human resources development

Training is provided at various times, such as when new employees join a company or when they are promoted. Training is essential for developing excellent human resources, but it is important to choose the right training program that matches your company's environment and the issues you want to solve. This article explains the different types of employee training, their respective merits and demerits, and points to keep in mind. Employee training is divided into three categories according to purpose There are many different types of employee training programs, which fall into three main categories depending on their purpose. Before conducting employee training, it is important to have a clear understanding of 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 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 to learn specialized knowledge that meets the needs of each job category, and is generally conducted for each department. For salespeople, it is to improve their sales skills; for call centers, it is to improve their telephone skills; and for general affairs and accounting, it is to deepen their knowledge of PC skills and bookkeeping, etc., to improve their practical skills. Examples: Sales training, human resources training, marketing training (iii) Theme-specific training Theme-specific training is a training program that picks out the ideas and skills that the trainees are expected to acquire, and provides them with intensive training. Training themes are selected based on the company's business development and the challenges it faces. The objective is to have trainees learn what you want them to learn, regardless of their job level or position. Examples: Communication training, risk management training, business manner training Back to Table of Contents Specific Training Methods OJT and Off-JT There are two major methods of training. A thorough understanding of the differences between them and their use for different purposes is essential for efficient training. Let's review the differences and advantages and disadvantages of each. OJT (On the Job Training) On-the-job training is a method of education in which trainees acquire a variety of business knowledge while gaining practical experience in the workplace under the supervision of an educator. OJT 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 trainee and the instructor, which allows the trainee 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) This method is called "off-the-job training," in which participants temporarily leave their workplaces 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. Back to Table of Contents E-Learning Training on the Rise: What are the Benefits? 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 while the trainee is working, but rather has a strong classroom component. 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 the pace of the individual 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. Back to Table of Contents 3 Key Points for Successful Training There are three key points to keep in mind for efficient training. (1) Clarify the purpose The most important thing is to clarify the purpose of the training. Without a clear understanding of the purpose of the 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. 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 employees will have different content. What does the employee lack? The content of the training should make up 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 does not take root, and the knowledge cannot be put 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. Back to Table of Contents 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. ▼Here's another recommendation! Also read. Back to Table of Contents

