human resources development

Manuals are important to standardize the quality of work regardless of the level of employees. Manuals are also indispensable for efficient work execution and employee skill improvement. However, there are many managers and executives who understand the need for manuals but do not have the knowledge to create them. This article will explain the procedures, tips, and essential tools for creating an effective manual. If you are thinking of creating a manual or refreshing its contents, please continue reading to the end. What is a Manual? A manual is a document that summarizes in a single document the procedures and points to be followed in performing a certain task. It is used to prevent mistakes while ensuring that everyone involved in the work achieves the same results, and is essential for standardizing and systematizing the work. The manual enables new employees and transferred employees to perform their duties quickly and accurately while maintaining the quality of their work. Difference from a procedure manual Although the term "procedure manual" refers to a meaning similar to that of a manual, the fundamental nature of the two is different. The following table confirms this. Manuals procedure manual Roles Provide an overview, background, and reasons for the work in addition to the procedures Explain the procedure in detail Contents A document that comprehensively outlines the procedures for the smooth execution of the entire business. It provides a wide range of information such as flow, know-how, and rules for the entire operation. A document that shows specific work procedures. It describes work procedures in detail and summarizes processes and work procedures. Scope of entry Entire operations Specific work broken down into operations The key point is that manuals are summarized for the entire operation, whereas the scope of a procedure manual is a specific task that breaks down the operation. Why do we need manuals? So, why are manuals necessary for business execution? There are four main reasons Improvement of work efficiency Time and effort spent on work errors and rework during operations are reduced, leading to increased operational efficiency. Improvement of work quality Since the work flow is clarified, work omissions and quality variations are reduced, and stabilization and improvement of work quality can be expected. Prevention of specialization The manuals will help to prevent the creation of a workforce by clearly stating work procedures, tricks, and rules. Manuals will help standardize work procedures because they are shared. Improved efficiency of human resource development By quickly communicating necessary information, newly assigned personnel can acquire skills and adapt to the organization more efficiently, enabling them to begin work at an earlier stage. Back to Table of Contents Manual Preparation Procedure The following is a description of the actual manual creation process. The process is divided into the following five steps STEP 1: Clarify the purpose and users, and determine the scope of coverage. The first step in creating a manual is to clarify "what is the purpose of the manual and who will use it? Clarifying these two points is the key to correctly selecting the necessary information for the manual and creating a manual with content appropriate to the user's level. Once the purpose and users have been clarified, the next step is to determine the scope of the manual. By clarifying the target scope in line with the purpose of the operation, such as "training for new employees" or "materials for newly assigned staff," it will be easier to ensure that the manual is fully effective. STEP2: Set a schedule for completion Once you have decided on the manual to be created, set a schedule for its completion. First, calculate backward from the date you want to release the manual to determine the required time and man-hours, and set deadlines for each process. By determining the schedule while taking into consideration the amount of time that can be spent on manual creation out of the overall workload, you can proceed with the work without difficulty. For example, if the manual is for a new employee who will join the company in April, it should be completed by February or March. STEP3: Organize and summarize job descriptions and work procedures Organize the tasks and work procedures to be described in the manual. By grouping related tasks and procedures and clarifying the relationship between them, you can check for omissions and duplication, and select and discard information. STEP4: Create a draft structure and finalize the table of contents To make the overall picture of the manual easier to understand, determine the overall structure that will serve as the framework of the manual. The trick is to identify everything you want to convey in the manual, and then systematically create a draft structure. Once the table of contents is prepared and the overall structure is decided, you will be able to see where the information you organized in STEP 3 will be applied in the manual. Also, by confirming with those involved and responsible for creating the manual when the structure is finalized, rework after the main text is created will be reduced and work can proceed more efficiently. STEP5: Creating the body of the manual Once the structure and table of contents have been completed, it is time to finalize the contents of the manual, describing specific tasks and instructions based on the structure of STEP 4. By effectively incorporating not only text, but also diagrams and tables, the content will be easy for the reader to understand. Back to Table of Contents Key Points for Manual Preparation and Operation An important aspect of creating a manual is to make sure that the content is easy for the reader to understand. If the content is too difficult to understand, it will be difficult to gain the necessary skills effectively. Here are six points to consider when creating an easy-to-understand manual. Be aware of the 5W1H When creating a manual, be aware of the 5W1H: "When: When," "Where: Where," "Who: Who," "What: What," "Why: Why," and "How: How." If you create a manual with these six points in mind, the content will be easy to convey to others. The actual readers of the manual will be beginners in the relevant business. Aim for content that even someone unfamiliar with the work can understand how to proceed with the work just by reading the manual. Adapt the style and content to the reader's level When creating a manual, it is also very important to match the style and content to the level of the reader. For example, if the reader is a new employee, it will be difficult for him/her to accurately understand technical terms and industry-specific rules that only a seasoned industry expert would understand. To avoid such concerns, it is important to keep in mind that the content should be "easy to understand by anyone. Clarify important points Manuals tend to be voluminous because of the nature of the information that must be covered. The more information a manual contains, the harder it is for the reader to see the important points and understand them. Therefore, it is important to emphasize important points by bolding, redacting, or increasing the size of the text. Bullet points and numbering are also effective. Describe the purpose for which the manual was created. In order for the reader to accurately understand the contents of the manual and to make use of it in practice, it is necessary for the reader to understand "the purpose for which the manual was created. When creating a manual, be sure to include the purpose of the manual. Without a reason as to why the manual should be followed, the reader may unconsciously disregard the contents of the manual. It is important to include reasons such as, "We have made many mistakes in the past without a manual," to effectively convey the intent of the manual. Use diagrams and illustrations. When creating a manual, try to make the content visually easy to understand by inserting diagrams and illustrations as much as possible. When conveying complicated procedures or detailed content, information may not be immediately accessible using text alone. Using diagrams and illustrations as appropriate will make the manual easier to read and understand. Operating and Improving the Manual After the manual is completed and distributed to those involved in actual operations, improvements should be made while using the manual. When the first completed manual is actually put into operation, there is a possibility that omissions in the content or situations that were not envisioned when the manual was created may appear. It is necessary to make improvements as appropriate and update the manual to a higher degree of completeness. Back to Table of Contents Platforms are efficient for centralized management from manual creation to operation Proper operation of the manual after its creation and publication is very important. By using a platform, you can improve accessibility to your manuals, and users will be able to view them immediately when they need them. Let's take a look at the benefits that arise from the implementation of a platform. Time and cost savings Compared to operations with traditional paper or electronic manuals, the platform simplifies the sharing, updating, and management of information and provides a user-friendly environment for administrators and users. Printing, which is mandatory for paper manuals, can also be replaced by digital, which saves costs. Smooth updating and modification of manuals Not only does this make it easy for anyone to update or change manuals, it also streamlines and optimizes operations by automatically notifying users of updates and changes and collecting improvements to manuals through feedback functions. Depending on the platform you choose, there may be a function that allows you to create the manual itself, so choosing such a system is convenient because you can centrally manage everything from creation to operation. Introduction to learningBOX learningBOX is a learning management system that provides all the functions necessary for training, including the creation and distribution of teaching materials, grading, and learner management. learningBOX is used not only as an LMS, but also as a platform for manual creation and operation. 5 advantages of using learningBOX for manual creation and operation Easy creation of manuals in a wide variety of teaching material formats, including video and PDF Manuals scattered throughout the company can be consolidated in the learningBOX for efficient, centralized management The learning management function can be used to monitor the level of understanding and proficiency of employees' manuals. Create tests based on manuals and use them for employee training Can be used on multiple devices (PCs, smartphones, tablets), allowing manuals to be checked and updated from any location LearningBOX Application Examples Here are two examples of how learningBOX is being used to create and operate business manuals. No.1 Corporation No.1 Corporation, which provides total support for the office environment, business efficiency, and management environment surrounding small and medium-sized businesses throughout Japan, uses learningBOX for a wide range of purposes, including manual creation, in-house training, and preparation for certification exams. Previously, manuals could only be viewed on paper when outside the office, but with the introduction of learningBOX, manuals can now be viewed on smartphones even when outside the office, leading to improved operational efficiency. NAC Corporation NAC Corporation, which provides Kuricla, a home-delivered water that is popular at private homes and businesses, has introduced learningBOX to improve and standardize the service level of its delivery staff. The company has created a test based on the manual and has delivery staff nationwide take the test to deepen their knowledge of the business by going back to the manual. Through continuous testing, the test has spread throughout the company, and staff members feel that they are now able to engage in a more positive approach to their work. Back to Table of Contents SUMMARY In this issue, we explained how to make a manual, the procedures and key points. Manuals not only facilitate various operations, but also help to prevent the creation of a workforce by sharing work procedures, tips, and rules. In addition, the introduction of a tool is recommended for efficient manual creation and operation. LearningBOX" is a platform that anyone can easily use to reduce the "effort" and "cost" of manual creation. With the free plan, up to 10 accounts, including administrators, can use almost all functions for free and indefinitely. Please feel free to contact us if you would like to try it out. We also recommend you to read this page! I want to read it in conjunction with Back to Table of Contents

