human resources development

Why e-Learning is Effective in Solving Human Resource Development Issues Human resources, or "human assets," are important to a company. If appropriate training can be provided to each employee, it will improve the productivity of the entire company and prevent turnover. However, even if they understand the importance of such human resource development, many managers may be concerned that they do not know what kind of human resource development they should actually conduct. In this article, we will explain the issues involved in human resource development and specific training methods. With reference to this article, let's grasp the merits and demerits of human resource development and learn what training method is best for your company. Click here for Table of Contents 1. What are the challenges in human resource development? 2. What are the key points when considering human resource development? 3. concrete means of human resources development 4. introduction of e-learning is effective for human resource development Conclusion What are the challenges in human resource development? Many companies have challenges in human resource development, but often feel that their education staff is not as effective as they would like. If "education and training" is continued without seeing the issues in human resource development, the recipients may feel that the training is "not very meaningful. This leads to a vicious cycle of training. Here we introduce three concrete measures to address human resource development issues. Establish a system that allows time for training. First, prepare a system that allows you to spend time on training. In Japan, where a shortage of human resources is lamented due to the declining birthrate, most employees are unable to spend sufficient time on training due to the heavy workload of each individual employee. If the employees have to work overtime to find time for human resource development, the training cannot be expected to be fully effective. Therefore, a system must be established in which training is considered part of the business and time can be spent on it. Companies need to reform their overall work style by establishing a department that specializes in human resource development, or by reviewing the duties of employees who are also in charge of training. 2) Raise supervisors' awareness of guidance It is also important to raise supervisors' awareness of leadership. Rather than "appointing employees who have been with the company for a long time as trainers" or "leaving it to employees with good individual performance," companies must first consider the training capabilities of their supervisors. No matter how talented an individual may be, if the training is conducted by a supervisor who lacks instructional awareness and training skills, the recipient may not receive sufficient training benefits. For this reason, companies need to incorporate human resource development as a part of their evaluation. If human resource training is linked to results, those who provide guidance will be more conscious of the skills and abilities of their subordinates and the path to their goals. 3. bridging the generation gap Know the gap between generations and try to bridge it. Social conditions are constantly changing, and the training that supervisors have received in the past may not always be effective for new employees. Training for mid-career employees also differs from that for new hires. Mid-career employees may be confused by the differences from their previous jobs, so adequate training must be provided on company rules and regulations rather than business etiquette and basic knowledge. Therefore, human resource training is required according to the needs of each generation. What are the key points when considering human resource development? In light of the issues discussed above, the following is an explanation of the key points to consider when thinking about human resource development. Know the challenges and goals of each generation Keep in mind that each generation has its own challenges and goals in human resource development. Depending on the generation, training methods need to be changed flexibly. For example, the following challenges and goals are required by each generation. ■New employees Understanding of the company's management philosophy and business model Acquisition of basic business manners Motivational training ■Mid-career employees Creation of future career plans Improving specific skills such as problem-solving and presentation skills Understanding how to instruct subordinates Mid-career employees Understanding of industry trends and structure Building relationships to familiarize themselves with the environment Understanding of differences and gaps from previous jobs In fact, as a corporate human resource strategy, "recurrent education," which requires relearning once every 10 years, is attracting attention, and career design training programs by age group are being held. Human resource education in the future will require skill development for each generation. Creating Skill Maps Creating skill maps is one of the effective means in human resource education. A skill map is a list of the skills that each employee possesses after picking up the skills necessary for the job. By summarizing the skills in a list, it is possible to visualize the skills that employees need at the moment, what goals should be set for training, and so on. By visualizing the skills, specific training policies for each employee can be determined, and the aim is to improve the skills of employees through repetition. Analyze the Effectiveness of Training After the training, the effectiveness of the training should be thoroughly analyzed. A correct analysis will ensure that the training is not a mere formality, but a realistic and highly effective training program. The analysis can be divided into the company's perspective, such as the return on investment of each training program and changes in employee attitudes and behavior, and the employee's perspective, such as the level of satisfaction with the training and the degree of knowledge acquisition. Such analysis can be conducted by collecting data through comprehension tests and participant interviews. By analyzing the effects of the training, rather than simply saying that the training has been conducted, the training can be brushed up to be even more effective. All employees are aware of the importance of education. It is important for the entire company to have a strong awareness of the importance of education. Don't just leave training to the instructor. Companies can do this by conducting campaigns to encourage human resource development and educating employees about the benefits of training through internal newsletters. Also, if companies provide financial and time support for self-development seminars and learning, employees will be more willing to take the initiative in learning. The company can encourage employees to understand "Why do I need to take education and training? and create an environment that encourages employees to take training voluntarily. The company as a whole should promote education and training, rather than leaving it to individuals alone. Specific means of human resource development Now, let us look at specific means of human resource development. The advantages and disadvantages of each will be explained. Training Training is the most popular means of human resource development, as it is a way to educate a large number of employees in a single session. Training conducted by external instructors provides employees with the opportunity to learn a wide range of knowledge and skills. Group training by internal instructors is also available. The advantage of internal training is that it allows employees to acquire practical know-how at a practical level. However, since each employee is away from his or her work duties during the course of the training, it may be difficult to conduct such training in companies with frequent overtime work. Another disadvantage is the time and cost required to train internal instructors, as they are required to have a high level of instructional skills. In addition, due to the recent changes in the times, companies are now moving to switch from group training to online training. In the future, training conducted by gathering people together is likely to decrease. On-the-Job Training (OJT) OJT stands for "on-the-job training. The advantage of on-the-job training is that trainees acquire more practical skills while actually performing their jobs. The instructor also provides feedback to the trainee, thereby fostering smooth communication and human resource development expertise. The disadvantage of OJT, however, is that it requires a highly skilled instructor and places a heavy burden on the field. OJT itself does not produce direct results for the company, so the time cost for the instructor can be considered high. Self-development Self-development is an action in which employees take the initiative to improve their abilities. Examples include acquiring knowledge