e-Learning

As corporate competitiveness intensifies across all industries and business types, some executives and HR managers may be thinking, “We want to place even greater emphasis on employee training than ever before.” Developing the talent that will shape the company’s future must be approached from a medium- to long-term perspective. In this article, we’ll explain the basics of e-learning, key considerations for implementation, and its benefits. If you are considering implementing e-learning to improve your company’s training system, please be sure to read on to the end. What Is E-Learning? E-learning refers to an educational method that utilizes electronic devices and the Internet, and its adoption by various companies has been spreading since the 2000s. It is primarily conducted via computers or smartphones, and learning through videos is particularly common. E-learning services and learning methods continue to evolve year by year, and the number of companies adopting them is on the rise. Back to Table of Contents: Factors to Consider When Implementing E-Learning As the shift toward online solutions accelerates across various fields, more and more companies are adopting e-learning. Many of you are likely wondering what points to keep in mind when considering implementation. Here, we’ll introduce three key points companies should consider when implementing e-learning. Clarify the Purpose of Implementation One key point to keep in mind before implementing e-learning is to clearly define its purpose. If this point remains vague and you don’t clearly establish why you’re implementing it, there’s a risk that the initiative will end with just the implementation itself. To avoid wasting time and money, make sure to clearly define why you’re implementing it, what you want to achieve with e-learning, and how you’ll accomplish those goals. Identify the Target Audience When implementing e-learning, it’s also important to define the scope of the target audience in advance. Determine whether the training is needed for “all employees,” “new hires,” or “people in specific departments”? Once you’ve selected the target audience, determine what kind of learning is needed for each group. Consider which service or system to use Decide which Learning Management System (LMS) to use. Various services and systems are available, ranging from those where your company prepares its own course materials to those where materials are provided in advance. Therefore, it is essential to carefully select a system that aligns with your company’s training objectives. To help learners progress more effectively, it is important to choose a system that allows you to clearly visualize the specific benefits you will gain from its implementation. Return to Table of Contents: The Process of Implementing E-Learning. In the following sections, we will explain the specific implementation process for those considering the adoption of e-learning. Let’s go over each necessary step, from service selection to operation. If you’re unsure how to proceed or want to understand the process step by step, please use this as a reference. Service Selection First, clarify why you are implementing e-learning and how you plan to use it to achieve your goals. If you do not clearly define the intended use and objectives in advance, the implementation may end up being merely a formality, or the cost-effectiveness may not be satisfactory. After defining the intended use and objectives, select a service while gathering information such as product details, implementation track record, support offerings, and costs. We recommend comparing and evaluating multiple providers rather than limiting yourself to just one. Signing the Contract: Once you’ve decided on the service to implement, contact the service provider to proceed with signing the contract. At this stage, you should also finalize the number of users, which plan to select, and which options to include. You’ll need to coordinate with relevant internal departments to finalize details regarding information security and how the cloud service will be operated. When outsourcing operations, work with the legal department to ensure the contract undergoes a legal review. Setting Up the Environment: Once the contract is signed, work with the service provider to set up the operational environment. When using a cloud service, there is no need to build a dedicated in-house environment. However, if you plan to run e-learning on your own servers, setting up the environment can sometimes take several months. At this stage, discuss with the service provider whether to use only the standard package they provide or to customize the system by adding options, and reach a decision. Operational Preparation Once the environment is set up, proceed with preparations for actual operation, such as entering user information into the system. After completing the necessary preparations, conduct operational testing. Use the system under conditions simulating actual operation to verify the operation flow while simultaneously checking that the course content is free of errors. Launch Once preparations and testing are complete, send instructions and manuals to learners and launch the system. As the system is used in practice, various issues will likely arise. It is important to make continuous improvements and update the system to make it more user-friendly. Additionally, if an error occurs that cannot be resolved internally, contact the service provider. You must clarify in advance whether the emergency contact is the help desk or a specific representative, and establish a system that ensures problems can be resolved smoothly. Return to Table of Contents Benefits of Implementing e-Learning When considering the implementation of e-learning, it is essential to focus on the benefits it will provide. Implementing e-learning lays a foundation for consistent and in-depth learning. There are many other benefits to implementing e-learning, so we will now introduce three of them. Learning Anytime, Anywhere A major benefit of e-learning is that, as long as you have the system and an internet connection, you can learn regardless of time or location. By using mobile devices such as tablets and smartphones, you can study in any situation—including during short breaks like your commute. By providing an environment where learning is possible anytime and anywhere, we can also expect learners to develop consistent study habits. Consistent Learning Regardless of the