Admin Blog

Hello! I’m Nakanishi from Human Resources. This is my first blog post since joining the company. Nice to meet you! I hope you’ll stick with me until the end. Actually, I worked in HR at my previous job as well, and as part of my role, I implemented all kinds of strategies to increase the number of job applications. Drawing on that experience, I’d like to share some tips from an HR perspective—covering everything from recruitment to hiring—as well as the benefits of implementing online exams and training using e-learning both before and after hiring. If you’re in HR or training, reading this will help you implement recruitment and training strategies that contribute to your company’s growth! Please stick with me until the end! Table of Contents: 1. What Are the Tips for Efficiently Recruiting Candidates? 2. Why Not Try Using Online Exams for Your Hiring Process? 3. Provide "High-Quality Training" via e-Learning After Hiring. 4. Summary What Are the Tips for Efficiently Recruiting Candidates? Have you ever found yourself scratching your head, thinking, “I’ve placed ads on job boards, but I’m not getting any applications” or “It’s just costing me money”? (I used to feel the same way.) I spent days of trial and error trying to figure out how to attract top talent to apply. So today, I’d like to share a few tips I’ve learned through my own efforts.   Keep your job ad title short enough to read in 5 seconds. First, let’s review whether your job ad has an attractive title that catches job seekers’ attention. After conducting research with a job site representative, I learned that job seekers spend at most about 5 seconds looking at a single job ad title. We also found that, even when generously estimated, the number of characters that can be read in 5 seconds is around 30. In other words, the title shouldn’t be too simple, but cramming in too much information isn’t the answer either. One effective strategy here might be to team up with someone in-house who’s skilled at copywriting or an external expert (e.g., a copywriter).   Make sure to use keywords that appeal to job seekers. When writing job ad copy, it’s natural to want to use keywords that create a positive impression of your company. However, if a job seeker reads it and thinks, “Is that really true?”, it’s not only pointless but can actually create a negative impression. So, here’s a tip for creating keywords that grab attention: “Keywords reflecting the ideal candidate’s interests” + “Words that signal openness” + “Job description”! Example: “Game lovers” + “A must-see for those with a background in math and science” + “Development work at a game app development company” “Loves fishing” + “Put that hobby to good use” + “Sales role at a fishing tackle manufacturer” Try to imagine what kind of people might apply to your company’s job openings, and create a tagline that really resonates with job seekers! (Let’s do our best to come up with a great tagline!) Why not try using online exams for your hiring process? When it comes to recruiting talent, there are other factors to consider, such as the costs of job posting platforms and techniques to ensure your company’s job ads rank high in search results, but let’s leave it at that for now! From here on, I’d like to discuss how to guide applicants through the hiring process, as well as the implementation and use of e-learning before and after hiring. First, let’s talk about “online exams.” To ensure efficient talent acquisition, why not try incorporating e-learning-based online exams into your hiring process? Benefits of Conducting Tests and Exams We recommend using tests and exams when you have a large number of applicants and need to narrow down the field before interviews, or when you want to assess the skills and abilities required for a specific role. (Of course, there may be cases where screening isn’t necessary because applicants already hold relevant certifications.) Benefits of Conducting Online Tests (CBT) First, let me explain what an online test (CBT) is for those who are unfamiliar with the term. CBT stands for Computer-Based Testing. It refers to tests administered via computer. By taking the test on a computer instead of using paper materials such as test booklets or answer sheets, you can significantly reduce the time and cost required for grading and notifying candidates of their scores and results. Additionally, since the test is taken on a computer, questions that incorporate audio or video can be included. Furthermore, as long as they have an internet connection, applicants can take the online test from home. Being able to take the test at home means job seekers can sit for it at a time and place of their choosing, without the need to arrange a specific test date, time, or venue. This reduces the burden on applicants of having to come to the company just to take a 30-minute test. This is a particularly important consideration during the COVID-19 pandemic. Furthermore, having applicants take the test before the interview allows both parties to use their time more efficiently if the applicant is later invited to the company for an in-person interview. Is cheating a concern with online tests? One concern companies have when administering online tests is the risk of cheating. However, by utilizing the question creation features of an e-learning system and carefully adjusting factors such as time limits, the number of questions, and the content of the test, you can easily mitigate this risk without having to use expensive anti-cheating tools—such as dedicated online test cameras. (By the way, our learningBOX is the only e-learning system that offers such comprehensive and convenient question creation features!) Regarding online testing, we highly recommend checking out the case study of the “Art Certification Association (General Incorporated Association),” which uses the e-commerce (EC) functionality of our e-learning system, learningBOX, to conduct online certification exams. Although the content focuses on “online certification,” it’s packed with information that will be extremely helpful for HR professionals as well! ▼ Adapting to the “New Normal” and enabling online testing from home! (General Incorporated Association Art Certification Association) https://learningbox.online/casestudy/casestudy20201030/ After hiring, provide “quality training” through e-learning. After hiring, let’s use e-learning to provide “quality training” to turn the talent you’ve worked hard to recruit into your company’s own human capital (← is that phrasing a bit outdated?). By the way, at our company, we create and provide learningBOX accounts for new hires before they join, so they can complete online training via e-learning before their first day. Don’t you think it’s incredibly convenient for new hires to be able to “take training at any time and from any location” before they start? Furthermore, with an e-learning system, the company can easily check online to see how far each new hire has progressed in their learning before they join. We’ve outlined exactly how we implement this in practice here, so please take a look! ▼ Tatsuno Information Systems Internal Use Case: CS Implementation Support https://learningbox.online/casestudy/casestudy20200204/ Summary In this article, I’ve shared tips from an HR perspective on the process from recruiting job candidates to hiring, as well as how to use e-learning for online exams and training both before and after hiring. We encourage HR and training professionals to consider implementing an e-learning system to create a framework that makes recruitment and training more efficient and effective. If you’re interested, please feel free to contact us. Additionally, learningBOX offers a free plan that you can try out. After registering for an administrator account, you can access sample certification exams and training courses. For more details, please sign up for the free plan and try out the sample courses on the learning screen. It will change your perception of “e-learning.” Start your free trial. Thank you very much for reading to the end. We look forward to seeing you again next time.