by reading books and attending self-development seminars. Self-enlightenment is not restricted by time or place, and employees can learn when they want to learn and improve their skills on their own initiative. However, self-education is not mandatory, and it is difficult to achieve unless employees are willing to learn on their own. Therefore, it is necessary for companies to motivate employees and make them understand the meaning of self-development. E-learning is an effective way to develop human resources. There are a number of effective means for human resource development, but all of them have disadvantages such as high cost and time constraints. We recommend the use of e-learning for this purpose. For example, online training reduces the need for space for large gatherings, travel time for participants, and transportation and lodging costs, and the cost per participant is low, making it cost-effective. Another advantage of e-learning is that each participant can take a test to check his or her knowledge at any time, and the results and degree of mastery can be checked at a glance, making it easy for the participant to realize his or her growth. Managers can also check the performance and efforts of each employee, which not only improves work efficiency, but also greatly helps in analyzing the effectiveness of training and education systems, providing education suited to each individual, and serving as a guideline for personnel evaluations. E-learning, which compensates for the disadvantages of conventional human resource development, is being increasingly introduced by companies and is becoming a popular means of human resource development. Conclusion We have explained the issues, key points, and concrete means of human resource development. All of the human resource development methods introduced here are expected to be highly effective, and can stabilize the retention rate while increasing corporate productivity. If you need to prepare in terms of time and cost, e-learning is an effective option. LearningBOX, in particular, is designed to be intuitive and user-friendly, and can be easily used anytime, anywhere. In addition, a free trial is available for up to 10 accounts, so we encourage you to take advantage of it. We also recommend this one! Also read "Thorough explanation of the basics of e-learning, how it works, and how to use it! [2020-2021]"

New Employee Training to Keep in Mind and Methods of Maintaining Motivation In this article, we will discuss the purpose of new employee training and methods for keeping new employees motivated. New employees' first experience with a company is the "newcomer training. It is important for them to acquire the knowledge and skills necessary for their work as they begin their careers as colleagues in the company. Did you know that this "newcomer training" is actually so influential that it can affect your motivation as a company employee in the future? What is needed in "new employee training" to further increase the motivation of new employees who have joined the company with great enthusiasm? Click here for Table of Contents 1. What is new employee training? 2. four purposes of training 3. four methods used in training new recruits 4. follow-up is important to maintain motivation 5. e-learning system to further enhance new employee training 6. summary What is Newcomer Training? Newcomer training is literally training given to newly hired employees, but its content differs depending on whether the employee is a new graduate or not. This is because new graduates and mid-career hires have different levels of experience as members of society. In the case of new graduate hires For new graduate hires who have no experience as a member of society, the main focus of training is to raise their awareness from student to member of society. This includes compliance, preparedness as a member of society, basic business manners, and so on. Of course, there is also training related to specific work duties, but the most important objective is to make them aware that they have become a member of society. The main purpose of this training is to make employees aware that they have become a member of society. Mid-career hires Mid-career hires with previous working experience have acquired knowledge of business etiquette and other skills required for working adults. Companies expect mid-career hires to be able to work immediately. Therefore, the main focus of new employee training is to convey "corporate philosophy, company-specific business knowledge, and industry information. It is important to match the experience and skills of each individual and to deepen their understanding by filling in the missing gaps. Four Purposes of Training The primary purpose of training new recruits is to develop them into valuable human resources for the company. Whether you are hiring new graduates or mid-career professionals, the basic premise remains the same. What kind of training is necessary to develop such beneficial human resources? The educator should be clear about the purpose of the training: "Why are we providing training?" The training manager should clearly define the purpose of the training, "Why are we doing it? If training is conducted with the mindset that "it's just something we have to do," it will naturally infect new employees. The trainer must be careful, because he or she may "lower the motivation of fresh employees" without realizing it! So what exactly is the purpose of conducting training for new employees? Here are four major items as examples. Objective 1: Understanding the corporate philosophy The first step for new employees is to understand the company's corporate philosophy. It is very important for them to know our philosophy and vision. The corporate philosophy is the standard for how to work at the company. These understandings are essential in order to work in a way that is consistent with the company's direction. In addition, sharing the philosophy and vision will increase motivation. When all employees have a common purpose and work together, it is expected that results will be visibly improved. Although corporate philosophies and visions cannot be conveyed in a single training session, they should be communicated repeatedly so that they permeate throughout the entire company. Objective 2: To build relationships within the company As a matter of course, new employees do not know anyone around them. The purpose of training is to build new relationships within the company, such as with superiors and peers. Good human relations are a very important part of working in a company. If you can communicate easily on a daily basis, your work will run more smoothly. It is also important to have someone you can talk to when you encounter any problems, whether it is your boss or your peers. Having someone in the company who is on your side is a great source of reassurance and helps prevent employee turnover. Creating opportunities for new employees to come into contact with many people during their training will lead to a comfortable work environment. Objective 3] Acquire the skills and knowledge necessary for the job One of the main objectives of training for new employees is to equip them with the necessary skills and knowledge for their work. If they acquire solid skills and knowledge, they will be able to start their work smoothly after the training. Basic business etiquette is also included here. Try to convey not only general knowledge, but also knowledge and skills that are unique to the company or department. In doing so, we recommend that you incorporate the real voices of employees working in the field and make the training content practical. Objective 4: To understand the company's internal rules. A company has its own rules and discipline. If your job requires customer service, there may be standards for attire, etc. It is not uncommon for companies to have rules for managing text and handling recording media to prevent information leaks, which are a matter of life and death for the company. Mid-career hires may feel that their own rules are different from those of their former employers, so it is necessary to carefully explain what the rules are for. Four methods used in new employee training Here are four typical methods used in the training process for new employees, which can greatly affect the motivation of new employees. ■Method #1: "Group work This method involves dividing the trainees into groups of several people and having them work on a task. This method is expected to foster teamwork skills as participants work together to solve problems. Method #2 "Recreation This method uses simple games as "recreation. Simple and easy games that anyone can play are often used, such as "gesture games" and "message games. Recreation can be effective in relieving tension and providing an opportunity for communication. Method #3: "Role play Role-playing is a technique in which participants assume the roles required in real business situations. The term "role play" is used to mean "acting out a role. Role-playing is a practical method of acquiring know-how that is difficult