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Memory retention is determined by output! Dr. Karpik's experiments on memory Nice to meet you!　I am Torii, a member of the Development Department who joined the company in September 2020. I have just finished a month-long training program for new employees at Tatsuno Information Systems, but there are still many things I need to understand, and I am still learning every day. It is difficult to find time to study while working, isn't it? For businesspersons, the ability to retain memory is required more and more when studying for company promotion exams, TOEIC, qualification exams, and so on. In this article, we will discuss the question, "What is the most effective way to study?" Dr. Carpick of Purdue University in the U.S. conducted an interesting experiment on the subject. Click here to see the table of contents. 1. Dr. Karpik's experiment on memory 2. Brain performance is determined by output 3．Repeated learning through e-learning is recommended for memory consolidation 4. Summary Dr. Karpik's experiments on memory Dr. Karpik of Purdue University, USA, conducted an experiment in which students at the University of Washington were asked to memorize 40 words of Swahili. The students were divided into four groups and repeated the following until they had memorized all the words. Group A... After learning all 40 words, test on all 40. After the second session, study all 40 words and test all 40 words. Group B... After studying all 40 words, students will be tested on all 40 words. After the second test, the students study only the words they made mistakes on, but take the test on all 40 words. Group C After studying all 40 words, students will be tested on all 40 words. After the second test, the students study all 40 words and take the test only for the words they got wrong. Group D After studying all 40 words, students will be tested on all 40 words. After the second test, the students study only the words they got wrong and take the test only for the words they got wrong. All groups seemed to be able to memorize everything after 4 or 5 repetitions. The time required for Group A was 100, for Groups B and C 75, and for Group D about 50. It seems that the D group, which learned only the wrong questions and tested only the wrong questions, is the most efficient, doesn't it? In fact, there is more to this experiment. When we conducted an unannounced test one week later, we found a big difference in the learning effect! Which group do you think remembered more words after one week? Brain performance is determined by output The following are the results of the unannounced test after one week for the four groups introduced above. What do you think? I think it is easy to predict that Group A, which spent the most effort, was able to produce 80% and Group D, which spent the least effort, was able to produce 35%. However, could you predict the results of Groups B and C? Wasn't it surprising that Group C, which had to relearn all the questions each time they took the test, did so poorly? The brain remembers more from "output" than "input The results of this experiment show that testing (i.e., memory output), not memorization (i.e., information input), is important for memory retention. When learning, it seems that it is more efficient to repeatedly conduct tests to consolidate memory rather than just reading a reference book. Output is a shortcut to fix memory in the brain! Input" refers to the "input" of various information into the brain, while "output" refers to the "output" of the processed information out of the brain. In his book, psychiatrist Shion Kabasawa states that the biggest difference between the two is whether there is "exercise" or not. Memories that use motor nerves, such as writing and speaking, are called "motor memories. The characteristic of motor memory is that once you remember something, you rarely forget it, so you will not forget how to ride a bicycle after riding it for the first time in three years. (Quoted from: Shion Kabasawa (2018), "Learning into Results: The Complete Guide to Output," p.22, Sanctuary Publishing Co. The golden ratio to improve memory is to be aware of "input 3: output 7! The golden ratio to improve memory efficiency is "input 3 : output 7. You should incorporate brain science into your studies. (Source: Study Hacker) There is a golden ratio between input and output!　Use brain science to dramatically increase the efficiency of your study and memory.) From ▼ To briefly summarize the results of the experiment... Confirmation tests" are effective for memory retention, and it is required to do all the confirmation tests rather than only those in which mistakes were made. Output learning, such as solving problems, is more than twice as effective as input learning, such as memorizing the whole text. Repeated learning through e-learning is recommended for memory retention. Testing is a good way to consolidate memory, but depending on what you are learning, whether it is for major certifications, corporate training, or work-related matters, there may not be commercially available problem sets. In such cases, we encourage you to try using our e-learning system to create tests. learningBOX allows anyone to easily create the tests needed for output on the web. LearningBOX is an easy-to-use web-based test creation tool that allows anyone to create tests for their output. Please take a look at the video below to see how to create a 4-choice question as a sample. We were able to create the questions with only simple screen operations. For large numbers of questions, it is possible to upload them in batches using Excel or text files. learningBOX's quiz function allows users to create more than 13 types of questions, including not only four choices, but also correct/false, fill-in-the-blank, and short answer questions. Click here to read more articles related to ▼ testing. 1) Creating quizzes 2) Creating Tests 3): Restrictions on participation Introduction to learningBOX content functions learningBOX is an e-learning "box" that allows you to build and manage a conventional learning environment on the web. Inside this box, learning materials such as videos and PDFs, questions/tests, and grades are stored, and the system manages the learning process. Here are the features of learningBOX More than 13 types of questions can be created for web-based tests and quizzes. Easy to create tests and practice questions to check the effectiveness of training. The web-based test and quiz creation function allows you to easily create tests and practice questions to check the effectiveness of your training programs. Tests can be created for all types of industries and fields. You can also sell your own teaching materials by converting them into e-learning. LearningBOX allows you to create your own content to suit your application. There are a total of 15 different features currently available in our e-learning system! For more information on how to select content, please refer to this article. ⇒How to select learningBOX content Conclusion How was this blog? Output is very important for efficient learning. LearningBOX is a system that focuses on "ease of use" and "low cost. LearningBOX is free for an unlimited period of time for up to 10 accounts. Try it out for yourself! Registration is easy and can be done here. Thank you for taking the time to read this article.

