web has made it possible to use video. The spread of YouTube has also encouraged the use of video in company newsletters, and the familiarity of YouTube has spurred the creation of videos in all communities. Corporate initiatives are no exception, and the number of internal newsletters using video is on the rise, coupled with the ease of uploading and convenient functions. Increase in telework The increase in the number of companies adopting telework is one of the reasons why more companies are using video for their internal newsletters. With the spread of the new coronavirus, the promotion of telework is gaining momentum. According to the Ministry of Land, Infrastructure, Transport, and Tourism, the percentage of people who telework will rise from 9.8% in 2019 to 19.71 TP2T in 2020. Although teleworking brings various benefits, one of its disadvantages is that it makes communication among employees more difficult. In addition to making it difficult to maintain work motivation, it can also make it difficult for management to communicate its corporate direction to employees. As a countermeasure, a method of delivering messages directly to employees through video has been attracting attention. Young people are turning away from the printed word The increase in the number of companies utilizing video for internal newsletters is thought to be due in part to the growing trend away from the printed word among young people. According to the results of a survey conducted by the Agency for Cultural Affairs in 2019 targeting men and women aged 16 and older nationwide, about half of the respondents said they "do not read" a book a month. One of the reasons for this result can be attributed to the widespread use of the Internet. Because the Internet provides access to so much information, fewer people are daring to read books. This trend is especially strong among young people, and some companies are producing videos out of concern that paper brochures and text-based company newsletters will not be read. Back to Table of Contents Advantages of Using Video in Company Newsletters By utilizing video in in-house newsletters, more realistic and accurate information can be delivered to employees. While conventional text-based information is conveyed through the use of text, video and audio can also be incorporated to ensure that information is conveyed to the employees who are the viewers of the magazine. Another advantage is the reduction of man-hours required to produce a company newsletter. Below are three advantages of using video for in-house newsletters. Accurate communication of information One of the advantages of using video in in-house newsletters is the ability to accurately convey information. Unlike face-to-face communication, written communication does not allow for voice inflection or gestures. Therefore, it is difficult to accurately convey the writer's intentions. The same is true for in-house newsletters. In a text-only in-house newsletter, the sender's original intention may not be conveyed well, and there may be cases in which employees receive the newsletter in a different way. On the other hand, videos can accurately convey what is intended to be conveyed to employees through the use of facial expressions, intonation, and atmosphere. When communicating the company's direction and vision, a particularly sensitive method of communication is required, but with video, not only information, but also the thoughts and feelings behind the information can be conveyed at the same time. Reduce man-hours and workload Another advantage of using video is that it reduces the man-hours and workload required to produce in-house newsletters. In the early stages of video production, it can take a lot of time to produce a single video due to a lack of knowledge and know-how. However, as you gain knowledge and become accustomed to handling the equipment, productivity will increase. Compared to paper-based media, the time and effort required for photography, writing, printing, and distribution will be reduced. In addition, video content tends to be more versatile and can be used for employee training and presentation materials in addition to in-house newsletters. Engagement can be visualized. By utilizing video in the company newsletter, engagement can be visualized. Engagement refers to the willingness of employees to contribute to the company. By utilizing video and checking numerical values to see what actions are being taken by video viewers, it will be easier to manage employee engagement. By knowing how many people are viewing the videos and the average viewing time, it will be easier to understand the motivation of employees to do their jobs. Back to Table of Contents Disadvantages of Using Video for Internal Newsletters While there are many advantages to using video in in-house newsletters, mainly in terms of information transmission, there are also disadvantages. Below are two disadvantages of using video in in-house newsletters. It takes time and effort to create a video at first. The disadvantage of using video for in-house newsletters is that it takes a lot of time to get used to the production process. If the person in charge does not have experience in video production, each step of the process, including planning, shooting, and editing, will take time and effort. Once the flow of video production is understood, the production speed will gradually increase. As a result, the man-hours and workload required to send out a company newsletter will also decrease, but it is important to understand that a certain amount of implementation cost will be required at first, including the cost of equipment and other costs. Know-how in video production will be required. Another disadvantage of using video for in-house newsletters is that it requires expertise in video production. The first thing to consider is whether or not you have employees with video production know-how; if not, it will take more time because you will have to learn from scratch. In addition, since a variety of tools must be used to produce the video, the selection process must also take into consideration whether the tools are easy to use and whether they have the functions that you want. A certain amount of know-how will be required to determine these factors. Back to Table of Contents Recommended Content for In-House Newsletters Using Video By utilizing video in in-house newsletters, it is possible to create content that incorporates video and audio in addition to text and photographs, making the in-house newsletters even more attractive to employees. Below we introduce three recommended contents for producing a company newsletter using video. Please use them as a reference for creating a new in-house newsletter that has never existed before. Representative Message A message from a representative of the company, such as the president or chairman of the board, is recommended for a company newsletter that uses video. This is a useful way to directly communicate management policies, current performance, and expectations to employees. From the perspective of boosting employee morale, the representative's message is also an important element in determining the future of the company. Telework has been increasingly introduced in recent years, but remote internal communication tends to make it more difficult to convey the company's actual situation and policies. In such cases, incorporating a representative message into the company newsletter will make it possible to convey the company's thoughts and feelings. We also recommend that companies with a large number of employees or offices across the country use a representative message in a company newsletter that uses video. To ensure that the message is delivered clearly, a ticker is also a good idea. Announcement of various awards Various types of award announcements are also recommended as content for company newsletters that utilize video. Specifically, the MVP may be selected as the most active employee for each month, quarter, or year, or the most active department or team may be honored. To motivate employees to "want to win an award, too," it is more effective to include some edits that create a sense of excitement in the video. Incorporating interviews with award-winning employees will make the content even more appealing. Sharing Internal News A section for sharing company news as one of the contents will facilitate the sharing of information within the company and increase cohesion. News such as the introduction of new equipment, announcements of personnel changes, and changes to company rules can be explained using diagrams and illustrations, making the information easier to understand than reading the text alone. Sharing company news is recommended as content because it can also be a catalyst for interactions within the company. It is a good idea to keep your antenna up and research what kind of news is likely to capture the hearts and minds of your employees. Back to Table of Contents e-Learning is the Best Way to Use Video Content With the proliferation of video content, there is a need for change in the way company newsletters are produced. Consider using video to create more attractive in-house newsletters and deliver accurate information to employees. It may take time and effort at first, but as your skills improve, you will be able to produce high quality videos. In today's world of Internet-based communication technology, we recommend the introduction of an e-learning system for easy information sharing. learningBOX allows you to upload videos of in-house newsletters as video teaching materials, and also offers a variety of learning contents for training and in-house education. We have prepared detailed information on learningBOX's services, so please contact us for a free information request if you have any questions about creating a video in-house newsletter or using video content. ▼Here's another recommendation! Also read. 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Boost Employee Engagement Through In-house Training

Boost Employee Engagement Through In-house Training

Raise the level of your company's strength through in-house training! Explanation of specific methods and points to note In order to maintain your company's superiority in the market, it is necessary to effectively promote human resource development through in-house training. Some managers and human resource managers may be thinking, "I want to gather information on how to conduct in-house training," or "I want to know how to conduct training so that the content of the training will take root among participants. In this article, we will explain the purpose and types of in-house training. We will also introduce specific procedures and tips, so if you are looking for information on in-house training, please continue reading to the end of this article. Click here for Table of Contents What is the Purpose of In-House Training? Main Types of In-House Education How to proceed with in-house training The importance of follow-up on internal education Tips for Conducting Meaningful In-House Education Effective In-House Education through e-Learning What is the purpose of conducting in-house training? The ultimate purpose of providing in-house training to employees is to improve the company's bottom line by increasing sales, expanding services, and so on. Necessary elements to achieve this include improving employee skills and cohesiveness. In order to promote internal training more effectively, it is important to clarify the purpose of the training. Below is a description of the typical objectives of conducting in-house training. Improvement of employee skills One of the objectives of in-house training is to improve the skills of employees. Improving the skills of each employee will lead to higher productivity for the company as a whole. The higher the quality of employees and the more highly skilled they are in their respective departments, the more profitable the company will be in the future. In-house training can develop diverse skills such as presentation skills, logical thinking skills, and management skills. In addition, we can also provide support for the acquisition of difficult qualifications that can be applied to individual jobs. When considering how to implement in-house training, if it is difficult to handle in-house due to the "volume of information to be conveyed," "specialized content," etc., one option is to request outside instructors. Enhancement of Company Cohesion In-house training can be expected to improve the cohesiveness of the entire company. By instilling the company's direction, management philosophy, and corporate philosophy, employees will understand management's thinking and create a climate in which they can work toward the same goals. Once the necessity of each and every task that employees were obligated to perform becomes clear, it will be an opportunity to encourage employees to take independent action to achieve higher results. When communicating management and corporate philosophies, it is even more effective to explain why the philosophy was established and the benefits and significance of adhering to the philosophy. To gain the company's credibility Enhancing the credibility of the company is another purpose of conducting in-house training. It is a matter of course for working members of society to have general common sense and business manners. Without common sense and business manners, business partners may wonder if it is safe to do business with this company. If you do not have good common sense and manners, your business partners may wonder if it is safe to do business with your company, which may lead to poor business performance of your company. In order to gain trust externally, employees should be provided with opportunities to learn about general common sense and business manners. In particular, efforts to provide education for new employees are extremely important. Make sure that basic knowledge is imparted to them before they enter into specific business activities. Avoiding Management Risks In-house training can also help avoid some management risks. There are a variety of management risks, but in-house training is particularly effective as a way to avoid human risks. Take the opportunity to teach employees what they should not do as a member of the company, such as information leakage and various types of harassment. It is effective to show actual cases of information leakage and harassment, and what kind of risks can occur. By giving employees a more concrete image of the possible dangers, it will raise each employee's awareness of risk management. Main types of in-house training Since there are multiple means of in-house training, it is important to select the most appropriate method based on the level and target audience of the participants. Whether you want participants to acquire practical business content or knowledge of business etiquette, there are a wide range of objectives. In order to provide effective training, it is important to have a thorough knowledge of training methods. Below we describe three in-house training methods, including on-the-job training and group training. On-the-Job Training (OJT): Learning through Practice OJT (On the Job Training) is an in-house training method for new employees and those with no experience in the industry, in which they gain experience by actually engaging in practical work under a supervisor or senior staff. Starting with simple tasks, the employee is gradually taught more complex and time-consuming tasks to encourage growth. OJT is an education method used by many companies and is a method that is expected to make employees immediately effective, but the speed of growth may vary depending on the department to which they are assigned and the person in charge of education. However, the speed of growth may vary depending on