Memory Retention Depends on Output! Dr. Carpick’s Experiment on Memory Nice to meet you! I’m Torii from the Development Department, and I joined the company in September 2020. I’ve successfully completed the one-month new employee training program at Tatsuno Information Systems, but there’s still so much I need to learn, so every day is a learning experience. Now, when you’re trying to study while working, it can be quite difficult to find time to study, right? For business professionals, whether it’s for internal promotion exams, the TOEIC, or professional certification exams, the ability to retain information is more critical than ever. In this article, I’d like to share an interesting experiment conducted by Dr. Karpik of Purdue University in the U.S. on the topic, “What study methods are most effective?” Table of Contents: 1. Dr. Karpik’s Experiment on Memory 2. Brain Performance Is Determined by Output 3. Repetitive Learning Using E-Learning Is Recommended for Memory Retention 4. Summary Dr. Karpick’s Experiment on Memory Dr. Karpick of Purdue University in the U.S. conducted an experiment with students at the University of Washington, asking them to memorize 40 Swahili words. The students were divided into four groups and repeated the following learning process until they had memorized all the words. Group A: After learning all 40 words, they were tested on all 40. From the second round onward, they continued to learn all 40 words and were tested on all 40. Group B: After learning all 40 words, they were tested on all 40. From the second round onward, they studied only the words they had gotten wrong, but were tested on all 40. Group C: After learning all 40 words, they were tested on all 40. Starting with the second round, they studied all 40 words but were tested only on the words they got wrong. Group D... After studying all 40 words, they were tested on all 40. Starting with the second round, they studied only the words they got wrong and were tested only on those words. It appears that all groups were able to memorize all the words after repeating the process 4 to 5 times. In terms of time spent, with Group A set at 100, Groups B and C reportedly took about 75, and Group D took about 50. Based on these results alone, it seems that Group D—which studied only the words they got wrong and tested only on those words—was the most efficient, right? Actually, there’s more to this experiment: when a surprise test was administered one week later, a significant difference in learning effectiveness emerged! Which group do you think remembered the most words one week later? Brain performance is determined by output. When the four groups introduced earlier were given a surprise test one week later, the results were as follows. What do you think? It’s easy to predict that Group A, which put in the most effort, scored 80%, while Group D, which put in the least effort, scored 35%. But did you predict the results for Groups B and C? Wasn’t it surprising that Group C—which reviewed all the questions every time they took a test—performed the worst? The brain memorizes through “output,” not “input.” These experimental results show that testing (i.e., the output of memory) is more important for consolidating memory than rote memorization (i.e., the input of information). When studying, it seems more efficient to take repeated tests to solidify memories rather than simply reading reference books to memorize information. Output is the shortcut to consolidating memories in the brain! “Input” refers to “feeding” various information into the brain, while “output” refers to processing the information taken into the brain and “outputting” it. Regarding the most significant difference between the two, psychiatrist Shion Kabasawa states in her book that it comes down to whether or not “movement” is involved. Memories that involve motor skills—such as “writing” or “speaking”—are called “motor memories.” A characteristic of motor memories is that once you learn them, you almost never forget them. You shouldn’t find yourself having forgotten how to ride a bike after three years away from it. (Source: Shion Kabasawa (2018), *The Complete Guide to Output: Turning Learning into Results*, p. 22, Sanctuary Publishing) The golden ratio for improving memory is to aim for a “3:7” input-to-output ratio! The golden ratio for improving memory efficiency is “3 parts input to 7 parts output.” You should incorporate neuroscience into your studying. (Source: Study Hacker | There’s a Golden Ratio for Input and Output! Dramatically Improve the Efficiency of “Studying” and “Memory” with Neuroscience.)   ▼To briefly summarize the experimental results... “Review tests” are effective for consolidating memories, and it’s better to take a review test on the entire material rather than just the parts you got wrong. Output-based learning—such as “solving problems”—is more than twice as effective as input-based learning, like “rote memorization.”   Repetitive learning using e-learning is recommended for memory retention. While testing is a good way to solidify memory, depending on the subject matter—such as corporate training or job-related topics, as opposed to studying for major certifications—commercially available workbooks may not always be available. In such cases, we strongly encourage you to use our e-learning platform to create your own tests! learningBOX allows anyone to easily create the tests necessary for output-based learning right on the web. The process is simple: just follow the dedicated form to set up question text, answers, and explanations. ▼ We’ve included a video demonstrating how to create a multiple-choice question as an example—please take a look. You’ll see how easy it is to create questions with just a few simple screen operations. If you need to create a large number of questions, you can also upload them in bulk using Excel or text files. With learningBOX’s quiz feature, you can create more than 13 different question types—not just multiple-choice, but also true/false, fill-in-the-blank, and essay questions. ▼Click here for articles related to tests: ①: Creating Quizzes ②: Creating Tests ③: Course Restrictions Introducing learningBOX’s Content Feature learningBOX is an e-learning “box” that allows you to build and manage traditional learning environments online. It is a system that allows you to manage learning by storing learning materials such as videos and PDFs, as well as questions, tests, and grades, within this “box.” Here are the features of learningBOX: ・The online exam and quiz creation feature offers over 13 different question formats. ・You can easily create tests and practice questions to assess the effectiveness of training. ・Since learning materials can be easily distributed online, there’s no need for printing or preparing training venues. ・You can create certification tests for any industry or field. ・You can also convert your existing learning materials into e-learning content and sell them.   With learningBOX, you can create your own content tailored to your specific use cases. Our e-learning system currently offers a total of 15 different features! This article explains in detail how to select content. ⇒ How to Choose Content on learningBOX Summary: What did you think of this blog post? Output is crucial for efficient learning. learningBOX is a system designed with a focus on “ease of use” and “affordability.” Even those without specialized knowledge can easily create test questions, grade them, and manage student records. learningBOX is free to use indefinitely for up to 10 accounts. Give it a try! You can easily sign up here. Thank you for reading this post.

Boost Your Score Efficiently with E-Learning! learningBOX: Our Top Recommendation for TOEIC Prep—I’m Takadaoka from the Marketing Department. In this article, I’ll share recommended study methods for achieving a high TOEIC score by utilizing an e-learning system. To customers preparing for the TOEIC who are struggling with issues like “my scores just aren’t improving,” “I can’t find a study method that works for me,” or “I can’t get motivated to study”—why not take this opportunity to reevaluate your study approach using e-learning? I hope you enjoy this article.   Table of Contents: 1. The Popularity of the TOEIC 2. For Effective Score Improvement, We Recommend Repetitive Learning with e-Learning 3. Introducing TOEIC Prep Using learningBOX! 4. Summary The Popularity of the TOEIC The official name of the TOEIC is “Test of English for International Communication,” and it is administered to assess the English communication skills of non-native English speakers. If you’ve ever considered obtaining a certification or taking a proficiency exam, you’re likely already familiar with the TOEIC. The TOEIC is extremely popular among a wide range of age groups—from students to working professionals—as a means of demonstrating English proficiency. The TOEIC itself is not a certification exam. It is strictly designed to objectively measure “how well one can communicate in English.” Many certification exams are divided into levels based on difficulty; for example, in the Eiken Test, beginners take Level 5, intermediate learners take Level 2, and advanced learners take Level 1—with the content of the exam varying by level. In contrast, the TOEIC displays results as scores rather than pass/fail, and a key feature is that everyone—from beginners to advanced learners—takes the same test. Demand for the TOEIC: With the advance of globalization, an increasing number of companies—not only foreign-affiliated firms but also Japanese companies like Rakuten and Uniqlo—are adopting English as their official language. According to a survey by the International Business Communication Association, among 278 listed companies, 77.7% “use TOEIC scores as a reference during the hiring process,” 68.0% “use them as a reference for job assignments and transfers,” 16.9% “require TOEIC scores for promotions or advancements,” and the average “expected score” is 550 points. Japanese companies are also increasingly hiring foreign workers, so the need for English-language communication is likely to grow within Japan as well.   ▼Total number of TOEIC test takers in fiscal year 2019: approximately 2.41 million Source: English Hub | Trends in the Number of Test Takers for TOEIC L&R and TOEIC S&W *Data on trends in the number of test takers is compiled based on registrations for public tests only. Additionally, since the March 2020 public test was canceled due to the COVID-19 pandemic, applicants for that test are not included in the FY2019 test-taker figures. ▼Companies Use TOEIC® Scores as a Reference During Hiring Source: “2013 Survey on the Actual Use of English in Listed Companies” Report | From IiBC According to the “Survey on the Actual Use of English in Listed Companies” conducted in 2013 by IiBC (International Business Communication Association, a general incorporated foundation), which administers the TOEIC® test, approximately 70% of companies use TOEIC® scores as a reference—or sometimes use them as a reference—during the hiring process.   ▼Companies that actually use TOEIC® scores in their hiring: ・Resource Global Professional Japan Co., Ltd. (Accounting): 900 points or higher ・Nissan Motor Co., Ltd. (Overseas Sales): 850 points or higher ・Rakuten, Inc. (Game Planner): 800 points or higher ・ JTB Corporation (Cultural Exchange Division): 750 points or higher ・Mitsubishi Electric Corporation (Sales): 700 points or higher Even among Japanese companies, a minimum TOEIC score is required in “departments where English use is a prerequisite,” such as overseas sales divisions, and in “companies that have adopted English as their official language.” The “importance of English proficiency” in job hunting for college students and career changes for working professionals is expected to continue growing in the future.   What is the average TOEIC score for Japanese people? Source: english-club | What Is the TOEIC Test? | Basic Knowledge Beginners Should Know! Content, Tips, and Precautions. The average score for the TOEIC test administered in December 2019 (87,245 test-takers) was 595.4 points. (Listening Section: 327.6 points / Reading Section: 267.8 points) ▼Here is a summary of English proficiency levels based on TOEIC scores. 200s–400s ⇒ Does not understand even 7th-grade English, understands the basics of middle school English; 400s–600s ⇒ generally understands middle school English, grasps the basics of high school English, and can carry on everyday conversations at a slow pace; 600s–800s ⇒ can understand everyday and business English, understand and communicate in business English. 800s–900s ⇒ Can use English with complete ease. *The average score for Japanese test-takers is in the “400s.” To get close to this score, a solid understanding of junior high school English is essential.   What kind of questions does the TOEIC actually have? The TOEIC L&R is a standardized multiple-choice test consisting of a Listening section (approx. 45 minutes, 100 questions) and a Reading section (75 minutes, 100 questions). It takes about 2 hours in total to answer 200 questions using a mark-sheet format. The question format is the same every time, and all answers are written on an answer sheet separate from the test booklet. All answers are written on an answer sheet separate from the test booklet. The test consists entirely of English text; there are no questions requiring translation from English to Japanese or vice versa.   ▼The TOEIC consists of 200 questions across Parts 1 through 7, to be completed in 2 hours. Listening Questions: Part 1: Photo Descriptions (6 questions); Part 2: Short Replies (25 questions); Part 3: Conversations (39 questions); Part 4: Explanatory Passages (30 questions) Reading Section: Part 5: Short-passage fill-in-the-blank (30 questions) Part 6: Long-passage fill-in-the-blank (16 questions) Part 7: Reading Comprehension (54 questions) To effectively improve your score, we recommend repetitive learning using e-learning. E-learning is a form of learning that utilizes the Internet. It is a learning system that allows you to improve your skills at your own pace, regardless of location, time, or subject matter, by using electronic devices such as computers and mobile devices, as well as IT networks. The Learning Management System (LMS) that supports e-learning A Learning Management System (LMS) is a system that integrates and manages the distribution of learning materials and grades—all of which are necessary for implementing e-learning. It features functions for “managing learners and learning materials” and “managing learning progress,” allowing administrators to manage learning by assigning specific materials to specific learners and tracking how far each learner has progressed through exercises. Since test results and learning progress rates are displayed and updated in real time within the LMS, you can immediately grasp the current status. Using an LMS allows you to “narrow down strengths and weaknesses, making it easy for learners to identify what they should focus on.” The Strengths of E-Learning The greatest feature of e-learning is that you can study “anytime,” “anywhere,” “conveniently,” and “at your own pace.”   Here’s how to prepare for the TOEIC using learningBOX! learningBOX is an LMS equipped with all the features necessary for e-learning, including course creation, question and test creation, and grading and grade management. Anyone can easily get started with e-learning, even without specialized knowledge.   Here are the learningBOX features we recommend for TOEIC preparation. Easily learn vocabulary using flashcards and fill-in-the-blank notebooks. On the TOEIC exam, the more English vocabulary you know, the easier it is to understand written English. As your vocabulary grows, your reading speed increases, helping you improve your score. ▼ Features of Flashcards: Administrators can track how far students have progressed through their flashcards, how many times they’ve opened them, and more. Creating flashcards is extremely simple; once you understand the process, even those who aren’t tech-savvy can easily create them. You can create flashcards with any number of questions. You can also choose the font size and color, and add images. ⇒ How to Use Flashcards ▼ Features of the Fill-in-the-Blank Notebook The Fill-in-the-Blank Notebook allows you to easily create memorization exercises in paragraph form. Additionally, by checking off the blanks you’ve memorized, you can view your completion rate. ⇒ How to Use the Fill-in-the-Blank Notebook Using the quiz feature, you can create quizzes and tests from over 13 different question formats. To aim for a high score on the TOEIC, it’s important to have a solid grasp of the basics of English. For beginners or those returning to English after a long break, assessing your current level is the fastest way to learn efficiently. Whether your weakness lies in grammar or vocabulary, it’s recommended that you focus on overcoming your specific weaknesses. With learningBOX’s quiz feature, you can create quizzes tailored to your learning level and needs, publish them online, and quantify your strengths and weaknesses based on your performance data. ▼ Features of the Quiz Feature: Using the question creation form, you can create over 13 different question types, including “single-choice, multiple-choice, reordering, and fill-in-the-blank.” Click the “Start” button below to try out a quiz created with learningBOX. You can also easily create listening questions. Start • You can easily create listening questions! ⇒ You can even choose between a male or female speaker! ・You can add images, videos, and links to quiz questions and explanations! ⇒ This enables efficient and effective learning for both preparation and review! ・Choose from 13 different quiz formats! ⇒ You can adjust the difficulty level to suit the question! ・Set detailed options such as the order of questions, time limits, and passing scores! ⇒ There’s an incredibly wide range of optional features! ⇒ How to Use Quizzes: With learningBOX, you can combine content and features to create your own original learning courses! In learningBOX, you can set prerequisites for the content you create. By setting these, learners cannot proceed until they have completed the content or passed the quiz. You can set prerequisites, such as requiring learners to pass a specific question before moving on to the next one, or awarding a certificate upon passing an exam. ⇒ Create a Course Summary: In this article, we introduced recommended study methods for achieving a high TOEIC score using an e-learning system. learningBOX is an LMS that makes it easy for anyone to get started with e-learning. For groups of up to 10 people, including administrators, learningBOX offers virtually all features—excluding paid optional features—free of charge and with no time limit. We invite you to take this opportunity to try out our learningBOX.

Challenges in Online Learning During the COVID-19 Era Nice to meet you. My name is Finn, and I’m a new employee at Tatsuno Information Systems. With terms like “living with COVID” and “post-COVID” being thrown around, how have your lifestyles changed over the past six months? As the COVID-19 pandemic spread, remote work became widespread in the corporate world, and online learning rapidly took hold in educational settings. I have a child in the lower grades of elementary school. Due to the impact of the COVID-19 pandemic, my child also switched to home learning in March, and online classes using e-learning began. In this article, I’d like to share my thoughts on the “pros and cons of online classes” from my perspective as a parent. I hope you’ll enjoy reading this article.   Table of Contents: 1. Fatigue from Complex e-Learning Systems 2. Challenges of Online Classes and Unmet Needs 3. learningBOX: An e-Learning Platform Even First-Time Users Can Use with Confidence 4. Summary Fatigue Builds Up from Complex E-Learning Systems Due to the spread of the novel coronavirus, it has become extremely difficult to conduct regular classes. I imagine many administrators were so busy dealing with the pandemic that they hastily implemented e-learning. I’m sure parents also experienced a sudden and dramatic shift in their daily lives as their children’s learning environment abruptly shifted from school to home.   ▼Challenges Faced When Taking Online Classes Point 1: Setting up and using the e-learning platform was difficult, and memorizing the manual after work was a real struggle. Point 2: It was costly to set up and prepare the devices and internet environment necessary for taking online classes. Point 3: It took a lot of patience to teach children how to use the system correctly from scratch.   Blind Spots in Online Learning Revealed Through Home Study: • Due to a surge in student access, “the computer screen froze or wouldn’t respond”—this led to moments where the lesson felt disjointed. • Children’s attention was often drawn to the actions and words of characters appearing in the online lessons, making it difficult for them to concentrate on their studies. ・There were times when we didn’t receive results or feedback after an online class ended, which often led to confusion and anxiety. ・There were occasional instances where communication didn’t go smoothly due to a time lag in the teacher’s reactions and responses. *Online classes weren’t just tiring for my child; as a parent providing support nearby, I also felt my physical and mental fatigue mounting day by day.   ▼ Here are a few surveys related to online classes. Source: Online Classes Are More Than Just “Streaming Past Lessons” | From Toyo Keizai Online ▼ “Survey on Attitudes Toward Home Learning” conducted among parents with children: What learning features do you look for in home learning? Source: “Video Features Such as Class Streams” Are the Most Sought-After for Home Learning! | According to a survey by the e-Learning Institute ▼ A brief summary of the two surveys above: ① Setting up computers and tools to prepare for online classes is difficult. ② There are numerous challenges involved in switching to an online format, such as structuring lesson content and determining how to proceed. ③ Unlike at school, home learning makes it difficult to receive instruction from educational professionals such as teachers, so many families are seeking video content such as recorded lessons. Challenges of Online Classes and Unmet Needs ▼Taking into account the advantages and disadvantages of online classes, let’s consider the challenges e-learning will face in the future. Advantages of Online Classes 1. Students can learn at their own pace and at any time ⇒ Time spent commuting to school or cram schools can be put to better use. 2. Many people can access lessons taught by top-tier instructors ⇒ There is no variation in the quality of instruction. 3. It can contribute to school education in remote islands and depopulated areas ⇒ Classes can continue even during unexpected natural disasters such as typhoons or earthquakes Disadvantages of Online Classes 1. Depending on the internet connection, audio or video may cut out during class ⇒ Internet connections vary by region and user 2. It is difficult to conduct active, participatory lessons ⇒ It is difficult to apply to student-participatory classes such as music and physical education 3. E-learning setup and operation are difficult ⇒ There is a lot of technical jargon, and it is hard to understand how to use and configure the system 4. High cost ⇒ The high cost of online classes creates a barrier, leading to a situation where schools hesitate to use them even if they want to. E-learning Features and Services Needed Going Forward 1. A user-friendly design that is easy for anyone to use. To implement online classes, an e-learning system cannot be one that only a select few administrators can operate. As the survey results show, a system with complex operations that requires repeated readings of the manual to master will not sustain the motivation of administrators or learners. 2. Pricing that makes it easy to get started with e-learning. The Japanese government has allocated substantial budgets to date to develop ICT environments in schools. Currently, the “GIGA School Initiative” proposed by the Ministry of Education, Culture, Sports, Science and Technology (MEXT) has also been allocated over 200 billion yen in the Reiwa 2 supplementary budget. The Ministry explains that to provide learning environments that utilize ICT, it is necessary to accelerate the development of human resources in addition to hardware and software. It is crucial to have a pricing structure that dispels the perception that implementing e-learning requires significant costs and specialized knowledge. learningBOX is an e-learning platform that even first-time users can use with confidence. Our e-learning system is designed with a focus on “ease of use” and “affordability,” meeting the criteria mentioned above. Learning content can be easily created using a creation form, and settings allow you to distribute materials tailored to individual learners. You can create e-learning courses without specialized knowledge, and we provide a wealth of resources to support implementation.   Simple design and ease of use, designed with the user in mind Boost children’s motivation with gamification! Remember the stamps you collected as a child from doing radio calisthenics every morning during summer vacation? The stickers I received for helping out around the house. Since these resemble the elements of competing for points in a game, they are referred to as “gamification,” and have recently been gaining attention in the fields of education and talent development. Seeing tangible results as a reward for one’s efforts serves as a catalyst for motivation, a sense of accomplishment, and a competitive spirit. With learningBOX, this is possible. By using learningBOX, you can award badges or “certificates of achievement” to learners who meet the passing criteria. Since these badges and certificates make learning progress visible through the performance tracking system, they boost learners’ motivation, help maintain their drive, and support their goal-setting. ▼A "Pass" badge is awarded upon completing a learning module The badge display feature allows you to configure badge awards on a per-module basis (PDFs, quizzes, flashcards, etc.) or by folder. For more details, please see this article. ⇒ About the Badge Configuration Feature   ▼ Award a certificate upon completing an entire learning course With learningBOX, you can set prerequisites for the content you create. By configuring these, learners cannot proceed until they have completed and passed the content. You can set conditions such as requiring learners to answer a specific question correctly before moving on to the next one, or awarding a certificate upon passing an exam. Please see this article for more details. ⇒ Creating a Learning Course Industry’s lowest price—starting in the 30,000 yen range per year, even for 100 users (*Prices shown in the figure are exclusive of tax.) The biggest feature of learningBOX is that it offers the industry’s lowest prices. With the Starter Plan, you can use our e-learning service for as low as 30,000 yen per year (+tax) for up to 100 users—a monthly cost of just 2,500 yen. We even offer a Free Plan with no time limit. The Starter Plan: Start for as Low as 30,000 Yen The Starter Plan is ideal for distributing practice exercises, online learning, and preparing for certification and national exams. As long as the learning materials are 30 MB or less per file, you can deliver anything from quizzes to videos. learningBOX’s pricing structure is a pay-as-you-go system based on groups of 100 users, so even with 100 users, you can start for as low as 30,000 yen per year. ▼ The Starter Plan is recommended for customers who: ・Those who want to keep the initial costs of implementing online learning low ・Those who want to use e-learning on an individual basis or simply want to give it a try The Standard Plan is for customers who primarily use video-based learning The Standard Plan is ideal for video-based education. You can upload files up to 500 MB per file, making it the perfect plan for customers considering video-based education or training. ▼ The Standard Plan is recommended for customers like these: We recommend the Standard Plan to customers who want to use a lot of video course materials or are primarily considering video-based learning. When using video course materials, factors such as video and audio quality significantly affect file size. The pricing structure for learningBOX’s Starter and Standard Plans is explained in detail in this article. ⇒ About Pricing Plans Summary: The Japanese ICT education environment, which was put to the test during the COVID-19 pandemic, gave rise to many challenges. It is undeniable that both educators and learners struggled to effectively adapt to the unfamiliar online classes. I believe the first key issue is how to overcome the financial and technical barriers associated with implementing an e-learning system. Despite offering the industry’s lowest price—in the 30,000-yen range per year even for 100 users—learningBOX is packed with a wide variety of features, including the creation of 15 types of learning materials, 13 question formats, grade management, and messaging with learners. Even those who aren’t tech-savvy can use it easily, and it allows you to monitor learners’ progress, manage grades, and provide feedback to learners. Furthermore, unlike off-the-shelf e-learning materials, it allows you to easily create original content tailored to learners’ progress, helping to build closer relationships with them. learningBOX offers a plan where, for up to 10 users (including administrators), nearly all features are available for free, excluding paid optional features. If you’re a manager struggling with implementing e-learning, please take this opportunity to try our learningBOX. References: Ministry of Education, Culture, Sports, Science and Technology, “Toward the Realization of the GIGA School Initiative”; Nikkei Asian Review, “Essential for the New Normal: How to Hone Self-Management Skills.”

An Educational Model Using Instructional Design for Corporate Training Hello, this is Yoda from the Tokyo team! It’s definitely autumn now, isn’t it? Autumn is usually a season packed with fun events like sports days and cultural festivals, but this year things have changed drastically due to the COVID-19 pandemic. I’ve heard that many schools are holding their cultural festivals online 💦 The world around us is evolving every day, so let’s do our best to keep up and not get left behind! But enough of that—let’s get to the main topic of this article! What comes to mind when you hear the word “learning”? For me, I think of studying for entrance exams or to earn professional certifications. Was that an enjoyable learning experience for you? In my case, it was more like studying out of necessity… But “learning” is, by its very nature, supposed to be “fun.” Gaining new knowledge and being able to apply it, or becoming capable of doing something you couldn’t do before—that’s what growth is all about, and it leads to joy. In this article, I’d like to introduce “instructional design.” This learning theory is packed with “know-how and ideas” that can be applied to the development of e-learning materials. If you’re struggling with creating e-learning materials, please be sure to check it out! Table of Contents: 1. What Is Instructional Design? 2. Why Instructional Design Is Gaining Attention 3. The Relationship Between E-Learning and Instructional Design 4. Summary What Is Instructional Design? Instructional design—also known as “educational design”—refers to “the process of making education and training more effective, efficient, and engaging.” It is an approach used in various settings where education is required to design and develop more effective and efficient learning environments, with the goal of achieving high levels of mastery and behavioral change among learners. Instructional design involves viewing something intangible, such as education, as a single process and approaching it in a systematic way. Making learning engaging is crucial for sustaining learners’ motivation—that desire to “learn more.” In Japan, in particular, there is a strong tendency for people to say, “I can do it now, but I don’t want to do it anymore,” and under such circumstances, it is difficult to say that sufficient education has been provided. There is a growing need for educational designs that aim not merely for learners to “be able to do something,” but to “want to do more!” Recently, the use of ICT has become widespread, and learners can access a variety of information and services via the Internet using smartphones, tablets, and PCs. In traditional education, a method known as “KKD”—an acronym for “intuition, experience, and guts”—has long been used. However, relying solely on intuition, experience, and courage in corporate training does not necessarily guarantee high learning outcomes. Even in educational settings such as new employee training, it is necessary to design and refine educational content that yields high learning outcomes using a systematic approach.   