Efficiently Increase Your Score with e-Learning! learningBOX for TOEIC Preparation This is Kidaoka, Marketing Manager. In this article, we will introduce a recommended study method to obtain a high score on the TOEIC by utilizing an e-learning system. For those customers who are preparing for TOEIC and are worried that their scores are not improving, that they cannot find a study method that suits them, or that they are not motivated to study! Why don't you review your study method with us using e-learning? Thank you very much for your cooperation. Table of Contents 1. about the popularity of TOEIC 2. if you want to improve your score effectively, repetitive learning using e-learning is recommended! 3. we introduce TOEIC preparation using learningBOX! 4. summary About the popularity of TOEIC The official name of TOEIC is the Test of English for International Communication (TOEIC), which is designed to measure English communication skills for non-native English speakers. If you have ever considered obtaining a certification or taking a certification test, you probably know little about TOEIC, which is very popular as a means of proving English language skills among people of all ages, from students to working adults. TOEIC itself is not a certification test. It is merely an objective measure of "how well you can communicate using English. Most certification exams are divided into different levels of difficulty, with beginners taking the 5th level, intermediate taking the 2nd level, advanced taking the 1st level, and so on. TOEIC, on the other hand, is characterized by the fact that the results are indicated by scores rather than pass/fail, and everyone from beginners to advanced students take the same test. Demand for TOEIC With the development of globalization, not only foreign companies but also Japanese companies such as Rakuten and Uniqlo are increasingly using English as their official language. According to a survey by the Association for International Business Communication, 77.7% of listed companies (278 companies) "refer to TOEIC scores when hiring," 68.0% "refer to TOEIC scores when assigning or transferring employees," 16.9% "make TOEIC scores a requirement for promotion and advancement," and "expected scores" average 550 points. The average score is 550 points. As more and more Japanese companies are hiring foreign workers, English communication will become a necessity in Japan as well. The total number of TOEIC test takers in FY2019 is approximately 2.41 million. Source: from English Hub｜Test-takers of TOEIC L&R and TOEIC S&W The data for the number of test takers is based on applications for the public test only. In addition, the March 2020 open test was cancelled due to the new coronavirus, so applicants for the March test are not included in the number of examinees in FY2019. ▼ Companies refer to TOEIC ®︎ scores when hiring. Source: "2013 Survey on the Use of English in Listed Companies" report｜From IiBC According to the "2013 Survey of English Use in Listed Companies" report conducted by the International Business Communication Association (IiBC), which administers TOEIC®︎, approximately 70% of companies use or sometimes use TOEIC®︎ scores as a reference when hiring. ▼ Click here to see companies that actually employ TOEIC scores. Resource Global Professionals Japan K.K. (Accounting): 900 or above Nissan Motor Co. Rakuten, Inc. JTB Corporation (Cultural Exchange Division): 750 points or above Mitsubishi Electric Corporation (Sales): 700 points or more Even at Japanese-affiliated companies, TOEIC scores above a certain level are required in departments where English is a prerequisite, such as overseas sales departments, and in companies that have an official English-language policy. The importance of English language skills is expected to increase in the future. What is the average TOEIC score of Japanese people? Source: english-club｜What is TOEIC｜Basic knowledge beginners should know! From the contents, tips, and cautions The average score of the TOEIC (87,245 examinees) in December 2019 is 595.4. (Listening section: 327.6 points / Reading section: 267.8 points) ▼ English proficiency based on TOEIC is summarized by score. 200～400 points ⇒ Can understand the basics of junior high school English. 400 to 600 points ⇒ Can understand junior high school English at a glance, understand the basics of high school English, and can carry out daily conversation if it is done slowly. 600～800 points ⇒ Can understand daily conversation and business English, can understand and communicate in business English. 800-900 points ⇒ Can use English without any difficulty. The average score of Japanese is "400 points". To approach this score, it is essential to have at least an understanding of middle school English. What exactly are the TOEIC questions? The TOEIC L&R is an objective test that consists of listening (100 questions in about 45 minutes) and reading (100 questions in about 75 minutes). The format is the same for each test, and all answers are written on a separate answer sheet from the question paper. All answers are written on a separate answer sheet from the question paper. The test consists only of English sentences, and there are no English-Japanese or Japanese-English translation questions. The TOEIC consists of 200 questions from part 1 to part 7, to be solved in 2 hours. Listening questions part1：Picture description (6 questions) Part2: Response (25 questions) part3: Conversation (39 questions) part4：Explanatory text (30 questions) Reading part5：Short fill-in-the-blanks (30 questions) part6：Long fill-in-the-blanks (16 questions) part7：Long reading comprehension (54 questions) If you want to effectively improve your score, we recommend repetition of learning through e-learning. E-learning is a form of learning that uses the Internet. It is a learning system that allows students to improve their skills at their own pace, regardless of location, time, or learning content, by using electronic devices such as PCs, mobile terminals, and IT networks. Learning Management System (LMS) supporting e-Learning A learning management system (LMS) is a system that integrates and manages the delivery of learning materials, grades, etc., necessary for implementing e-learning. It has functions for "managing students and course materials" and "managing learning progress," and can manage learning, such as which course materials are assigned to which students, and which students are progressing through the exercises and how much they are learning. The LMS displays and updates test results and study progress rates in real time, so you can immediately grasp the current status. The LMS makes it easy to "narrow down which subjects are strong and which are weak, and what learners need to concentrate on. Strengths of e-Learning Learning The greatest feature of e-Learning learning is that learners can study "anytime," "anywhere," "easily," and "at their favorite time. Here is an introduction to TOEIC preparation using learningBOX! learningBOX is an LMS with all the functions necessary for e-learning, such as creating teaching materials, creating questions and tests, and grading and grade management. Anyone can easily start e-learning without specialized knowledge. Here are some of the features of learningBOX that we recommend for TOEIC preparation. Memorization cards and worm-eaten notebooks for easy input to memorize English vocabulary The more English words you know on the TOEIC test, the easier it will be to read English sentences. The more English words you know, the faster you can read English sentences and increase your score. ▼ Memorization Card Features The administrator can keep track of how much the student has read the memorization cards, how many times they have been opened, etc. Memorization cards can be created as text files. The creation process is quite simple, so once you understand how to create a memorandum card, even those who are not good at computer operations can easily create a memorandum card. You can create as many memorization cards as you like. Font size and color can be selected, and images can be set. TOEIC Frequently Asked English Vocabulary High school freshman level Sample 1 Sample 2 Sample 3 Second year high school level Sample 4 Sample 5 Sample 6 High School Senior Level Sample 7 Sample 8 Sample 9 ⇒How to use memorization cards ▼ Features of the worm-eaten notebook Mushigui Notebook makes it easy to create memorization questions in sentence form. In addition, by putting a check mark in the bugbear you have memorized, your strategy rate will be displayed. ⇒How to use Mushikae Notebook Using the quiz function, you can create quizzes and tests from more than 13 different question formats. In order to achieve a high score on TOEIC, it is important to have a solid grasp of the basics of English. If you are a beginner or have not learned English in a while, understanding your situation is a shortcut to learning more efficiently. Whether your grammar is weak or your vocabulary is not, it is recommended that you work on overcoming your weaknesses. Using the quiz function of learningBOX, you can create and publish quizzes on the web according to your own learning level and purpose, and you can quantify your strong and weak areas based on your performance data. ▼Quiz Function Features By using the question creation form, you can create more than 13 types of questions, including "choice, multiple choice, sorting, and fill-in-the-blank" questions. Click the Start button below to try out quizzes created with learningBOX. Listening questions can also be easily created! Get Started You can easily create your own listening questions!　⇒ You can also choose a male or female speaker! You can set images, videos, and links to quiz questions and explanations!　⇒ You can set images, videos, and links to quiz questions and explanations! You can choose from 13 different types of quiz questions!　⇒ You can adjust the difficulty level of the quiz according to the question! You can set detailed options such as the order of quiz questions, time limit, passing score, and so on!　⇒ You can set the order of quiz questions, time limit, passing score, and other detailed options! How to use ⇒Quiz learningBOX also allows you to create your original course study by combining contents and functions! learningBOX allows you to set constraints on the content you create. By setting this, learners will not be able to proceed if they do not complete or pass the content. You can set prerequisites, for example, if you want learners to solve the next question after passing a particular question, or if you want to grant a certificate after passing an exam, etc. ⇒Create a course study Conclusion In this article, we have introduced a recommended study method to obtain a high score in TOEIC by using an e-learning system. LearningBOX is an LMS that makes it easy for anyone to start e-learning. learningBOX can be used by up to 10 people, including the administrator, for free and indefinitely for almost all functions, except for the optional features that require a fee. Please take this opportunity to try our learningBOX.