Instructor Since e-learning always provides the same content, learners can progress through the material without being influenced by the instructor’s skill level. Because the quality of learning remains consistent and the instructional content is standardized, learners will not miss any key points as long as they thoroughly absorb the material. Furthermore, it is easy to adjust learning materials based on a learner’s level and progress. For example, once a certain standard is met, learners can delve deeper into the subject matter and gradually advance to more advanced content. Easy Progress Tracking and Feedback Implementing e-learning makes it easier to track progress and provide feedback. Since learners’ progress can be managed through data, it’s possible to provide precise feedback—such as advice on weak areas based on test results. It also becomes easier to check “how much of the course has been completed” via the management dashboard. Because both administrators and learners can easily track progress, it becomes simpler to plan future learning paths.   Back to Table of Contents: Disadvantages of Implementing e-Learning While there are numerous benefits to implementing e-learning, there are also disadvantages, such as the need to set up the necessary infrastructure and the fact that some aspects of learning cannot be fully addressed online. Before implementation, it’s important to thoroughly understand what points to be mindful of. Here, we’ll introduce three disadvantages of implementing e-learning. Setting Up the Learner’s Environment Is Essential When implementing e-learning, it’s not just about the administrator’s preparations; it’s also necessary to set up the learner’s environment by providing tablets, computers, and an internet connection. Since individual setups vary, establishing the appropriate infrastructure is essential when implementing e-learning. Managing Learner Motivation Is Essential While one of the major benefits of e-learning is the ability to “learn anytime,” it can be difficult for learners to maintain consistent progress if they lack motivation. Even if administrators set deadlines, it’s difficult to enforce them with absolute certainty. As a result, there may be disparities in progress and understanding of the material among learners. Initiatives to maintain consistent motivation across all learners are therefore crucial. Practical Skills Are Difficult to Teach Since e-learning is, by its nature, an online form of instruction, it is not well-suited for teaching practical skills. It is difficult to learn through hands-on experience or by collaborating with other learners to create something. To address this drawback, “blended learning”—which combines online and offline learning methods—is becoming increasingly popular. Back to Table of Contents: Improve Your Company’s Training Standards by Implementing e-Learning An increasing number of companies are looking to implement e-learning to place greater emphasis on in-house training. A major advantage is that setting up an online system makes it easier to track learners’ progress. It is important to carefully evaluate services to ensure they align with your company’s objectives. If you are interested in implementing e-learning, please consider our “learningBOX” system. It includes all the features necessary for e-learning and is designed so that anyone can easily set up a learning environment. If you are looking to provide appropriate training and raise your employees’ skill levels, please start by requesting information. ▼ Also Recommended! Related Articles Return to Table of Contents

Should You Implement E-Learning Training? An Explanation of the Benefits and Selection Criteria Given the current social climate, many business leaders and managers are likely looking for ways to conduct in-house training as efficiently as possible online. In this article, we’ll explain the basics and benefits of e-learning training, which has been increasingly adopted by companies in recent years. We’ll also cover the process for implementing e-learning training and key considerations for selecting a system, so if you’re planning to introduce e-learning training, please be sure to read through to the end. Table of Contents: What Is E-Learning Training? Benefits of E-Learning Training for Companies Drawbacks of E-Learning Training for Companies The Process of Implementing E-Learning Training Key Considerations for Choosing a Learning Management System E-Learning Is Becoming Essential Summary What Is E-Learning Training? E-learning training is a type of training conducted remotely via a PC or smartphone connected to the Internet. The system itself has existed since the dawn of the Internet in 1990, when it was known as CBT (Computer-Based Training). The “e” in e-learning stands for “electronic,” derived from the word “electric.” As the name implies, e-learning training refers to training conducted via electronic media.   Benefits of Implementing e-Learning Training for Companies As the shift toward online services accelerates across all sectors, an increasing number of companies are adopting e-learning training. When considering implementation, many people likely want to know what benefits they can expect. Here, we introduce four key benefits of implementing e-learning training for companies. Cost Savings on Travel, Lodging, and Venue Fees Implementing e-learning makes it possible to reduce the costs traditionally associated with conducting training. For example, when holding “in-person training,” participants must gather at a single venue to attend. For companies with a nationwide presence, this requires paying for travel and lodging expenses, which can result in significant costs. Furthermore, if there are a large number of participants, a large venue must be booked to accommodate them. With e-learning training, transportation and lodging costs are eliminated, enabling significant cost savings. No Need to Arrange Instructors E-learning training involves progressing through pre-established online programs. Therefore, there is no need to arrange for instructors to give special lectures or provide guidance on the content. Especially for training programs covering highly specialized topics, finding high-quality instructors can be a challenge unless you have the right connections; avoiding this hassle is a major advantage. Furthermore, there is no need to pay honoraria to instructors. Consistent Quality of Instructors and Instruction: In e-learning training, participants