With the rapid increase in the number of companies adopting remote work in recent years, employee training is also becoming mainstream to be conducted remotely. Among these, "training videos" through e-learning are now attracting attention. Amid the demand for diversity in work styles, "training videos," which can flexibly meet the needs of companies and trainees, can achieve their objectives more effectively than conventional training methods. For corporate HR recruiters who are considering reviewing their training methods, please take a look at the advantages of introducing "training videos" utilizing e-learning and the points to consider when creating such videos. What is a Training Video? Training videos are used to educate employees by distributing training content via video. Training at companies includes training for new employees that conveys work rules and basics, and training for employees that conveys work flow and how to handle complaints. Many people may think of training as a situation where participants gather in a conference room or training facility and an instructor speaks one-sidedly with a microphone in front of them. There are also cases in which the training is conducted online in one place, rather than in person in real life. Until now, these types of "group training" have been the norm. In recent years, however, "training videos" utilizing e-learning, which are more convenient than "group training," have been attracting attention. Differences from Online Group Training The major difference between training videos and online group training is that the videos that participants watch are in real time. In online group training, the instructor also conducts the training in real time to the trainees, since multiple people are taking the course online at the same time using a video conferencing system, etc. The instructor also provides the training to the trainees in real time. Training videos, on the other hand, are videos that have been recorded and prepared in advance by the company and are viewed by the trainees. Since the videos are not delivered in real time, trainees can watch the videos at their own convenience. Back to Table of Contents Three Formats of Training Videos There are three main formats for training videos: seminar format, manual format, and documentary format. Since which format to use depends on the content of the training, it is important to understand the differences between them to create a video that is appropriate for the content of the company's training program. Seminar Format The seminar format is a video version of classroom training, in which one instructor speaks to multiple participants, as in a course. There are two ways to film a video: one is to create the video as if the instructor is speaking to the participants, and the other is to film the actual scene of the training being conducted with the participants gathered together. Training content for which seminar-style videos are suitable include training for new employees and etiquette training. Manual format The manual format is a video of actual work procedures, customer service, store operations, and other aspects of the operations manual. Because trainees can see and memorize actual job descriptions, it is easier for them to visualize and deepen their understanding of the training content than verbal or visual explanations. It is effective for training content and employee education in companies whose main business is customer service, such as restaurants, beauty salons, esthetic clinics, and apparel companies. Documentary format Documentary format is a video clip of actual employees at work and employee interviews. The point is to give participants an understanding of the corporate atmosphere and real opinions of employees. This is effective when you want to convey the corporate culture and philosophy of the company. Another key point is that the presentation can have a storyline, allowing participants to watch without getting bored. Back to Table of Contents Advantages of Implementing Training Videos If you are actually considering implementing training videos, or if you do not have major problems or dissatisfaction with your current training methods, the question of "what benefits will be gained by implementing training videos" is a very important factor. Here are some of the benefits that companies and participants can gain from implementing training videos over offline or online group training. Can be viewed anytime there is a viewing environment With conventional group training, participants need to adjust their schedules according to the time when the training is held. With the introduction of training videos, participants can view video training at their own convenience, regardless of time or location, as long as they have a smartphone, computer, tablet, or other device and an Internet connection. This is effective from an educational perspective, as it allows trainees to review and review points they had difficulty understanding, even if they find some parts of the training content difficult. Information is conveyed more easily than in writing. There are inevitably limitations in conveying the content of corporate training and employee education through text alone. By introducing training videos and inserting tickers and sound effects in addition to the instructor's explanations, it will be easier for the audience to naturally grasp the points and difficult content that the company is trying to convey. In addition, since more information can be accurately conveyed to trainees, a high learning effect can be expected, which is a major advantage. Since most people today are accustomed to taking in information from videos, it is recommended that companies can intuitively convey the content they wish to convey, leading to a better understanding by the trainees. Can be used in a single shooting For group training, the instructor must set aside time for each training session. With training videos, the instructor must shoot the video once, but after the video is produced, it can be used over and over again, reducing the burden on the instructor. If you are inviting outside instructors, you no longer need to secure instructors and coordinate their schedules, which leads to more efficient operations. Furthermore, since all trainees will be watching the same video, there is no need to worry about differences in the level of education, since there will be no variation in the teaching style or approach of the instructor in charge of the training. By maintaining a certain level of quality in the training content, it is possible to eliminate gaps in understanding among employees after the training. No need to pay for transportation, venue, etc. Off-line group training requires various costs, such as transportation to and from the venue, venue costs, and lodging costs for those attending from distant locations. If an outside instructor is called in, personnel expenses for the training staff are also incurred, so the cost of a single training session can be a significant burden for a company. Although there are initial costs involved in the introduction of the system, training videos do not incur these costs, and thus can realize cost reductions in operating expenses compared to conducting group training. Back to Table of Contents Disadvantages of Introducing Training Videos While training videos offer a variety of advantages in terms of improved understanding, cost, and time, they are not the best method for all trainees. Here are some of the possible problems, concerns, and other disadvantages of implementing training videos. Requires a viewing environment In order to view training videos, a viewing environment must be in place, including internet and device availability. However, this is not a major disadvantage since many people have smartphones and computers in recent years and there are many places in town besides homes where Wi-Fi is available. Time, effort, and cost required to create a video Creating a video takes time and effort, from planning the content of the video to shooting and editing. If you rent a location outside of the company, you will also need to pay for the location and equipment for filming. In addition, if none of your employees have access to video creation tools, it may take a long time to create a video that is effective for learning. Once a video is completed, it is difficult to modify it. Another disadvantage of training videos is that once they are completed, they are difficult to revise later. If changes are made to the content of the training, it is relatively easy to make changes to some of the handouts or the content of the instructor's speech in the case of group training, but be aware that a video can be very time-consuming and labor-intensive. When creating a video, it is necessary to confirm that there will be no immediate changes to the content of the training or new rules to be introduced into company policies. It is also a good idea to plan in advance how to operate the training video after its introduction before starting. There is concern that participants may become less motivated. There is a concern that participants may become unmotivated because the training is not timed like group training and is not mandatory. If a person is not good at managing his/her schedule, he/she may put off watching the training videos and fail to complete the training within the time frame. In addition, since we cannot check the attitude and environment of the participants, they may not be able to concentrate on the training. Back to Table of Contents Points to keep in mind when producing training videos Training videos are not the end of the process. It is necessary to create videos that are easy for participants to view and more effective in educating them. Understand the key points when creating a training video, and devise a video that is easy for viewers to learn and that achieves the company's objectives for the training. Make the videos available on YouTube and other sites. To ensure that your training videos are well viewed, do not just hand them out as data, but also make them available on YouTube and other platforms. If the platform is one that you use regularly, you are likely to be familiar with how to operate it, so you can eliminate unnecessary stress when viewing the video. However, if you choose to upload your video somewhere, you should make sure that the information is not leaked, for example, by setting the video to "limited public access. Adding a message The key to effective use of video is to add a message as much as possible so that the information can be received visually. This will help convey important information in a way that is easy for the audience to understand. A visual change, such as in the color and size of the message, will also help to prevent people from looking at the message in a pause. If you are using a message that covers the entire line of the lecturer or narrator, adjust the speed of the message so that the audience can read the message without difficulty. Ensure that no single piece of content is too long. If a piece of content is too long, participants will not be able to concentrate on it, so first organize the content and points you want to convey in the training video. When organizing, write down the steps in chronological order and consciously omit unnecessary content. If the video is too long, divide it into 30-minute segments to narrow down the main points you want to convey in a single content. Prepare a system to measure viewing status and effectiveness. When implementing training videos, we recommend creating tools and management sheets that enable measurement of viewing status and effectiveness of training at the same time. At the same time, tracking viewership can prevent participants from not watching the videos, and measuring the effectiveness of the training can provide hints on how to improve the videos. Training videos that meet the needs of both the company and the participants By implementing training videos, companies can reduce time and cost burdens. Furthermore, by tailoring video production to the content and purpose of the training, companies can effectively achieve their goals. For trainees, being able to watch at their own pace, regardless of time or location, makes it easier for them to absorb the training content. As more attention is paid to the diversity of work styles, the introduction of training videos, which offer many benefits to both companies and trainees, is expected to spread even further in the future. Back to Table of Contents SUMMARY In this issue, we have introduced the advantages and key points about training videos using e-learning. When conducting training, it is important not only to consider the content of the training videos, but also how to select an e-learning system to utilize those videos. Our e-learning system, "learningBOX," makes it easy to incorporate created training videos into training materials. It is easy to use and low-cost, so we are sure that it will be of great help to you when you introduce training videos. Please feel free to try our free plan. ▼ We also recommend this one! Also read Back to Table of Contents