to acquire through classroom learning. Method #4: On-the-Job Training OJT stands for "on-the-job training," a method in which experienced supervisors and senior employees guide trainees through actual work to help them acquire knowledge and skills. The advantage of this method is that you can receive direct guidance from the person who is actually doing the work. Follow-up is important to maintain motivation. After training, new employees are assigned to their respective departments. New employees will always feel both anticipation and anxiety about their new environment. What should senior employees and supervisors do to welcome such new employees? First of all, the trainer should make sure that the new employee is not isolated in his/her assigned department. New employees need someone they can feel comfortable asking questions to when they are unsure about something. The presence of someone they can rely on makes the workplace a better place to work. In such an environment, motivation to work will naturally increase. During the first two to three months after being assigned to a new position, there are many things you don't understand, and you will often hit a wall. Motivation tends to be a little low after two to three months of being assigned. You may feel anxious, "Hey, what's going on? It's not what I expected," some employees feel uneasy. During this period, we recommend that you create an opportunity to talk with the new employee. Support the new employee's motivation by reviewing his/her progress to date and setting new goals for the future. E-learning system to further enhance new employee training Now that the term "remote work" has become commonplace, it is also becoming more common to conduct training remotely. E-learning systems are a recent educational system that is attracting attention as a method for training new employees. Training using an e-Learning system has the following advantages Advantages for the newcomer The system allows students to learn at their own pace and from anywhere. ∙ Can be practiced over and over again and become proficient Easy to make it a habit. Advantages for the company Uniform quality of training. Easy to manage the progress of learning. Cost savings on training can be expected. Of course, e-learning systems also have disadvantages, such as reduced interaction among employees and difficulty in controlling motivation. If you need to train new employees efficiently in a limited amount of time, why not consider using both regular training and e-learning systems? We believe that a training program that makes the most of the advantages of each and compensates for the disadvantages will be created. Conclusion New employee training is the foundation of a new employee's future work style and has a significant impact on motivation. The purpose of new employee training is to develop human resources that are beneficial to the company. By clearly and firmly defining the purpose of training, companies can improve the productivity not only of new employees, but also of the entire organization. Online training is also a means to be considered for the quickest and most effective results. With our e-learning system, learningBOX, you can check new employees' knowledge retention from various angles. You can also easily check grades and progress, which will lead to increased employee motivation. This simple and intuitive system has been highly evaluated by many companies, even those with no programming knowledge. Please register for free to experience the ease of use. ▼ We also recommend this one! Also read "Introducing e-learning-based internal training for new hires."

What is the Curriculum Content of Newcomer Training? Explanation of points to note when creating the curriculum, etc. When developing human resources within a company, creating a curriculum for new employee training is such an important element that it can influence motivation for future work styles. However, some people may not know exactly how to create a curriculum. This article, therefore, explains how to create a curriculum for new employee training and points to keep in mind. Click here for Table of Contents 1. Contents of Curriculum for Newcomer Training 2. how to create a newcomer training curriculum 3. points to keep in mind when creating the curriculum 4. summary Contents of Newcomer Training Curriculum The curriculum for newcomer training can be broadly divided into introductory training and job-specific training. It is important to understand what you will learn in each. Introductory Training New employee training begins with a curriculum called introductory training. The content of the introductory training includes the basics such as business manners, understanding the mindset of a working member of society, knowing the company's philosophy, and communication. The content of most of the training is applicable to all types of jobs and can be adapted to any type of job, while promoting awareness as a member of society. Job-specific training This training is designed for new employees to learn about the type of work to which they will be assigned. The objective is to learn content that is similar to actual work and that can be applied to specific jobs. How to Create a Curriculum for New Employee Training Let's take a look at a detailed method for creating a curriculum for new employee training. Deciding on detailed elements such as advance preparation and setting objectives and timeframes will help ensure a smooth learning process. Confirmation of the level of the trainees As a prerequisite for creating a curriculum, it is necessary to know the level of the trainees. For example, the level of participants varies depending on whether they are new graduates, mid-career workers, or inexperienced mid-career workers. By creating a curriculum tailored to each participant's level, it is possible to provide training that is appropriate for each level. Establishing the purpose and duration of the training The purpose and duration of the training should also be decided before starting. If the objectives and duration are unclear, you may not be able to complete the curriculum process or touch on the content you want the trainees to learn. Therefore, set the duration according to your objectives. Setting Methods and Curriculum Decide on the methods that participants will learn in the newcomer training program from the following list. On-the-job training...... to learn while performing practical work Off-JT...... provides opportunities for learning outside of work Group work......Learn while communicating in groups Role-playing......Learn through simulated experiences such as customer service E-learning......Learn independently using the Internet The appropriate method varies depending on the content to be learned, the job, etc. On-the-job training for practical work, e-learning for knowledge, and so on. Before creating a curriculum, consider which method is best suited. Points to keep in mind when creating a curriculum Let's take a look at what to consider when creating a curriculum. Careful Preparation Before creating a curriculum, prepare it from multiple perspectives. For example, it is necessary to make improvements based on the good points and reflections of the previous year's curriculum. If you are going to hold a course, you need to hold the schedule of instructors and venues, and if you are going to use e-learning, you need to consider the method of delivery from the contents of the course materials. It is important to note that the preparations that must be made will differ depending on which method is used. Make the structure easy to understand. The curriculum should be structured in a way that is easy for newcomers to understand and grasp. For example, if you give them a difficult task at the beginning, it will be difficult for them to get it into their heads, so it is better to start with a mutual understanding of the corporate philosophy and business, which is less difficult. After that, it will be easier for the newcomers to learn about the details of the company's business operations, which will help them to consolidate their knowledge. Conclusion The curriculum for new employee training can be broadly divided into introductory training and job-specific training. There are also differences in learning methods, such as OJT, Off-JT, and e-learning, so choose the method that best fits your company's situation and the content you want your employees to learn. When creating, providing, and implementing a curriculum, it is important to be aware of the importance of making efforts to ensure that the content is simple and easily understood by new employees so that they can learn in an efficient manner. The learning BOX offers a wide variety of contents to suit different uses and purposes, and it is also possible to review what has been learned in a quiz format. We are also skilled at creating mid- to long-term curricula, which is why many companies have adopted our system. Please register for a free trial. ▼ We also recommend this one! Also read "Introducing e-learning-based internal training for new hires."