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

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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In order to maintain your company's superiority in the marketplace, you need 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 will take root among the 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. What is the purpose of conducting in-house training? The ultimate goal 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 leads 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 for reasons such as "the volume of information to be conveyed" or "the content is specialized," one option is to request outside instructors. Improvement of company cohesion The implementation of in-house training can also 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 trust Another purpose of in-house training is to enhance the company's credibility. As a member of society, it is a matter of course that one should be familiar with general common sense and business manners. If you do not have the common sense and manners, your business partners may wonder if it is safe to do business with this company, which may lead to poor performance by the 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 very important. Make sure that basic knowledge is conveyed to them before they enter into specific business activities. Avoiding Management Risks In-house training can also help avoid some management risks. While there are a variety of management risks, 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 be incurred. By giving employees a more concrete image of the possible dangers, it will raise each employee's awareness of risk management. Back to Table of Contents Major Types of In-House Training Since there are multiple means of internal 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 content for their work or to gain 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. 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 member. Starting with simple tasks, the employee is gradually taught more complex and time-consuming tasks, thereby promoting 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. Group training" is an effective way to acquire 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 and supervisors. In-house training is effective in communicating corporate and management philosophies, as it is directly conducted by a person from within the company. 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. Since the training is conducted by inviting outside instructors, new opinions and ideas that are not bound by the existing corporate culture can be incorporated. 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. Back to Table of Contents How to proceed with 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 promoting in-house training, first establish the current issues and post-education goals. By clarifying the reasons for training and the issues to be resolved, a training policy will emerge. It is important to understand what is lacking in the participants from a comprehensive perspective, not only from the educator's point of view, but also by listening to the participants themselves and 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 will be determined by taking into account the internal preparation period, the schedule of external lecturers, 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, scheduling should be flexible. (3) Decide how to implement in-house education. After the schedule is set, decide on the specific method of implementing in-house training. There are various types of implementation methods, such as on-the-job training, 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. Back to Table of Contents 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 a story. 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 To make your educational content stick, repeat the feedback cycle. The feedback cycle is a term that refers to the process of receiving feedback and working toward improvement. Specifically, the process is to repeat the flow of "receive feedback on what you have learned, discover issues for yourself, think about what you need to change to solve the issues, and then actually take action on what you have thought about. By repeating the cycle over and over again, the educational content will be more reliably established. Create an action plan sheet Creating an action plan sheet is another effective follow-up. An action plan sheet is a sheet that describes the actions required to achieve the subject's goals and plans, and whether the goals were 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 participant satisfaction and understanding. If you want to make use of 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. Back to Table of Contents Tips for Meaningful In-House Training In order to provide meaningful in-house training, it is necessary not only to select appropriate methods, but also to consider the mindset of the participants. 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 the training to participants. In order to provide meaningful in-house training, it is important to work on communicating the need for and importance of the training to participants in advance. Rather than simply informing them of the outline of the training, try to motivate the participants by informing them of the reasons for the training, the benefits they will receive from the training, and how you hope they will 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 spontaneous 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 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. Introducing an e-learning system Introducing an e-learning system that uses smartphones and PCs is also effective for in-house training. The system is characterized by the ability to study at any time, from any location, and to look back on the content repeatedly. It is also ideal for reviewing 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. Because they are effective for follow-up, we recommend incorporating them as part of 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. Back to Table of Contents e-Learning for Effective In-House Training 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 education, and tests can be easily conducted to check employee proficiency levels. We have prepared detailed information on learningBOX and how it can be used, so if you are interested in introducing e-learning or are concerned about in-house training methods, please contact us first with a free information request. ▼ We also recommend this one! Also read. Back to Table of Contents

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.  

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.  