The Instructional Design Approach to Learning ▼ADDIE Model [Plan-Do-See] A systematic approach to learning from failure Analysis: Clarify learning objectives ⇒ Define entry and exit points Design: What to teach ⇒ Analyze learning tasks Development: How to teach it ⇒ Instructional strategies Implement (Implementation): Make learning engaging ⇒ How to motivate learners Evaluation (Evaluation): Analyze learning ⇒ Formal assessment, reflection, and improvement The ADDIE model is a framework that applies improvement methods—such as the PDCA cycle—to the field of education. The key here is to have a clear vision of the future. In other words, it involves clarifying the “goal (learning objective)” and working backward from it. [Plan-Do-See]—that is, continuously cycling through the Plan-Do-See process—is crucial when designing instructional materials and lessons. Create three types of tests—a prerequisite test (to determine eligibility to learn), a pre-test (to determine the need to learn), and a post-test (to determine whether learning objectives have been met)—to clearly define the scope of responsibility for the instructional materials. Good instructional materials are those that enable learners to meet the passing criteria on the post-test. While identifying the causes of poor performance—such as whether the material was too difficult or the learner approached it reluctantly—continue to improve the materials (by adding, removing, moving, or modifying content) so that learners can achieve the learning objectives.   Click here for a learning support model based on instructional design principles: Gagné’s Nine Events of Instruction. Gagné’s Nine Events of Instruction is a learning support model proposed by Robert M. Gagné, a learning psychologist often referred to as the “father of instructional design theory.” It views the instructional process that makes up lessons and instructional materials as external interventions (external conditions) designed to support learning, and proposes nine such interventions. What learners need to understand what the instructor intends to teach are these external interventions (external conditions) designed to support learning. It is effective to provide support from both theoretical and practical perspectives in accordance with Gagné’s Nine Events of Instruction. This involves preparing learners for new learning, presenting information and engaging them in learning activities, assessing their performance, and ensuring they retain the information. Keller’s ARCS Motivation Model: This is a model for enhancing learning motivation proposed by educational psychologist John Keller in 1983. To enhance and maintain learner motivation, it outlines the actions instructors should take across four key aspects: “Attention,” “Relevance,” “Confidence,” and “Satisfaction.” Motivation is the driving force behind learning; without it, learning cannot take place. The ARCS Model helps learners take the initiative in their own learning. Why Instructional Design Is Gaining Attention Instructional design was originally developed to efficiently train U.S. military personnel. It subsequently spread, primarily in the United States, as a design methodology for corporate training and higher education. In Japan, one of the catalysts for the spread of instructional design was the proliferation of e-learning starting around 2000. As e-learning was adopted—primarily in corporate training—instructional design began to attract attention. In addition to the widespread adoption of the Internet, the evolution of cloud environments and devices such as smartphones and tablets has increased the importance and influence of instructional design. As corporate training rapidly shifts online due to the impact of the novel coronavirus, many human resources development managers and training administrators are likely grappling with how to rethink and redesign educational programs.   The Relationship Between E-Learning and Instructional Design Because e-learning materials allow for the tracking of learning history and records, it is easy to implement the “analysis → design → development → delivery → evaluation → analysis” cycle. As the concept of instructional design has gained attention, this approach has become widespread even in corporate training settings.   learningBOX is an LMS that allows anyone to easily get started with e-learning. learningBOX is a learning management system equipped with all the features necessary for e-learning, including course creation, question and test creation, grading, and grade management. You can easily create a wide variety of questions and learning materials using online forms! In Content Management, you can “create questions and learning materials” and “set up distribution of materials to learners.” With a wide variety of question and material types available, you can create diverse learning resources such as online quizzes, online tests, PDF and video files, and surveys. ⇒ Features of Content Management: See which materials learners are studying and their progress at a glance! From the “Study” screen, learners can study materials and view documents. Since the screen displays only a list of materials assigned by the administrator, learners can proceed with their studies smoothly. ⇒ Features of the learningBOX Study Screen: Track each learner’s progress and level of understanding individually! “Grade Management” is used for “overall grade management,” while the “Profile” feature is used for “individual learner grade management and analysis.” Administrators can use these two features to view the correct answer rates for each question and individual learner grades in graphs and tables. ⇒About learningBOX’s Grade Management Summary: In this article, we’ve provided a brief introduction to instructional design theory. There are many topics we didn’t cover here—such as task analysis, assessment methods, how to create instructional packages, and the very definition of academic ability—that warrant further exploration. If you’re interested in instructional design, why not check out “Textbook Design Manual” by Katsuaki Suzuki, published by Kitaoji Shobo, or “Lesson Design Manual” by Tadashi Inagaki and Katsuaki Suzuki? learningBOX requires no computer knowledge! Even if you’re not familiar with the system, you can easily create a comprehensive in-house training tool. We look forward to your continued support! Kitaoji Shobo, “Teaching Materials Design Manual: Supporting Self-Study,” by Katsuaki Suzuki; Kitaoji Shobo, “Instructional Design for Teachers: Lesson Design Manual Ver. 2,” by Tadashi Inagaki and Katsuaki Suzuki  

[Important] Changes to the Report Assignment Feature Starting with learningBOX Version 2.12 Thank you very much for your continued use of the e-learning creation system, learningBOX. This is Takadaoka from the Marketing Department! Today, I have an important announcement for our customers. Starting with the upcoming learningBOX Version 2.12, there will be some changes to the report assignment feature. We would appreciate it if customers currently using the report feature in learningBOX would take a moment to read this. On this page, we will explain the changes to the report feature that will take effect with the next version update. With the previous report assignment system, once a submitted report was graded (pass or fail), it would not display as “Awaiting Grading” on the learning screen even if resubmitted, and learners could submit it as many times as they wanted. Starting with learningBOX Version 2.12, content creators will be able to configure whether learners can resubmit a report after it has been submitted.   To customers using the learningBOX shared server: When learningBOX is upgraded to version 2.12, the system will automatically switch to the latest features even if you have not made any settings. Therefore, if you edit report materials that were created or edited before the upgrade after the upgrade, the visual design and configuration methods may differ from how they were previously used.   ⚠ The report submission method will change. In learningBOX versions prior to 2.12, instructors could select either “Web Input” or “File Upload”—or both—as submission methods, but learners could only submit their reports using one of these options: “Web Input” or “Attach a File.” In Ver 2.12 and later, learners can submit using both methods simultaneously. ▼ Report Assignment Settings Screen (Ver 2.12 and earlier) ▼ Report Assignment Submission Screen (Ver 2.12 and earlier) ▼ Report Assignment Submission Screen (Ver 2.12 and later)   ⚠ The procedure for resubmitting reports has changed. In learningBOX versions prior to 2.12, you could resubmit a report by clicking the course name in the report list. However, in version 2.12 and later, only a preview is displayed, and resubmission is not possible. To resubmit a report, you must do so from the learning screen.   ▼Report Assignment Submission Screen (Ver. 2.12 and earlier) Clicking the course title allowed you to resubmit. ▼Report Assignment Submission Screen (Ver. 2.12 and later) How to Create a Report Assignment ▼learningBOX Ver. 2.12 and earlier   ▼learningBOX Ver. 2.12 and later For report assignments prior to Ver. 2.12, you could choose either “Web Input” or “File Upload”—or both—and submit using one of two formats: an input form or a file upload. In learningBOX Ver. 2.12 and later, you create report materials using the newly added creation form. In the new version, you can now “set attachments based on the assignment’s content,” resubmit report assignments, and leave optional notes for the grader. How to Submit Reports ▼learningBOX Ver. 2.12 and earlier   ▼learningBOX Ver. 2.12 and later For report assignments prior to Ver. 2.12, the process was completed by entering the report content and clicking the “Submit” button. In Ver. 2.12 and later, a button has been added to count the number of characters entered by the learner and to upload files. To upload a file, click this button to attach the material.   A “Resubmit Report” setting has been added to the grading options ▼learningBOX Ver. 2.12 and earlier ▼learningBOX Ver. 2.12 and later In Ver. 2.12 and later, “Notes to the Grader / Resubmit Report” has been newly added.   If a report assignment fails (Learner) If a report assignment fails, “Failed/Resubmit” will be displayed above the content. If the grader has set the system to not allow resubmissions, only “Failed” will be displayed.   When a report assignment is resubmitted, the status changes as follows: “Resubmitted” ⇒ “Awaiting Grading.” If the assignment is approved, the status changes from “Awaiting Grading” to “Approved.”   Summary: In this article, we introduced the changes to the report feature that will be implemented in the next learningBOX update. Starting with learningBOX Ver. 2.12, content creators will be able to configure whether learners can resubmit a report assignment after it has been submitted. We will provide a detailed guide on how to use the report assignment feature after the update is released. Thank you for reading this article.