What is the purpose of having people learn English in human resource development and what are the key points for successful learning? It is assumed that English learning will become necessary when expanding operations overseas or handling English-language work. However, many people do not know how to proceed with learning English efficiently. This article details the key points for successful English learning and the characteristics of each training style. Improve your English language skills by effectively implementing the training method that best suits your objectives. Click here for Table of Contents 1. Purpose of English language training for corporate human resource development 2. features of each English training style 3. key points for successful English language training 4. what is the e-learning method? 5. summary Purposes of having companies learn English for human resource development There are three main purposes for companies to have their employees learn English for human resource development. It is important to study English for each of these purposes. 1. improving employees' English skills If there are plans for overseas assignments in the future or for inbound measures, companies will need to improve the English language skills of their employees. This is because English proficiency must be improved in order to communicate effectively with foreign countries. 2. handling English work Many companies want their employees to learn English through human resource development if they want to handle English-language work. This is because even if the work has been done only in Japanese, there is a possibility that English work will increase when doing business jointly with foreign companies. 3. overseas business expansion When expanding business overseas, employees will be required to have a high level of English proficiency. In addition to basic English proficiency, standards for skills such as the four English language skills (reading, writing, speaking, and listening) must also be established within the company. Features of Each English Training Style Let's take a look at four different styles of English language training. The appropriate training style depends on the content and duration you want your students to learn. Dispatch of Instructors In the dispatch-type training, an instructor is invited to the company for a specific date, time, and period to conduct an English course. Since an outside instructor is invited to the company, preparations are required to welcome the instructor. Short-term Study Abroad Short-term study abroad is a method in which employees attend a language school to improve their English skills in a short period of time. This is an effective way to have employees acquire a high level of English in a short period of time, as they can spend their days immersed in English. Online Training Also known as e-learning, this is a method of having employees learn English online. This is a training style that is easy to use even when employees are busy with their work, as they can study from home or on the way to work and can study for as little as a few dozen minutes a day. Blended Learning Blended learning is a learning method that combines e-learning and face-to-face learning. The advantage of this method is that it facilitates efficient learning, with e-learning for basic learning and face-to-face learning for learning that requires communication. Key Points for Successful English Training Let's take a look at three key points for successful English language training. Clarify the purpose of learning English The company must clearly communicate the purpose and reasons for learning English. If this is not communicated, employees will not be motivated to learn and will be more likely to fail. In addition, discussing the company's future prospects with them will also increase their motivation. Provide training that is appropriate for the purpose and goal. The training style differs depending on the purpose and goal. For example, if you plan to expand business overseas within three months, business-level English proficiency is necessary. In the case of an overseas assignment, if the employee cannot speak daily conversation, he or she will have difficulty in daily life. Therefore, companies must provide learning content that meets their objectives. Provide support for continuous learning Continuous learning is essential to learning English. In order for students to continue learning, companies need to provide a support system. Consider offering support such as subsidies for expenses and the ability to ask questions and seek advice easily. What is the e-learning learning method? E-learning is a method in which a company delivers learning materials and employees study online at home or other locations. The format can be freely decided by each company. For example, video-based courses, quizzes, essay questions, and tests can be used, so you can choose the format that best suits the content you want your employees to learn. This is also an effective learning method for those who do not have the time or money to afford training courses or short-term study abroad programs. Conclusion When learning English, you should choose a training method after clarifying your purpose and reason for studying English. Instructor-led courses and short-term study abroad programs are an efficient way to learn English. However, if you are too busy with your work to take a course or short-term study abroad program, you may need to consider using an online e-learning program. Please consider the time and cost involved before making an efficient English study plan. After learning English, it is also important to carry out your work using English. LearningBOX offers a wide range of contents to meet your needs and objectives, so you can use learningBOX to simulate and train your employees to perform tasks in English. Try it out first by registering for free. ▼ We also recommend this one! Also read "Using eLearning to Create an English Course Study"

The Latest 2021 Edition: Challenges in Education and the Expected Role of DXing Hello! This is Nishimura from Tatsuno Information Systems. With the recent remarkable evolution of digital technology, digital transformation (DX) is being promoted in various fields. Since Corona, remote work and web conferencing have become common in our lives, and the way we work has changed dramatically. The educational field is no exception. For a long time, it has been pointed out that Japan's educational field has lagged behind in digitalization, but the Ministry of Education, Culture, Sports, Science and Technology (MEXT) has begun to seriously address this issue. In this article, we will discuss in detail the current status and challenges of DX in the field of education. Table of Contents 1. Japan's educational field lagging behind the rest of the world 2. Challenges facing the Japanese educational field and expected effects of DX 3. learningBOX is an LMS that makes it easy for anyone to start e-learning 4. summary Japan's educational scene lags behind the rest of the world According to the Ministry of Education, Culture, Sports, Science and Technology's White Paper (published at the end of July 2020), a 2018 survey conducted by the Organization for Economic Cooperation and Development (OECD) found that while students' time spent using the Internet outside of school exceeded the OECD average, the frequency with which they used computers to do homework was the lowest among OECD member countries The results were the lowest. A 2018 survey of teachers conducted by the OECD also showed that the percentage of Japanese teachers having their students use ICT for assignments and classroom activities at school was less than 20%, the lowest level among the 48 participating countries. ▼ The following is a brief summary of the reality of the Japanese educational scene The frequency of using computers for homework is the lowest among OECD member countries. The percentage of teachers who have their students use ICT is less than 20%, the lowest level among the 48 member countries. Challenges Japan faces in the field of education Many in the industry have voiced their concerns that "the supply and demand of human resources is not matching up," and that there is no time to wait for change in Japan's school education system. Modern society is highly information-oriented, and technology is advancing at an ever-increasing pace, as symbolized by advances in artificial intelligence (AI). In this ever-changing society, the traditional group, passive style, and deviation score-oriented examination system is not sufficient to solve the mismatch of human resources. What is important is an educational system that comprehensively equips students with programming thinking, information literacy, and communication skills to discover and solve problems on their own. MEXT-led GIGA School Initiative The Ministry