the department and the trainer assigned to the employee. There may be cases where employees are left unattended or assigned only simple tasks because their seniors or supervisors are too busy, making it difficult for them to acquire skills. Group training" is effective in acquiring manners and skills Group training is an effective way to learn manners and skills, as employees gather in a conference room to receive training all at once. Because employees receive training at the same time in a single venue, they are more likely to be influenced by the atmosphere of their surroundings and become more motivated. In companies with multiple locations, employees assigned to other locations may also interact with each other. On the other hand, the time and cost involved are disadvantages. Group training can be further divided into two types: in-house training and external training. In-house training is conducted by executives or supervisors. Because the person in charge of training is directly from within the company, it is effective in communicating corporate and management philosophies. The use of in-house facilities eliminates the need for travel and the cost of hiring outside instructors, but there are also disadvantages, such as the tendency for training to become entrenched in the company's internal philosophy. External training is a method of training by requesting outside instructors. It is particularly effective for improving business manners, acquiring qualifications, and enhancing skills. Because external lecturers are invited, the training can incorporate new opinions and ideas that are not bound by the existing corporate culture. Self-study," in which materials are distributed for educational purposes Self-study, in which reference books and other materials are given to employees to encourage their own study, is another useful educational method. The content can range from acquiring qualifications and skills to understanding management philosophy. The person in charge of training must select, prepare, and distribute the materials, so be sure to have them well prepared in advance. Since self-study is a learning process that depends on the motivation of each individual, the fact that the level of understanding may vary is a disadvantage. How to promote in-house training When providing in-house training, we must not just provide learning opportunities, but must proceed in a systematic manner so that concrete results can be obtained. Before selecting an implementation method, it is important to determine the purpose of the internal training and the schedule for its implementation. The following is a step-by-step guide on how to proceed with in-house training for those who are considering the specifics of implementing in-house training. (1) Set current issues and post-education goals When proceeding with in-house training, first establish the current issues and post-education goals. By clarifying the reasons for conducting training and the issues to be resolved, a training policy will emerge. When implementing the training, it is important to understand what the participants are lacking from a comprehensive perspective, not only from the educator's point of view, but also by listening to the participants themselves, as well as their supervisors and subordinates. After identifying the issues, clarify what state you would like the participants to be in after the training. This will give you a concrete image of the timing and content of the education to be provided. (2) Decide on the timing and period of implementation. After clarifying the issues and goals, decide on the timing and period of implementation. The timing of implementation will be determined by taking into account the internal preparation period, the schedule of outside instructors, and the level of proficiency of the participants. It should be noted that depending on the content of the training, there may be cases where learning cannot be completed in a single opportunity. For example, OJT is based on the premise of mid- to long-term training. Depending on the content of the education, we will proceed with scheduling in a flexible manner. (3) Decide how to implement in-house education. After the schedule has been established, decide on the specific implementation method for in-house training. There are various types of implementation methods, such as OJT, training, and self-study. After comparing the advantages and disadvantages of each, select the most appropriate training method for the situation within the company. Combining multiple methods is also effective, such as first learning theory through group training and then practicing through on-the-job training. In-house training is important for follow-up Due to the structure of the brain, it is difficult to retain what you have learned once you have heard it. As pointed out in the "Ebbinghaus Forgetting Curve" proposed by German psychologist Hermann Ebbinghaus, memory fades over time. For this reason, once education has been provided, it is important to periodically check to see if the content of the education has been properly retained. The following sections describe specific follow-up methods. Repeat the Feedback Cycle Repeat the feedback cycle to ensure that the content of the training has taken root. The term "feedback cycle" refers to the process of receiving feedback and working toward improvement. Specifically, the process involves repeating the following flow: receiving feedback on learning, discovering issues for oneself, thinking about what needs to be changed to solve the issues, and actually taking action on what has been thought about. By repeating the cycle over and over again, the educational content will be more reliably established. Creating Action Plan Sheets Creating an action plan sheet is another effective follow-up measure. An action plan sheet is a sheet that describes the actions required to achieve the target person's goals and plans, and whether the goals have been achieved after a certain period of time. The advantage of this method is that employees themselves take the initiative, so the content they have learned is easily retained, and they can confirm for themselves whether or not their actions have definitely changed. On the other hand, the disadvantage is that it increases the burden on supervisors and trainers to check the content. Questionnaires and confirmation tests are also effective Questionnaires and confirmation tests are also effective follow-up measures, as they enable quantification of participants' satisfaction and understanding. If you want to utilize participants' feedback in the future, you can conduct a questionnaire, and if you want to check the degree of knowledge retention, you can conduct a confirmation test. Tips for Meaningful In-House Training In order to conduct meaningful in-house training, it is necessary not only to select appropriate methods, but also to consider the mindset of the participants. Paying attention to details such as raising awareness by explaining the necessity of the training and establishing a system that encourages active participation will improve the effectiveness of the training. Below are three tips for conducting meaningful employee training. Properly explain the need for training to participants. In order to provide meaningful in-house training, it is important to communicate the necessity and importance of the training to participants in advance. Rather than simply informing them of the outline of the training, try to motivate participants by explaining the reasons for the training, the benefits they will receive from the training, and how you would like them to contribute to the company after receiving the training. When conducting training, it is important to give participants a sense of purpose for themselves. By making every learning experience personal, it will become clearer how to apply it to their daily work. Creating an environment that encourages voluntary participation When implementing in-house training, be mindful of creating an environment that encourages participants to participate spontaneously. New employees, in particular, tend to be cautious about their surroundings, making it difficult for them to express their own opinions or ask questions. It is important to create an atmosphere in which everyone, including new employees, can easily participate, rather than one in which the instructor or some participants keep talking. When conducting group work or other activities, the leader or facilitator will be required to skillfully turn the place around. Introduce an e-learning system Introducing an e-learning system that uses smartphones and PCs to facilitate learning is also effective for in-house education. The system is characterized by the ability to study at any time and any place, as well as the ability to look back on the training content repeatedly. It is also ideal for reviewing the content during breaks in the workday. Depending on the system, tests can also be administered to check the level of understanding of the training content. Since this is effective for follow-up, we recommend that you incorporate it as part of your training and other programs. When introducing a system, compare and consider the services offered, and choose the content that best suits your objectives and budget. Effective In-House Training through e-Learning Many companies are concerned about how to promote internal training. It is important to create a system to provide effective in-house training to employees for the company's growth. The introduction of e-learning is an effective way to establish knowledge and follow-up through in-house training. LearningBOX is an e-learning system equipped with all the functions essential for in-house education. In addition to the creation of teaching materials and grade management, courses can be designed in accordance with the content of in-house training, and tests can be easily conducted to check the level of employee proficiency. We have prepared detailed information on learningBOX and how it can be used, so if you are interested in introducing e-learning or if you have any questions about in-house training methods, please contact us first by requesting free information materials.  
Make a video of your manual for better viewer comprehension! Creation procedures and tips

Make a video of your manual for better viewer comprehension! Creation procedures and tips

Make a video of your manual for better viewer comprehension! Explanation of creation procedures and tips Every year, more and more companies are creating manual videos to efficiently provide training and explanations to their employees. However, even if you want to create a manual video, you may have questions such as "I don't know how to make a manual video," or "What are the advantages of creating a manual video? This article introduces the usage scenarios of manual videos, advantages and disadvantages, creation procedures, and points to note. Please refer to this article if you are considering the introduction of manual videos or are researching how to create them. Click here for the Table of Contents. Situations in which manual videos can be used Advantages of Creating Manual Videos Disadvantages of Creating Manual Videos Basic Steps for Creating a Manual Video Things to Consider When Creating a Manual Video Improving Comprehension with a Well-Organized Manual Video Situations where manual videos can be used Manual videos can be used in a wide range of situations, such as explaining work procedures and internal training. Unlike paper-based media, videos can show actual operations, making them suitable for employee training and job descriptions. Below are some specific situations in which manual videos can be used. Explanation of work procedures Preparing manual videos of work procedures has various advantages. Conventional explanations of work procedures require an instructor to go to the work site to show actual work, which requires time for scheduling, travel to the work site, and response to questions received at a later date. However, with manual videos of work procedures, it is possible to show actual operations on video, making it possible to provide some explanations without having to go to the site. In particular, explanations given to new employees when they join a company tend to be the same every time, so manual videos that can be created once and used over and over again are very useful. When giving supplementary explanations in person, you can proceed on the assumption that the employee has seen the manual video, which greatly reduces the burden of instruction. Another advantage is that if there is a change in work procedures, a manual video can be created for each employee, eliminating the need to verbally explain the changes to everyone. In addition, even if the person in charge is not available when an emergency trouble such as a machine breakdown occurs, a manual video that allows the recovery procedure to be confirmed with video can be used to a certain extent only onsite. Introduction of sales know-how Manual videos can also be used to share sales know-how within the sales department, from visiting the customer to closing the deal. By using videos to explain the skills of employees who have achieved excellent results, it is possible to improve the abilities of not only those who are struggling to grow, but also the entire sales department. Preparing videos for different lengths of service and sales levels will help improve skills from career-based training, leading to increased sales for the entire company. New employee training and employee training By preparing manual videos tailored to target employees, they can be used for a variety of in-house training programs, such as training for new recruits and skill improvement training. Manual videos for new employee training can be used flexibly depending on the target audience and purpose, for example, covering basic content such as morals, company rules, business manners, and exchanging business cards for new employees, and instructional methods for younger employees for mid-career employees. For example, a company that operates a chain of stores can efficiently conduct training for store managers by creating videos of store operation manuals. It can be said that there is a wide range of uses for manual videos in training. Product Instruction Manuals Depending on the product, some instruction manuals may be easier for customers to understand if they are animated. For example, videos of instruction manuals for assembled products can make it easier for customers to visualize the detailed procedures. Another advantage is that with a paper instruction manual, it is easy to miss small notes, but with a video, they can be included as part of a sequence of operations. However, when creating a video of an instruction manual, care must be taken with the shooting environment and angles so that the work at hand can be clearly seen. Benefits of Creating Manual Videos There are four advantages to creating manual videos (1) Reduction of training costs (2) Reduce the burden on customer support staff (iii) Improved understanding by the viewer (4) Can be viewed at any location and at any time The more training sessions are reduced, the more costs can be reduced, making the introduction of manual videos highly worthwhile. Manual videos that can be viewed on a smartphone or PC can be viewed at any location and at any time, so you don't have to stop working for long periods of time. In addition, videos can be archived for repeated viewing, so they can be watched over and over again to improve the understanding of the target audience. Advantage 1: Reduction of training costs By producing training videos, training costs and administrative tasks can be reduced. Training costs include fees for lecturers, venue, printing of materials, and transportation costs for