progress through the same course regardless of the instructor’s level. Consequently, there is no variation in instructor quality or learning outcomes based on region or the year the course is taken. Since the instructional content is standardized, a certain level of learning is guaranteed. Easy Progress Tracking: E-learning makes it easier to track learning progress. Both the organizer and the learner can check details such as “how far they’ve progressed” via the management dashboard, making it easier to grasp the big picture of the learning process and monitor progress—a definite advantage. It also clarifies any challenges participants are currently facing, making subsequent learning smoother. Disadvantages of Companies Implementing E-Learning Training While there are numerous benefits to implementing e-learning, there are also disadvantages. It’s important to understand the challenges unique to online e-learning. Here, we’ll outline four disadvantages for companies implementing e-learning training. Initial and Monthly Costs Are Required Introducing e-learning training requires both initial and monthly costs. While these vary depending on the specific system or service used, these two types of costs generally apply. Although there are no travel or venue expenses compared to in-person training, the overall cost may still end up being higher than that of in-person training. Internet Access Is Essential Since e-learning is conducted via the internet, a stable internet connection is essential for participants. While computers and smartphones have become widespread nationwide, the availability of internet access and equipment varies depending on individual and household circumstances. In cases such as pre-employment training, the cost of setting up an internet connection may be a burden for participants who do not have one at home. Mastering Practical Skills Is Difficult: Since e-learning training is primarily theoretical, one drawback is that it can be difficult to master practical skills. It is difficult to incorporate training content that involves learning tasks through hands-on practice or collaborating with other participants to create deliverables. On the other hand, in-person training offers the advantage of allowing multiple participants to acquire practical skills together. Maintaining Participant Motivation Is Challenging While the benefit of online training—the ability to “learn anytime, anywhere”—is a major advantage, it can also be a disadvantage. Since it is difficult to enforce specific timing for completing the training, participants with low motivation may be tempted to skip sessions. Measures to maintain consistent motivation among all participants and ensure they stay on the same page will be essential. The Process of Implementing e-Learning Training Below, we’ll explain the process of implementing e-learning training for those considering its adoption. If you’re unsure how to structure a program or want to understand the systematic approach, please use this as a reference. STEP 1: Determining Training Content The first step is to define the primary objective of the training and finalize the content. Identify the challenges your company faces and the specific topics you want participants to learn, then decide how the learning process will proceed. Since the content that needs to be learned varies depending on the circumstances of each participant—such as new hires or managers—the primary goal of the training is to help individuals resolve their specific challenges and advance in their careers. STEP 2: Selecting a Learning Management System (LMS) Once the main objective has been established, decide which Learning Management System (LMS) to use. Various services and systems are available, ranging from those where your company prepares its own materials to those where the materials are provided by the platform. Therefore, you must carefully select a system that aligns with your company’s training objectives. To ensure more effective e-learning training, choose a system that allows you to visualize the specific outcomes after the program concludes. STEP 3: Appointing a Training Administrator Once the content and system have been finalized, appoint a training administrator. The ideal candidate is someone who can coordinate participants and effectively manage the progress of the training. If there are too many participants for one person to manage, forming a team and proceeding in a project-based manner is another option. In such cases, be sure to clearly define who will bear ultimate responsibility and have decision-making authority. STEP 4: Conducting the Training Once all preparations are complete, move on to the actual implementation phase. Led by the administrator, ensure that tracking participant progress and reviewing submitted reports proceeds smoothly. It is also important to provide appropriate support whenever a participant falls behind. Since differences in progress and motivation among participants are inevitable in e-learning training, be constantly mindful of how to maintain overall balance as you proceed. STEP 5: Follow-Up One thing that must never be forgotten in any training program is that “the goal is not simply to conduct the training, but to apply what was learned to actual work.” Therefore, be sure to thoroughly implement follow-up measures after the training concludes. After completing e-learning training, it is also recommended to provide methods for accurately measuring the effectiveness of the training, such as assigning assignments to assess learning levels. In addition, methods such as collecting results and feedback through the submission of reports or questionnaires are also commonly used. Key Considerations for Selecting a Learning Management System Since numerous learning management systems (LMS) designed to support e-learning are available from various vendors, many people may be unsure how to choose the right one. To help you choose a learning management system that suits your company, we’ll explain the key points to consider here. Does it offer course materials that align with your company’s business and objectives? When selecting a learning management system, first confirm that it offers course materials suited to your company’s business and objectives. Using a system that strays from your learning objectives will not yield significant results. For example, if you plan to use e-learning for new employee training, choose a system with a wide variety of content in that