of Education, Culture, Sports, Science and Technology (MEXT) took seriously the fact that ICT utilization is lagging behind in Japanese education and proposed the GIGA school concept in December 2019. (GIGA stands for Global and Innovation Gateway for All.) The goal of the GIGA School Initiative is to create an environment where children's learning opportunities are fairly distributed through the use of ICT, and where teachers can make the most of their abilities while reducing the burden on teachers involved in the development of children. The GIGA School Concept aims to create an environment where teachers can make the most of their abilities while reducing the burden on them. Specific efforts include the development of an environment that provides each student with a digital terminal and the development of a communications network for this purpose. Reforming the Japanese educational scene through ICT education ICT stands for Information and Communication Technology. ICT education" is a generic term for initiatives that utilize information and communication technology in the educational field. The term may sound formal, but it is easier to understand if you imagine a school classroom. Students write down the solution of a calculation problem on the electronic blackboard and explain how to solve it. Students create presentations on their tablets and share them with the whole class in an instant. Students submit assignments and take periodic tests on the computer, and teachers can immediately grasp the results. Educational activities that were unthinkable just a few years ago are now possible through the use of ICT. For more information on ICT education, please refer to this article. Challenges facing Japan's education field and expected effects of DX In addition to the discussion on the use of ICT, what are some of the issues facing the education field in Japan today? One of the most common issues is the "diversification of children and the increasing workload of teachers. The number of children enrolled in special-needs schools and special-needs classes in elementary and junior high schools is increasing. In addition, there are various circumstances such as support for foreign children who need Japanese language instruction and children who have not been attending school. Correspondingly, the workload of teachers has also become a major issue, as they have to "do a lot of paperwork" and "have to deal with parents. What is important in the field of education is to provide each child with equal and fair opportunities to obtain the necessary academic skills and experiences. To this end, let's review what can be achieved by DX in the education industry. Realization of individualized and optimized learning There is a growing need to provide education that is optimized for the individual, rather than providing uniform learning based on each student's proficiency and ability. ICT-based education makes it possible to analyze learning logs and other data on an individual basis to derive the most appropriate teaching materials. In addition, when a child needs support in Japanese, it can be expected that understanding will be advanced by using automatic translation technology in combination. Improved efficiency of office work ICT in the field of education streamlines manual administrative work in the process of creating questions, scoring, judging, and notifying results, etc. It also enables batch management of grade data and prevents human error. This system reduces the workload of teachers by automating routine clerical work in their extremely busy workload. Teachers can concentrate on their professional duties, such as preparing materials for classes, conducting training, and studying teaching methods, and are more likely to have more time to spend with each child individually. Improving the quality of education through the use of high-quality digital teaching materials The quality of education, which used to depend largely on the competence of teachers, can also be improved through the use of ICT. Teachers can spend more time on creating curricula and teaching materials, as they have less administrative work to do. In addition, the quality of education can be expected to improve as the students' learning status can be monitored statistically and in detail. learningBOX is an LMS that makes it easy for anyone to start e-learning. learningBOX is an e-learning system that was created with a focus on making it easy for anyone to build a web-based learning environment. It is easy to use in terms of both cost and operation. It is a learning management system (LMS) that covers all the functions required for school education, such as creating learning materials, creating tests, grading, and managing grades, and can create e-learning materials with a focus on price and ease of use. Easy operation without IT expertise Even those who are not good at operating a PC can easily add content to learningBOX using a dedicated creation form, and it can also be set up to distribute the content to different groups. Detailed settings can be configured for each user, such as course settings, learner group management, and the ability to distribute learning materials to different groups. Easily available for as little as ¥33,000 per year for 100 accounts! Our greatest advantage is that our prices are the lowest in the industry. Most e-learning systems on the market today are very expensive and are mainly designed for large corporations. With our Starter Plan, 100 users can use e-learning for as little as 33,000 yen per year (plus tax), or 2,500 yen per month. The learningBOX concept is a "cheap and easy-to-use" system. About the free learningBOX plan With the exception of optional features that require a fee, almost all functions of learningBOX are free of charge for up to 10 users, including the administrator. For those in charge of school education who are considering implementing this system! Please take this opportunity to try our learningBOX. Conclusion Japan is lagging behind the rest of the world in the field of DX in education, but with the Corona disaster, reforms are not waiting for long. The educational field is steadily beginning to change thanks to the strong promotion by the Ministry of Education, Culture, Sports, Science and Technology (MEXT), which has finally started to get serious about the issue. On the other hand, the diversity of students and the chronic high workload of teachers in Japan's education field remain major issues. The use of ICT is not an objective, but an educational means to provide each child with equal and fair opportunities to obtain the necessary academic skills and experiences. ▼ We also recommend this! Also read "[2021 Preliminary Report] Corporate Commitment to DX Accelerated by Corona Disaster"

What is Online Training for New Employee Development? Benefits and Challenges Explained Due to the impact of the new coronavirus, an increasing number of companies are introducing online training for new employees. However, some companies may be unsure of the benefits and challenges of introducing such training. In this article, we will discuss the benefits and challenges of online training. Click here for Table of Contents 1. why online training is used for new employees 2. advantages of online training for new employees 3. challenges of online training for new employees 4. how to solve the challenges of online training for new employees 5. summary Why Online is Used for New Employee Training Online training is being used for new employee training. In the past, training for new employees was often conducted in the form of group training, in which a large number of people learned at the same time in seminars and study groups. However, in recent years, due to the impact of the new coronavirus, online training has been used to reduce the risk of infection. In addition to allowing new employees to learn at home, the online training style has the advantage of avoiding crowds of people with a high risk of infection. Advantages of Online Training for New Employees On this page you will find the advantages of online training for new employees. No need to gather a large number of people at a venue When using online training, there is no need to gather new employees at a venue. This not only prevents the spread of the new coronavirus, as mentioned above, but also eliminates the need to prepare a venue that can accommodate a large number of new employees. Reduced costs Compared to conventional training sessions and study groups, online training does not incur venue and transportation costs, thus enabling cost reductions. Training costs per employee According to the survey organization, the training cost per employee in 2019 was 39,841 yen, an increase of 151 TP2T from the previous year. In the field of education and training, the highest rate of implementation is for "training of new employees," followed by the