Should you implement online training? Explanation of advantages and recommended services In recent years, the introduction of telework has accelerated due to the impact of Corona and work style reform. In this context, companies have been paying attention to the adoption of "online training" as a training method, rather than the conventional group training. However, many companies that are considering online training have questions such as "I don't understand how it differs from group training," and "What are the advantages and disadvantages of online training? In this issue, we will explain these questions and introduce recommended external online training tools. Table of Contents What is online training? Advantages of Using Online Training Services Disadvantages of Using Online Training Services How to Conduct Online Training 10 Recommended External Online Training Tools Use external online training tools for effective human resource development What is Online Training? Online training is a training method in which participants take online courses via a computer or smartphone using a web conferencing system. Unlike offline training, where the instructor and trainees gather at the same location, online training can be taken anywhere as long as there is an Internet environment and a terminal. Since the course can be viewed in real time, it is similar to group training, but what is the difference between online training and group training? Differences from Group Training Group training is an offline type of training in which instructors and participants gather at a single venue. Before the spread of telework, this was a common method in most companies. On the other hand, online training is a training method that is conducted online via a PC or smartphone using a web conferencing system. As long as there is an Internet environment, participants can attend from anywhere in Japan, so there are no location restrictions and no need for travel time to the venue. Participants learn by viewing textbooks received in advance and materials displayed on the screen. Advantages of Using Online Training Services Many HR professionals are concerned about the benefits of using online training services. In addition to the convenience of saving time for participants and being location independent, online training services offer a wide range of possibilities for both the company and the participants. Training can be taken in a telework environment In recent years, the spread of the new coronavirus has led many companies to adopt teleworking. With online training services, it is possible to take training courses in a telework environment. In the case of group training, if an employee is absent due to an infected person at the training site, the burden may fall on other employees, but online training services can avoid such risks. Ensure consistent quality of training With an online training service, all trainees watch the same videos, so there is little concern that the level of education will vary from one training instructor to another. Maintaining a constant quality in the training content and environment of education is recommended, as it can eliminate gaps in understanding among employees after the training. Costs for transportation, venue, etc. can be reduced. Group training requires a training venue that can accommodate a large number of people, as well as transportation and venue costs to the venue, and lodging costs for those attending from distant locations. Therefore, the cost of a single training session can be a significant burden for a company. Training videos have the potential to reduce these costs. Although there is an initial cost to introduce the system, it will be less expensive than conducting group training. Disadvantages of Using Online Training Services There are advantages to using online training services, such as maintaining the same quality of training content and instructors, and eliminating costs and the hassle of arranging venues and instructors. However, introducing a new service may have different disadvantages. This section introduces possible problems, concerns, and other disadvantages of introducing online training. Time and cost required to select and create training materials In order to utilize online training, it is necessary to select the appropriate materials from those provided by the online training service to be used for your company's human resource development. If you are creating your own training materials, it is true that it takes time and effort to plan, film, and edit them. If you rent a location outside the company, you will need to pay for the location and equipment for filming. If none of your employees have access to video creation tools, it may take a long time to produce a video that is effective for learning. Familiarity with online conversations and presentations is necessary. Training is essentially conducted while the instructor checks the participants' facial expressions and nods, and observes the atmosphere of the venue. In online training, participants tend to focus on the screen of their computer or smartphone, and their facial expressions, reactions, and other responses tend to be muted. If participants are not used to online conversations or presentations, it may be difficult for the instructor to get a sense of the atmosphere. Participants need to be intentional about their reactions so that the instructor can get their ideas. It is difficult to manage motivation. Compared to group training, the training program is less coercive, so there is a concern that it may be difficult to maintain student motivation. In most training programs, there is a possibility that there will be a certain number of participants who do not concentrate or skip the class, which is difficult to manage because the instructor cannot check the attitude and environment of such participants during the class. How to Conduct Online Training There are two ways to implement online training: by delivering in-house training or by using external training tools. Which method is best suited for your company's actual implementation? Please understand the difference between the two and choose the most appropriate one for your company. Delivering in-house training This method is to create a unique in-house course, film it, and make a video of it. If you want to convey your corporate philosophy or the atmosphere of employees who work together, rather than simply training in manners, work procedures, or other human resource development, you can create original teaching materials in line with your image. However, in addition to planning and filming, specialized knowledge such as editing is also necessary. In addition, it is necessary to have filming equipment and filming tool editing software, which can be time-consuming and labor-intensive. Using external training tools In addition to in-house produced training videos, you can also use external training tools that have already been filmed. Even if you have taken the trouble to create a video, it may be wasted if the material is not easy for participants to learn and effective. Also, if you do not have employees who are good at planning, filming, and editing in-house, you will have to spend a lot of time. By using e-learning online training services, you can provide high-quality educational materials and develop human resources without having to put in a lot of hard work. We recommend 10 recommended external online training tools There are a variety of external online training tools with different features and prices. If you want to use them effectively, choose the best one depending on the size of your company, the services you want to use, and the availability of the materials you want to receive. For those who "don't know what the differences are" or "don't know which service to choose," here are 10 recommended external online training tools, each with its own features. Schoo for Business Schoo for Business is a subscription-based online service for online training and human resource development that has been adopted by more than 2,000 companies and supported by 200,000 businesspeople. The service is also attractive in that 6,200 lessons can be accessed unlimitedly for only 1,500 yen per ID. playse. e-Learning In addition to the unlimited access to more than 3,000 high-quality lessons, you can freely combine your own teaching materials to provide step-by-step human resource development for new employees and managers according to their careers and skills. Teaching materials are produced by experts with practical expertise and know-how. Customer support is also provided after implementation, so effective human resource development can be implemented for each company. Features include a training map that makes it easy to understand the learning flow and the ability to create your own training packs. LearnO This e-learning system is used by 700 corporate clients and more than 350,000 people per year. It is available from 4,900 yen per month with no initial cost. Moreover, you can start in as little as one month. For web seminars, there is a one-package plan that handles everything from video preparation to support for conferences and training, so you can introduce the system with peace of mind. They provide thorough support to solve your company's problems and follow-up after the introduction. AirCourse AirCourse is a cloud-based e-learning system that has been introduced in a wide range of companies from large corporations to venture companies. The system is intuitive and easy to use for both students and administrators, so it can be used stress-free right from its introduction. A wide range of video training content is available as much as you want, and you can create your own original courses flexibly and easily. Easy-to-understand learning reports allow you to check the status of e-learning and training courses and test results at a glance, so you can measure the work efficiency of your education staff. We also recommend that you pay no initial cost for the system, making it easy to introduce. Hikari Cloud Smart Study An e-learning platform with low initial costs that can be started with as few as one student. It supports eight languages (English, Chinese (繫体・简体), Korean, Spanish, French, Vietnamese, and Thai), allowing training to be conducted in the native language of the foreign workers. In addition to e-learning, the system can also be used for information sharing and web conferencing, and has a wealth of exciting features such as message exchange and stress checks between participants and administrators. Since it is a cloud-based system, there is no need to install a server or dedicated terminals, making it easy to get started, and a two-week free trial is also available. Budukuri Budukuri is expected to improve employee work motivation and organizational engagement by emphasizing "connections among employees," "two-way communication," and "mutual understanding. It is characterized by fostering the "connections" and "abilities" necessary in the age of telework. In addition to our proven track record of reducing