The Challenges of Online Teaching in the Age of Corona Nice to meet you. My name is Finn, a new employee of Tatsuno Information Systems, and with words like with corona and post corona flying around, how has your lifestyle changed over the past six months? With the spread of the new coronavirus, remote work has become more prevalent in the company, and online classes have spread rapidly in the educational field. I have a child in early elementary school. Due to the impact of this new coronavirus, my child switched to home study in March and started online classes using e-learning. In this article I would like to consider the "pros/cons of online classes" as I feel as a parent. I hope you will enjoy this article as well. Click here for the Table of Contents 1. fatigue with complex e-learning systems 2. challenges and needs of online classes 3. learningBOX is an e-learning system that even first-time users can use with confidence 4. summary Complicated e-learning systems are fatiguing. The spread of the new coronavirus has made it very difficult to conduct regular classes. Many of those in charge of e-learning may have been in a hurry to introduce e-learning systems in order to cope with the corona outbreak. Parents and guardians may have also experienced a sudden change in their children's learning style from school to home, and their normal daily lives may have taken a dizzying turn. Points that were difficult to overcome in order to take online classes 1. It was difficult to set up and use the e-learning system, and I had a hard time learning the manual after work. 2. It costs a lot of money to set up and prepare the devices and internet environment necessary to take online classes. 3. It took a lot of patience to lecture the children on how to use the system properly from scratch. Blind spots of online learning seen from in-home study The students' access to the site was so intensive that "the PC screen froze up or didn't move" ⇒ There were scenes where the class didn't feel cohesive. The students were often unable to concentrate on their learning because they were focused on the actions and words of the characters in the online class. I often felt confused and anxious because I sometimes did not get the results or feedback after the online class was over. There was a time lag in the teacher's response, and I often felt that I could not communicate well with the teacher. The online classes were physically and mentally exhausting not only for the children, but also for me as a parent who was nearby to support them. Here are some surveys related to online classes. Source: "Online classes cannot be just "delivery of conventional classes". Questionnaire on the Attitude toward Home Study among Parents with Children" What kind of learning functions are you looking for in your home study? Source: "Video functions such as class delivery" is the most sought after feature for home learning! ｜Source: e-Learning Research Institute The following is a brief summary of the above two surveys. (1) It is difficult to set up PCs and tools to prepare for online classes. (2) There are many difficulties in switching to online classes, such as the structure of the class content and how to proceed. (iii) Unlike at school, it is difficult to receive instruction from an educational professional such as a teacher when studying at home, so many families seek video content such as class delivery. Challenges and Needs for Online Classes ▼Based on the advantages and disadvantages of online classes, let us consider the challenges of e-learning that will be needed in the future. Advantages of online classes 1. Students can study at their own pace and at their own time ⇒ Effective use of commuting time 2. Many people can take classes from top instructors ⇒ No difference in instructors 3. contribute to school education in remote islands and depopulated areas ⇒ classes can continue even in the event of unexpected natural disasters such as typhoons and earthquakes Disadvantages of online classes 1. Audio and video may be interrupted during class depending on the Internet environment ⇒ Different regions and people use different connections 2. Difficult to conduct action-oriented classes ⇒ Difficult to apply to student-participation classes such as music and physical education 3. e-Learning is difficult to set up and operate ⇒ There are many technical terms and it is difficult to understand how to use and set up the system. 4. High price ⇒ High hurdles for online classes, and students are hesitant to use it even if they want to. E-learning functions and services needed in the future 1. easy-to-operate, easy-to-use design To conduct online classes, an e-learning system that only a few administrators can touch and use is not enough. As shown in the survey results, a system that is complicated to operate and requires multiple readings of the manual to master will not keep administrators and learners motivated. 2. Easy to start e-learning at a reasonable price The Japanese government has been spending a large amount of money to improve the ICT environment in schools. The "GIGA School Initiative" proposed by the Ministry of Education, Culture, Sports, Science and Technology (MEXT) has also received more than 200 billion yen in the fiscal 2020 supplementary budget proposal. It is important to set a price point that mitigates the image that e-learning requires a large amount of money and expertise to implement. learningBOX is e-learning for first-time users! Our e-learning system is an e-learning creation system that satisfies the above criteria, focusing on "ease of use" and "low cost". Learning content can be easily created using the creation form, and the system can be configured to distribute materials according to the learner's needs. You don't need to have any technical knowledge to create e-learning programs, and we have a wealth of teaching materials to support your implementation. Simple design and usage designed from the user's perspective Gamification to motivate children! When you were a child, you collected stamps from the radio exercises you did every morning during summer vacation. Or the stickers you got for helping out at home. These are called gamification because they are similar to the elements of competing for points in a game, and have been attracting attention in education and human resource development in recent years. LearningBOX makes it possible. With learningBOX, you can also award badges or "certificates" to learners who have met the passing standards. These badges and certificates can be used to visualize the progress of mastery from grade management, which will motivate learners and help them maintain motivation and goals. ▼ Pass badges are awarded for successful completion of study material. The badge display function can be set to grant badges for each material (PDFs, quizzes, memorization cards...etc.) or by folder. For details, please refer to this article. ⇒ About the badge setting function Grant a certificate when all ▼ study courses are completed learningBOX allows you to set constraints on the content you create. By setting this, learners will not be able to proceed if they do not complete or pass the content. You can set prerequisites, such as requiring learners to solve the next problem after passing a particular question, or granting a certificate after passing an exam. For more information, please see this article. ⇒Creating a Course Study The lowest price in the industry, in the 30,000 yen range per year even for 100 users (*Prices shown in the figure do not include tax.) The most important feature of learningBOX is that it is the lowest price in the industry. The Starter Plan is available for 100 users at 30,000 yen per year (plus tax), or 2,500 yen per month. We also offer a free plan that can be used for an unlimited period of time. Starter Plan starting at 30,000 yen The Starter Plan is suitable for distribution of practice questions, online learning, and preparation for certification exams and national examinations. 30MB of material per file can be distributed as quizzes or videos. learningBOX's fee structure is based on a pay-as-you-go basis in units of 100 users. The fee structure of LearningBOX is based on a pay-as-you-go system in units of 100 users. The Starter Plan is recommended for the following customers Those who want to reduce the cost of implementing online learning. Want to use e-learning on an individual level. Want to try it out. Standard Plan for customers who mainly want to use video learning The Standard Plan is suitable for video training. Up to 500 MB can be uploaded per file of educational materials, making this plan perfect for customers who are considering video-based education and training. The Standard Plan is recommended for customers who want to use a lot of video materials. Customers who want to use a lot of video materials in the Standard Plan! We recommend this plan for customers who are mainly considering video learning. When using video materials, the quality of the video and the sound quality will have a large impact on the capacity. Please refer to this article for more details about the pricing structure of learningBOX's Starter/Standard Plans. ⇒About the fee plans Conclusion Japan's ICT education environment, tested in the midst of the Corona Disaster, has created many challenges. There is an undeniable feeling that both educators and students were unable to respond effectively to the unfamiliarity of online classes, and the first point of contention seems to be how to break through the cost and technical barriers to introducing e-learning systems. Although learningBOX is the lowest priced e-learning system in the industry, at 30,000 yen per year for 100 students, it is packed with a wide variety of functions, including the creation of 15 types of teaching materials, 13 types of question types, grade management, and message exchange with students. Even people who are not good with computers can easily use the system, and it is possible to manage students' learning status and grades, and provide feedback to students. Unlike e-learning materials that are sold separately, original materials can be easily created according to the students' learning status, which brings the students closer to each other. If you are having trouble implementing e-learning, please take this opportunity to try our learningBOX plan. Reference: Ministry of Education, Culture, Sports, Science and Technology, "Toward the Realization of the GIGA School Concept". Nihon Keizai Shimbun, electronic edition, "How to Improve Self-Management Skills Essential for New Normal Working Style" (Japanese only)