trend of introducing training for enrolled employees, such as "mental education," "communication education," and "career training. The increase in the number of training programs as well as the variety of content is expected to lead to an upward trend in corporate training costs. Market Price of Online Training The average price for online training and seminars is 3,390 yen per person. Costs vary depending on the content of the seminar, but it is possible to reduce costs by changing some of the in-house training to online. Company Name Price per person SAKU-SAKU Testing 429 yen Employee Training VA Plus 495 yen Scoo 1,500 yen BizUp Research Institute 5,280 yen Recruit 15,000 yen Neo Career 20,000 yen The above data is calculated based on our own research. They can review as many times as they want. If the training is difficult, it is likely that some new employees will not be able to keep up with it. However, with online training, not only can they review the videos and texts as many times as they want, but they can also keep track of who is learning and how far they have progressed, making it easier to provide support tailored to their level of learning. This is also beneficial to the instructor, as not many companies have the resources to devote to training. Therefore, the ability to provide not only training but also follow-up support online is a big advantage for mentors (teachers) who are busy in the field. Challenges of Online Training for New Employees Let's now look at some of the challenges of online training. Lack of communication can easily lead to a lack of communication. E-learning in online training is a style of watching delivered videos and reading texts. Therefore, without ingenuity, communication with supervisors and colleagues may decrease. Difficult to measure new employees' abilities Online training makes it difficult to gauge the abilities of new employees. Even if the progress of study can be checked, it is difficult to know how much understanding has been deepened and how it will be applied to the job. Establish a schedule Create a schedule for when you want the training to be completed. Since the time required for learning varies depending on the learning method, choose a learning method that will allow you to complete the training by the deadline. No hands-on learning Online training is not suitable for hands-on learning. Even if the video or text is understandable, it is unknown whether it can be used in practical situations. How to Solve Challenges in Online Training for New Employees Let's take a look at how to solve some of the challenges in implementing online training. Introduce on-the-job training or mentoring system OJT is a style of training in which training is conducted while performing actual work duties. On the other hand, in the mentor system, a senior employee or supervisor takes care of the new employee's mental health. Both of these systems provide an environment where employees can learn while communicating and consulting. This system can be combined with online training to solve issues. Online training that combines e-learning and webinars has both one-way and two-way methods. For example, e-learning has the advantage of delivering videos and texts in one direction, allowing for review at any time. Webinars are a form of real-time online training in which you can chat with the trainer to ask questions and discuss issues if you have any. Web conferencing tools such as Zoom can also be used for two-way interaction, allowing questions to be asked freely. Since there are different types of methods that can be used for online training, they can be combined to meet their respective challenges. Conclusion Online training for new hires has many advantages. However, each learning style must be understood in order to meet the challenges. It is a good idea to determine what you want your new employees to learn and in what form, and then consider implementing online training after you have determined your goals. With "learning BOX," which has a variety of material formats, it is possible to create and deliver e-learning tailored to various online training situations by creating a wide variety of questions and materials. In addition, the intuitive design makes it easy for the instructor to use, which leads to less stress during the learning process and more effective learning. Also recommended! Also read "On the Frontiers of Online Learning! What is the LMS that Supports e-Learning [2021]?

Explanation of how to create and the need for training programs to help develop human resources. When training human resources, many companies aim to have their employees learn a great deal through training programs. When conducting training, creating a program in advance helps the learning to proceed in a systematic manner. However, some people say they do not know what kind of program to create. In this article, we will look at how to create a training program for efficient learning. Click here for the Table of Contents 1. Necessity of Training 2. what is a training program? 3. how to create a training program 4. summary Necessity of Training Regular training is necessary when trying to effectively train personnel. For example, if skills are needed, repeated training to acquire skills will make it easier to improve skills efficiently. It can also be said that if the content and direction of training for leader-managers is correct, it will benefit the company in the mid- to long-term. It can also be helpful when preventing the following cases Loss of trust due to information leaks caused by erroneous transmissions Leakage of information due to erroneous transmission is a typical example of a mistake that tends to occur when sending e-mails by hand. For example, if double and triple checks are thoroughly performed on the recipient and contents of the e-mail, this is a typical example of a mistake that would not occur. Massive damage caused by taking data out of a computer If a PC that is prohibited from being taken out of the office is taken out and lost, it can cause a huge amount of damage. This can also be prevented by thorough equipment management and a company security system. Training can raise awareness of the risks by making employees aware of the risks. What is a training program? In order to ensure that the training program runs smoothly, here are some points to keep in mind when creating each training program, including who to train and what kind of training to provide. Have new employees learn basic skills. New employees need to learn not only the content of their jobs, but also the basic rules of being a member of society, such as how to answer the phone and send e-mails. When creating a training program for new employees, include basic working skills in the training content. Help them learn the content of their work duties. The work content to be included in the training program will vary depending on the position of the employee. The content of training will vary depending on the position of the new employee, mid-career employee, or mid-career hire, as well as the type of industry. For example, if you are in general affairs, you will need to learn the rules and management methods related to attendance, and if you are in sales, you will need to learn the details of products. Since each company will have even more detailed differences in job content, uniqueness is required. Before considering a training program, it is important to determine the details of the job you want the participants to learn. How to Create a Training Program The training program should be created in the following way. By defining goals and study methods, it is possible to make the training program more effective. Have goals. Clearly state what you want your employees to be like when they complete the training. For example, "I want them to know basic business manners as a member of society" or "I want them to learn all the features of our products" are clear goals. Define the study method Study methods include on-the-job training (OJT), off-the-job training (Off-JT), and self-education (self-learning through books, etc.). Each method has its own merits and demerits, so choose the one that best suits your goals. Establish a schedule Create a schedule for when you want to complete the training. Since the time required for learning varies depending on the learning method, choose a learning method that will allow you to complete the training by the deadline. Determine your budget. Some training methods will cost more than others. For example, off-JT tends to be costly in various aspects, including venue costs, transportation expenses, and fees for instructors. Also, for self-development, it is necessary to consider covering the cost of books purchased by the employees themselves. Consider online training In recent years, online training has been attracting attention. Online training is relatively inexpensive, can be conducted from the comfort of your own home, and can be repeated over and over again. Consider online training as well as in-person training. Conclusion There is no single training program, and each program has different characteristics, so instead of choosing only one of on-the-job training, off-the-job training, self-development, or online training, you can create a combination of these programs. Create a program and conduct training to ensure smooth progress toward your goals. Learning BOX" offers a wide variety of teaching material formats, and its extensive question creation system can solve the problems of creating and delivering content for those who teach. In addition, the intuitive design makes it easy for the instructor to use, reducing stress during the learning process and making learning more effective. We also recommend this one! Also read "[The Education Frontline] Implementing Effective Newcomer Training with Video and E-Learning"