participant satisfaction by 971 TP2T and HR burden by 851 TP2T, we also provide telework management, leadership, and communication training to improve individual and team productivity. You can choose from more than 80 different programs to suit your company's culture, and can be implemented in as little as 10 days. etudes etudes is a Japanese cloud-based e-learning system that provides an all-in-one solution to human resource development issues based on the know-how gained from over 20 years of e-learning experience. It features an intuitive UI/UX that can be used without manuals, precise management functions that can be operated by several to several hundred thousand people, and a cloud-based system that provides both security and convenience, covering a wide range of functions required by companies for e-learning. Biz CAMPUS Online Biz CAMPUS Online provides online training videos tailored to the era of remote work. With an overwhelming track record of support from 13,000 companies and 3.2 million participants, and more than 300 training themes, you can choose the training theme that best suits your individual challenges and abilities, allowing you to either make up for missing knowledge and abilities or further develop skills that are already strong. In addition, our extensive support system and our original training management system make it easy to manage training reservations and attendance. e-Learning Library This is an e-learning service with a fixed price for one year, featuring "easy to learn and satisfying" and "easy to understand" instead of "difficult. The service has been introduced by more than 3,300 companies and has a cumulative total of more than 2.4 million participants, with a total of 328 courses. New courses are being added one after another, so there are no additional fees during the contract period. The wide-ranging lineup includes education by job level, such as job offers, new recruits, and managers, as well as education by purpose, such as compliance, mental health, and business skills. It will be useful in all business situations. Smart Boarding This is an e-learning system that specializes in output, focusing on repeating online training in four different methods. Smart Boarding not only provides knowledge through training, but also provides substantial training to the level of "can do" (i.e., produce results) in the actual business environment. The most distinctive feature of Smart Boarding is its small-group online training, which dares to ignore the advantages of online training. The emphasis is on quality over quantity, so you will be able to learn effectively in a short time. Post-introduction support is also substantial, from start-up meetings to follow-up phone calls every two months and information distribution via e-mail newsletters. Use of external online training tools for effective human resource development With the spread of remote work and changes in work styles, online training, which is less time-consuming and less expensive than group training, will be introduced even more in the future. Effective human resource development can be expected by utilizing external online training tools that provide high-quality materials created with professional expertise and a wealth of experience. With many companies to choose from, you can find a service that meets your company's needs and efficiently train your personnel. We also recommend this! Also read "How to Create and Necessity of Training Programs for Human Resource Development"

What is the key to a training manual for new employees? Preparing a manual is essential in the process of training new employees. However, if you have no experience in preparing training manuals, it is not uncommon to wonder how to go about it. When creating an educational manual for new employees, it is important to understand what to include and what points to make in order to create an effective manual. In this article, we will explain the importance of preparing a manual for new employee training, the contents that should be included, and the points to consider when creating the manual. It also introduces methods for implementing new employee training, so those in charge of human resources and education at a company should definitely refer to this article. Click here for the Table of Contents 1. Importance of preparing a manual for new employee training 2. What should be included in a new employee training manual 3. key points for preparing an easy-to-understand training manual 4. how to implement new employee training 5. summary Importance of having a manual for new employee training The importance of having a manual for new employee training includes the following two points To develop new employees into ready-to-work human resources The reason why companies provide training to new employees is to develop them into a workforce as quickly as possible. By creating manuals, new employees can learn independently. If the new employee has an overview of the job ahead of time, he or she will have a better understanding when the trainer provides supplemental training, such as classroom training. To ensure uniform quality of training Training new employees is a burdensome task for the trainer. Especially in the case of new graduates, it is necessary to educate them on a wide range of topics, such as business manners, and in some cases, more than one person may be involved in the training. If there is no manual when training is conducted by several people, there may be cases in which the content taught differs from person to person. As a result, new employees may become confused. It is important to prepare training manuals so that the quality of training is uniform regardless of who teaches. What should be included in a training manual for new employees? A new employee training manual must include a variety of content. Among them, there are five that must be included. Basic business manners Corporate philosophy and vision Overall picture of the company's operations How to maintain motivation IT skills Each of these is explained in detail in this section. Basic Business Manners The first content to be educated is business manners. In order to live as a member of society, one must observe many business manners. In addition to using correct honorifics and making and receiving phone calls, include content such as how to hand out business cards to make them aware of the importance of being a member of society. It is also very necessary to convey the importance of "reporting, contacting, and consulting. Corporate Philosophy and Vision The philosophy and vision of the company must be shared with new employees. Be sure to tell new employees what kind of ideas you want them to have while working as a member of the company. In addition to the philosophy, it is also essential to share the company's vision. A clear vision of the company's goals will help unify the direction that new employees should have. Overall picture of operations Provide an overall picture of the duties that the new employee will be responsible for so that the new employee can visualize what his/her responsibilities will be. The advantage of describing the overall picture is that the new employee will have a better understanding of not only the department to which he/she belongs but also other departments. More detailed information on operational procedures need not be included in the manual for new employees. A separate manual detailing operational procedures should be prepared for further training. How to maintain motivation New employees often struggle with various aspects of their jobs, and there are many situations in which they find it difficult to maintain motivation. It is important to describe how you maintain your motivation, as a lack of motivation can affect the quality of your work and even lead to job turnover. When actually describing this, it is best to refer to the opinions of employees who have been with the company for two to three years, so that the content is realistic for new hires. Be sure to address points that new employees tend to worry about, such as how they overcame difficult times. IT Skills When working as a member of society, you will most likely be using a computer for most of your basic work. In addition to basic computer operation, if there are chat tools or other tools used in the workplace, describe how to use them. Since smartphones are now widely used, there are fewer opportunities to use computers, and some new employees may not be able to operate them well; IT skills are essential, so it is necessary to take measures such as having them actually operate them. Points for creating easy-to-understand training manuals If you want to create an easy-to-understand education manual, there are three points to keep in mind. Avoid using technical terms. If you use jargon in your training manual for new employees, it will take time for the new employee to look up the jargon, and the training may not go well. This is burdensome for both the new employee and the trainer, so avoid using jargon. If the content is difficult to explain without using jargon, it is important to add an explanation of the terminology. If the terminology is explained, there is no need to spend time looking it up, making the manual easy to understand and friendly. Make the structure easy to understand. In order to increase the effectiveness of education using manuals, it is necessary to give consideration to the structure of the manual. If the manual is structured in a way that allows new employees to quickly look back to the part they want to learn, such as by including page numbers and a table of contents, it will be easier for new employees to learn on their own. If you want to make the manual easier to understand, we recommend using tables and illustrations as necessary. Manuals with only text may be painful for new employees. However, if the manual is easy to read visually, the new employee will be more motivated to learn, and a better educational effect can be expected. Update content as needed. Even if the content seems perfect to the person in charge of training, the content of the manual may seem inadequate to the person receiving the training. After you have finished training new employees, ask for feedback on the content and readability of the manual. In addition, IT skills and other skills required for working adults change with the times. It is important to update the contents of the manuals as necessary to ensure that the content of the manuals is in line with the times. How to Implement New Employee Training There are three main methods of implementing new employee training Group training Group training is a method in which new employees who are to receive training gather at a single location and receive training centered on classroom lectures. This method has the advantage of reducing the workload of the trainer, as it allows training to be provided to a large number of people at one time. At present, with the Corona Disaster, many companies are forgoing group training. OJT On-the-job training is a method in which employees actually gain hands-on experience in the workplace, rather than classroom training, and regular use of on-the-job training can provide knowledge and experience that cannot be obtained through classroom training alone, thereby deepening new employees' understanding of the company. E-learning E-learning is a great way to provide training via the Internet. E-learning learning uses the Internet, and learners can use their smartphones or PCs to learn. This method of education offers many advantages, including the ability to learn at any time and place. Conclusion In this article, we have explained the key points of training manuals for new employees, including the importance of preparing manuals for new employee training and the contents that should be included. When preparing a manual for new employee training, be sure to include practical content so that the new employee can become an immediate asset to the company. It is also important to update the manual on a regular basis. If you would like to use e-learning to create training manuals for new employees, try "learningBOX" for free, which allows you to create a variety of teaching materials such as quizzes and reports. ▼ We also recommend this one! Also read "What is the Curriculum Content of New Employee Training? What are the contents of the curriculum for new employee training?