e-learning is the way to go for the Applied Information Technology Engineer Exam (Fall 2020)! This is Kadota from the Development Department. The season is completely autumn. It's a good season to do anything. I haven't kicked a ball for a while and I'm thinking of playing futsal! I have to be careful not to injure myself since I have blanks... Aside from that, this Sunday, the autumn examination for the Information Technology Engineer Examination, sponsored by the IPA, will be held on October 18 (Sunday). In this article, I would like to think about how to prepare for the Applied Information Technology Engineer exam. Since the spring examination in 2020 was cancelled due to the new coronavirus, many of you may have been eagerly waiting for this examination to be held. Is everyone's preparation for the exam going well? There are only a limited number of days left until the exam date, but let's make sure we're pushing hard! *The "Basic Information Technology Engineer Examination" and "Information Security Management Examination" have been postponed. Please check the official website of IPA for details. ⇒https://www.jitec.ipa.go.jp/ Click here for the table of contents 1. What is an Applied Information Technology Engineer? 2．Preparation for the exam using e-learning 3．Introduction to Exam Preparation Using learningBOX 4. Summary What is an Applied Information Engineer? Source: from Applied Information Technician Applied Information Technology Engineer is a national examination sponsored by the Information-technology Promotion Agency, Japan (IPA) and certified by the Minister of Economy, Trade and Industry. national IT certifications are set from Skill Level 1 (easy) to Skill Level 4 (difficult) according to difficulty. The most entry-level exam, IT Passport, is Skill Level 1, and the Basic Information Technology Engineer exam is Skill Level 2. The Applied Information Technology Engineer exam is positioned at a higher Skill Level 3, and the government certifies successful candidates as having applied knowledge and skills as an IT engineer. Outline of the Examination There are no restrictions on applicants for the Information Technology Engineer Examination as well as the Applied Information Technology Engineer Examination. Anyone can take the exam regardless of academic background or age. This exam provides a wide range of knowledge and applied skills from technology to management and administration, and enables high performance in such aspects as system development and IT infrastructure construction. The exam is held twice a year, with the spring exam usually held on the third Sunday in April and the fall exam held on the third Sunday in October. Difficulty Level The Applied Information Technology Engineer exam is positioned as a fairly difficult exam, Level 3 in the Information Technology Engineer exam category, and the pass rate has been in the low 20% range. Benefits of Passing the Applied Information Technology Engineer Exam! One of the major benefits is that you will be recognized as having insight that can be used in the IT industry and can easily be used to appeal for employment or a new job. If you want to make the most of your certification to get a job or change jobs in the IT industry, you should aim to obtain the Applied Information Technology Engineer certification. Some IT companies make certification as a condition for promotion and salary increase. In many cases, especially at small and medium-sized software development companies, qualification allowances of 5,000 yen to 10,000 yen or more are offered. If you can find a job at such companies, you will have the advantage of having the qualification allowance added to your salary on an ongoing monthly basis, making it easier for you to advance your career. Exam Preparation Using E-Learning E-learning is a learning system that allows students to improve their skills at their own pace, regardless of time, place, or learning content, through the use of electronic devices such as PCs, mobile terminals, and networks. Learning materials can be text, charts, video, animation, etc., for effective learning. Key Points of e-Learning No.1 The effectiveness of education is not affected by the quality of the teacher In group education, the effectiveness of education may be affected by the quality of the instructor, but in e-learning, all participants receive the same content. The education is not affected by the quality of the instructor or the environment at that time, and uniform content can be provided. No restrictions on time and place E-learning via the Internet allows students to take courses in their own classrooms, etc., without being restricted by time or location. The educator does not need to spend time and effort in arranging a venue and preparing printed materials. Group training cannot be tailored to each individual participant and tends to result in homogeneous training. E-learning, on the other hand, can provide appropriate educational programs according to the learning level of each participant, and can be expected to have high educational effects. 3. Easier management of learner understanding and progress E-learning allows students to study at their own convenience. E-learning is also highly effective because it allows students to repeat learning as many times as they wish according to their level of understanding. e-learning is easy to manage students' level of understanding and progress, and allows you to identify points that they do not understand so that you can effectively follow up with them. Here are some examples of exam preparation using learningBOX learningBOX is an e-learning system that allows even those who are not good at operating computers to easily start e-learning. This LMS can be used for qualification examinations, corporate training, and other situations in which customers utilize the system. Our e-learning system is equipped with many functions and contents to assist your learning. Here we introduce how you can learn by using learningBOX. How to prepare for exams and learn using learningBOX The learningBOX features allow you to create your own original learning content from scratch. even if you are not familiar with IT knowledge or computers, you can intuitively touch and learn how to operate the system, and you can set up the learning materials according to the situation in which you will be using them. learningBOX offers a very wide variety of content types, including PDF teaching materials, memorization cards, worm-eaten notebooks, quizzes and tests, videos, report assignments, and questionnaires. You can operate the contents according to your purposes, such as preparation, review, and re-study. By combining content functions, customers can create their own optimal learning environment. You can share the materials you have created with your members and groups, compete with each other for scores, and enjoy learning while having fun. Let's take a look at the actual functions of learningBOX. 1. Use the "Mushikibi" notebook to efficiently memorize keywords that often appear on exams! With Mushibi Notebook, you can easily create memorization questions in text format. You can easily create and edit your own original memorization materials by adding bug-eaten enclosure lines to the content you want to memorize. No.2. For understanding and reviewing what you have learned, use the quiz function to conquer your weak points! Web quizzes/web tests created with the quiz function will be prioritized with the wrong questions once answered by the learner. The created quiz can be set with explanations as well as images and videos, and detailed settings such as time limit, random display of questions in the order of appearance, and point distribution can also be set. With the upgrade of learningBOX to Ver. 2.12, a new ranking board and tally board function have been added. This function allows group members to compete with each other and learners to check their own scores relative to each other on the "Learning" screen. No. 3. combine content into a course study! Learning materials created with learningBOX can be distributed to groups of students, and the materials can be set in the order in which they are to be studied. This function allows learners to smoothly find their course materials and begin learning. The learning screen is designed to be simple and intuitive, even for first-time users. ⇒What you can do with learningBOX Conclusion In this article, we have introduced the preparation for the Applied Information Technology Engineer exam using e-learning. There are no restrictions on who can sit for the Information Technology Engineer Examination as well as the Applied Information Technology Engineer Examination. Anyone can take the exam regardless of educational background or age. The Applied Information Technology Engineer exam is a challenging national certification, but by taking advantage of the features and functions of e-learning, you can create an efficient learning environment and assist candidates in their study. Please feel free to try our production environment with a free plan. Thank you for taking the time to read this article.