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

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 for human resource development that will not fail, case studies, etc. If you are serious about human resource development methods, please continue reading to the end. 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 to aim for, any attempt at human resource development 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 raise the awareness and skills of employees. By developing human resources who are not only able to follow manuals and perform their duties in a casual manner, 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 the company's business performance Human resource development can be expected to improve your company's business performance. By providing employees with the necessary training, you will gradually change the way they approach their work and their behavior in the workplace. 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. Achievement of Management Strategies The ultimate goal of human resource development is to achieve management strategy. As we develop our management strategy, we will identify the skills and operations that are currently lacking. In order to make up for these shortcomings, we will continue and systematically promote human resource development and nurture employees who can contribute to the achievement of our 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. Back to Table of Contents Tips for Training New and Young Employees When looking at long-term management, the key 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 the work. 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 and to be able to carry out their work. In order to train them to become competitive human resources, it is important to assume that they will be with the company for a number of years and teach them to understand the entire flow of work from the time they join the company. Since new and young employees lack 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. Assigning the right supervisor to each person When training an employee, you need to provide the right guidance for each of them. The content, of course, but also the outcome will depend 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 hires and young employees, there may be instances in which "Boss B seems to grow faster than Boss A because they are more compatible with each other. 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 your success stories, try to be as abstract as possible and make it easy to apply them to various situations. Remind them that no one can do it right the first time. It is important for those in a position of leadership 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 the same 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. Back to Table of Contents Points to Consider 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 within the company, the company's foundation will be more solid. Below are three key points for training mid-career employees. Assign direct junior staff and subordinates. When placing a mid-career employee in a certain position, try to assign a direct junior colleague or subordinate to the same department with whom you have already 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. Job Rotation. An effective method for developing mid-career employees is job rotation. Job rotation refers to the reassignment of employees to new positions with the aim of developing new skills. This reassignment is carried out based on a predetermined human resource development plan, and is expected to have the effect of providing an overall picture of the company through a variety of tasks, and of bringing about 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 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 work on giving them experience in positions of responsibility. There are various ways to do this, 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 their work and personal lives. Back to Table of Contents Be Conscious to Avoid Failure in Human Resource Development Incorrect methods of human resource development can lead to cases where personnel 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 human resource development failures is for management to clarify what the company as a whole is striving to achieve. Without a clear goal for achievement that the company as a whole should aim for, 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 overall company goals, it is also important to have each employee set specific objectives and goals. By setting individual goals, you will have a clear indicator of how you should approach your work and grow on a daily basis. 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 for human resource development to be effective, regular evaluations must be conducted in the correct manner. Without correct evaluation, motivation will not be maintained, and it will be difficult to see what one is 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. Back to Table of Contents Five Means of Developing Human Resources to be an Asset to the Company's Strengths 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. 1) On the Job Training (OJT) 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. On-the-job training is a method often used in human resource development, but in some workplaces, there are cases 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 is also effective if the training is conducted in tandem, for example, by applying what is learned in the Off-JT program to the OJT program. 3) Self-development Self-development is a development method that encourages employees to learn on their own initiative, along with OJT and Off-JT, but the decisive difference is that employees are not forced to learn by the company, but rather they are encouraged to do so on their own. 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 the goals. 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 departmental goals. 5) E-Learning E-learning is a training method that aims at efficient knowledge acquisition through content that is learned using smartphones and computers. Various services are offered by various companies, and the number of companies and organizations introducing these services 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 suits your company's objectives and budget after picking out several companies that offer the service. Back to Table of Contents Examples of Human Resource Development with 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 introducing learningBOX and how learningBOX has solved them. Ventuno Inc. Ventuno Co., Ltd. has the philosophy of "living beautifully together" and sells health foods and cosmetics that utilize the slimy ingredients found in mozuku (Cladosiphon okamuranus) and kelp. The company has two locations, its head office and a call center, but the company was facing a time-consuming and costly problem in conducting training together. However, by introducing 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 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), etc. and promotes support using its content. The society had been facing issues such as increasing the number of trainees and users unfamiliar with IT, but with the introduction of learningBOX, a system for conducting training regardless of location has been established. The number of participants in the training sessions and the number of people acquiring professional licenses are increasing. Urunes Corporation URNES Inc. is a company that supports the condominium management industry in strengthening management capabilities and human resource development. To support the industry, we are promoting initiatives to improve the level of human resources by utilizing our proprietary system. 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. Back to Table of Contents Use e-Learning to Develop Your Employees' 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. ▼ We also recommend this one! Also read. Back to Table of Contents