A Must-Read for DX Leaders! Start by Implementing E-Learning! I’m Yoda from the Tokyo team at Tatsuno Information Systems—I joined the company rather recklessly with absolutely no IT knowledge. Lately, I’ve been seeing the term “Digital Transformation (DX)” pop up frequently online and in books. For those of you who have a general idea of what DX is but are wondering, “How is this different from how we’ve used IT in the past?” or “Why is DX being promoted in Japan right now?”, this article is for you! In this article, I’ll introduce “Digital Transformation” as one of the latest IT trends. While some of the terminology might seem basic or obvious to those working in IT, I hope you’ll stick with me.   Table of Contents: 1. What Is Digital Transformation (DX)? 2. The Relationship Between Digitization and Digitalization 3. Start Driving DX by Implementing e-Learning Training! 4. Summary What Is Digital Transformation (DX)? Are you familiar with the term “Digital Transformation (DX)”? As someone with “zero IT knowledge,” this was the first time I’d heard of it. Upon researching this term, I discovered that it’s a concept proposed 15 years ago by Professor Erik Stoltman of Umeå University in Sweden. The concept posits that “the widespread adoption of IT will change people’s lives for the better in every aspect.” In other words, it is described as “transforming corporate culture, organizations, and structures so they can respond swiftly to changes in business and society using IT (such as digital technologies and data).” Change…? Transformation…? These terms might not immediately resonate with you. To summarize this concept simply, DX is an approach that leverages new digital technologies—such as the cloud, IoT, AI, and big data—to create new value within existing business processes and business models. Specifically, it involves the following:   The Concept of DX Source: Ministry of Internal Affairs and Communications | Key Points from the Heisei 30 Edition of the White Paper on Information and Communications Companies are expected to break away from their existing business models and create new value by leveraging new digital technologies. DX indicates that it requires not only transforming products and services but also changing corporate culture—and the determination to take on this challenge.   Here are the approaches taken by companies that have successfully implemented DX. Are you familiar with Amazon? There’s hardly anyone who doesn’t know the name Amazon, the largest online retailer. Most people cite Amazon as a “company that combines speed with disruptive innovation.” Amazon was founded in 1994—believe it or not, before the release of “Windows 95.” Although Amazon started as an online bookstore, it has seamlessly integrated various business operations into IT and, conversely, integrated IT into its business operations. Based on a customer-first philosophy, Amazon continues to devise various services and expand its customer touchpoints both online and offline. Let’s unpack its strategy and grasp the essence of digital transformation—which is essential for the future. The key point is that companies themselves must continue to transform. Amazon has achieved such tremendous success that it is considered a model for DX. Source: Net Commerce Co., Ltd. | [Illustrated Guide] “Amazon,” the Company Closest to DX—All You Need to Know in One Chart The Relationship Between Digitization and Digitalization While the terms “digitization” and “digitalization” are both used to describe the process of going digital, it’s easier to understand them if you view them as stages leading up to the ultimate goal of DX. While there is a major difference between the two terms—namely, whether the digitalization is localized or comprehensive—their fundamental concepts and goals are the same. Since the names are similar, please be careful not to confuse which is which. Here, we’ll explain the difference between “digitization” and “digitalization.”   Digitization: Digitization is often described as the use of digital technology to improve operational efficiency, streamline processes, and increase added value—in other words, “going digital.” Examples include converting a paper-based customer list into a database or automating the vast amount of manual copy-and-paste work—previously done by hand—using RPA (Robotic Process Automation). The goal is to digitize a company’s business processes by leveraging digital technology to improve operational efficiency and reduce costs.   Digitization: Digitization refers to the use of digital technology to create new value and benefits. In other words, it is only through digitization that a company can embark on Digital Transformation (DX). Digitization is necessary to achieve Digital Transformation (DX).   Digitization: Refers to localized improvements involving the conversion of analog equipment or information into digital form. Digitalization: Refers to improvements that generate high added value across the entire organization through the digitization of processes and other elements. Digital Transformation... Refers to a transformation that leverages digitization and digitalization to drive innovation that impacts society and the economy.   Let’s kickstart DX by introducing e-learning training! Currently, various digital technologies—such as the cloud, AI (artificial intelligence), and IoT (Internet of Things)—are evolving, and as a result, many companies are taking steps toward achieving DX. Recently, an increasing number of companies are shifting from traditional, analog training to digital education by incorporating e-learning into their in-house training and new employee orientation programs. E-learning is currently attracting significant attention as a new form of learning that will transform future training and education. By leveraging digital technology, companies can conduct employee training efficiently and effectively, playing a major role in corporate growth.   Organizations with a large volume of paper and documents undoubtedly suffer from low productivity. Converting training materials into digital content makes it easier to create video tutorials. The benefits of going paperless extend far beyond simply reducing the amount of paper used. Content that is difficult to grasp through words and documents alone can be understood intuitively by actually seeing the situation or operation in action. Most paper-based materials are rarely revisited after being used in training. By storing them as digital content on a device, employees can immediately refer to them when they encounter something they don’t understand and review the material at their own pace without worrying about others watching. learningBOX is packed with the features necessary to achieve digital transformation!   learningBOX is an LMS that has been adopted across a wide range of industries and sectors. Click here for articles on learningBOX case studies: The University of Tokyo Disaster Preparedness Training Center ⇒ Developing personnel capable of taking action during actual disasters by applying systematic disaster preparedness knowledge. Wants Japan Co., Ltd. ⇒ Providing “learning for survival and learning you can put to use” Summary In this article, we introduced “digital transformation” as one of the latest IT trends. Did this help expand your IT knowledge—even just a little—regarding digital transformation (DX)? Regarding DX, the digital environment is rapidly taking shape thanks to advances in AI and the widespread adoption of 5G and IoT. Now is the perfect time to jump on the DX bandwagon. That’s all for today! We hope to see you again next time. Reference: “Latest IT Trends: Everything You Need to Know in One Illustrated Chart” Author: Masayoshi Saito

Effective for Training Transfer!! What Is Employee Training Using e-Learning? Hello. This is Yoda from the Tatsuno Information Systems Tokyo Team. While the spread of the novel coronavirus remains a serious concern, I hope you are all doing well. In this article, based on Diamond Inc.”s *Introduction to Training Development: Theory and Practice of Training Transfer*, I’ll introduce the characteristics of training transfer and the initiatives needed to achieve it. Focusing on the challenging question, ”How can we put what we learn in training into practice on the job and turn it into results?” I’ll explore the future of in-house training. I hope you’ll find this article helpful. Click here for the table of contents 1. What Exactly Is Training Transfer? 2. Initiatives Needed to Achieve Training Transfer 3. Enhancing Training Transfer Effectiveness with e-Learning! 4. Summary What Exactly Is Training Transfer? Training transfer (Transfer of Training) refers to the process by which knowledge and skills learned during training are actually put into practice in the workplace and their effects are sustained over time. However, this is difficult to achieve in reality, and the workplace is flooded with so-called “one-and-done” training programs. Since being introduced in simple terms in the 2018 book *Theory and Practice of Training Transfer* (co-authored by Atsushi Nakahara, Kimitoshi Shimamura, Eika Suzuki, and Masayasu Sekine; published by Diamond Inc.), training transfer has garnered significant attention as a concept for translating learning into action. Some people vocally claim that what they learn in training is of no use on the job. Indeed, survey results show that while 47% of participants say, “I want to apply what I learned in training on the job!” immediately after the session, that percentage drops to 12% six months later and plummets to just 9% one year later.   Three Barriers to Training Transfer To begin with, there are three major barriers to training. Below is a brief explanation of these three barriers. Barrier 1: The Barrier of Memory The barrier of memory is the situation where “not a single thing learned in training is even remembered.” If you participate in a training session without any preparation or review—merely attending on a whim—you’re likely to be hindered by the barrier of memory. Are you familiar with Ebbinghaus’s forgetting curve? This graph illustrates how human memory changes over time. People are creatures who forget. We forget just under 70% of what we learn within a single day. What about you, as a learner? How much of what you’ve learned in past training sessions do you actually remember? People are incredibly forgetful creatures. The Second Barrier: The Barrier of Practice. The Barrier of Practice is the question of whether you’ll actually try to put what you learned in training into practice. The “barrier to implementation” consists of two elements: a “motivation issue”—whether learners are motivated to voluntarily try out what they learned in training—and an “opportunity issue”—whether they are actually given the chance to try it. To boost the former, it’s crucial for the instructor to encourage participants to build their self-efficacy at the end of the training. Regarding the latter “opportunity issue,” it is necessary to notify and involve the participants’ supervisors. One of the factors that most influences the transfer of training is the attitude and support of the participants’ supervisors and colleagues. Let’s cultivate the desire to give it a try (self-efficacy).   