lecturers and employees to and from the venue. In addition, training using manual videos eliminates the need to print and bind materials and coordinate schedules with instructors, thereby reducing the burden on training staff. Videos can be produced once and viewed repeatedly, making them cost-effective. Merit 2: Reduced burden on customer support staff The use of videos in instruction manuals will lead to a reduction in customer inquiries. Explanations that were difficult to understand in paper-based instruction manuals can be conveyed more easily through video. By reducing the number of inquiries from customers, the time and effort required for the person in charge to explain the details of the inquiry can be reduced. This will reduce the burden on employees in charge of customer support, and will be effective in improving work efficiency. Advantage 3: Improved viewer understanding Compared to paper-based media, manual videos can increase the viewer's level of understanding. This is because the use of video images can provide a more concrete image of what was difficult to explain in paper-based media. Since it is no longer necessary to visualize work procedures from textual information, viewers can deepen their understanding of what is being explained while reducing misunderstandings and misconceptions. Advantage 4: Can be viewed at any place and at any time Another advantage of manual videos is that they can be viewed at any place and at any time. By producing manual videos in advance, there is no need to clear one's schedule or travel to a venue for training. If the manual videos are uploaded to an internal cloud server, they can be viewed from a smartphone or computer during breaks in the workday, so supervisors and senior employees do not have to stop working every time a question is asked. The advantage is that the videos can be viewed as many times as necessary if there is a point that is unclear or bothersome, making it easier to retain the content of the explanation. Disadvantages of creating manual videos While there are many advantages to creating manual videos, the following disadvantages also exist (i) Cost is high when creating a video (2) Cannot be easily modified once completed (iii) Not suitable for complex explanations (4) Depends on the motivation of each viewer Although the production of manual videos is costly, in the long run, it will provide sufficient returns through reduced costs related to training. However, it is important to shoot and edit carefully, keeping in mind that reshoots and re-editing will require additional costs and cannot be easily corrected. In addition, since the motivation for viewing manual videos differs from person to person, it is necessary to devise ways to maintain motivation so that viewers' understanding does not vary. Demerit (1): Costly when creating videos Manual videos are effective in reducing training costs, but the production of videos requires planning, shooting, and editing costs. Video production requires the use of filming equipment and editing software, so the initial cost of preparing the tools is necessary. In addition, it is difficult to engage in normal business operations while shooting and editing the video, and human resources are reduced for a certain period of time. When video production is outsourced, production costs of several tens of thousands to several hundred thousand yen per video must be paid. Thus, whether in-house or outsourced, the disadvantage is that video production requires a certain cost. Demerit 2) Once completed, it cannot be easily revised. Another disadvantage is that it is difficult to respond immediately to revisions to manual videos, as they must be edited again using editing software. While paper-based manuals can be revised by rewriting or adding text, videos require reshooting and re-editing using software. Re-shooting requires time and effort, as it requires hiring personnel and setting up the location again from the beginning. Even if the video can be edited, it is time-consuming if the editing software is not available, so if there is no one in-house who can use the editing software, you will have to outsource the work, which will require additional outsourcing costs. Disadvantage 3) Not suitable for complex explanations Manual videos with complex explanations are not suitable for visualization because they tend to take a long time to watch and it is difficult to keep the viewer's concentration. This is because the more complex the explanation, the more content to be included in the manual. Even if detailed explanations are provided, there is a possibility that viewers will lose their concentration halfway through, give up on understanding, or not watch the video to the end. One countermeasure is to create multiple short videos that focus on the subject matter being explained, but the drawback is that this increases production costs. Demerit 4: Depends on the motivation of each individual viewer Manual videos are often viewed by individuals, and whether or not they take the videos seriously depends on the motivation of each individual viewer. Because manual videos can be viewed at any time and any place, it is impossible for the administrator to know whether the target audience has watched the video properly. In some cases, the videos may not be played or may be skipped because "they won't be discovered anyway. Even if a system that allows managers to track viewing status is implemented, some people may not be motivated and simply skip over the videos for now. If the system continues to rely on the motivation of each individual, there is a possibility that there will be a difference in the level of understanding and proficiency between viewers who are serious about watching the videos and those who are not. It is important to establish a management system, such as a test to check the content of the videos to ensure uniform levels of understanding. Basic steps to create a manual video Creating a manual video involves the following five steps (1) Create a draft of the content and structure of the manual (2) Gather materials and information (iii) Prepare a script (4) Shoot video and record narration (5) Edit the video It is not enough to simply shoot a video, but it is necessary to make thorough preparations in order to create a video that properly conveys what you want to say. First, clarify the purpose of the video and gather the necessary information. Next, a script is created based on the information gathered, and the video is generally created through the process of shooting and editing. Each step is explained in detail below. Step 1: Create a draft of the content and structure of the manual First, consider the purpose of creating the manual video, decide on the matters to be explained, and create a draft composition. At the stage of creating a composition plan, it is important to clarify what you want to convey and what you want to communicate. Considering who the video is aimed at and the level of knowledge and experience of the audience will make it easier to envision the content and explanations to be included. At this time, it is important to extract the parts that most people tend to stumble upon and the matters that you think need explanation. Once you have decided on the content, estimate how long the video will be and calculate the approximate viewing time, which should be 5-10 minutes. Step 2: Gather materials and information Once the proposed structure is finalized, gather the materials and information necessary to create the video. You will be able to gather them efficiently by making a list in advance. If you have a concrete image of what information is needed according to the proposed structure, it will be easier to make a list, and you will be less likely to omit anything. If it is difficult to visualize what information is necessary even after looking at the proposed structure, go back to step (1) again to flesh out the proposed structure. If the image of the completed manual video is still vague, the amount of materials and information to be gathered may become too large, and it may take time to sort through the information, or you may end up with a video that does not capture the main points. Step 3: Creating a script The script has a significant impact on the quality of the video, so be sure to create one. As you create the script, the image of the shoot will become clearer, and you will be able to notice any missing content or materials before the shoot. If you realize something is missing after the shooting has begun, it could result in a waste of time for those involved in the video production. To avoid the time and expense of additional reshoots and re-editing if you notice omissions after filming, prepare the script as text or storyboards. Ideally, the script should include the lines of narration and information on materials and images to be inserted, so that the viewer can visualize the finished video as long as he or she sees the script. A script that clearly describes the lines and progression of the video will ensure that nothing is left out and that filming will go smoothly. It is important to have other members of the team read the completed script to check that the content can be conveyed objectively and easily. Step 4: Shooting the video and recording the narration Once the filming is ready, the actual shooting of the video and recording of the narration are done. The schedules of the people involved in the filming should be coordinated in advance, and the date of the filming should be decided. Once the shooting date is set, it is important to hand over the script to the narrator as soon as possible. The narrator is responsible for explaining and facilitating the video, so he or she must not only understand the content of the script, but must also be able to read the lines smoothly. Make it a priority to give them the script when it is completed so that they can practice to ensure that the content is understood by the viewers before the day of the shoot. When shooting, make sure that the background does not show anything unnecessary and set the lighting in a position where shadows will not interfere. If shooting indoors, although there is indoor lighting, it is recommended to prepare lighting equipment and reflectors to make the reflection as good as possible. When shooting, take pictures from as many angles as possible so that you can select the shots that are easier to see later. In particular, when photographing the hand, it is recommended to take both a close-up of the hand and a pull-back shot that shows the entire image. Also, to avoid having to reshoot from the beginning due to problems during shooting, try to keep the cuts short. When recording audio, it is also necessary to take a trial shot beforehand to check how much ambient noise will be included. In some cases, especially when shooting in a factory or outdoors, it may be necessary to take separate shots of the audio because loud noises may be included. Step 5: Edit the video After filming is complete, it is time to edit the video. First, cut unnecessary scenes. The cut material may be used later, so do not delete it immediately but keep it. Once you have extracted only the necessary portions, insert subtitles and tickers into the video. Once the video has been edited in one step, check to see if it is a video that can be watched without getting bored until the end. When editing the video, have someone other than the person in charge of editing watch the video several times to prevent major revisions after completion. An objective view from multiple people will make it easier to find areas for improvement that could not be noticed by one person. The most important thing to keep in mind when creating a manual video is to make it easy for the viewer to understand. To create videos that are more easily understood, it is important to prepare videos for each theme, focus on key points and emphasize them with tickers, and otherwise try to edit the videos in a way that helps viewers understand them. Things to keep in mind when creating manual videos When creating a manual video, it is important to put the viewer first and make the content easy to understand. To create videos that are easier to understand, it is necessary to organize information in an easy-to-understand manner, such as by preparing videos by theme or focusing on key points and highlighting them with a ticker. Focus on one theme per manual video. To avoid confusing the viewer, be conscious of dealing with one theme per manual video. If you deal with multiple topics at once, viewers will switch from one topic to another without fully understanding the content of the video, which may result in an overall decline in understanding of the matter being explained. Also, even if you want to check the parts you do not fully understand during your work, you may have a hard time finding the part you want to watch if the video is long enough to include multiple topics. If there are multiple topics to be covered, creating a short video for each topic will make it easier for viewers to understand what is being explained and to quickly find the topic they want to see. Add a ticker or animation When editing your video, use tickers and animations at important points to convey to the viewers at least the points you want them to understand. The trick is to keep the text large and the number of words small. The more the number of messages, the more words will be buried and the less emphasis will be placed on the message. Don't use all the narrator's commentary as a ticker, but rather narrow down the lines. If you insert a lot of text, the viewer will struggle to read the text and will not be able to concentrate on the video. Another good idea is to incorporate animation to draw the viewer's attention to the parts of the video that you want them to pay attention to. Adding animation effects as needed will help prevent the viewer from missing some important but unnoticeable parts of the video. Consider using paper documents in conjunction if necessary. When explaining the overall picture of a job or work procedures that are difficult to convey in a video, it is a good idea to use paper documents in conjunction with the video. While videos can increase understanding visually through images, paper documents are a highly comprehensive medium that allows multiple items to be viewed at a glance. If you show which part of the paper document corresponds to the part you are explaining in the video, it will be easier to get a concrete image. Also, a list such as "list of tools to be used" may make you want to stop the video and take notes. By preparing the list as a paper document, you will be able to concentrate on watching the video because you will not have to stop the video once and take notes. Improved comprehension with information-organized manual videos Creating manual videos has many advantages, especially in reducing training costs and improving learning efficiency. The key to creating manual videos is to clarify what you want to convey and organize the information in a way that is easy to understand. By preparing separate videos for each theme or unit, or by using tickers to emphasize the information, you can increase the viewer's understanding. One disadvantage of manual videos is that it is difficult for the administrator to check the viewer's level of understanding. LearningBOX, which makes it easy to introduce e-learning, makes it possible to easily create questions to check the issues explained in the manual videos, making it possible to grasp the level of understanding of the target audience. The plan is available for free for up to 10 accounts and for 33,000 yen for up to 100 accounts, allowing you to create a wide variety of content, including manual videos. If you are interested in using manual videos to efficiently conduct training, please try the free plan first.  