What is the newcomer training curriculum that steadily develops human resources? A newcomer training curriculum is essential for new employees to play an active role in a company. By effectively incorporating a newcomer training curriculum, you can expect immediate success and improve the retention rate of new employees. In this issue, we would like to take a closer look at a curriculum for new recruits that will help them grow steadily, while touching on the key points and tips for curriculum design. We hope that those who are in charge of human resources and education at companies will find this information useful. Table of Contents 1. What is the importance of an educational curriculum? 2. Key points for curriculum design (by timing) 3. tips for effective curriculum design for newcomer education 4. educational means of curriculum 5. summary What is the importance of an educational curriculum? Curriculum is very important not only for improving employees' abilities, but also for "sharing goals. By sharing goals, "what should be done now" becomes clear, and new employees become more motivated, which in turn leads to a higher retention rate in the company. If the curriculum does not have a clear objective, the recipients may not be able to shake off the feeling that they are being forced to do something, and the training may be ineffective. In addition, by improving the quality of the curriculum, it can be expected that the corporate philosophy will permeate and the credibility of the company will be enhanced. It is important to design a thorough curriculum so that the participants will be able to work immediately in the future. Points of Curriculum Design (by timing) Curriculum design points to keep in mind are different for each of the following three timings. Before joining the company Three months after the employee joins the company After arrival on site Let's look at each timing in detail. Before Hiring The key to pre-employment is to set goals and timelines. When considering your goals, focus on what knowledge and skills you want the new employee to acquire. By defining your "ideal new employee," you will have a clear goal and know what steps you need to take to train them to get there. It is also important to understand how the new employee feels about the training before joining the company. Three Months After Hiring Three months after employment, it is recommended that basic knowledge and business manners be confirmed during the new employee training. Specifically, we will educate them on areas that are necessary in any company, such as greetings and language. Consider a practical curriculum, incorporating case studies and role-playing as appropriate. After three months of employment, we also recommend that you take an e-learning course. Assigning them assignments and having them submit reports on how to perform their jobs and practice telephone etiquette can provide a variety of learning experiences. After arriving at the job site By the time the trainees arrive on site, they will already have a solid foundation. Have them perform practical work and hold follow-up interviews. If any problems or issues are found, it is necessary to correct the trajectory so that the company will be able to reach its goals. It is also important to provide training in line with the manual, such as sharing the management philosophy, vision, and values, after the employee assumes his/her new position at the site. Tips for Effective Curriculum Design for New Employee Training Effective curriculum design for new employee training can improve the performance of new employees. The following five tips will help you do just that. Consider the purpose of new employee training First, think about the purpose of the new employee training: "Why are we doing this?" The first thing to think about is the purpose of the new employee training program. There are two types of objectives: short-term and medium- to long-term. The short-term objective is to "have the new employee become an immediate asset to the company so that it can generate profits. Specialized business skills and business etiquette fall under the short-term objective. On the other hand, the perspective necessary for establishing long-term objectives is "What is the development of abilities necessary for the growth of the company? For long-term objectives, the key is to cultivate problem-solving skills and the ability to disseminate information. Conduct internal hearings After conducting internal hearings, design the curriculum. This is because it is necessary to make a list of skills that you want new employees to acquire in order to create a curriculum. By interviewing members of the departments to which new employees will be assigned in the future, you can get a clear idea of what to include in the curriculum. We also recommend interviewing new employees. You may be able to obtain information on what they wanted to be taught in the training and what they found difficult to understand, which will be useful in designing the curriculum in the future. Define the implementation period Curriculums should be designed for a specific period of time. A curriculum designed for a long period of time does not necessarily lead to effective training. The appropriate length of time varies depending on the content and means of training, so it is important to set the duration according to your company's training objectives. As a general rule of thumb, most companies set a training period of approximately three months. Companies that place more emphasis on practical experience may set a time frame of only one to two weeks. It is important to consider how long it will take to achieve the objectives and design the curriculum accordingly. Identifying Current Problems When designing a curriculum, it is important to identify current problems. It is important to write down the problems that are occurring in the company in terms of human resource development and pattern out the common problems. For example, there may be problems such as "poor communication between supervisors and subordinates" or "lack of knowledge necessary for business operations. By understanding such current conditions, you will be able to identify solutions and effectively train new employees. Create a manual Create an internal manual to go along with the curriculum. This will help ensure that the curriculum has a certain standard. When new employees take the curriculum, they are often puzzled by the fact that the way they perform their work differs depending on who is teaching them. By providing manuals, you can prevent bias in the quality of training. Means of Curriculum Education The main means of curriculum education adopted by companies are as follows Group training Case studies On-the-job training E-learning Let's take a look at each of these means. Group Training Group training is a method of education that brings together employees. This method is used by many companies and has the advantage of being able to provide the same content to a large number of participants at one time. It is very effective for training new employees, but its disadvantage is that it is costly in that it takes time to prepare, and it is expensive to secure a venue and call lecturers. Case Studies Case studies are an educational tool that allows participants to think about how to solve a problem based on a scenario that might occur in their work. Often conducted in tandem with practical role-plays, case studies help develop problem-solving and analytical skills that cannot be acquired through classroom learning alone. New employees who have undergone case studies will be able to flexibly handle irregular situations that are not covered in manuals. On-the-Job Training (OJT) On-the-Job Training (OJT)" is an educational method that combines practical work and education. It takes place in the department to which you are assigned, allowing you to acquire the necessary skills and knowledge while working. While it is an effective method for developing human resources with the ability to work immediately, it has the disadvantage that the quality of the training may vary depending on the person teaching and the speed of growth may vary for the recipient. Therefore, when introducing on-the-job training, it is necessary to make adjustments such as detailed follow-up and interviews after the training. E-learning E-learning" is an educational method that uses the Internet. It has been attracting attention from companies in recent years as a method with many advantages. In addition to being able to study regardless of time and location, the quality of education is uniform, and does not vary from instructor to instructor as is the case with group training and on-the-job training. With its many possibilities, e-learning curriculum design is expected to continue to evolve in the future. Conclusion Under the theme of a curriculum for new employees that steadily develops human resources, we have introduced some key points and tips for curriculum design. When choosing an educational method, it is important to consider the purpose of employee training, whether group training is better or whether it is better to incorporate case studies. The use of e-learning, which has been attracting attention in recent years, can also be expected to help human resources grow. Our e-learning system "learningBOX" is easy to use and can be introduced at low cost, so we are sure it will be of great help to you. If you are considering curriculum design that includes e-learning, please try "learningBOX" for free. We also recommend this! Also read: "For New Employees, 7 Points for Creating a Training Curriculum"

In-house Training is the Way to Go for Small and Medium Enterprises! Human resources are very important to a company. Everyone knows the importance of human resource development, but it is also true that many small and medium-sized enterprises (SMEs) face challenges in human resource development. Compared to large companies, SMEs are smaller in size and do not yet have a complete management system in place. So what is the most effective way to develop human resources in SMEs? In this article, we will discuss the current situation of human resource development faced by SMEs and how to deal with it. Click here for Table of Contents 1. What is human resource development? 2. Current Situation of Human Resource Development in Small and Medium Enterprises: "Get used to it rather than learn it 3. 4 "Negatives" that hinder human resource development in SMEs 4. Strengths of SMEs 5. in-house production is recommended for human resource development that leverages the strengths of SMEs 6. summary What is human resource development? To begin with, human resource development refers to the development of human resources that are beneficial to a company. Without excellent human resources, a company cannot continue to operate. Therefore, effective human resource development enhances "the performance of individual employees and, in turn, the value of the company. ▼ In general, human resource development requires the following three things. To develop excellent human resources. To establish a system to sustain the company To achieve business performance. Human resource development is beneficial to both the "doer" and the "receiver. Examples of such benefits include the growth that comes from providing guidance and a mutually supportive corporate culture. Current Situation of Human Resource Development in Small and Medium Enterprises: "Get used to it rather than learn it So what is the current state of human resource development in small and medium-sized enterprises (SMEs)? One of the problems that many small and medium-sized companies face is a shortage of human resources. For this reason, many companies have adopted a method whereby employees learn their jobs through actual work. This is of course an effective method, but it is also one that requires some caution. It is a method that requires a little more practice than learning. If you have plenty of time and personnel, there is no problem with the "learn by doing" method. However, in the limited time available for training, it is impossible to "get used to it rather than learn it," in other words, to "learn by watching. If there is only a limited amount of time, it is important to convey knowledge well in advance of practice. We cannot overlook the fact that the content may vary from instructor to instructor. Furthermore, many employees feel that they are not being taught well and are being shunned in this way. This is a risky method of instruction that can lower employee motivation and lead to early retirement. Given the declining birthrate, aging population, and decrease in the working-age population, it is imperative to increase employee retention rates. It is advisable to choose a more effective method for human resource development than "learn by doing. Four "no's" that hinder human resource development in SMEs ▼There are four main causes that prevent SMEs from developing human resources Cause 1: Lack of human resources to serve as leaders Cause 2: Lack of a human resource development mechanism Cause 3: Lack of time Cause 4: Lack of cost Let's look at each one in detail. Cause 1: Lack of human resources to provide leadership. Compared to large companies, small and medium-sized companies tend to have fewer employees and more work assigned to each employee. In addition, effective human resource development requires a solid