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

A Must-See for HR Professionals! DX Changes Corporate Internal Education and Human Resource Reform My name is Kidaoka, I am in charge of marketing. In 2020, companies faced difficult business operations due to the spread of the new coronavirus. In the midst of the coronary disaster, society as a whole developed a tendency to avoid "meeting with people," and various businesses that had been built on "meeting with people" were no longer viable. In order to overcome this situation, the use of digital technology played an indispensable role! The year 2021 is said to be the year of DX, or the year in which the digital revolution will begin in earnest. DX is an essential measure for companies to survive in the future. The impact of the new coronavirus has led to the introduction of remote work, but at the same time, it has also brought to light the challenges of human resource assessment and management. In this article, we will introduce the features of an "e-Learning x Talent Management System" that reduces the burden of in-house training and HR operations and leads to greater efficiency. Table of Contents 1. The age of DX is coming to in-house training 2. Strategic HR using DX to nurture people and protect the company 3. Limited to the first 50 companies! We will provide thorough support for your company's DX promotion! 4. Summary The full-fledged DX era has arrived for in-house education as well. Due to the impact of the spread of the new coronavirus, teleworking has rapidly accelerated in large companies since last year. Even manufacturers that had not yet made the transition to DX were forced to change, with most meetings switching to using online tools such as Zoom and Googlemeet. DX is a term that describes digital transformation and refers to the use of IT information technology to change people's lives for the better. It is used as a fundamental effort by companies to transform their business models and operations through the use of IT information technologies such as AI, IoT, and Big Data, and is based on the concept of "creating new value in existing business processes and business models. Click here for related articles on DX The rapid shift to DX is also taking place in the field of human resources training! Companies that are primarily teleworkers are moving their training to the web and promoting in-house training through online learning using e-learning and an LMS (Learning Management System) with live delivery capabilities. Many LMSs are equipped with systems and functions that allow most of the tasks previously performed in conventional training to be completed on the Web, such as "checking attendance and participation, administering comprehension tests, and communicating with instructors and trainees. LMS stands for Learning Management System, also known as a learning management system. As the name implies, LMS was originally designed to deliver e-learning courses to students and to manage their learning history as data. For more information on LMS, please refer to this article. Recommended for corporate training! E-learning to streamline and automate in-house training The most common type of corporate training is group training for new employees, but in recent years, "e-learning," which utilizes the Internet, has been attracting attention. E-learning refers to "a form of learning that uses a variety of devices, such as computers, smartphones, and tablets," and is an educational style in which learning is digitized. E-learning allows trainees to proceed with training at their own convenience and at their own time, and is increasingly being introduced as part of various in-house training programs. Training for new employees and other essential internal training programs are often costly and time-consuming tasks, such as schedule management and preparation of personnel in charge. In addition, the diversification of human resources and the segmentation of required skills have made it impractical to provide group training in which everyone takes the same course. Advantages of e-Learning for Corporate Training E-learning is a method of corporate training that allows each trainee to proceed at his or her own pace, anytime, anywhere, without the constraints of time or location. A wider range of materials can be used than with books, reference books, or lectures alone, and the progress and performance information of trainees can be easily checked. E-learning, which can provide an efficient learning environment on the Internet that is difficult to achieve with conventional group training and education, has been widely adopted in Japan since the 2000s by companies, universities, and other organizations. The following costs are incurred when conducting conventional group training 1. transportation costs incurred when gathering participants at a single location 2. venue costs incurred in conducting the training 3. Printing costs for materials distributed at the training Personnel costs for outside lecturers who are in charge of the training E-learning can be used repeatedly once the learning environment has been established. Conducting training via e-Learning can reduce the cost of venues and the time and expense required to prepare and distribute materials. E-learning can also provide flexible learning opportunities for people with irregular working hours or mid-career hires, who would otherwise be difficult to accommodate through group training. Strategic HR using DX to nurture people and protect the company Administrative tasks that HR mainly performs, such as human resource management and personnel evaluation, are very suitable for automation and systemization. HR operations are an area where organizations can easily take the first step in promoting DX, and major companies are introducing systems one after another to improve internal efficiency. However, back-office operations such as human resources and labor affairs have long been viewed as problematic due to their inefficiency and complexity. Here, we will introduce a "talent management system" that is useful for data management and personnel evaluation of such HR operations. Using a talent management system allows centralized management of cumbersome data Talent management is a concept that originated in the United States in the 1990s. A talent management system is a concept that aims at strategic personnel allocation and human resource development by centrally managing and operating data on employee abilities, qualities, techniques, skills, and experience. In Japan, it became widely recognized in the 2010s, when the decline in the working population became an issue. Talent management systems are characterized by the visualization of employee abilities, enabling the placement of the right people in the right positions and human resource development! How to utilize a talent management system Here are some specific ways to utilize the talent management system. 