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How to Create Effective Surveys|How to Increase Response Rates and Make Them Useful for Analysis

How to Create Effective Surveys|How to Increase Response Rates and Make Them Useful for Analysis Many companies and organizations would like to create questionnaires to analyze customer satisfaction and feedback from internal training programs to find areas for improvement and to make use of the results in future activities. However, there are probably many people who are thinking about creating a survey but are not sure how to create one or what kind of questions to ask. In this article, we will explain the basic process of creating a survey, points to increase the response rate, and points to keep in mind. It also introduces some useful tools for creating surveys. Click here for the Table of Contents The overall process of conducting a survey How to create a survey that will increase response rates Doing this will prevent us from collecting accurate data! Points to keep in mind when creating a survey 5 Tools to Create a Full-Scale Survey in a Short Amount of Time Let's create a survey efficiently with a tool! Overall flow of conducting a survey The survey process begins with clarifying the objectives, determining the questions to be asked, tabulating the results, and analyzing them. By clarifying the objectives before the survey, you will be better prepared to obtain the necessary information. It is important to set up the questionnaire content with questions that are easy to answer according to the survey target audience. However, the survey does not end when the survey is answered by the target respondents. It is only after the survey has been completed and analyzed that the information becomes useful. Below is an explanation of the overall process of conducting a survey. Clarify the purpose of the survey When creating a survey, it is best to start by clarifying the purpose of the survey. Without a clear purpose, questions to obtain necessary information may be omitted, or unnecessary questions may be set. By clarifying the purpose of the survey, the information to be obtained becomes clear, and questions can be properly incorporated to obtain the information you want to collect. It is important to share the purpose of the survey with the team to prevent the questions from straying from the original purpose. Once you have clarified the purpose of the survey, set the target audience for the survey. Narrow down the target audience, from classifications such as age, gender, and occupation, to the number of people to be surveyed. Determine the content of the survey. Decide on the medium of the survey, such as paper or web, and the format of the questions, such as multiple choice or descriptive. Choose the medium of the survey, paper or web, based on whether it is easier for the target audience to answer the questions. Paper-based surveys can be used for a wide range of age groups, but the disadvantages are the cost of paper and printing, and the time and effort required for collection and analysis. On the other hand, while web-based media is easy to collect and analyze, some may feel that the hurdles are somewhat higher in terms of operation. Thus, it is important to select a survey medium that comprehensively considers the target audience, cost, and effort involved. Question types can be divided into two types: selective and descriptive, and the selective type can be further subdivided into the following four types. (1) Radio buttons Radio buttons are used to select one of the options, such as "Please select one of the following options that best fits your personality. (2) Check box A check box refers to a pattern in which multiple choices are selected from a list of options, for example, "Please select all of the following options that apply to your personality. (3) 5-point scale The 5-point scale is a 5-point scale, for example, "Please rate on a scale of 1 to 5, with 5 being the most applicable and 1 being the least applicable to your personality. 4) Matrix Matrix is a multiple-item rating system with a 3-5 or 10-point scale, e.g., "Please rate each of the following items on a scale of 5 (5 being most applicable and 1 being not applicable at all). If a descriptive question such as "Please write freely about how you felt after receiving this training," a wide range of answers can be expected. On the other hand, it should be noted that there are some disadvantages, such as making it seem time-consuming to answer or obtaining only abstract answers. Select a question format that is easy to answer and easy to obtain the necessary information from among the various types of question formats. Survey tabulation and analysis To achieve the objectives of the survey, it is important to tabulate and analyze the data after the survey has been administered. Tabulation and analysis will give you an overall picture of the survey results and allow you to dig deeper into the information, thus obtaining more information. In recent years, there are a variety of tools that can be used to tabulate and analyze survey results. When tabulating the results, it is best to use graphs so that the results can be easily grasped visually. Automatic graph generation tools can create pie charts for easy breakdown of survey results, bar graphs for ranking the number of responses, and line graphs that are effective for understanding trends. The main tabulation methods include simple tabulation, which provides an overall picture, and cross tabulation, which facilitates understanding of the characteristics of each attribute. Analysis methods include logistic regression analysis, which is useful for predicting the probability of things occurring, and association analysis, which extracts relevant information. Recently, AI is sometimes used for analysis, and even more highly accurate analysis can be expected. If you want to grasp information efficiently and accurately, it is also recommended to introduce a tool for collecting and analyzing survey results. How to Create a Questionnaire that Increases Response Rates The key to creating a survey with a high response rate is to lower the hurdles to response and to increase the motivation to respond. The hurdles to response are specifically the time and effort it takes to answer the questionnaire. To prevent respondents from not responding due to the time and effort required, it is effective to give respondents the impression that the survey is "quick" and "easy. Incentives, such as offering a gift for completing the survey, may also contribute to the response rate. Ask questions that are easy to answer. To increase the response rate, it is important to ask questions that are easy to answer. For example, the first question should be multiple choice rather than descriptive, which will lower the hurdle to answer. The length of the questions is also important. By keeping the sentences as short and concise as possible, it will be easier for the respondent to understand the question and continue to answer smoothly. On the other hand, if the sentences are long and difficult to understand, respondents may stop answering the survey halfway through. Be conscious of the style of writing and choice of words to suit the age group. Don't make respondents feel like it will take too long. Another trick to increase response rates is to avoid making respondents feel that the survey will take a long time. For example, it is effective to state the estimated time at the beginning of the survey, such as 3 or 5 minutes, so that respondents have a clear picture of the time required to complete the survey, and this will lower the barrier to response. In addition, excessive use of kanji (Chinese characters) and technical terms that are difficult to recognize visually can lead to respondents leaving the survey mid-response. Another key to increasing the response rate is to make sure that the questions do not make respondents think that the survey is too difficult to answer. Offer a reward for completing the survey. A reward, such as a prize, for completing the survey will increase the response rate. The reward could be a food item, gift certificate, or company-branded product that is appropriate for the survey respondents. If you use a lottery system for the rewards, it will be easier to get people to fill out personal information such as their names and addresses. However, responses that give a negative impression may be avoided, so be sure to collect the most accurate survey results possible by clearly stating, "Responses will not affect the raffle. Doing this will prevent us from collecting accurate data! Points to keep in mind when creating your survey Questionnaires must be created with the following points in mind to ensure that accurate information is obtained. Avoid questions that lead to a response. Do not ask more than one question per statement. Do not ask more than one question per statement. The key to creating an effective questionnaire is to avoid giving preconceived ideas and to use a question-and-answer format. Also, be sure to clearly state the handling of personal information, as more and more people are sensitive to the handling of personal information. Question text that leads respondents to answer Question wording that gives respondents preconceived notions can lead to biased responses. For example, if the question includes information such as "well-sold" or "reputed to be tasty," respondents may subconsciously have a positive impression of the product, which may bias their answers in the right direction. If the responses are biased, the effectiveness of the survey will be diminished, so care should be taken to avoid using questions that lead respondents to answer. Asking more than one question in a single question Multiple questions in a single question may confuse respondents and prevent them from getting accurate answers. For example, "How did you like the usability and scent of this air freshener?" the respondent may be confused as to whether he or she is asking about the usability or the fragrance. How was the air freshener? How was the scent of this air freshener? In other words, limit yourself to one question per statement, such as "How did you like the scent of this air freshener? Failure to clearly state how personal information will be handled Failure to clearly state how personal information will be handled may cause respondents to feel uneasy or distrustful of the survey itself. Especially nowadays, more and more people are reluctant to disclose their personal information, and some may suspect that they may be visited at home by a sales person or that their information may be passed on to other vendors. In order to dispel any resistance to answering the survey, it is necessary to clearly state how personal information will be handled. 5 tools to create full-scale surveys in a short time Creating a survey requires a certain amount of time and effort. If you are working in parallel with your regular work, or if you are short on manpower, we recommend using a tool. Below we introduce five tools that allow you to create a full-scale survey in a short time. Google Forms [ See: https://www.google.com/intl/ja_jp/forms/about/ ] Google Forms is a free, easy-to-use tool for conducting surveys that requires only a Google account, making it easy to use and already being used by many companies as a survey tool. Not only can you freely create your own surveys, but you can also create surveys more efficiently by using the appropriate format for each survey target audience, such as participants or customers. The ability to insert images and videos into questions is also included, making it easy to accurately convey information that would be difficult to convey using text alone. Another advantage is that there is no limit to the number of questions. On the other hand, the disadvantage is that responses from the same person cannot be excluded, so there is a possibility that the same person may respond to a survey multiple times, resulting in biased survey results. formrun [ See: https://form.run/home ] formrun is a tool that allows you to create a wide variety of survey forms. It includes templates that allow you to easily create a survey by simply typing in the questions. The created survey can be freely embedded in websites using iframes, HTML, and CSS. In addition to email, there is also a convenient feature that allows you to send survey notifications to chat services such as Chatwork and Slack for sharing. There are two plans, free and paid. With the free plan, you cannot use spreadsheet integration or CSV export, and you can create only one form, but there is no limit to the number of questions. It is recommended for creating a simple survey or for a trial implementation. SuguForm [ Reference: https://sgfm.jp/ ] SuguForm is a free survey design tool that allows users to create an unlimited number of forms and questions. The survey creation screen is simple and easy to use, even for first-time survey creators. You can create a survey by simply registering questions, and you can also rearrange the items, change the colors, and adjust the design. The free plan displays advertisements, but if you sign up for a paid plan, you can hide them, which is expected to improve response rates. NTT Com Research [ See: https://www.nttcoms.com/service/research/ ] NTT Com Research is a service that requires both an initial fee and a monthly fee. The advantage of this service is that you can not only create surveys, but also receive full support from our professional staff. In particular, we offer a service to set up items to collect the information you want to gather on your behalf, making it easier for you to get results from your surveys. You can create an unlimited number of survey forms and questions, and you can also distribute them via SMS or apps to get more people to respond. The survey aggregation feature and the ability to create semi-anonymous surveys with personally identifiable survey URLs make it highly practical. learningBOX [ See: https://learningbox.online/ ] Our learningBOX is a service for in-house training and education. With the ability to survey participants, LearningBOX is ideal for companies and organizations that are considering the introduction of e-learning, as it is easy to survey participants for each e-learning content to check their level of understanding and to use as a reference for future content creation. The free plan allows up to 10 accounts to create up to 30 MB of e-learning content; for more than 10 accounts, we recommend the paid plan, which starts at 33,000 yen per year with no initial cost for up to 100 accounts. This service is easy to introduce even for relatively large companies. Create your survey efficiently with tools! The most important point in creating a survey is to clarify the purpose. If the objectives are not clear, questions that are necessary to elicit the necessary information may be omitted. The most important point to remember in order to get the correct information from a survey is to avoid describing information in a way that gives preconceived notions. If an image is unconsciously established, responses will be biased and accurate data will not be collected. After collecting the questionnaires, it is important to properly tabulate and analyze them to sublimate them into data that can be utilized in the future. Since it takes a lot of effort and time to create, tabulate, and analyze a survey on your own, you should proactively utilize a survey design tool.  