Educational Model Using Instructional Design Required for Corporate Training Hello, this is Yoda from the Tokyo team! It's completely turned into autumn. Autumn is a season full of fun events such as sports festivals and cultural festivals, but this year things have changed with the Corona Vortex. I hear that many schools have their cultural festivals online💦. The environment around us is evolving every day, so let's try our best to keep up so we don't get left behind! But enough digression, let's get to the main topic of this article! What do you imagine when you hear the word "study"? I think of studying for exams and qualifications. Was it a learning experience that you enjoyed? In my case, I think it was studying out of necessity... To begin with, [learning] is essentially [something enjoyable]. To be able to acquire knowledge that you don't know and to be able to use it, or to be able to do something that you can't do, is growth and joy. In this article, we will introduce "Instructional Design. This learning theory is full of "know-how and ideas" that can be applied to the development of e-Learning materials, so if you are having trouble creating e-Learning materials, please take a look at it! Click here to see the table of contents 1. what is instructional design? Why Instructional Design is Attracting Attention Relationship between e-Learning and Instructional Design 4. summary What is Instructional Design? Instructional design is a "process for making education and training more effective, efficient, and attractive. It is a way of thinking to design and develop more effective and efficient learning environments in various situations where education is required, with the goal of achieving high levels of proficiency and behavioral change among learners. Instructional design is a way of thinking about something that is invisible to the eye, such as education, as a process and systematizing it. To make learning attractive, it is important to keep learners motivated to learn more. In Japan, there is a strong tendency to say, "I can do it now, but I don't want to do it anymore," which is hardly an adequate education. It is difficult to say that we have educated our people well enough. The design for educating human resources with the goal of "not only becoming able to do it, but also wanting to do it more! Nowadays, the use of ICT has become popular, and learners can receive a variety of information and services via the Internet, using smartphones, tablets, and PCs. Conventional education has long used a method called "KKD," which stands for "intuition, experience, and courage. However, if corporate training only relies on intuition, experience, and guts, it does not necessarily produce a high learning effect. It is necessary to design and replace educational content that can achieve high learning effects even in training for new recruits and other educational settings, using a systematic approach. How Instructional Design views learning ▼ ADDIE Model [Plan-Do-See] Systematic approach to make the most of failure the next time Analysis: Clarify learning objectives ⇒ Determine entrances and exits Design: What to teach ⇒ Analyze the problem Development: How to teach => Instructional strategies Implementation: Making the learning attractive ⇒ How to motivate learning Evaluation: Analyze learning ⇒ Formal evaluation and reflection/improvement The ADDIE model is an improvement method like the PDCA cycle, considered within the framework of education. What is important here is to have a forward-looking perspective. In other words, it is important to clarify the "goal (learning objectives)" and to follow a reverse order. It is important in designing teaching materials and classes to follow the "Plan-Do-See" cycle, that is, to plan, execute, and evaluate. Create three tests: a prerequisite test (whether the student is qualified to learn), a pre-test (whether the student needs to learn), and a post-test (whether the student has reached the learning objectives), and clarify the scope of responsibility for the teaching materials. Good materials are those that can properly reach the passing standard on the post-test. While checking the reasons for the learner's poor performance, such as whether the material was too difficult or whether the learner was unwilling to work on it, constantly improve (add, delete, move, or change) the material so that the learner can reach the learning objectives with the material. Click here for a learning support model based on the concept of instructional design. Gagné's 9 Teaching Events Gagné's Nine Teaching Events is a learning support model proposed by Robert M. Gagné, a learning psychologist and the "father of instructional design theory. Gagné considers the instructional processes that make up classes and teaching materials as external conditions that support learning, and proposes nine types of instructional activities. What is necessary for learners to understand what the instructor wants to teach them are the external conditions that support learning. Support in both theory and practice according to Gagné's 9 teaching events is effective. The goal is to prepare them for new learning, present information and learning activities, check their performance, and make sure they don't forget. Keller's ARCS motivational model This is a model for improving learning motivation proposed by educational psychologist John Keller in 1983. The model presents the four aspects of Attention, Relevance, Confidence, and Satisfaction that instructors should take in order to improve and maintain learner motivation. The ARCS model helps learners to take the initiative in learning. Why Instructional Design is attracting attention Instructional design was originally developed to efficiently train soldiers for the U.S. military. Later, it spread mainly in the U.S. as a design method for corporate education and higher education. One of the reasons for the spread of instructional design in Japan was the popularization of e-learning from around 2000. When e-learning was introduced mainly for corporate education, instructional design attracted a lot of attention. The importance and impact of instructional design has increased with the spread of the Internet, as well as the evolution of cloud environments and devices such as smartphones and tablets. With the rapid shift of corporate training online in the wake of the new coronavirus, many human resource development department personnel and educational managers may be wondering how to rethink and create education. Relationship between e-Learning and Instructional Design Since e-learning materials can capture learning histories and records, it is easy to implement the cycle of "analysis, design, development, implementation, evaluation, and analysis. The concept of instructional design has been attracting attention, and this concept has become popular in corporate training and other settings. learningBOX is an LMS that makes it easy for anyone to start e-learning learningBOX is a learning management system with all the functions necessary for e-learning, such as creating teaching materials, creating questions and tests, and grading and grade management. A wide variety of questions and teaching materials can be easily created using forms on the web! In Content Management, you can "create questions and teaching materials" and "set up distribution of teaching materials to learners. You can create a wide variety of questions and teaching materials, including web quizzes, web tests, PDFs, videos, and questionnaires. ⇒Contents Management Features You can see at a glance the learning materials to be studied and the progress of the learning process! From the "To study" screen, you can study and browse materials. The screen lists only those materials that have been assigned to the administrator, so learners can smoothly work on their studies. ⇒ Features of the learning screen of learningBOX Individual learners' learning status and level of understanding can be monitored! The "Grade Management" function can be used for "overall grade management", and the "Chart function" can be used for "grade management and analysis for each learner". The administrator can use these two functions to view the percentage of correct answers for each question and the grades for each learner in graphs and tables. ⇒About LearningBOX Grade Management Conclusion In this issue, we have briefly introduced Instructional Design Theory. There are many other topics we would like to delve into, such as task analysis, evaluation methods, how to create instructional material packages, and what is academic ability, which we have not been able to introduce here. There are a wide range of topics that we would like to explore in depth. If you are interested in instructional design, why not pick up a copy of "Instructional Materials Design Manual" by Katsuaki Suzuki and "Classroom Design Manual" by Tadashi Inagaki and Katsuaki Suzuki from Kitaoji Shobo? learningBOX requires no computer knowledge! Even if you are not familiar with the system, you can easily create in-house training tools with rich contents. We look forward to working with you in the future! Kitaoji Shobo "Instructional Design Manual for Teachers: To Support Self-Study" by Katsuaki Suzuki Kitaoji Shobo "Instructional Design for Teachers: Class Design Manual Ver2" by Tadashi Inagaki and Katsuaki Suzuki  