1. Improve employee morale by visualizing engagement 2. Enable strategic human resource development and allocation 3. Improvement of wasteful HR-related operations Visualization of engagement improves employee morale Engagement is an expression of "attachment" and "feelings" toward the company. Increasing employee engagement is attracting attention as an important issue for the future survival of a company. According to the Motivation Engineering Research Institute's study on "Engagement and Corporate Performance," it is suggested that increased engagement has a positive impact on employee productivity. The introduction of a talent management system can be used to visualize employee engagement, which is effective for human resources and corporate management. No. 2: Strategic human resource development and placement becomes possible. The greatest benefit of a talent management system is that it enables objective and comprehensive evaluation of employee abilities. In the conventional evaluation system, evaluations were often based on the judgment and image of the supervisor, and it was not uncommon for employees to not be able to utilize their true abilities. If a system that centrally manages data is in place, it will be easier for employees to receive legitimate evaluations based on data from a comprehensive perspective, rather than someone's biased judgment. 3. Improvement of wastefulness in human resource-related work By centrally managing data that was previously managed in various media such as Excel and paper, HR operations can be greatly simplified. Since the data can be managed centrally on the web, it is certain that you will be able to streamline your HR operations at once from the conventional management method! By streamlining HR operations, resources can be allocated to other tasks. Limited to the first 50 companies! We will thoroughly support your company's DX promotion! (Head Office: 216-1 Domoto, Tatsuno-cho, Tatsuno City, Hyogo Prefecture; President: Yoichiro Nishimura; hereinafter referred to as Tatsuno Information System) has decided to participate as a "Collaboration Partner" in the "Kaonavi Connected Partner Program" offered by Kaonavi, Inc. (headquartered in Minato-ku, Tokyo; President and CEO: Hitoki Yanagibashi) as a "Collaboration Partner" in the "Kao Navi Connected Partner Program". Kao Navi, which supports digital transformation (DX), and learningBOX will launch an exclusive campaign to commemorate the collaboration! Kaonavi, which unearths the individuality and talent of employees and accelerates strategic human resource management Kaonavi is a talent management system that accelerates strategic human resource management by discovering the individuality and talent of employees. By centrally managing and visualizing human resource information such as employee faces, names, experience, evaluations, skills, and talents, Kaonavi supports the realization of strategic talent management operations such as optimal personnel allocation and selection. As an HR technology that solves all kinds of human resource management issues and realizes corporate work style reforms, it has been selected by more than 1,900* company executives and front-line managers, regardless of industry or business category. As of September 30, 2020 (Official website: https://www.kaonavi.jp) learningBOX is an e-learning system focused on ease of use and low cost! learningBOX is a learning management system (LMS) that covers all functions such as creating teaching materials, creating questions and tests, grading, and managing grades, and allows you to create e-learning materials with a focus on price and ease of use. The system allows users to create 13 types of question types for question/test courses, a web-based version of the "Red Sheet," a standard memorization measure, "Mushiken Notebook," and original typing materials. (Official website: https://learningbox.online/) Campaign acceptance period: limited to the first 50 companies that apply, starting April 1, 2021 (Thursday)! More visualization and more attractiveness through "Talent Management" x "e-Learning"! Kaonavi, which supports digital transformation (DX), and learningBOX will hold a limited campaign to celebrate their collaboration. Campaign Features 1. Centralized management of internal training course attendance records and grades by linking them to employee information 2. Streamlines human resource management operations that handle a vast amount of information. 3. Streamline personnel evaluation and internal training through system integration 4. Start the two services at a discount. 5. Original candy gift with your application for the business meeting! If you are interested, please click the banner below to visit the project page. Conclusion In this article, we introduced the features of the "e-Learning x Talent Management System" that leads to reduced burden and increased efficiency of internal training and HR operations. The new coronavirus has led to an increase in the use of IT throughout society, and the need for online training is on the rise. In order for a company to continue to grow, it is very important to create a system that fosters a flexible attitude and organizational climate in which each employee is willing to take on challenges in learning. In recent years, the need for digital transformation has been increasing in Japan. This is not limited to large companies, but also applies to small and medium-sized enterprises. With the start of the new fiscal year, we understand that many companies are conducting training for new employees. Are you finding that you have a lot to manage, but your workload is only increasing? By combining e-Learning with a talent management system, you can easily and centrally manage internal training and personnel evaluations, which used to be a difficult task. Our e-learning system, "learningBOX", is an LMS that can be integrated with a talent management system.