What is an aptitude test? Check the benefits and examples.

What is an aptitude test? Advantages of administering and examples of questions to be asked. Aptitude tests are used by many companies in the hiring process to efficiently assess an applicant's personality and aptitude for the job, which cannot be fully grasped through documents and interviews. However, there are many people who are considering the introduction of such aptitude tests, but are not sure how to utilize them because there are so many different types. This article provides a detailed explanation of the types of aptitude tests, the merits of introducing them, and the example questions they pose. We will also introduce aptitude tests used by many companies, so please use this as a reference when comparing and considering the introduction of aptitude tests. Click here for Table of Contents What is an aptitude test? Advantages of Conducting Aptitude Tests Methods of Aptitude Tests Aptitude Test Items and Sample Questions Main types of aptitude tests It is recommended to manage the implementation of aptitude tests with "learningBOX What is an aptitude test? An aptitude test is a test to fairly identify human resources. It is used to ascertain an applicant's abilities and personality, which are difficult to see in an interview or in documents. It is often used as a criterion to determine whether a company is hiring the right person for the job, based on the ability values the company is looking for, and the corporate philosophy and culture. However, it cannot be said with certainty that a person is not apt for the job just because the results of an aptitude test are not good. Recently, an increasing number of companies are using the test for evaluation of existing employees, stress tolerance, and mental health checks. Advantages of Conducting Aptitude Tests Aptitude tests, which have been introduced into employment examinations by many companies, have the advantage of efficiently and fairly assessing an applicant's personality and abilities. What are the other advantages of aptitude tests? Here we will introduce the advantages of aptitude tests in three categories. Objective evaluation of applicants An aptitude test will enable you to objectively learn about an applicant's qualities, personality, and suitability for your company, which is difficult to discern from a resume or interview. In employment testing, it is necessary to make objective judgments that are not limited by academic background or appearance. However, many applicants, especially mid-career hires, are used to being interviewed, so it is often difficult to determine whether they are the right person for your company. By using aptitude tests, it is possible to eliminate the variation in evaluations among hiring managers, thus allowing for a more accurate screening of applicants. Aptitude test results can be used to reflect on the selection process. The results of aptitude tests can be used not only in the selection process, but can also be effectively utilized in overall recruitment activities. For example, the results of the aptitude test can be used to determine what kind of people tend to be selected by the company, and if the desired candidates are not being selected, it is possible to take countermeasures such as changing the recruitment publicity. In addition, if you choose an aptitude test that provides results that can be used as a reference for evaluation, staffing, and training after hiring, you will be able to utilize the data even after the employee is hired. Increase opportunities for contact with applicants By using an aptitude test with a service that provides feedback of the results to the examinee, you can use the results to attract applicants. Many internship and job hunting students tend to want to know what kind of job or company they are suited for. Therefore, aim to attract customers by drawing their attention by appealing to them to "provide feedback on the results" during the internship period or during the new graduate hiring period. From the participant's point of view, this will lead to an opportunity to know their abilities objectively, so if you can acquire their needs such as "free testing of your abilities" and "knowing your compatibility with the company," you can increase your opportunities for contact. In this case, be sure to check that the feedback sheet is easy to understand and follow. Aptitude test administration method Aptitude tests are administered in two main ways: web-based and paper-based. The method of taking the test varies depending on the test site and the company that operates the test. The following is a detailed explanation of the aptitude test implementation methods. Each method has its own merits and demerits, so please select the method best suited to your company by comparing them. Mark-sensing method The mark-sensing method is a method in which the candidate fills in the appropriate section of a question with a pencil on a designated paper sheet. In most cases, companies that provide aptitude tests prepare the questions and paper, and grade the test, but there are also cases in which some companies grade the test themselves. When using the mark-sensing method, most of the questions are to be answered with numbers and symbols, so it is necessary to take measures to prepare questions in a proper way. Also, keep in mind that it may take time and effort to obtain the results of the analysis if the scoring is done in-house. In-House Method The in-house method is a method in which the company prepares its own venue and computers to conduct the test. The examinee takes the aptitude test on a computer provided at the venue. Although the venue and computer must be prepared by the company, the appeal of this method is that the time and effort required to obtain the results can be reduced, as the results can be viewed immediately after the test and used in the selection process. Test Center Method In the test center method, aptitude test providers set up venues throughout Japan where test takers can take the test. Test takers enter their answers on a computer provided at the venue. The advantages are that there is no risk of fraud by the supervisor, and the administration of the test can be outsourced, which saves time and effort. The disadvantage is that the cost of outsourcing is high. Web-based system In the Web method, examinees take the aptitude test at home, etc. The period during which the aptitude test is taken can be specified by the company. The attractive point of this method is that examinees can take the test at their own time, so the hurdle for taking the test is low. Companies can also expect to save time and costs since they do not need to prepare a venue, computers, and personnel. Although it is easy to analyze and compile test results, companies should be aware that there is a possibility of fraud such as substitute testing. Sample aptitude test measures and questions Measurement items can be broadly divided into two types: ability tests and personality tests. Ability tests are designed to measure basic academic skills such as Japanese and mathematical abilities, as well as general common sense and basic abilities required in the workplace. The questions are presented in the form of an academic achievement test, but the difficulty level itself is not high, and the questions are divided into verbal and non-verbal fields. Personality tests, as the name suggests, measure an individual's personality, values, and thinking. It is used to determine whether you can communicate smoothly and whether you have ambition, and to prevent mismatches between you and the company after you join the company. Proficiency Test (Language Field) From the language field, there will be questions to test your Japanese language skills. Relation between two words This test is designed to decipher the relationship between two paired words. The examinee selects a word or phrase from a list of options that is in the same relationship as the word or phrase in the question. Meaning of the word or phrase This is a question in which the examinee selects a word or phrase from a list of alternatives that has the same meaning as the word or phrase in question. There is a tendency for words to appear frequently, so it is necessary to understand the exact meaning of the word. Word usage In this section, you are required to select a word or phrase that has the same usage as the word or phrase presented as a question from a list of alternatives. For example, you will be asked to identify homonyms, figurative words, and grammatical equivalents. Sentence reordering These are questions about rearranging disparate sentences into the correct order. The students will be asked to infer the connection of the entire sentence from the choices. Fill-in-the-blank Fill in the blanks with appropriate phrases or sentences. You must guess from the sentences before and after the blanks and choose the option that gives the correct meaning. Proficiency Test (Non-Verbal) Questions in the Non-Verbal field test calculation ability, and are mainly calculation questions. Crane and Turtle Calculation If a crane has two legs and a tortoise has four legs, the question will be, "If the number of cranes and tortoises is 0 and the number of legs is 0, how many cranes and tortoises are there? This is a well-known problem that frequently appears in arithmetic problems. Payment of the price Questions related to the settlement of payment, discounting, installment payment, and division of payment. Problems to find averages and percentages of payments tend to be common. Assembling This is a problem to derive the number of people or quantity from a group that matches the conditions asked in the question. Drawing a Venn diagram to visualize the answer will make it easier to derive the answer. Probability This is a problem to derive the probability of a certain event by calculation. For example, "If a coin is tossed twice, find the probability that it will turn up once. Reading Tables and Materials In this type of problem, the examinee must read the necessary information from tables, graphs, sentences, and other materials presented as a question, and then select and discard the necessary information for calculation. Number of cases Calculate how many patterns there are in various matters, such as the number of times a dice is rolled. Reasoning Inference is a question in which you are asked to read information given in a question passage and select a statement that can be inferred to be "always true. Reasoning is an area of particular importance in the "Logic Questions" section of the Non-Verbal section of the aptitude test. Speed arithmetic This is a test to find the speed, time, and distance using formulas. Traveler's Math" is sometimes used as an application of Speed Math. Profit and loss This is a problem to find the list price, profit, selling price, etc. of a product. It is important to understand the relationship between cost, list price, and selling price. Personality Test Personality tests have answers that are considered favorable but do not have correct answers. There are three trends in the questions that frequently appear in the test. Personality traits The atmosphere within a company varies widely from company to company. The questions are designed to measure whether the examinee's personality is suited to the company's corporate culture. Adaptability to the organization Work procedures and corporate culture differ from company to company, regardless of the industry or type of work. The approach to personnel evaluation also tends to differ from company to company. In this context, we check the adaptability to the organization and confirm whether the human nature and way of thinking are suited to the corporate culture. Adaptability to the job There are various types of jobs within a company, such as sales and technical positions. We use this test to determine the type of job that matches the company's culture. Main types of aptitude tests It is important to clarify the purpose of using aptitude tests before considering which tests to employ. There are a wide range of aptitude tests, but the following is an introduction to the main aptitude tests used by many companies. Compare the features of each and adopt the one that best suits your company. SPI3 [See: https://www.spi.recruit.co.jp/] SPI is an aptitude test so mainstream that it is said to have been introduced by more than 10,000 companies in Japan. It measures "personality aptitude" and "intellectual ability" to determine what kind of work an applicant is suited for and what kind of organization he or she would fit into easily. The cost is 4,400 yen for a web-based test and 6,050 yen for a test center-based test. Tamatebako [Ref: http://www.shl.co.jp/] After the SPI, the Tamatebako aptitude test is the second most popular aptitude test used by companies. It is marketed as an aptitude test for companies by HR consulting firm Japan S.H.L. Inc. In addition to basic skills and personality, the Tamatebako I Ver. 2 can output predicted values of stress tolerance and work motivation as abilities to perform tasks smoothly, as well as checkpoints that can be used during interviews. The test is a web-based test that takes only 11 minutes to complete, so it can be administered without any burden on the examinee. The introduction cost is 1,320,000 yen, but there is no limit to the number of examinees. CUBIC [See: https://www.e-jinjibu.jp/] CUBIC is an aptitude test marketed by e-Human Resources Co. The company's motto is "low fees, speedy diagnosis, and friendly and courteous service." After the test, you can send the answer sheet by fax or e-mail, and the results will be delivered to your registered e-mail address in as little as 30 minutes. The convenience of being able to use the service on the same day that you complete the registration procedure is also attractive. Another feature of the test is that it can be conducted in a short time: 20 minutes for the employment aptitude test and 5 minutes for the ability test. The fee for the employment aptitude test is 1,870 yen/person and the ability test is 550 yen/subject, making it relatively inexpensive compared to other company-provided aptitude tests. We also offer pay-as-you-go and flat-rate plans, where the more people use the test, the lower the unit price. GAB [See: http://www.shl.co.jp/] The GAB is a test developed for the purpose of recruiting new graduates marketed by Japan S.H.L. Inc. Measuring parts related to verbal and numerical intelligence, as well as personal aspects, it can predict nine characteristics related to "vitality" and "teamwork" that should be confirmed before entering the company, management and administrative skills that can be expected after entering the company, and the job for which the examinee is suited. The web-based test takes 80 minutes to complete, while the mark-sensing method takes 90 minutes. The cost is 660 yen for the question booklet and 3,850 yen for the scoring process. Uchida Kraepelin Test [See: https://www.nsgk.co.jp/uk] This is a psychological test that measures the examinee's ability to perform tasks, work performance, personality, and characteristics when demonstrating ability by performing simple single-digit addition. It is said to be the leading psychological test in Japan, with 700,000 people taking the test annually. Because it is a simple test, it is not limited by language or cultural differences and can be used when hiring non-Japanese. Compared to a test in which the examinee answers from a choice of two options presented as "yes" or "no," it is considered to be a valid and reliable test because it is difficult for the examinee to intentionally produce an answer that is considered desirable. The administration time is 50 minutes, and the individual diagnostic judgment for each person costs 2,420 yen, but the price varies depending on the judgment format. We recommend that aptitude tests be managed by "learningBOX Aptitude tests are useful not only in employment examinations, but also in post-employment department assignments and training. There are various types of aptitude tests, and when introducing an aptitude test, it is advisable to compare the features of each test and confirm whether it is suitable for your company before proceeding with your deliberations. With our "learningBOX", you can create aptitude test content and conduct web tests. You can use up to 10 accounts for free for an unlimited period of time, so please feel free to start with a free trial.