What are the human resource development challenges faced by small and medium-sized companies? Human resource development is a serious problem for small and medium-sized enterprises (SMEs). For example, there are many cases where the causes are known but not yet resolved, such as "not enough manpower," "not enough time," and "not enough money. In this article, we will touch on the human resource development challenges faced by SMEs and then explain the key points for solutions. Click here for Table of Contents 1. The reality of human resource development in SMEs 2. challenges faced by SMEs in human resource development 3. key points for effective human resource development by SMEs 4. summary Actual situation of human resource development in SMEs Some of the challenges that have arisen with regard to human resource development in SMEs include the following Many SMEs are struggling with human resource development According to a survey conducted by the Ministry of Economy, Trade and Industry, "Fiscal Year 2009 Survey on Management Human Resource Development in Small and Medium Enterprises," the number one problem that companies are facing is "securing, retaining, and developing human resources. With a ratio of approximately 60%, many SMEs are struggling with human resource development. What are the reasons for the lack of progress in human resource development? According to the above METI survey, 58.61 TP2T companies answered that they "do not conduct any special human resource development" in terms of management human resource development efforts. This means that more than half of SMEs feel that human resource development is an issue, but they do not have the time or know-how to solve it. It can be assumed that some companies are not only lacking in human resources, but are also unable to identify labor problems and issues themselves. Human Resource Development Challenges Faced by SMEs Let us now look specifically at the human resource development issues faced by small and medium-sized enterprises (SMEs) as discussed above. Lack of time to provide guidance For example, even if there is a person in charge of providing guidance, the reality is that many small- and medium-sized enterprises (SMEs) have people who are concurrently engaged in other business activities. Therefore, it is difficult to set aside time for learning again. Work content is not standardized and is person-to-person. Another issue is that teaching methods and learning contents change from person to person. In some cases, the work contents and necessary knowledge are not standardized in manuals, which may result in the inability to perform the work due to the resignation of personnel, etc. Lack of know-how on human resource development itself If management relies on manpower, it can be assumed that all employees will not be given the opportunity to learn. For example, if many employees are learning by feel while working, know-how cannot be accumulated. Also, even if people are hired, they may soon leave the company because they do not get a sense of learning. New Challenges Arising from the Corona Disaster Until a few years ago, some companies held regular training sessions to develop human resources. However, the corona disaster has made face-to-face instruction difficult. In addition, to prevent the spread of infection, it is no longer possible to gather a large number of people in one place, which has increased the number of learning opportunities lost. Source: How was in-house training conducted in 2020, when the coronary disaster suddenly struck? From What is the state of online training penetration? Key Points for Effective Human Resource Development for Small and Medium Enterprises (SMEs) Let's now look at some key points for effective human resource development for SMEs that want to give their employees learning opportunities. Visualization of training methods It is impossible to effectively develop human resources with unclear goals such as "I just want you to learn the job for now. The key is to set specific goals, such as "Once you have learned this much, learn this next item. Clarify the training methods to achieve the goals, create manuals, etc., and visualize the flow and goals of human resource development. Introduction of Off-JT Off-JT refers to having learning opportunities outside the workplace. It is a method that utilizes outside training and seminars instead of OJT, in which employees learn on the job. Demand is rising with the Corona Disaster! Training using videos Demand for training using video is rising in the Corona Disaster. By using video delivery to have students learn online, they can learn from the comfort of their own home. The use of services that can be easily created and distributed and easily accessed by learners is suitable for this purpose. Conclusion Many small and medium-sized enterprises (SMEs) face challenges in human resource development. It is also necessary to understand the current issues from various angles, such as lack of manpower, lack of time, and lack of cost. One of the problems with one-way human resource development, in which employees simply listen and learn, is that it is difficult for them to make progress in their training and for them to concentrate on their work. By using the quiz creation tool, learningBOX can be used to confirm and repeat learning through tests. By providing not only input but also output at the same time, it is possible to break away from one-way human resource development. By understanding the key points of human resource development and implementing them, you will be able to resolve issues. Therefore, it is important to be aware of the human resource development issues at your company and take the appropriate approach. We also recommend this one! Also read "[The Education Frontline] Implementing Effective Newcomer Training with Video and E-Learning"

The Latest in 2021] A must-see for educators! Thorough explanation of the advantages and disadvantages of online training Hello, I am Iritani, a new employee of Tatsuno Information System. This is Iriya, a new employee of Tatsuno Information Systems. Due to the impact of the spread of the new coronavirus, nine prefectures have decided to extend their state of emergency declarations, and we are still facing an uncertain future. Due to the coronavirus disaster, many companies have introduced telework and an increasing number of companies are conducting training online. Unlike conventional face-to-face training, some training managers may have doubts about the results of training. In this article, we will introduce the basics of online training, its advantages and disadvantages, and key points for making it effective. Click here for Table of Contents 1. What is online training? 2. Thorough explanation of the advantages and disadvantages of online training! 