knowledge, planning, and management, as well as the selection of methods and timeframes appropriate for each stage, such as new hires, mid-level employees, and managers. Large companies have personnel in charge of human resource development, but small and medium-sized enterprises with limited human resources have a difficult time finding a full-time person in charge of human resource development. The human resource development process is not very effective for small and medium-sized enterprises, which have limited human resources. Cause 2: Lack of a human resource development system We have confirmed that in many cases, the current situation in small and medium-sized enterprises is that employees learn their jobs through practical work. Since this method of instruction relies on the knowledge and skills of individuals, it does not accumulate know-how for human resource development. Without know-how, it is difficult to teach things systematically, and effective training and education methods cannot be selected. This may lead to inefficient human resource development. Cause 3: Lack of time The workload of the company may also prevent the employees from having time to receive training. In small and medium-sized enterprises, the business at hand inevitably takes priority, and education and training tend to be put on the back burner. In addition, those who provide training may also be burdened with other duties and may not have time for human resource development. Forcing a training program into a situation where both parties have little time to spare will not produce sufficient results. Cause 4: Lack of cost Compared to large companies, small and medium-sized enterprises (SMEs) with a weak financial base may find it difficult to raise funds for human resource development. In some cases, forcing the company to spend money on training may even jeopardize the company's very survival. Strengths of SMEs Compared to large companies, small and medium-sized enterprises (SMEs) tend to have many weaknesses. Of course, they also have many strengths. The key to effective human resource development for SMEs is to be able to leverage those strengths! So, what are these strengths? The following three are listed below. 1] Quick decision-making In large companies, when a decision is made, there is a gap between the decision makers and the people in charge on the front line, and the process takes time. In the case of small and medium-sized companies, the gap between the decision-maker and the person in charge in the field is low, and decisions can be made quickly. So good ideas can be implemented immediately without missing the timing. 2] Internal communication is easy. In large companies, the company is clearly divided into vertical divisions between supervisors and subordinates and horizontal divisions between departments, so there is little communication if different people are in charge. In small and medium-sized companies, employees are often engaged in multiple tasks, and responsibilities are not clearly divided. Also, because of their small size, employees are more open with each other and can communicate more closely. Flexibility in management Large companies require a long period of preparation to carry out large-scale projects. It takes time to actually get things moving. Small and medium-sized enterprises have smaller costs and personnel, so they can make speedy decisions on new projects and changes in direction, allowing them to be managed in a small, flexible manner. In-house production is recommended for human resource development that takes advantage of the strengths of SMEs. Small and medium-sized enterprises (SMEs) have strengths that large enterprises do not have. What kind of human resource development is best suited to take advantage of these strengths? Here, we recommend in-house production of human resource development. Do you think that in-house training is only for large companies? In-house training has attractive advantages for small and medium-sized companies as well. In fact, it is worth a try for small and medium-sized companies. Let's take a look at the benefits. ■ Training content can be optimized for your company. Unlike ready-made generic training programs, we can create training programs that are perfectly suited to your company's situation and needs. We can provide practical guidance on how to think about your company's management, how to do your job, etc. ■Content can be modified and revised changes can be made. Can be updated immediately to match the ever-changing internal structure of the company along with social conditions. Flexible management of small and medium-sized companies can be accommodated. Employees can improve their skills by taking charge of their own training. Employees who take charge of training look back on their own work and consider from the beginning how to communicate most effectively. By teaching others, they gain a deeper understanding of their work, and by gaining experience in training others, they improve their leadership and human resource development skills. ■Training know-how is accumulated. Once content is created, it is shared within the company and accumulated as know-how. Conclusion Effective human resource development is essential for all companies to survive in the coming era. In-house human resource development that meets the needs of the company will attract more and more attention in the future. You may be thinking, "We are not a big company, so it is impossible for us to do in-house training! Why don't you give it a try? What happens if we convert our current training to e-learning using learningBOX? I don't have any programming knowledge. What features does it have? Our customer support team will be happy to answer any questions or concerns you may have when introducing e-learning for the first time. First, please try our free plan to experience the many functions and ease of use of learningBOX.

Seven Points for Creating a Training Curriculum for New Employees Curriculum development is an important part of training new employees. Careful preparation is necessary to ensure that the training is fully effective. However, we understand that many people are at a loss as to "where to start" or "what kind of training is best for new employees. Without careful examination of the curriculum content, you will end up with the "usual new employee training" that is the same no matter who conducts it. In this article, we will explain the basic procedures for new employee training and how to create a curriculum, point by point. Click here for the Table of Contents 1. Basic procedures for new employee training 2. 7 points to consider when creating a new employee training curriculum 3. what to include in new employee training 4. summary Basic New Employee Training Procedures Here are the basic procedures for new employee training. Understand the skills of new employees The first step in new employee training is to understand the skills of new employees. Administrative skills, PC skills, communication skills, and other skills vary from employee to employee. Once you have an understanding of the skills of your new employees, you can include the necessary training content as appropriate. Individual skills can be determined by reviewing resumes submitted during the selection process, as well as through aptitude assessments and personality assessments. Interview each department to find out what skills they are looking for. Ask each department in advance about the abilities they are looking for. If you know what abilities are actually required in the field, you will know what you need to do in training. This will also facilitate coaching for instructors after they are assigned to OJT. Interview new employees from the previous year. Interview new hires from the previous year as well as from the department. The opinions of employees who have already undergone the training will be useful for the next new employee training. They may say, "The initial icebreaker made it easier to exchange opinions," or "The case studies were useful in the actual workplace. Positive feedback can be implemented in the next training session. An anonymous survey will also reveal areas for improvement, such as "I wish there had been more specialized learning" or "I wish the training period had been longer. Define Goals and Objectives New employee training should have clearly defined goals and objectives. Training without goals makes it difficult to evaluate each individual employee and lowers the motivation of the trainees. It is important to set goals and objectives while including items that you want new employees to learn. Review the training. It is also important to review the new employee training after it has been conducted. If the training is divided into multiple sessions, check the degree of achievement to the goal at the end of each session. If the training is not progressing as planned, you can correct the course by extending the training period or changing the content. Also, a detailed review of the effectiveness of the training will be useful for the next year's new employee training. 7 points to consider when creating a new employee training curriculum Once you know how to proceed with new employee training, it is important to create a specific curriculum. Here are 7 points to consider when creating a curriculum. Point 1] Follow-up on-the-job training OJT may be thought of as a one-on-one relationship between the onsite supervisor and the new employee, but HR should also be actively involved in the process. By conducting regular interviews with both the supervisor and the new employee, the quality of the OJT will be enhanced and the effectiveness of the OJT will be high. Also, if the on-the-job training is made an evaluation item, it will help motivate the supervisor. Point 2] Prepare a practical curriculum In addition to classroom training, prepare a more practical curriculum. Role-plays are ideal for practical training. Role-plays are used in training, in which you are assigned the role of a salesperson and a customer to learn how to exchange business cards, answer the phone, and so on. By simulating real-life situations, the trainees will be able to take the training with a sense of ownership. Point 3: Don't cram too much into the training. The content of new employee training should be carefully selected and not overcrowded. There are many things to remember, and it is easy to include too much content, but the new employee may not be able to keep up with the understanding. If the curriculum inevitably becomes too much, try to adjust the training to a longer period of time or hold follow-up training at a later date. Point 4] Adjust the schedule as early as possible. When creating a curriculum, make adjustments to the schedule as early as possible. This is because creating a curriculum requires a great deal of time, including planning, selecting instructors, and understanding their skills. Although it depends on the scale of the training program, it is best to allow three months for preparation, and to start around December of the previous year for new employee training. Point 5: Use an outside training curriculum. If preparation is too difficult, try using an outside training curriculum. Outsourcing to an external company has the advantage of saving time in preparing for the training. Outside training programs are available for training in logical thinking, time management, and specific industries, all of which are useful for improving the abilities of new employees. Point 6] Enhance online support. Online support is also useful when creating a training curriculum. Online training can be conducted without limitation on the number of trainees, and quality can be maintained evenly. It is also advantageous in terms of cost, as it eliminates the need for venue and transportation expenses, as is the case with group training. Adding e-learning is even more effective. It is easier to acquire knowledge and skills because learning can be conducted anywhere, without being restricted by location or time. However, it is difficult to communicate as well as in person, so it is best to use a combination of online and offline training as needed. Point 7] Create a curriculum for each stage. It is best to create a curriculum with the following three phases in mind to make the process smooth. Pre-employment training Initial training On-the-job training in the department Review the training at each stage and clarify "what effects were obtained" and "what points should be transferred to the next stage". If HR does not have a clear understanding of the training, there will be a discrepancy between the training and what the new employee expects, and the training will not be fully effective. Content to be incorporated in new employee training Let's take a look at what specific content should be included in new employee training. Mindset Training The first thing you want to include is "mindset training. Mindset training is designed to instill in employees "what is different between being a student and working in society" and "what points they should be aware of as a member of society. If they are aware of the importance of being a member of society from the very beginning, they will be more likely to accept the training that follows. Business Manner Training Business manner training teaches skills that are useful in a variety of business situations. From grooming to making a good impression, to the correct way to hand