Specific ways in which companies can reduce human resource development costs while maintaining quality.

Strategies to Reduce HR Costs While Retaining the Human Capital Quality

Employee training is an important part of a company's growth. In fact, many companies are making efforts to train their employees, but the effort and cost involved in training may be a bottleneck for many companies. This article will provide an idea of the cost of human resource development, as well as some pointers on how to keep costs down without compromising the quality of the training itself. We will also introduce recommended systems that can cut labor and costs for training management and human resource development. Table of Contents 01Guideline for the cost of human resource development for companies 02Should Companies Reduce the Cost of Human Resource Development? 03Costs that should and should not be reduced Costs that should be reduced Costs that should not be reduced 04How to improve quality while reducing the cost of human resource development Outsource the creation and implementation of training Set goals and conduct review Utilize IT systems 05An Example of Success in Reducing Human Resource Development Costs While Maintaining and Improving Quality Example of a major convenience store chain Case study of a major tutoring school 06Recommended e-learning to reduce costs and labor for human resource development Estimated cost of human resource development for companies According to the "FY2021 Survey of Education and Training Expenses" by the AIST, education and training expenses are "24,841 yen per employee. This figure does not differ greatly between large and small companies. A simple calculation shows that, for example, a company with 100 employees spends approximately 2.48 million yen per year on education and training. From this, it can be understood that many companies spend not inexpensively on human resource development. In fact, according to data released by the Cabinet Office, a 1% increase in investment in human resources can lead to a 0.6% increase in labor productivity. In addition, due to the impact of the new coronavirus, many companies are considering reducing their budgets for education and training expenses. According to a FY2020 survey by the AIST, education and training expenses totaled 35,628 yen, a decrease of approximately 11,000 yen from the FY2021 survey. Although this is believed to be a temporary effect of the spread of infection, many companies are still affected, and it will be difficult to increase education and training expenditures. Back to Table of Contents Should Companies Reduce the Cost of Human Resource Development? The higher the cost of employee training, the better, but it is a mistake to take measures that lower the quality of human resource development at the cost of lowering costs. Since cost and quality are not a trade-off in education, it is important to raise the quality of the human resource development process while keeping costs down. Human resources are one of the "four major management resources" indispensable for corporate management, and in addition to people (human resources), there are goods, money, and information. Without any of these four resources, it is impossible for a company to maintain and survive. If human resources are regarded as assets and the cost of human resource development as an investment, the cost of human resource development is, at a minimum, indispensable. However, while more and more companies are focusing on human resource development every year, statistics from the Cabinet Office indicate that the number of employees changing jobs within a short period of time is on a gradual upward trend. From this result, it can be inferred that the possibility of ineffectiveness of human resource development increases as the number of employees who leave the company increases, even if the company spends money on human resource development. Since it is meaningless to spend money on human resource development only to have people retire, it is necessary to carefully consider the budget for human resource training expenses. Back to Table of Contents Costs to Cut and Costs not to Cut No matter how essential human resource development is to the growth of a company, it is always desirable to reduce costs as much as possible. There are two types of human resource development costs: those that can be reduced and those that should not be reduced. To distinguish between reductions in training costs, let's focus on the point of whether or not the quality of training will be reduced. Expenses that should be reduced in cost Costs for items not related to the quality of training, such as transportation, accommodation, and venue costs, can be reduced with some ingenuity. For example, in the case of training that requires overnight stays, using a hotel that specializes in training often includes lodging, venue rental, catering, and meals, so the overall cost can be reduced. Other ways to reduce costs include using a rental conference room as a venue that is as close to the workplace as possible, utilizing e-learning, or conducting training remotely. In this way, it is recommended to reduce costs for items that do not affect the quality of the training. However, it is advisable to avoid cost reductions that create a burden on employees, such as using buses instead of bullet trains to reduce transportation costs. Such cost-cutting measures may affect the employees' ability to concentrate and may not fulfill the original purpose of the training. Costs that should not be reduced Costs that affect the quality of training should not be reduced because they are the core of human resource development. For example, the cost of hiring an instructor should be paid for an instructor who can provide the content you want your employees to learn. Although the quality of instructors does not necessarily increase in proportion to the cost, compromising on cost and hiring an instructor whose content does not meet your needs is not in line with the original purpose of the training. It can be said that the areas directly related to training should be invested in for the survival and growth of the company, even if it costs a little more. Other system and equipment costs that would be difficult to do without may be more cost-effective in the immediate future, but may lead to reduced labor costs and time. Since the costs involved in the human resource development process are also linked to employee motivation, it is recommended to refrain from cutting costs. Back to Table of Contents How to Improve Quality While Reducing the Cost of Human Resource Development It is not the case that the more you spend, the better the quality of your training. There are ways to improve the quality of training while reducing costs. In order to cut the cost and effort of training while maintaining the quality of training, it is important to clarify the purpose of the training and to consider the total cost of the training. Even if it seems costly in the short run, in the long run, it is often the case that both costs and labor could be reduced. Outsourcing training-related work or introducing an IT system can be effective ways to reduce human resource development costs with an awareness of cost-effectiveness. Each of these methods is explained in detail below. Outsourcing the creation and implementation of training Outsourcing the creation and implementation of training programs has the advantage of both improving the quality of human resource development training and reducing costs. In some cases, outsourcing human resource development training can greatly reduce the effort required for personnel training preparation and recruitment, as well as the burden on instructors. In addition, the contractors for outsourced training are generally companies that specialize in human resource development. Therefore, the ability to acquire know-how that is not available in-house, as well as knowledge and leadership skills related to human resource development, can be considered a major attraction. However, they also need to select training programs that match the company's needs as much as possible from among those available, and there is a risk that some training programs may not meet the company's needs. In this regard, freelance instructors may be able to create training content tailored to your company's needs, so it is important to select a training company with a firm grasp of the services offered by each company, regardless of the size of your company. Set goals and conduct a review. One way to ensure that the content of the training is applied efficiently and practically is to set goals and conduct a review each time so that the content of the training becomes firmly rooted in the participants' minds. In personnel evaluations, if you create evaluation items based on "how the training content is being applied in the field," this will also lead to evaluation of the training itself. If there are employee awards or incentives based on the achievement rate of the evaluation, employees will be more motivated to participate in training, which may have the merit of reducing the resignation rate as a result. Utilize IT systems One of the least risky and most likely ways to reduce costs while maintaining quality is to use an IT system. For example, by eliminating group training and using online or e-learning, costs for transportation, lodging, and venue can be reduced. When using IT systems for human resource development, training content can be reviewed as many times as needed, regardless of time or location, as long as there is an Internet environment. Employees can learn at their own pace, making it easier for them to understand the training content. In addition, once you have filmed and edited the training content, you can cut down on the time required for planning and filming training sessions in subsequent years. The ability to customize the training content to fit your company's needs and to make repeated improvements is also an attractive feature. Back to Table of Contents A Case Study of Success in Reducing Human Resource Development Costs While Maintaining and Improving Quality There are various ways to reduce human resource development costs, depending on the type of company. By clarifying your company's issues and objectives in human resource development, you will be able to cut costs without compromising the quality of the training itself. Below are two examples of companies that have successfully reduced costs. Example of a major convenience store chain Previously, the company had to gather employees from each store for each training session, which required time and effort to coordinate shifts and provide information about the training program. The cost of venue, transportation, and accommodation was also significant. To solve this problem, the company introduced e-learning and online training, and succeeded in reducing the frequency of group training to two-thirds of what it had been before. As a result, the company succeeded in reducing the frequency of group training by two-thirds. The company was able to reduce the labor and costs associated with group training. By using e-learning, it is possible to provide training tailored to the attributes of each employee, making the human resource development process more efficient. The ability to check each employee's training progress and test results helps ensure skill development. Example of a major tutoring school Securing training time is essential for tutoring schools due to the nature of their business. However, since most of the instructors are university or graduate students, securing initial training time of 10 hours or more was a heavy burden on both the instructor and student sides. Therefore, by introducing e-learning and reducing the number of group training sessions, we succeeded in reducing training costs by 25%. By reducing the amount of effort spent on training preparation, instructors were able to focus on other tasks and work more efficiently. E-learning allows learners to learn at their convenience and according to their level of understanding, regardless of time or location. It has shortened the time it takes to train workers onsite, allowing for an efficient increase in the number of human resources with the ability to work immediately. Back to Table of Contents E-learning is recommended to reduce costs and labor for human resource development Our e-learning system, "learningBOX," is a tool that provides all the functions necessary for human resource development training, including the creation and distribution of teaching materials, grade management, and participant management. With features such as "assignment of materials to each group" and "automatic saving of grades," learningBOX allows you to create training materials tailored to your company's needs. Once e-learning materials are created and shared, they can be used repeatedly, reducing the amount of labor required for training preparation. The time you save can be used for other tasks, allowing you to focus on running your business. You will not have to gather for every training session, and you will also be able to cut costs for printing materials, venue, transportation, accommodation, etc. 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 the free trial. Even if you upgrade to a paid plan, the environment created with the free plan will be inherited. Please consider upgrading to a paid plan as it will allow for a smooth system migration. We also recommend this plan! I also want to read Back to Table of Contents