Important】The report assignment function will be changed from Ver. 2.12 of learningBOX. Thank you for using learningBOX, our e-learning creation system. My name is Kidaoka, and I am in charge of marketing! Today, we have an important announcement for our customers. Please take a moment to read this announcement if you are currently using the report function in learningBOX. This page introduces the changes that will be made to the report function in the next version of learningBOX. In the previous version of learningBOX, once a report was submitted and graded as pass/fail, it was not marked as awaiting grading on the learning screen and could be submitted as many times as needed, even if it was resubmitted. Starting with version 2.12 of learningBOX, content creators will be able to set whether or not to allow learners to resubmit reports after they have submitted them. For customers using the learningBOX shared server When the version of learningBOX is upgraded to 2.12, the system will automatically switch to the latest functions even if no settings are made by the customer. Therefore, when editing report materials that were created and edited before the version upgrade after the upgrade, the visual design and setting methods may differ from the previous usage. ⚠The report submission method will change. Prior to version 2.12 of learningBOX, learners could choose to submit their assignments by either "web input/file upload" or both, and learners could only submit their report assignments by one of "web input/attach file". Ver. 2.12 and later, both can be sent at the same time. Report Assignment Settings (Ver. 2.12 or earlier) ▼Report Assignment Submission Screen (Ver. 2.12 or earlier) ▼Report Assignment Submission Screen (Ver. 2.12 or later) ⚠The method for resubmitting reports will change. Prior to version 2.12 of learningBOX, it was possible to resubmit a report by clicking on the name of the course material in the report list. However, in version 2.12 and later, only a preview of the report is displayed, and resubmission is not possible. To resubmit a report, go to the study screen. ▼ Report assignment submission screen (Ver. 2.12 or earlier) Clicking on the name of the course material allowed re-submission. ▼Report Assignment Submission Screen (Ver. 2.12 or later) How to create a report assignment ▼learningBOX Ver. 2.12 or earlier Ver. 2.12 or later of ▼learningBOX Prior to Ver. 2.12, report assignments could be submitted in one of two formats: input form or file submission, with a choice of "Web input" or "file upload" or both. In learningBOX Ver. 2.12 and later, report materials are created from the new creation form. The new version allows users to "set attachments according to the content of the assignment," resubmit report assignments, and optionally leave a note for the grader who grades the report. How to submit reports ▼learningBOX Ver. 2.12 and earlier Ver. 2.12 or later of ▼learningBOX Prior to Ver. 2.12, the report assignment was completed by entering the report content and clicking the "Submit" button; Ver. 2.12 or later adds a button to count the number of words entered by the learner and a button to upload a file. To upload a file, click this button to attach the document. A report resubmission setting has been added to the grading method LearningBOX version 2.12 or earlier Ver. 2.12 or later of ▼learningBOX A new "Resubmit Memo to Grader/Report Assignment" has been added in Ver. 2.12 or later. When a report assignment is failed (learner) When a report assignment is failed, the message "Failed / Resubmitted" will appear above the content. If the grader has set the option not to allow resubmission, only the failing grade will be displayed. When you resubmit a report assignment, the status will change like this. Resubmitted" => "Awaiting Grades When you pass, your status will also change from "Waiting for grading" to "Passed". Conclusion In this article, we introduced the reporting functionality that will be changed in the next version of learningBOX. The new feature will allow the content creator to set whether or not the learner can resubmit the report assignment after submitting it. We will provide more detailed information on how to use the report assignment function after the version is upgraded. Thank you for your patience.

Must Read for DX Promoters! First of all, introduce e-learning! I am Yoda, a member of the Tokyo team who recklessly joined Tatsuno Information Systems with zero IT knowledge. Recently, I have frequently seen the term "Digital Transformation (DX)" on the Internet and in books. I have a vague understanding of the concept of DX, but I am often asked questions such as, "What is the difference between DX and conventional IT utilization? or "Why is DX being promoted in Japan now? and "Why is DX being promoted in Japan now? In this article, we will introduce "Digital Transformation" from among the latest IT trends, and some of the terms may be familiar to those who work in IT-related fields, but we hope you will bear with us. Click here for the Table of Contents What is Digital Transformation (DX)? 2. what is the relationship between digitization and digitalization? 3. let's start promoting DX by introducing e-learning training! 4. Conclusion What is Digital Transformation (DX)? Do you know the term Digital Transformation (DX)? As someone with "zero IT knowledge," this is the first time I have learned about it. I looked up the term and found that it was a concept proposed by Professor Erik Stolterman of Umeå University, Sweden, 15 years ago. He proposed that "the penetration of IT will change people's lives for the better in all aspects. In other words, it is described as "the transformation of a company's culture, organization, and structure into one that can respond with speed to changes in business and society using IT (digital, data, etc.). Change...? Transformation...? It may not ring a bell. To briefly summarize the terms here, DX is the concept of creating new value in existing business processes and business models by utilizing new digital technologies such as cloud computing, IoT, AI, and big data. Specifically, it is as follows. Concept of DX Source: Ministry of Internal Affairs and Communications Companies are expected to break away from existing businesses and create new value by leveraging new digital technologies, indicating that DX is not only about transforming products and services, but also about changing corporate culture and the resolve to tackle this issue. The following is an introduction to the methods used by companies that have successfully implemented DX initiatives. Have you ever heard of Amazon? There are probably few people who do not know the name of Amazon, the largest Internet retailer. Amazon is cited by most as "a company that combines speed and disruptiveness (change). Amazon was founded in 1994. This was before the release of Windows 95. Although Amazon originally started as an online bookstore, it has seamlessly transformed various operations into IT and IT into operations. Amazon continues to expand its customer contact points both online and in the real world by developing various services based on its customer-first philosophy. Amazon has been so successful that it has been called a model of DX. Source: [Illustration] From "Amazon," the company closest to DX that can be understood in a single chart. The Relationship between Digitization and Digitalization The terms "digitization" and "digitalization" are also used to describe digitization, and it is easy to understand that these two terms can be thought of as one of the stages leading up to DX as a goal. There is a big difference between the two terms in terms of local and global digitization, but the fundamental idea and goal are the same. The names are confusing, so please be careful not to confuse which is which. Here is an explanation of the difference between digitization and digitalization. Digitization Digitization is often described as "digitization," i.e., increasing the efficiency, rationalization, and added value of operations through the use of digital technology. For example, customer lists that used to be managed by paper-based systems can now be converted to databases, and the vast amount of copy/paste work that used to be done manually by humans can be converted to RPA (Robotic Process Automation). The goal is to digitize the company's business processes through the use of digital technology to improve operational efficiency and reduce costs. Digitalization Digitalization is the use of digital technology to create new value and profit. In other words, we can only work on digital transformation (DX) if we can achieve digitalization. Digitalization is necessary to achieve digital transformation (DX). Digitization: This refers to local improvements that digitize analog equipment and information. Digitization・・・It refers to improvements that create high added value for the entire organization through digitization, including processes. Digital transformation: Refers to changes that utilize digitization and digitalization to generate innovations that affect society and the economy. Start promoting DX by introducing e-learning training! Today, various digital technologies such as cloud computing, AI (Artificial Intelligence), and IoT (Internet of Things) are evolving, and many companies are moving toward the realization of DX accordingly. Recently, more and more companies are shifting from analog to digital education by utilizing e-learning for their own internal training and training of new employees. E-learning is now attracting a great deal of attention as a new learning format that will change the future of training and education. By utilizing digital technology, employee training can be conducted efficiently and effectively, playing a major role in corporate growth. Paper- and document-intensive organizations are definitely less productive. By converting training materials to digital content, it becomes easier to create video materials. The benefits of going paperless go beyond simply reducing the amount of paper used. By actually watching and learning the scenes and operations, it becomes possible to intuitively understand content that is difficult to understand with words and materials alone. Many paper-based materials are rarely read again after being used once in a training session. If they are stored on a device as digital content, you can immediately refer to them when you encounter a part you don't understand, and you can review them at the time you want to learn without worrying about what others will think. learningBOX offers a full range of features necessary to achieve digital transformation! learningBOX is an LMS that has been introduced in various industries and business sectors. Click here to read about learningBOX case studies The University of Tokyo Disaster Preparedness Training Center ⇒ Training personnel who can act in the event of an actual disaster by utilizing systematic knowledge of disaster countermeasures Wants Japan Corporation ⇒ Providing "learning to live and learning to make use of Conclusion In this article, we introduced "Digital Transformation" among the latest IT trends. We hope that we have been able to add to your IT knowledge about digital transformation (DX), even if only a little. Regarding DX, the digital environment is rapidly improving with the evolution of AI and the spread of 5G and IoT. Now is the time to get in on the DX bandwagon. That's all for this issue! Please stay tuned for the next installment. Reference: Illustrated Guide to the Latest IT Trends Book: Masayoshi Saito