out business cards, to e-mailing, all of these skills require a lot of time and attention. Business Manners can be highly effective by introducing role-plays and case studies that provide more practical learning. Communication Skills Training Communication skills training is effective for industries that often involve working with people, such as sales and customer service. Group work is a good way to learn the importance of working as a team. It also provides an opportunity to talk with various peers in the company and strengthens horizontal ties. Training to deepen understanding of the business Training to learn about the company's business is also an important part of the program. Create a curriculum that enables you to understand not only what kind of services and products your company provides, but also how it generates revenue and its business model. Knowing the contents of the company in depth will motivate the participants to believe that the training they are receiving is necessary. Training on specialized skills and knowledge In addition to basic training, provide training on specialized skills and knowledge. By including this in the early stages of training, you can create new employees who can play an active role in the company at an early stage. Conclusion We have introduced the key points on how to proceed with new employee training and how to create a curriculum. Once new employees have a solid foundation in business and understand the company, they can be expected to be immediately effective. Rather than leaving it entirely up to the instructor, human resources should also intervene to provide support as a whole organization. If scheduling is difficult, consider outside instructors or online support. As remote training is becoming the norm, combining traditional training with e-learning can help motivate new employees. Our e-learning system "learningBOX" will surely help you improve the efficiency of your new employee training and online learning. Please try our free plan first, and then consider implementing the system. We also recommend this! Also read "[Free e-learning trial] learningBOX available for individual use

What is effective planning for human resource development? In this day and age when many companies are facing labor shortages, human resource development is an important factor for a company's survival. Many people who are in charge of education and human resources at companies may be concerned about how to develop human resources. Therefore, in this article, we will discuss the key points for creating an effective plan for human resource development. We will also explain the best training methods for acquiring skills and the key points for advancing human resource development! Please refer to this article if you are in charge of education and are having trouble with human resource development. Table of Contents What is a human resource development plan? 2. how to develop a human resource development plan 3. suitable training method for skill acquisition 4. important points in promoting human resource development 5. summary What is a human resource development plan? A human resource development plan is a development plan that is designed to develop hired employees into the kind of human resources your company needs. A human resource development plan is not essential for promoting human resource development. However, if you do not have a clear idea of how to proceed with training, there is a possibility that the training policy will become unclear within the company. It is not uncommon for employees to feel insecure when there is no established training policy. If you want to successfully promote human resource development, it is important to have a clear human resource development plan. Importance and Benefits of a Human Resource Development Plan The following are two typical examples of the "importance and benefits" of establishing a human resource development plan. ▼ You can motivate your employees. With a human resource development plan in place, employees will know what knowledge and skills they need to acquire. As a result, employees will be motivated because they will have a clear idea of what they need to do. Staying motivated when goals are unclear is not easy. A human resource development plan is important to keep employees motivated. ▼ Progress of the human resource development plan will be easier to grasp. Without a human resource development plan, it is difficult to grasp the overall picture of how to proceed with training. It will take time to confirm what training programs are currently in progress and what the issues are at this stage. However, if you have a human resource development plan in place, it will be easier to monitor progress. By having a system in place to regularly record and check progress, it is possible to make steady progress in human resource development. How to Prepare a Human Resource Development Plan When creating a human resource development plan, it is important to take into consideration the steps involved. Here, we will explain how to formulate a human resource development plan step by step. STEP 1: Clarify the type of person you are looking for First, clarify the type of person your company is looking for. It is important to match this with your company's management goals and vision. Lack of a management perspective may not lead to a human resource development plan based on a long-term perspective. If you have a management goal of "expanding the market overseas in five years," you must develop human resources who can work not only in Japan but also overseas. The key is to carefully check your company's situation and set the type of personnel you are looking for. STEP2: Set goals Once you have a clear image of the type of person you are looking for, you need to set specific goals. When setting goals, in addition to the "major goal," which is the ultimate goal, set "minor goals" to achieve the major goal. If you set too high a goal, it will be difficult to keep employees motivated. If the goals are at a level that can be reached through hard work, it will be easier for employees to achieve them. It is also important to set small goals in order to build on successes. STEP3: Understand the current situation After setting goals, try to understand the current situation. It is important to objectively grasp how much difference there is between your current situation and the situation you should be aiming for. The current situation should be periodically monitored even after the plan has been created. If the current situation is too far from the goals you have set, you must consider re-setting your goals. STEP4: Identify the skills needed. After setting goals, identify the skills needed to achieve them. By clearly presenting what skills the trainer wants the employee to acquire by when, the employee will have a clear idea of what he or she needs to do. It is recommended that more than one person conduct the identification of necessary skills. Incorporating the perspectives of different people will help prevent the necessary skills from being overlooked. STEP5: Determine training methods for acquiring skills Once the necessary skills are identified, determine the training method for acquiring the skills. While there are many ways to acquire skills, in some industries, skills can only be acquired on-the-job. After thoroughly understanding each training method, determine which method is best suited for your company, taking into account its merits and demerits. Training Methods Suitable for Skill Acquisition There are three types of training methods suitable for acquiring skills Group training Group training is a training method in which employees receive training in a lecture format in a single location. Group training is suitable for training a large number of employees at once. Currently, due to the spread of the new coronavirus, it has become difficult for large numbers of people to gather in one place. For this reason, an increasing number of companies are conducting group training online. On-the-job training methods This is a method of education through actual work experience. In many cases, this is done after training is completed, as practical training is more effective in consolidating what has been learned in the classroom. Since on-the-job training is generally conducted on a one-on-one basis, it has the advantage of being able to provide education tailored to each individual. However, since there are many cases in which the quality of training varies from educator to educator, it is important to make the human resource development plan known in advance. Education Methods Using e-Learning This refers to an education method using the Internet. Learning content is created in advance, and employees can study at any time they wish. It is not uncommon for e-learning to be introduced instead of group training as a measure to prevent the spread of new coronavirus infection. Because of its advantage of high flexibility, it is a very suitable educational method in the situation of the coronavirus disaster. Important Points in Advancing Human Resource Development When promoting human resource development, keep the following points in mind to achieve more effective training. Important Point 1: Provide regular feedback Feedback plays an important role in the development process. It is important to provide feedback based on careful observation of the employee's behavior and performance. When giving feedback, do not use negative words. Use words that motivate employees and strive to deepen the relationship of mutual trust. Key Point 2: Revise goals as necessary. Even when a human resource development plan has been carefully developed, it is not uncommon for the plan to go awry. Periodically check the progress of the plan and revise the goals if you find it difficult to train the employees as planned. If you proceed with training while the plan is not working, there is a risk that employee motivation will decline. Consideration should be given to enhance the employee's sense of self-esteem by, for example, thoroughly developing areas in which the employee excels. Conclusion In this issue, we have explained the details of human resource development plans, how to formulate such plans, and other important points in promoting human resource development. When promoting human resource development, it is important to formulate a development plan. Clarify what kind of human resources you want to develop, and then proceed with the training. The most recommended method of acquiring skills is to use e-learning. With learningBOX, in addition to creating and managing content, you can also check the level of understanding. If you want to try it out first, try the free plan, which is available for free. We also recommend this one! 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Is Online or Offline the Right Way to Train Newcomers? In the past few years, online training for human resource development has been spreading rapidly. These days, it is not uncommon for companies to offer online training for new employees. The digitalization of education is expected to continue to have a great impact on corporate training in the future. In this article, we will once again take a hard look at the advantages and disadvantages of online training and introduce the educational methods required for more effective online training. Click here for Table of Contents 1. Online training is essential even in post-corona 2. what is online training? 3. advantages of online training 4. disadvantages of online training 5. What are the advantages of offline training? 6. what is required for new employee training 7. hybridization of online and offline Blended Learning 8. summary Online training is essential even post-corona The rapid spread of online training was triggered, to say the least, by the new coronavirus. However, online training and telework were not created in response to the coronary disaster. Have you ever heard the term "work style reform"? It is a reform of the way people work so that they can choose various and flexible ways of working according to their individual circumstances. Even post-coronary, it should be one of the important options to support various people's work styles. It is certain that it will have a significant meaning not only in preventing infection, but also in influencing the way we work. What is online training? Online training refers to training that can be taken from any computer or smartphone via an Internet connection, regardless of location. There are two main types of online training Live delivery type Live delivery type is a type of training in which lectures are delivered in real time. Both the instructor and trainees are trained at the same time, and interactive communication is possible, such as questions from trainees to the instructor and discussions among trainees. ⇒This type of training is relatively similar to group training. Recorded training This type of training allows participants to view pre-prepared content and materials, allowing them to take the training whenever they want. In the recorded type, interactive communication is not possible. E-learning is generally included in this category and is suitable for individual study. Advantages of Online Training Here are some of the advantages of online training from both the "employee and company" perspective. Benefits for Employees 1. prevention of infectious diseases Training via the Internet, so that the so-called "three close quarters" can be avoided and the course can be taken. 