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How to Build a Successful Human Resource Strategies

How to develop human resources to become a competitive force? Explained in detail with examples In order for a company to grow and develop, people, goods, money, and information are important resources. While all of these are important elements, it is extremely important to focus on "people" for the long-term growth of the company. In this context, for those who want to know "how to proceed with internal human resource development" and "effective human resource development methods," this article will explain tips and examples of human resource development that will not fail. If you are serious about human resource development methods, please continue reading to the end. Click here for Table of Contents First, let's confirm the purpose of human resource development Tips for training new and young employees Points to keep in mind when training mid-career employees Things to keep in mind to avoid failure in human resource development Five means to develop human resources who can be an asset to the company Examples of human resources development using e-learning systems Using e-Learning to Develop Employee Skills First, let's identify the purpose of conducting human resource development. When conducting human resource development, it is important to first clarify the objective. Without a goal, any attempt to develop human resources will end in half-hearted results. Here, we will introduce some of the objectives of human resource development, so that you can use them as a reference for your own company's efforts. Improvement of on-site productivity The purpose of human resource development is to increase employee awareness and skills. By developing human resources who are not only able to perform their duties in accordance with manuals, but who are also able to work actively on their own, the entire company's productivity will be improved. In addition, with the declining birthrate and aging society, the working population is expected to continue to decline in the future. Companies are also facing a labor shortage, but by improving the quality of each individual human resource, productivity can be maintained. Improvement of Company Performance Human resource development is expected to improve the company's business performance. By providing employees with the necessary training, the way they approach their work and their behavior in the workplace will gradually change. As their thinking and behavior change, the way they approach their day-to-day work will also change. The accumulation of these changes will lead to higher productivity in the workplace, which in turn will lead to higher business performance for the company. Achieving Management Strategies The ultimate goal of human resource development is to achieve management strategy. In order to compensate for these deficiencies, human resource development should be pursued continuously and systematically to nurture employees who can contribute to the achievement of the management strategy. However, the series of flows, such as "training → employee retention → reflection in business performance → achievement of management strategy," will take a considerable amount of time to complete. Let's take a long-term perspective while promoting efforts at the earliest possible time. Tips for training new and young employees When looking at long-term management, an important question is how to nurture the future leaders of the company. From this perspective, it is important to establish know-how on how to train new and young employees. Below are four tips for training new and young employees. Don't stop at just having them learn tasks. When training new and young employees, do not just have them learn the tasks in front of them, but train them to see the whole picture. In order to train them to be competitive, it is important to instruct them so that they can understand the entire flow of work from the time they join the company, assuming that they will be with the company for a number of years. Since new and young employees are in a state of lack of knowledge and experience, it is difficult for them to understand the significance of the work they are currently performing. This may cause them to lose motivation for their work. In order to improve their work ethic, it is important to explain to them from the beginning what the significance of the work they are doing every day is. Assign the right mentor to each individual. When training an employee, you need to provide guidance that is appropriate for each of them. The results will depend not only on the content, but also on who is providing the guidance. The instructor and the coachee are compatible and have different values and ways of thinking. In the case of coaching new and young employees, there may be instances in which "Boss B seems to be a better match and seems to grow faster than Boss A." In this case, the coaching should be conducted by a person who has the same values as the new employee and who has a different way of thinking. The rate of growth can be greatly affected by selecting an instructor who is suited to the individual's qualities. It is important to select the right person for the job, as personality mismatches with the supervisor can be a cause of employee turnover. Talk about success stories in moderation. It is very important to share stories and real-life experiences with new and young employees, such as how you have been successful and how you have grown through your work. When new employees are new to the company, the experiences of their seniors and supervisors are the most important information. However, it is not advisable to convey their successful experiences in an intrusive manner. Social conditions, industry trends, and internal initiatives change over the years. In many cases, the current situation is different from when you were successful, so it may not be helpful at all. In some cases, it may be perceived as mere boasting. When talking about success stories, try to be as abstract as possible and make it easy to apply them to various situations. Remind yourself that no one can do it right the first time. It is important for those in a leadership position to recognize the fact that no employee can do everything from the start. In most cases, new graduates and inexperienced young employees, in particular, do not have the knowledge and skills to be immediately effective. Avoid assuming that they have no experience at all and demanding the same work and quality as employees who have been with the company for years. It is important to take a long-term perspective and work to develop them gradually. Key points when training mid-career employees In parallel with efforts to develop new and young employees by giving them experience, it is also important to approach mid-career employees. By providing a solid education to the middle-level employees in the company, the company's foundation will be more solid. Below are three key points for training mid-career employees. Assign direct juniors and subordinates. When placing a mid-career employee in a certain position, be sure to assign a direct junior colleague or subordinate to the same department with whom you have developed a relationship. There are various methods for training mid-career employees, but by teaming them up with members with whom they already have a relationship, you can expect to see an effect on their ability to communicate things straightforwardly and to learn how to lead according to the situation. On the other hand, by teaming up with people with whom you have had no previous relationship, you can expect to gain the ability to create things from scratch and improve your communication skills. What both sides have in common is that they will be in a position to provide direction. Let them gain experience in achieving business goals in an organized manner, taking into consideration the future growth of the company. Implement job rotation An effective method for developing mid-level employees is job rotation. Job rotation refers to reassignments aimed at developing new skills. This reassignment is carried out based on a predetermined human resource development plan, and is expected to have the effect of gaining an overall picture of the company through various tasks and creating new changes through skill development. This can be done in a variety of ways, from a short span of three to six months to a long span of three to five years, but it allows the employee to grasp the entire business and thus the entire flow of the company. Because mid-career employees have more experience than newer employees, job rotation is a mechanism that allows them to discover new details. In addition, it is also effective in building personal networks with other departments. When you decide to work in a team in the future, you will not have to build relationships from scratch. Allow them to experience positions of responsibility One of the most effective methods for developing mid-career employees is to give them experience in positions of responsibility. This can be done in a variety of ways, such as giving them operational responsibility for a new store or starting a new business from scratch. By experiencing positions of responsibility, employees are expected to improve their management skills, on-site coordination skills, and communication skills with superiors, subordinates, and business partners. It is also important to interview the candidate about his/her potential and hopes for the future, in anticipation of the possibility that the business you entrust him or her with will take off and he/she will be busy for a long period of time. It is important to grasp how the individual wishes to grow and to prepare the foundation to encourage that growth. For female employees, ask about their wishes regarding childbirth and childcare, and make efforts to create an environment that allows them to balance work and personal life. Be aware not to fail in human resource development. Incorrect methods of human resource development can lead to cases where human resources are not developed as expected or are not suited to the corporate culture. Therefore, it is important to understand in advance how to avoid human resource development failures. The following is an explanation of the three points to be aware of when training employees. Management clearly states the goals to be achieved by the company as a whole. An important initiative to avoid failure in human resource development is for management to clarify what the company as a whole is aiming to achieve. If the achievement goals that the company as a whole should aim for are not clearly defined, it will be difficult for the field level to know what specific steps to take. Even if each individual sets his or her own goals and proceeds with the work, it will be difficult to achieve high results for the company as a whole. Also, even if human resource development is not progressing well, it will be easier to find areas for improvement if the goals to be achieved are clear. Always explore what numbers and skills are needed to accomplish your goals, and how they should grow in order to achieve those numbers and acquire those skills. In turn, this approach will help unify employee awareness. Set objectives and goals Along with company-wide goals, it is also important to have each employee set specific objectives and goals. By setting individual goals, you will have a clear indication of how you should approach your work each day and how you should grow. By setting goals, you will be able to take the knowledge you gain as your own, not only in your regular work, but also when you attend internal and external training sessions. Conversely, if objectives and goals are not set, there may be cases where some employees will "just listen to the talk" and not remember the content. Conduct periodic evaluations In order to effectively promote human resource development, it is necessary to conduct periodic evaluations in a correct manner. Without correct evaluation, motivation will not be maintained and it will be difficult to see what they are working for. When conducting evaluations, establish a system whereby supervisors regularly check with their subordinates, or senior staff with junior staff, to see if they are achieving their human resource development goals. It is also important to provide feedback and advice on job performance as needed. Five means of developing human resources that will be an asset to the company There are several means to develop human resources who will be an asset to the company and improve its performance. Since the method of development differs depending on the condition and growth level of the employee, multiple means of development should be used effectively. Below we will explain five human resource development methods, including OJT and Off-JT. OJT (On the Job Training) OJT (On the Job Training) is a training method in which new employees or those with no work experience are engaged in practical work while developing skills and knowledge related to their work. OJT has been introduced in a variety of companies and is expected to have the effect of making employees immediately effective by engaging them in practical work. When introducing this program, it is important to prepare a systematic program that allows new employees to easily get involved in work while at the same time allowing them to grow gradually. While on-the-job training is a method often used in human resource development, there are cases in some workplaces where people in training are left unattended or specialize in menial tasks. It is important to plan efforts in advance, as there is no point in implementing the program if the trainees do not properly learn the practical work of the workplace. Off-JT (Off the Job Training) Off-JT (Off the Job Training) refers to group training in which participants gather at a single venue to attend lectures and group work together. Off-JT is often used to acquire knowledge and practical skills in a uniform manner, as it is conducted for a large number of people rather than individually. The unique advantage of this method is that the quality of the learning is assured by a predetermined program, and the necessary skills are conveyed all at once. There are many things that need to be decided before the program is implemented, such as the schedule, location, and instructors. It will be necessary to organize a team in advance and proceed with things in a systematic manner. It will be even more effective if the training is conducted in conjunction with off-the-job training, for example, by utilizing the content learned in off-the-job training in on-the-job training. Self-development Self-development is a training method that encourages employees to learn on their own initiative. It is a training method used along with OJT and Off-JT, but the decisive difference is that the company does not force the employee to learn, but rather the employee takes the initiative. What the company should do is to support employees to deepen their learning through self-development. Effective ways to encourage employees' self-development include inviting them to seminars and introducing them to books they should read. It would be better if the company provides financial and time support to employees to promote self-development. 