3. Key points for human resource development to ensure the success of online training 4. Summary What is online training? Online training is training that is conducted online through an Internet connection between a remote instructor and trainees. As long as an Internet environment is available, employees working at regional branches can also take the training from home. This reduces the "burden of time and transportation costs" of traveling to the head office for training. Online training can be broadly classified into "live delivery type" and "e-learning (on-demand) type," and generally uses a web conference system. Live delivery type As the name suggests, the live delivery type is a training format in which live video is delivered. It is similar to a live TV broadcast and is sometimes referred to as "live Internet broadcasting" or "live Internet broadcast. Participants can view the video at a set delivery time and interact with the instructor in a question-and-answer session. From the operator's perspective, the training can be conducted in an atmosphere similar to that of a group training session, but there is a risk that the training may be interrupted immediately in the event of an Internet line failure or trouble with the equipment used for live delivery. It is also possible to include sound effects and messages in live delivery, but special delivery equipment and operators must be arranged. E-learning (on-demand) type The e-learning (on-demand) type is a training format that allows participants to view course materials uploaded to a delivery server at their convenience. Participants can take courses at their own pace without being restricted by time or location, and they can also repeat courses in areas in which they have difficulty. From the administrator's point of view, the course materials are prepared in advance, allowing for the creation of high quality content. For example, if a mistake or stutter is made during a lecture-style recording, it can be re-taken. Although the production of instructional materials is labor-intensive, once produced, they can be used repeatedly, and the advantage is that the same quality of training content can be provided uniformly. *On-demand refers to the provision of services upon request by the user. A familiar example is YouTube, where you can watch the videos you want to watch whenever you want to watch them. This is exactly what on-demand delivery is. The advantages and disadvantages of online training are thoroughly explained! The most important feature of online training is that it eliminates the "educational opportunity gap" regardless of where or where not, regardless of where you work, and reduces costs such as transportation and lodging. It enables employees on leave to take courses from home, so that necessary training can be provided uninterruptedly after they leave the company. Advantages of online training! It allows training to be conducted in situations where the movement of people or gathering in one location is restricted by risks such as the spread of infectious diseases, and allows participation from anywhere in the country. Online training allows participants to receive the video materials and other materials necessary for training at their convenience. Compared to traditional training, scheduling is easier, and each participant can proceed with the training at his or her own pace. If any problems arise during the training, participants can easily ask questions during the training through tools such as chat. Convenient online training also has its disadvantages Online training is often seen as a problem because "communication between managers and trainees" tends to be weak. Although online training is a very convenient and revolutionary educational method, it is basically a remote learning experience that is conducted via "PC or mobile screen. Therefore, it is not suitable for workshops that involve hands-on work, on-the-job training (OJT), and discussions in large groups. It is also difficult to maintain participants' concentration and motivation. How much do they understand? It is also difficult to evaluate whether the participants are really following the training and how much they understand. Key Points for Successful Online Training Online training has both advantages and disadvantages, but with some ingenuity on the part of the implementer, it is possible to take advantage of the unique benefits of online training and make it more effective. Troubles that tend to occur in online training are different communication environments and participants' lack of understanding of how to operate web conferencing tools, which can lead to loud noises and inaudibility, and microphone feedback. Such rudimentary problems can be resolved by explaining the operation of the online training program in advance. As for the lack of communication among participants, it is advisable to provide a separate place for interaction, either online or in person. To maintain motivation, instructors and administrators need to devise ways to keep participants from getting bored, such as assigning support members to facilitate the training and actively using chat and survey functions to promote communication with participants. We would like to ask HR education staff! Are you having any of the following problems with your employee training? If you are in charge of training and are only conducting group training! Do you have any of the following problems or issues when implementing and operating employee training? The voices and concerns of those in charge of training that are difficult to express... 1. We don't have time for group training for all participants... 2. We don't have the budget to conduct the training over and over again... 3. Different employees have different levels of knowledge acquisition. 4. We have conducted training, but the knowledge fades over time... 5. 5. It takes time for the knowledge to take root. learningBOX is an e-learning system that makes it easy to start online training! learningBOX is an e-learning system that was developed and realized based on the concerns of customers who had problems with corporate training, exam preparation, company human resource development, and education. Compared to other general e-learning systems on the market, learningBOX is significantly lower in price, yet it is easy to use and anyone can easily build a web-based learning environment. Click here to see what people have to say about using learningBOX. learningBOX has been a great help in our company's training for newcomers. I have also used learningBOX for training newcomers, and the intuitive layout with easy-to-understand buttons allowed me to quickly and easily learn from the beginning without having to look at any particular explanations. As an administrator, I also created learning materials and content. The system has a dedicated question creation form, so it is relatively easy to create content even if you don't have IT knowledge or know technical terms. The system also has a grade management function, which allows us to grasp at a glance the status of the course attendance for the materials we created. One thing we found difficult is that new features are constantly being added as a result of customer requests and updates to the system itself to make it even easier to use. This makes it difficult to keep track of all the functions. While the system has many functions and is convenient, it requires some continuous practice to become proficient in its use. learningBOX has been a great help in training new employees at our company! At our company, we mainly use learningBOX for training new employees to simulate the practical application of the system. Communication skills, such as responding to e-mails and phone calls to ensure that customers can use learningBOX comfortably, being able to answer questions immediately so that customers do not have to wait, and understanding the functions of learningBOX are all essential. Our members help each other to support customers on a daily basis, and we use learningBOX to hone these skills. Here are some examples of how learningBOX is used learningBOX is an e-learning system that has been introduced in a wide variety of industries, including in-house training, certification exams, and learning content sales. With learningBOX, even small-scale users can easily conduct online training. In addition to in-house training, LearningBOX can also be used to conduct full-scale examinations online. With learningBOX's e-commerce feature, you can also sell learning content online! Learning content can also be sold online. Conclusion In order for online training to be successful, it is of utmost importance to create an environment in which participants can concentrate on the training without stress. The level of understanding of how to operate the system varies depending on the age and type of job of the participants, and if they do not know how to operate the system, the effectiveness of the training will be reduced by half, no matter how comprehensive the training content is. This is why we recommend the use of our e-learning system "learningBOX" for online training! learningBOX is a learning management system that provides all the functions necessary for online training and allows anyone to easily build a web-based learning environment. The easy and simple operation allows anyone to learn quickly and easily, and questions can be created easily. The system allows users to create quizzes and tests in a variety of 13 different formats, and also includes learning progress and grade management functions to help students improve their understanding of the material. The pricing is affordable, starting at ¥33,000 per year for a 100-user account, and free for up to 10 users for an unlimited period of time. Please try the free plan to see how easy it is to use and what it can do! Click here to see the reference site How to start online training? Basic knowledge on how to do it, benefits, etc. from

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