Part 3: The Barrier of Continuity The barrier of continuity is the challenge of “how to put what was learned in training into practice and sustain it.” To continue putting what you’ve learned into practice, it is necessary to maintain motivation and create opportunities and a workplace environment that support continuity. Both you and I—we are all “fragile beings.” Even for something you’ve already started, it takes strong willpower to keep practicing it.   Initiatives Necessary to Achieve Training Transfer Training is not an end in itself but a means to change behavior. If it fails to result in a change in “behavior,” there is no point in conducting training. Therefore, companies must develop meaningful training programs to nurture their employees. So, what steps should companies take to enhance training transfer—that is, to ensure employees put what they’ve learned into practice? Step 1: Involve Supervisors A key aspect of training transfer is how to engage company leadership and colleagues—who have a significant influence on workplace practices—and gain their understanding and support. Involving supervisors is the key to successful training transfer. Specifically, this means getting them deeply involved in the training—for example, by requiring them to participate in part of the program or having supervisors and subordinates progress through the training together. It’s also important for supervisors to regularly review and reflect on behavioral changes with employees—whether every three months, every six months, or every year. While “what” and “how” to learn are important, “who is involved and engaged?” is even more crucial. Who is involved in your training program? Does your training program have the support of top management?   Point 2: Provide Follow-Up and Evaluation During Each Phase—Before, During, and After Training To clearly focus on and achieve training transfer, it is necessary to refine your approach during each phase: “before, during, and after” training. Before Training: Before participants attend the training, explain to them the reasons and objectives for why they are taking this course. Providing this preliminary explanation not only significantly boosts participant motivation but also facilitates smoother follow-up and evaluation after the training. During Training: Ensure the training is interactive and participatory. Set appropriate goals that will lead to action after the training. Post-Training: Regularly reinforce the application of what was learned on the job, as well as support and feedback from supervisors and colleagues. The “Kirkpatrick Model’s Four-Level Framework” for Evaluating Training and Its Effectiveness: Many companies conduct surveys immediately after training and use the results as their training evaluation. However, the effectiveness of training diminishes over time. Therefore, a single evaluation immediately after the training is insufficient to gauge participants’ level of understanding. So, when is the best time to evaluate training? Kirkpatrick’s “Four-Level Evaluation Model” serves as a useful reference when considering the timing and methods of training evaluation. This model divides the process leading to training outcomes into four stages: “Reaction, Learning, Behavior, and Results.” In terms of training transfer, changing behavior in the workplace—the “Behavior” stage—is a key factor in promoting effective training transfer.   Enhance Training Transfer with e-Learning! e-Learning is a form of learning that utilizes the internet via computers, tablets, or smartphones. Learning content, such as videos, is stored on a server (Learning Management System) and delivered to learners, who access it using mobile devices—such as computers, tablets, or smartphones—with an internet connection. learningBOX is fully equipped with the features necessary to achieve training transfer!   Repetitive Learning and Flipped Learning: Methods for Overcoming the “Memory Barrier” Repetitive learning is a method in which participants review the content of a training session multiple times to solidify knowledge in their memory. On the other hand, flipped learning is a method where participants prepare for the lecture content in advance—before taking the training—to enhance their understanding during the session and maximize the effectiveness of exercises and role-playing. With learningBOX, you can proceed with training and learning at your own pace, regardless of location, time, or subject matter. The quiz feature allows you to focus on and repeatedly practice the knowledge and skills necessary for your job. Click here to learn more about learningBOX’s content features. ➡ learningBOX Features The message box feature helps overcome the barrier of practical application. learningBOX makes it easy to communicate within the system. You can easily exchange messages with registered members, which is useful for confirming understanding during online learning. Since multiple people can post in a single conversation, you can communicate with team members without spending extra time or effort. ➡learningBOX Message Box: Overcoming the “Consistency” Challenge by Incorporating Gamification By incorporating gamification, learningBOX can boost learner motivation and create a system that keeps them engaged and having fun until the very end. For more details, please see this article. ➡ Boost Learning Motivation! Tips for Creating e-Learning Materials! Click here for articles on in-house training using learningBOX ⇒ Introducing In-House Training for New Hires Using e-Learning ⇒ Prevent Data Leaks! Security Training Using e-Learning ⇒ An e-Learning System You Can Start for Free Summary: In this article, based on Diamond Inc.’s “Introduction to Training Development: Theory and Practice of Training Transfer,” we introduced the characteristics of training transfer and the initiatives necessary to achieve it. Moving forward, while training measures to combat COVID-19 will vary by industry and job type, remote work and other flexible work styles are becoming more widespread. Training must avoid the “Three Cs” (closed spaces, crowded places, and close-contact settings), making traditional in-person training difficult. As a result, online training will become the mainstream approach. Until now, online training has primarily consisted of watching videos. However, “training transfer”—as described above—cannot occur through input alone. With learningBOX, no computer skills are required! Even if you’re not familiar with the system, you can easily create a comprehensive in-house training tool. It includes features for “reflection and feedback,” which help enhance training transfer. Start by trying the Free Plan to experience its ease of use! Reference: Introduction to Training Development: Theory and Practice of “Training Transfer,” by Jun Nakahara, Kimitoshi Shimamura, Eichi Suzuki, and Masayasu Sekine

Transforming Education with the Power of EdTech! Introducing Tatsuno Information Systems’ LMS and In-House Facilities! I’m Nishimura from the development team. Tatsuno Information Systems Co., Ltd. is a systems development company headquartered in Tatsuno City, Hyogo Prefecture. In addition to developing smartphone apps and web systems, we provide LMS (Learning Management Systems), which serve as the backbone of e-learning. While LMS development requires technical elements such as AWS, VSCode, yarn, composer, and virtualization technology, these alone do not make for a comfortable development environment. To do good work, it is also crucial to have an atmosphere where employees can work comfortably, as well as the right office facilities. In this article, we’ll introduce the features of our LMS—our flagship business—as well as the office atmosphere and facilities, which are not typically covered in our blog. Click here for the Table of Contents 1. Tatsuno Information Systems’ LMS: Supporting Human Resource Development with the Power of EdTech 2. A Tour of Our Office! 3. Summary Tatsuno Information Systems’ LMS: Supporting Workforce Development with the Power of EdTech Our LMS is an e-learning system designed with a focus on affordability and ease of use. learningBOX is an LMS that includes all the features necessary for e-learning—such as “question and test creation, member and group management, and grading and grade management”—and allows “anyone to easily set up a web-based learning environment.” What exactly is an LMS? Some of you may be hearing the term “LMS” for the first time. Here’s a simple explanation of its functions and features. An LMS (Learning Management System) is a system that enables the creation, registration, and distribution of learning materials necessary for e-learning, as well as the management of learners’ progress and grades. It is a system that delivers learning materials and manages grades via the Internet. Learning materials are hosted on a server on the Internet, and learners study using computers, tablets, smartphones, and other devices. Learning progress and grades are centrally managed on the server. Both the learning materials and the LMS are often developed in accordance with a specification called SCORM, and as long as the materials are SCORM-compliant, you can incorporate materials from different companies. ▼Features of e-Learning Using an LMS With e-learning using an LMS, learning progress is managed on the server, allowing you to check it in real time. With learningBOX, you can view details—such as who answered which questions and how—on the management screen and even download this data as a CSV file. learningBOX is widely used in various settings, including training, certification exams, and distance learning! learningBOX allows for detailed customization tailored to users’ needs, including course configuration, learner group management, and the ability to distribute learning materials by group. Our LMS has been adopted across a wide range of industries, including in-house training, certification exams, and the sale of learning content. We adopted learningBOX as a “platform” for creating e-learning content and now provide learning materials loved by people of all ages and genders. Wants Japan Co., Ltd. Purpose of Use: Content Sales / Learning Material Sales We participated in the “Education IT Solutions EXPO” held at Tokyo Big Sight and spoke with about five companies that handle e-learning. Actually, there were other companies besides Tatsuno Information Systems that I thought might be a good fit… (laughs), but when I tried them out, I was bothered by the basic UI of the screens—such as the small font size and outdated design. That’s when I came across learningBOX. They immediately issued me an ID for the free plan, and when I actually tried creating some content, I thought, “This is way better!” (laughs). …Read more here We introduced e-learning for training exams at our company-owned stores, achieving a significant reduction in the time required to pass the exams. Yaruki Switch Group Co., Ltd. Purpose of Use: In-house Training / Training Exams Three years ago, when we decided to implement learningBOX, we were operating our licensing system differently than we do now. We were