2. Retention of knowledge Since recording and videotaping are available, participants can review parts of the training that were difficult to understand. By repeatedly watching the lectures, the level of understanding will increase and the knowledge will be firmly established. Also, employees who could not attend due to their work schedule can share the recording with others. 3. No need to worry about travel time You can take the course anywhere as long as you have an Internet environment and a computer or other device, so you don't have to worry about travel time to the venue. 4. You can take the course in a relaxing environment. In many cases, you will take the course from home, allowing you to relax and take the training without having to change your usual environment. In addition, by using the chat function, the hurdles to speaking up are lowered and questions can be asked more easily than in a group training session. Advantages for Companies 1. prevention of infectious diseases Because training can be conducted without human contact, employees' concerns about infectious diseases can be alleviated. 2. Cost Reduction With the availability of an Internet environment, training can be held anywhere in the world. This reduces costs such as venue and transportation expenses required for group training. 3. Constant quality can be maintained. Employees who live far away from the training site can also attend the same training, and the quality of the training can be kept constant. ⇒This can eliminate regional disparities in training. Disadvantages of Online Training Online training has not only advantages, but of course also disadvantages. Let's review this also from the perspective of both the employee and the company. Employees Communication among participants is difficult. Participants attend training at different locations, making casual interaction difficult. Compared to group training, there are fewer opportunities for participants to deepen relationships and stimulate each other. Not suitable for practical training It is difficult to learn how to exchange business cards and how to handle visitors, which require actual interaction. 3. Difficult to control motivation Because a large part of the training is left to the individual, it is difficult to control concentration and motivation. Because the course is basically taught alone, participants may feel uneasy because they do not know the other participants or the atmosphere of the course. Company It is difficult to grasp how much is being understood. It is difficult to see the participants' nodding and facial expressions on the PC screen, so it is difficult to grasp what kind of atmosphere the participants are in and how much they are understanding. What are the advantages of offline training? We have identified both advantages and disadvantages of online training. Here are the advantages of offline group training. There are three main advantages of group training. Advantage 1. Increased motivation can be expected. By sharing a space, participants can connect with each other and provide a good stimulus to each other. The presence of peers can increase motivation. Advantage 2: Practical training can be provided. Participants can learn practical content, which is difficult to learn in online training. Participants can acquire skills and knowledge systematically through role-playing and other methods. Participants can acquire skills that are directly related to their work, so they can be expected to be immediately effective in their work. Advantage 3: Lecture content can be changed flexibly. Instructors can directly feel the reactions of participants and can immediately change the content according to their level of understanding. What is required for new employee training New employee training is literally training for newly hired employees. Among the training programs, there are some that require special attention because they are new hire training. New employee training is not just about acquiring knowledge and skills. Through training, new employees can learn about the company's philosophy, vision, and other atmosphere, while the company can confirm each other's attitude and skills. Another important purpose of new employee training is to deepen friendships with their peers. Although it may seem surprising, a solid connection with one's peers improves the company atmosphere and also serves to prevent early turnover of new employees. New employee training is a solid foundation for making new employees useful to the company. It is necessary to provide meaningful training for new employees so that they can grow as quickly as possible. Hybridization of online and offline Blended Learning In recent years, a learning method called "blended learning" has been attracting a lot of attention. It is a form of learning that combines various methods and maximizes the benefits of each. This method can of course also be applied to training. Both online training and group training have their advantages and disadvantages. Rather than sticking to one or the other, the training program of the future must understand the strengths of both, and then successfully combine and hybridize them. The importance of hybrid online and offline training is even more important for newcomer training, which covers a wide range of training content. It is important to plan and use each training program according to its purpose so that the benefits of each can be maximized. SUMMARY We understand that many companies have adopted online training in the wake of Corona. However, even after the Corona disaster is resolved, this trend toward online training is unlikely to stop anytime soon. In the future, training should not be restricted by conventional content, but rather should be a combination of "advantages unique to online training" and "content that can only be conveyed in group training". Learning BOX, which can be operated intuitively without programming knowledge, can be easily used to create recorded online training programs, and can also be used for "blended learning," and many companies are using it for training new employees. 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Reasons for Training Mid-Career Hires｜Training Methods and Key Points? This article details the reasons why training is necessary for mid-career hires and effective training content. Companies often believe that training is unnecessary for mid-career hires. However, it is possible for mid-career hires to maximize their abilities if appropriate training is provided regardless of whether they are [new graduates or mid-career]. Click here for Table of Contents 1. Reasons for providing training to mid-career hires 2. training methods for mid-career hires 3. key points of mid-career training 4. streamlining employee training for mid-career hires 5. summary Reasons for providing training to mid-career hires It is easy to think that mid-career hires do not need to be trained again because they have working knowledge and experience from previous jobs. However, this biased thinking is very easy and dangerous. Let's confirm together the reasons and necessity of training even for mid-career hires. Understanding the nature of the work Job descriptions vary in detail from company to company. Even if a mid-career hire has experience in the same industry, working under the rules of the previous company may not work. In some cases, there is a hidden risk that it may lead to an early career change or resignation. Therefore, it is important to provide training to ensure that the employee understands the nature of the work. Know the company's philosophy Even for mid-career hires, joining a new company is no different from joining a new company for new graduates. By making them aware of the company's philosophy through training, it will be easier for them to understand how things work within the company. Familiarize yourself with your new workplace Compared to new graduate hires, mid-career hires do not have as many people joining the company at the same time. This makes it difficult for them to communicate with other employees, and there is concern that they may become isolated within the company. Training has the advantage of making it easier for them to become familiar with their supervisors and seniors who serve as mentors and help them become acclimated to the workplace. Training methods for mid-career hires There are three training methods for mid-career hires. Let's take a look at the characteristics of each of them: OJT, Off-JT, and e-learning. OJT On-the-job training (OJT) is a method in which training is conducted while performing work duties. You can learn skills from your supervisor while gaining on-the-job experience. This is effective when it is difficult to set aside time for training only. Off-JT Off-JT (Off the job Training) is training that takes place outside of work. For example, by going to a designated location to attend a seminar or lecture, you can improve your skills and knowledge. It is also important to understand that it is easy for mid-career hires to communicate with each other. E-learning E-learning allows you to study from home or during your commute. You can learn anytime by using your computer or smartphone. In recent years, in light of the Corona disaster, e-Learning has been attracting increasing attention as a way to provide training without gathering people together. Key Points for Training Mid-Career Workers There are three key points to consider when conducting training for mid-career hires. Let's look at the details. Establish the purpose and duration of the training It is important to determine the content of training with a purpose in mind. For example, it is important to understand factors such as what kind of career you want the mid-career employee to develop and what kind of skills the mid-career employee himself/herself would like to acquire. By determining the period of time until the objectives are achieved, it will be easier to set the direction of the training content. Conduct a proper evaluation. When you have conducted the training, be sure to conduct a correct evaluation. While it is necessary to make a comprehensive judgment that includes both subjective and objective factors, an ambiguous evaluation will be counterproductive. For this reason, it is advisable to clearly communicate the evaluation criteria to some extent prior to the training. Communicate. Be proactive in your communication and follow up with them. This is because compared to new graduates, mid-career hires are less likely to receive detailed guidance, and there are cases where training proceeds without resolving questions. Streamline employee training for mid-career hires. In order to conduct employee training efficiently, it is advisable to adopt the concept of DX (Digital Transformation). DX refers to the concept of "making people's lives better through the penetration of IT. Human Resource Development for the Corona Disaster Changing with DX DX has changed human resource development in Corona Disaster. For example, online e-learning and webinars (web-based seminars) are being used. Rather than training personnel through group training, online training is attracting attention in recent years because it can be conducted while preventing infectious diseases. Effects of Human Resource Development Expected from DX Mid-career hires may have skills and business manners, but they also have different ways of thinking. To help mid-career hires quickly become familiar with the company's philosophy and policies while utilizing their own experience, and to enable them to play an active role in the company with high aspirations, human resource development using DX should be utilized. Offline training with DX allows you to learn a unified training program. Even if there is a lack of understanding or the content is not fully integrated, the same content can be taught over and over again to ensure a consistent understanding. This minimizes problems such as mid-career hires having difficulty adjusting to the company or having a different impression of the company than they had expected. In addition, with online training by DX, training can be conducted remotely and in person. This allows you to recognize issues and concerns that mid-career hires may have that you could not find in offline training, and quickly correct course corrections. Other expected human resource development benefits of DX are also beneficial to the company, as it allows for flexible selection of location and time compared to traditional on-site training, thereby reducing expenses and labor costs. Conclusion Mid-career hires should be trained using a different approach to training than new hires. Even mid-career hires with strong backgrounds and skills may not always fit in well at a new company. Adopt training methods that are appropriate for your company and support your mid-career hires to maximize their abilities. learningBOX has been implemented by a wide variety of companies. For more information, please click here to see learningBOX case studies. learningBOX also offers a [free plan] that allows you to use up to 10 accounts indefinitely, including the administrator. If you are at all interested, please try our learningBOX! We also recommend this! Also read "How to create a training program for human resource development and the necessity of such a program"