Effective for training transition! What is the use of e-learning for human resources training! Hello, this is Yoda of Tatsuno Information Systems Tokyo Team. This is Yoda from the Tokyo team of Tatsuno Information Systems. The spread of the new coronavirus is still unpredictable, but I hope everyone is doing well. In this article, based on Diamond's "Introduction to Training and Development: Theory and Practice of Training Transition," I would like to introduce the characteristics of training transition and the efforts required to achieve it. The theme of this article is "How can we take what we learn in training and put it into practice in the field, and link it to results?" We will discuss the future of in-house training programs under the difficult theme of "How can we put what we learn in training into practice and link it to results in the field? We look forward to your continued support in this issue. Table of Contents What exactly is training transfer? 2. what are the necessary steps to achieve training transfer? 3. using e-learning to enhance the effectiveness of training transfer Conclusion What exactly is training transfer? Transfer of Training is the process by which the knowledge and skills learned in a training program are actually put into practice in the workplace, and the effects are sustained. However, this is difficult to achieve in reality, and there is an abundance of so-called "leave-it-done" training programs. Since its plain introduction in the book "Theory and Practice of Transfer of Training" (co-authored by Jun Nakahara, Kimitoshi Shimamura, Eichika Suzuki, and Masayasu Sekine, published by Diamond Inc. in 2018), training transfer has attracted a great deal of attention as a concept for applying learning to action. Some people say loudly that what is learned in training is not useful in the field. It is true that many people who think, "I want to make use of what I have learned in the training in the field! However, the percentage drops to 12% six months later and to a surprising 9% one year later. Three Barriers to Training Transition To begin with, there are three major barriers to training. The following is a brief description of the three barriers. The Memory Barrier The memory barrier is the barrier of not being able to remember anything that was learned in the training. If you simply attended the training without preparation or review, you are likely to be held back by the memory barrier. Have you ever heard of the Ebbinghaus forgetting curve? This is a graph that shows how human memory changes over time. We are forgetful creatures; we forget less than 70% of our memories in a day. What if you are a "learner"? How well do you remember what you learned in past training sessions? People are incredibly forgetful creatures. No. 2. the barrier of practice The barrier to practice is the question of whether or not learners will actually try what they have learned in the training. There are two types of barriers to practice: the motivation problem, which is whether learners will willingly try what they have learned in training, and the "opportunity problem," which is whether they will actually be given the opportunity to try it out. To enhance the former, it is important for the instructor to encourage the participants to increase their self-efficacy at the end of the training. For the latter "opportunity problem," it is necessary to inform and involve the participants' supervisors. One of the factors that most influence training transition can be the attitude and support of the participants' supervisors and colleagues. Let's do it! (self-efficacy). 3. Barriers to Continuation The barrier to continuity is "how to put into practice what you have learned in the training and whether or not you can continue to do so. In order to continue practicing, it is necessary to maintain motivation and to create opportunities and work environments that allow for continuity. I, and you, are "fragile beings. Even once you start, you need to have a strong will to keep practicing. Efforts required to achieve training transition In the first place, training is not an objective to learn, but a means to change behavior. If "behavior" cannot be changed as a result, there is no point in training. Therefore, companies must develop meaningful training programs to develop their employees. So, what should companies do to enhance training transfer (putting into practice what was learned in the training)? Involve supervisors. The key to training transfer is how to involve company leaders and colleagues, who have a great influence on workplace practices, and how to gain their understanding and support. The most important key to a successful training transition is to involve the supervisors in the workplace. Specifically, you need to compel the supervisor to be deeply involved in the training, to participate in some of the training, and to run the training side-by-side with the supervisor and subordinates. It is also important for the supervisor to review the training with the participants periodically, such as three months, six months, or one year, to check on behavioral changes and reflect on the training together. What and how to learn? is important, but "Who is involved and engaged?" is also more important. Who is involved in your training? Does your training program have the understanding of the top management of your workplace? Follow-up and evaluation before, during, and after each phase of training In order to clearly recognize and realize the training transition, it is necessary to devise a series of measures in each of the phases of "before, during, and after training. Before training Before the training course, the reason and purpose of the training course should be explained to the trainees. This pre-training explanation not only has a significant effect on the motivation of the participants, but also facilitates follow-up and evaluation after the training. During the training The training should be interactive and participatory. Set the correct goals that will lead to action after the training. After the training To be utilized in the field, with regular reinforcement of support and feedback by supervisors and peers. Consider training and measuring effectiveness "the four-step Kirkpatrick model." Many companies conduct a questionnaire immediately after training and use the results as the training evaluation. However, the effectiveness of training decreases over time. Therefore, a one-time evaluation immediately after the training is not sufficient to determine the level of understanding of the trainees. So, at what timing should training evaluations be conducted? Kirkpatrick's "4-step evaluation model" is a useful reference for considering the timing and method of training evaluation. This model divides the process of training results into four categories: reaction, learning, action, and outcome. In training transition, changing the behavioral level of these four stages onsite is a major point in facilitating training transition. E-learning is used to increase the effectiveness of training transition! E-learning is a form of learning that uses computers, tablets, and smartphones to learn over the Internet. Learning content, such as videos stored on a server (learning management system), is delivered to students who take courses using computers, tablets, smartphones, and other mobile devices with Internet access. learningBOX has a full range of functions necessary to realize training transitions! Iterative and Reversal Learning as a Way to Overcome Memory Barriers Repetitive learning is a learning method in which the content of a training course is reviewed many times to consolidate the knowledge in the memory. Reversal learning, on the other hand, is a learning method in which participants prepare for a lecture before attending a training course to improve their understanding of the course content and increase the effectiveness of exercises and role-playing. The learningBOX allows you to proceed with training and learning at your own pace, regardless of where, when, or what you are learning. The quiz function allows you to focus on the knowledge and skills you need to do your job, and you can study them over and over again. ➡learningBOX features Message Box function for overcoming practical barriers learningBOX allows easy communication within the system. You can easily exchange messages with members registered in your account, and use it to check the level of understanding of online learning. multiple people can write to one conversation, so you can communicate with members without spending time and effort. ➡learningBOX message box Gamification is the