conducting written exams to test knowledge and practical exams to assess skills. The written exams were paper-based, but the time required for grading and the risk of grading errors were major challenges. For any given exam, only one person—or at most two—could grade the tests. Otherwise, inconsistencies in grading would arise. This meant that a disproportionate amount of workload was concentrated on specific team members. Additionally, while exams were held once a month, not only was the number of test-takers high, but many struggled to pass because the exams were so difficult. ...Continue reading here. learningBOX develops systems tailored to support corporate talent development and business growth. If you’re considering implementing e-learning, please feel free to contact us. Our online implementation support sessions are currently available and receiving positive feedback. Whether you have questions about how to use learningBOX, are exploring different plans, or need advice on design customization—if you’re unsure about anything, please don’t hesitate to reach out! We’ll assist you with the implementation via a web meeting. ➡ Schedule a web meeting Let us introduce our office! As I briefly mentioned at the beginning, to do good work, it’s essential to be healthy both physically and mentally. Additionally, an atmosphere where employees can work comfortably and a workplace environment that allows for relaxation are also extremely important. We have our very own office! The workspace is open and very spacious, allowing everyone to move around freely. Additionally, the common area features a ping-pong table, darts, and exercise machines, which employees can use freely during their breaks. Table tennis and darts are very popular here; many team members gather to play during breaks or after work to hone their skills. Fierce matches take place day after day! Table Tennis Table A table tennis table is a must-have for any IT company! We have one right here in our office. During lunch breaks, intense matches take place daily, bringing people together across department lines. From experienced players to beginners, and team members who’ve rapidly improved since joining the company—while skill levels vary, everyone always has a great time playing. Why not join us for a game of table tennis after work to unwind or get a little exercise? A huge hit with the development team! The dart machine installed this year—I wonder if we’re the only IT company in Tatsuno City, Hyogo Prefecture, with a dart machine on-site? Let’s get the party started with darts during lunch break. Just like with table tennis, there are differences in skill and ability among our members, but it’s always a lively and friendly atmosphere. Lately, members of the development team have really stepped up their game and are dominating the top spots! A workplace where you can get work done and play darts! Isn’t that appealing? Let’s reveal all our in-house facilities at once!! Hanging Fitness Bar: We recommend the hanging fitness bar for anyone who wants to work out after work. It’s the perfect solution for stiff shoulders! Let’s get those bodies—stiff from sitting all day—back in shape. The younger members of the development team do pull-ups every morning to stay in shape! Vending Machines: Prices are set just a little lower than at your average vending machine. Be careful not to drink too much! Comfortable Restrooms: There are two restrooms each for men and women. Since they were installed just a year ago, they’re clean and comfortable. There are plenty of them, so there’s no waiting! Even in an emergency, you can make a quick pit stop. Large-Screen Monitors: These are large-screen monitors for training. They’ve been upgraded from 50 inches to 75 inches. This really helps study sessions go smoothly. Tables in the Common Area: We gather here at lunchtime with our packed lunches. Aeon: The office is located about a 10-minute walk from Hon-Tatsuno Station. Since there’s an Aeon and several restaurants near the office, many team members head out for lunch. It’s just a 3-minute walk to Aeon, so you can restock on anything you need at any time! Summary: In this article, we’ve introduced the features of our LMS—our core business—as well as the office atmosphere and facilities, which aren’t usually covered on our blog. learningBOX is developed in a spacious, comfortable office. If you’re interested in joining our development team, working in sales or customer support, or getting involved in marketing, please feel free to apply via our careers page.

Highly recommended even for IT beginners!! Here’s an introduction to our new employee training program using e-learning. It’s been a month since I joined Tatsuno Information Systems—it’s gone by in the blink of an eye. Nice to meet you, and hello! I’m Takahashi from the Sales Department, and I joined the company in August 2020 🔰. Having switched careers from a different industry, there’s a lot I don’t know about IT and computers, so I’m doing my best every day while struggling with difficult IT jargon. In this article, I’d like to introduce our company’s e-learning system (learningBOX) for new employee training—a system that even an IT beginner like me was able to use smoothly. I’d like to share my honest impressions—including the moments during training when I thought, “learningBOX is amazing!”—as well as how user-friendly it is. To customers interested in e-learning for new employee or in-house training, and to training managers who are hesitant to implement it because they feel uncomfortable with computers: I hope this article helps you learn about learningBOX’s features and ease of use. Thank you for reading this article. Table of Contents: 1. My Impressions of New Employee Training Using learningBOX 2. learningBOX’s Quiz Feature to Enhance Learning Effectiveness 3. Ability to Provide Feedback on Report Assignments 4. Summary My Impressions of New Employee Training Using learningBOX ▼Here is a screenshot from an actual new employee training session. If I had to sum up my experience with learningBOX in one sentence… “It’s incredibly simple and easy to use!!” That says it all. Learners select the content they want to take and proceed through the training on their own. The training materials are organized into individual folders, allowing learners to start with the modules they want to tackle first. Since learningBOX doesn’t require any complicated operations or settings on the learner’s end, even those who aren’t confident with computers can proceed smoothly through the training. Here are the points that made me think, “learningBOX is amazing!” as I conducted the new employee training! Point 1: A design that lets you see the content at a glance! What surprised me most of all was how easy the learning materials were to read. learningBOX is designed so that learners can see the training content at a glance—including course titles and content names within the materials. Since you can set an image for each learning material, I was able to get a general sense of the training content just from the image. In addition, learningBOX updates the learner’s status—such as “Not Started,” “Completed,” or “Passed”—based on their progress and performance, so you can see at a glance how much of each training module has been completed. Point 2: It’s incredibly easy to use! Learners simply click the “Start Learning” button to begin the training. As you can see from this screenshot, learners click on the folder containing the training materials to access the content inside. Since learningBOX allows users to progress through training with simple mouse operations, even those with low IT literacy can proceed at their own pace without worrying about what others think. It’s as easy as clicking through the content—there are absolutely no steps that feel difficult. Point 3: Earn a certificate upon completing the course! With learningBOX, learners are awarded a certificate at the end after successfully completing all the content in the folder. Having their hard work recognized with a certificate is a great source of satisfaction for learners and serves as strong motivation to complete the training. The certificate includes the recipient’s name and the date of issuance. The text can be freely customized, allowing administrators to create certificates that are truly unique. This article provides a detailed overview of the certificates. ➡ How to Use the Certificate Creation Form learningBOX’s Quiz Feature to Enhance Learning Effectiveness One of learningBOX’s content features is the quiz function. Using the quiz feature, you can create practice exercises and tests by combining 13 different question formats, such as multiple-choice and true/false questions. You can also incorporate media such as images, audio, and videos into the question text, answer choices, and explanations. The quiz feature offers two modes to choose from: Normal Mode and Master Mode. Web quizzes and tests created in “Master Mode” prioritize questions the learner has answered incorrectly once they’ve taken the quiz, allowing them to study repeatedly until they’ve mastered the material. ➡ About Master Mode ▼ Features of Master Mode “Start Mastery” Button … Displays unanswered, currently being studied, or incorrect questions. Cannot be used once the mastery rate reaches 100%. "Overcome Weaknesses" Button ... Prioritizes questions that are currently being studied or were answered incorrectly. "Comprehensive Review" Button ... Available when the completion rate reaches 100% / All questions are presented randomly / There is no upper limit on the percentage.   Ability to Provide Feedback on Report Assignments When learners submit report assignments, administrators can not only grade them but also provide feedback on the answers (such as explanations or hints for incorrect answers). ▼Here is an example of a report assignment actually used in new employee training. This is an assignment involving email correspondence related to QuizGenerator section questions. ▼ Feedback on Report Assignments: When I was learning on my own, I struggled because I didn’t understand why I failed or where I went wrong. However, thanks to the advice provided through the feedback, I not only learned the correct answers but also gained a deeper understanding of the course material—insights I wouldn’t have discovered on my own. ⇒ Summary of the Report Feature In this article, I’ve shared some of the moments during training when I thought, “learningBOX is amazing!” through our e-learning system (learningBOX). learningBOX is an e-learning platform that allows you to easily create the training your company needs. It offers a wealth of content features, and there are still many functions I haven’t had a chance to cover. In addition to content features, you can easily set up the performance management and member registration necessary for new employee training and get started with e-learning right away. The concept behind learningBOX is to provide a system that is “affordable and easy to use.” No computer skills required! Even if you’re not familiar with the system, you can easily create a comprehensive in-house training tool. Start by trying out the Free Plan to see how easy it is to use!