4) MBO (Management by Objectives) MBO (Management by Objectives) is a system in which each employee sets his or her own goals and is evaluated based on how well he or she achieves those goals. Since the goals are set by the employees themselves, they are expected to make independent efforts and use their own ingenuity to achieve them. When introducing this system, it is recommended that the company establish a support system to help employees achieve the goals they set. It is also important that supervisors and managers provide dedicated training to confirm the appropriateness of these goals. In addition to simply setting goals, it is also a good idea to look at how well individual goals can be linked to the company's overall goals and the goals of the department. 5) E-Learning E-learning is a method of training employees to acquire knowledge efficiently through the use of smartphones and computers. Various services are offered by various companies, and the number of companies and organizations introducing e-learning is on the rise. The major advantage of online content is that participants can learn from anywhere and at any time. There is no need for group training, so there is no need to gather all employees at once. When introducing this service, select the one that best fits your company's objectives and budget after picking out several companies that offer the service. Examples of human resource development using e-learning systems More and more companies are adopting learningBOX as a useful e-learning system for human resource development. Below, we will explain the issues that companies had before implementing the system and how learningBOX solved them. Ventuno Inc. Ventuno Inc. is a company that sells health foods and cosmetics that utilize the slimy ingredients found in mozuku (Cladosiphon okamuranus), kelp, and other seaweeds. The company has two locations, the head office and a call center, but they were faced with the time and cost issues of conducting training together. However, by implementing learningBOX, the company has succeeded in building a system that promotes employee learning by reducing travel time and costs. The introduction of the system before the spread of the new coronavirus also made it possible to prepare in advance a system that can smoothly provide employee training even in the event of a coronavirus disaster. The Japan LD Society The Japan LD Society is an academic research organization that studies LD (Learning Disabilities), ADHD (Attention Deficit/Hyperactivity Disorder), ASD (Autism Spectrum Disorder), and other disorders, and promotes support using their content. The society had been facing issues such as increasing the number of participants in its training programs and having users who are unfamiliar with IT, but with the introduction of learningBOX, a system for conducting training regardless of location has been established. The system is easy to use even for those who are not familiar with IT, and the number of participants in training and those who have obtained professional licenses are increasing. URNES Inc. URNES Inc. supports the condominium management industry in strengthening management capabilities and human resource development. We are promoting initiatives to improve the level of human resources by utilizing our proprietary system to support the industry. The company was faced with the challenge of introducing e-learning that could be used by the elderly and creating content that would motivate them to learn. With the introduction of learningBOX, even the elderly can now learn smoothly using their smartphones. The company has also been able to provide uniform learning opportunities to deputies in all regions of Japan. Furthermore, the company has incorporated learningBOX into a web application to provide an e-learning system that enables management staff training regardless of time and location. Use e-Learning to Develop Employee Skills In order to increase the value of your company, it is important to systematically develop the human resources who will be responsible for the company's future. There are a variety of methods for human resource development, and you should select the best training method for your company's objectives. If you would like to introduce e-learning, which is highly effective for knowledge acquisition, please consider our e-learning system "learningBOX". Not only does this system have a wide range of functions, but it also provides easy management of students, ensuring a smooth system implementation. If you would like to systematically enhance the skills of your employees, please try our free plan, which is available free of charge.  
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Visualization of progress management will make our organization more vibrant!

Checking progress is important for smooth operations. Many of you may be using various tools such as Gantt charts to manage the progress of your tasks and goals. When a project is carried out by multiple people instead of individuals, managing the progress is one of the tasks. So, what are the benefits of managing progress? In this article, we will explain the benefits of visualizing progress management and what to keep in mind when introducing the system. If you are interested in making your project run more smoothly, please take a look at this article. Table of Contents 01What is progress management in the first place? What is its purpose? 02Merits of Visualization of Progress Management Early detection of problems Improves operational efficiency Deadlines can be met Cooperation within the team is created. 03Cautions for visualization of progress management Only progress is checked. There is a gap in the recognition of progress rate Few opportunities to share with the team Relationship of trust has not been established. 04The Importance of Progress Management in Employee Training Benefits for the Company Benefits for Employees 05Summary What is progress management in the first place? What is its purpose? Progress" refers to the "progress of a task or work," and "progress management" refers to "checking the progress of work and understanding any deviations from the plan. It also includes understanding problems and issues that arise during the work and taking measures to resolve them. The purpose of progress management is "to ensure that deadlines are met. Progress management makes it easy to determine how far along the process we are and how much is left to do. No matter how detailed the schedule is, projects rarely progress on schedule. The main purpose of progress management is to eliminate discrepancies between the schedule and actual progress and to meet deadlines. Failure to meet deadlines can lead to a loss of trust in the company and a decline in business performance. Progress management, which even holds the fate of a project in its hands, is now the cornerstone of project management. Simply managing progress is not enough. What is required for team projects is the introduction of "visualized" progress management that can be shared among members. Back to Table of Contents Benefits of Visualization of Progress Management Visualization of progress management is essential for a smooth project. So what are the specific benefits? Early detection of problems With visualized progress management, you can quickly detect abnormalities as they occur. Issues facing the project, such as causes of schedule delays, problems faced by each team member, and operational errors, can be clarified and addressed at an early stage. Delays in delivery and project failures can be minimized. Improved operational efficiency Visualization of progress management makes it easy for all team members to grasp the workflow of the entire project and clarify the priorities of the work. By being clearly aware of "what needs to be done now" and being able to concentrate on the necessary tasks, work can proceed efficiently and work efficiency can be improved. Meeting deadlines When progress management is visualized, each member is aware of the overall project schedule and sets his or her own schedule working backwards from it. By being aware of deadlines, each individual will be able to manage their own tasks more closely, and major delays will be eliminated. This will also make it possible to meet deadlines throughout the entire project without major delays. Cooperation within the team is created. By making progress management visible, you can easily grasp the status of your team members. Since you can see your own status and the status of others, you can cooperate with each other by accepting or delegating tasks according to each other's workloads. This also leads to the equalization of work. Back to Table of Contents Notes on Visualization of Progress Management Visualization of progress management" improves the motivation of members and the productivity of the company, but sometimes it is not as effective as expected. For individuals, using a to-do list or Gantt chart is effective, but if you have a large number of members, please note the following points. If you know of any of the following in your company, please improve them as soon as possible. Checking progress only. Without a clear understanding of the purpose of progress management, project goals will not be achieved even if progress is being managed. There is no point in managing progress with a stance of "just keeping up appearances for the time being. There is a discrepancy in the understanding of the progress rate. The progress rate is "the degree to which work is progressing. The progress rate varies greatly depending on whether it is reported subjectively by the person in charge or calculated from the number of man-hours. It is important to clarify in advance what standards are used for reporting the progress rate within the team. By unifying the reporting standards, it is possible to avoid omissions in reporting. Few opportunities to share with the team If progress is not shared among team members, they will not be able to understand each other's current status, and the overall progress of the project will be unclear. This makes it difficult to improve the productivity of the team as a whole. The easiest way to share progress is to use a whiteboard. The easiest way to share progress is to use a whiteboard, where everyone can see it and update their individual progress daily. Trust is not built. No matter how careful you are in your work, mistakes and delays will occur. Without a solid relationship of trust, such reports are difficult to bring up. It is important to create an atmosphere of mutual support within the team, where even negative things can be reported. Back to Table of Contents Importance of Progress Management in Employee Training Progress management is not only important for business operations. It is also important for internal training programs. Progress management is important not only for business operations, but also for internal training programs. Progress management in training is beneficial to both the company and the employee. Advantages for the company Track employee learning progress. Follow up with employees who are behind in their progress. Brush up the training content based on the level of understanding. By monitoring learning progress, it is possible to know the suitability of each employee. You will be able to give accurate advice to employees who are behind in their progress or who have difficulty in certain areas, thereby enhancing the relationship of trust between you and your employees. In addition, you can brush up the training content to make it more practical and appropriate after checking the level of understanding of the entire workforce. By managing the progress of training, you will be able to develop employees with practical skills in the shortest possible time. Benefits for Employees Visibility of the learning progress rate helps maintain motivation. Know your strengths and weaknesses Receive accurate advice. You will be able to monitor your own learning progress so that you can see the goals you should be aiming for, and this will increase your motivation. By keeping track of your learning progress, you can see which areas you are strong in and which areas you are weak in, allowing you to make your own study plans, such as focusing on areas you are weak in. The company can also track your weak areas, so they can give you accurate advice at the right time. Back to Table of Contents Conclusion The purpose of progress management is to meet deadlines, but the benefits do not stop there. Visualization of progress management can also improve company performance and employee motivation. Find the best progress management tool for your company. Visualization of progress management is also a great help not only for work but also for training. Our "learningBOX", which allows you to manage the progress of training, has all the functions necessary for training management, and allows you to monitor each learner's learning status and level of understanding on an individual basis. Of course, learners can also view their own performance, which can help motivate them. We also offer a free trial plan, so please feel free to try our free trial first. We also recommend this one! Also read Back to Table of Contents
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