key to overcoming barriers to continuity By incorporating gamification, learningBOX can create a system that motivates learners and makes it fun to work on until the end. For more details, please refer to this article. ➡Introducing techniques for creating e-learning materials to motivate learners! Click here for an article on in-house training using learningBOX. ⇒ Introducing in-house training for new employees using e-learning ⇒ Security training using e-learning to prevent information leaks ⇒ E-learning system that can be started free of charge Conclusion In this article, based on Diamond's "Introduction to Training Development: Theory and Practice of Training Transition," we introduced the characteristics of training transition and the efforts required to achieve it. Training in the future will depend on the type of industry and type of work as a countermeasure against new coronavirus sensitivity, but teleworking and other work styles are expanding. In training, we need to avoid "three-second" training sessions, and traditional group training has become difficult. Online training will become the mainstream. Until now, online training has mainly consisted of watching videos. However, input alone is not enough to create the "training transition" described above. LearningBOX does not require computer knowledge! Even if you are not familiar with the system, you can easily create an in-house training tool with rich content. You can look back and provide feedback to improve the training process. Please try the free plan first to see how easy it is to use! References: Introduction to Training Development "Training Transfer" Theory and Practice Book: Jun Nakahara, Kimitoshi Shimamura, Echika Suzuki, Masayasu Sekine

How to Use E-Learning for Successful Employee Training and Education? Newcomer Training (Part 1) Hello! I'm Motoki from Marketing. With April approaching soon, the fiscal year is about to change, and I am sure that many companies are conducting their internal training for new employees right now. This time, I would like to talk about how to succeed in employee education and training through e-learning. I would like to focus on [training for new employees]. Click here for the Table of Contents 1. you want to make your employee education/training effective, right? 2. this time, we would like to focus on [new employee training]. 3. job offers are looking for a connection with the company. 4. summary We want to make employee training and education effective. Dear trainers and educators! When conducting employee education and corporate training, of course you want to make sure it is effective. If you have never used e-learning for training, or if you have used e-learning but are not sure whether it is effective or not, we would like to recommend a way to use e-learning for training. If you have never implemented e-learning in your training program, or if you have implemented e-learning but are not sure whether it is effective or not, we would like to recommend the following methods to you. This time, we will focus on "training for new employees. This time, we will focus on "training for new employees". In particular, we will be discussing the "internal training" for new employees before they join the company. Does your company provide any training for new employees, whether new graduates or mid-career hires? E-learning is a very suitable training tool for internal training. What are the reasons? Let's take a look! The offeror is looking for a connection with the company. This is why e-learning is a very good training tool for job offer training. To get some background, let's take a quick look at this data. This graph shows the frequency of contact with the company to which the students wish to make an unofficial job offer. When "about once a month" (47.7%) and "about once every two months" (39.9%) are combined, more than 80% of the students wish to have contact with the company once every one to two months. In other words, it is clear that they want a regular connection with the company. This result suggests that the job offer recipients are very anxious until they join the company, wondering if they will be able to work properly at the company, if they will fit in well, and if they will be able to learn the job well. In fact, there is a way to resolve this anxiety. It is simply "information" and "communication"! Job applicants want "information". Job applicants want to know what they will be doing after joining a company, what knowledge they will need to do their job, etc. They want "information". They want "communication. By communicating with them, you can help them feel more secure and less anxious about joining your company. (Excessive communication and some means of communication can be counterproductive.) So how do you provide this "information" and "communication"? By phone? Group training? No, e-learning! Successful pre-employment internal training using eLearning. We recommend that you use e-Learning to provide "information" and "communication" for the follow-up of job offers. Use e-Learning for your pre-employment internal training. For new graduates, use e-learning to provide training on manners and basic knowledge as a member of society and office automation training such as typing, etc. For mid-career hires, use e-learning to provide training to acquire basic knowledge about the industry and knowledge at a practical level. Use e-learning to communicate. By utilizing one of the LMS functions, such as the notification function or the survey function, you can communicate naturally and effectively. The LMS also makes it possible to provide internal information (such as self-introduction sheets by senior employees) that cannot be sent out through a website. There are many other advantages. Compared to group training, e-learning does not require everyone to meet in person. This is especially effective when there are offices throughout Japan. (Advantages for the company) With group training, you are bound to a specific date and time for a long period of time, but with e-learning, you can train at any time you want. (Advantage on the part of the employees) E-learning allows for smooth implementation of training after the employee joins the company. Conclusion We hope you now understand the advantages of using e-learning to provide "information" and "communication" for follow-up of job offers. By using e-learning, you can provide a natural opportunity to connect the company with job offer recipients, thereby relieving their anxiety prior to joining the company. It also allows them to get off to a confident start after they join the company. The same can be said for both new graduates and mid-career hires. Please use e-learning to make your employee education and training a success! In the next issue, we will show you how to actually use the e-learning system learninBOX for "information" and "communication. We look forward to seeing you next time!

Hello. I am Mukai, a member of the Introduction Support team. In this article, I would like to explain how to check the usage status of our customers who use learningBOX. learningBOX allows you to easily check the total number of logins and courses per date based on the user history. Click here to see the table of contents. 1. you are wondering if your users are using our service? 2. click here to see how to check user history 3. about login information 4. how to extract login information by conditional search 5. summary Are you wondering if your users are using your site? Let me ask you this question right away: After you start offering e-learning courses through your LMS, don't you wonder how your learners are using the course materials? Are the materials you have prepared being used? And who are the most frequent users? Or, who are the users who are not using the materials? In addition, you may want to know the overall usage status. In this issue, we would like to introduce the "usage status check" function, one of the functions of learningBOX, to help you understand these questions. Here is how to check your user history Please log in with the administrator account and move the mouse cursor over the [Administrative Functions] item on the left menu bar. Click [>]. ▼ Select "Check Usage Status". You will be redirected to the ▼Usage Status screen. ▼You can also check the usage status by day and month. About login information ▼ Number of Logins You can see the number of logins by date. You can see the details of your login history from "Number of Logins>>". The access log list is displayed. ▼Number of users This item is the total number of accounts that have answered the question. ▼Total number of studies This is the total number of contents studied. You can check your grade management from "Total number of lessons". How to extract login information by conditional search Go to Administration → Check Usage Status and click on [Date]. The screen will move to the list of logged-in members. Enter the start date to end date, select login/study status, and click the Search button. POINT By checking your learningBOX usage status, you can ☑"Who has checked which contents?" ☑ "At what time did they log in? ☑ "How much data space is left in the learningBOX? If you are using learningBOX and have any of these problems or questions, please check the usage status. You can check the usage status and access time within the company, log-in history by day, and the time at which users logged in. Please use this data when analyzing data such as learning status, course applicants, course completers, and correlation between average monthly logins and completion rate. Conclusion In this article, we have introduced how to check the usage of learningBOX. learningBOX also allows you to check the login status and the total number of courses taken during a specified period of time. Thank you very much for your patience with this article.