area—such as one that “includes mechanisms for smooth communication” or “covers the fundamentals of professional conduct.” Is there a wide variety of learning materials? When implementing a learning management system, it is important to select one that offers a rich variety of learning materials and features. Once a training system is implemented, switching to a new one becomes extremely difficult. Additionally, this would incur new upfront costs, creating financial disadvantages. We recommend choosing a system with a wide variety of learning materials that can accommodate a broad range of training content and allow for potential program modifications. Is the system user-friendly? While ease of use is an aspect that’s easy to overlook, it’s a crucial factor. “Ease of use” is vital for both trainees and organizers in ensuring a smooth training experience. In particular, when training participants from generations less familiar with computers or smartphones, we recommend choosing a system with features that allow for intuitive operation. Does it have motivation management features? When conducting training online, managing learner motivation is a key challenge. To help maintain consistent motivation as much as possible, features such as “alert functions” that encourage learners who might otherwise slack off can lead to more effective results.   We are entering an era where e-learning adoption is becoming essential. Due to recent social trends, an increasing number of companies are adopting or considering e-learning training. The fact that conducting training online ensures consistent learning quality and reduces the effort required to prepare programs is undoubtedly accelerating its adoption. If you are considering implementing e-learning training within your company, be sure to thoroughly research the features of various services and systems and select the one that best fits your objectives. It has become an essential system for efficiently advancing in-house training. Summary: In this article, we introduced e-learning training, covering the process of conducting training and key points for implementation. For those considering implementing e-learning training, we recommend our “learningBOX.” It features intuitive, user-friendly operation and offers a wealth of features at an affordable price. We also offer a free plan that allows up to 10 users, including administrators, to use the service at no cost, so please feel free to give it a try.  

If you’re looking for training while working remotely, start with free e-learning. The COVID-19 pandemic has significantly changed the way employees work. Companies are rapidly rolling out remote work policies. Remote work is expected to improve employee satisfaction and labor productivity, and it’s a work style that will become increasingly common and widespread in the future. However, it’s also true that there are some weaknesses when it comes to in-house training and new employee orientation. This is where “e-learning” comes in handy. E-learning is gaining attention as a system that allows for effective training even while working remotely. In this article, we’ll discuss the benefits of e-learning and introduce ways to use it for free.   Table of Contents: 1. Why e-Learning Is Gaining Attention 2. Benefits of Implementing e-Learning 3. Main Types of e-Learning 4. How to Implement e-Learning for Free 5. Summary Why e-Learning Is Gaining Attention The reason e-learning is gaining attention is “changes in work styles.” While remote work has become the norm due to the COVID-19 pandemic, many companies have reported that “it is difficult to provide employee education and training” and that “in-person training and on-the-job training (OJT) cannot be conducted.” Given these circumstances, it will be crucial in the future to implement measures that enhance the skills of each individual employee in addition to remote work. “E-learning” is gaining attention as one solution to these problems. With e-learning, companies can easily provide education and training in areas that are otherwise difficult to address through remote work. Benefits of Implementing E-Learning Here, we’ll introduce the benefits of implementing e-learning.   Benefit 1: Learn Anytime, Anywhere A major benefit is the ability to learn anytime, anywhere. Since many e-learning platforms are compatible with smartphones, you can continue your studies anytime, anywhere. With “microlearning”—a type of e-learning—you can complete lessons in short sessions of 5 to 15 minutes.   Benefit 2: Learn at Your Own Pace With e-learning, you can proceed at your own pace. You can pause the course and take breaks, breaking your study time into smaller segments—such as 30 minutes, 1 hour, or 1.5 hours. The ability to learn freely while managing your own schedule is a key feature of e-learning.   Benefit 3: You Can Track Your Learning Progress One advantage of using e-learning with an LMS (Learning Management System) is that it makes it easy to track your learning progress. Generally, a learning management system used to track progress is referred to as an LMS. It is difficult to manage information such as “who has progressed to which point” and “what their scores are” on paper, but with e-learning, this data can be centrally managed. E-learning also offers many benefits for those managing the learning process. Benefit 4: A Wide Variety of Content is Available ▼Depending on the e-learning product, the following types of content may be available: ・Uploading materials ・Streaming YouTube videos ・VR experience-based lectures, etc. *While the above is just a partial list, there is a wide range of content available, including materials designed to teach work processes, professional etiquette, and business knowledge. Main Types of e-Learning There are several types of e-learning, including the following.   Individual Online Learning “Individual online learning” is a method where each employee accesses educational content delivered via the web. The advantage is that it provides learning tailored to individual needs, and it can be accessed not only from the office but also from home. Online Group Training “Online group training” is a method of conducting group training online using the web. Since online sessions allow for communication and the reading of facial expressions—elements often considered crucial in group training—they can achieve results comparable to in-person training. Online group training is also commonly used for new employee orientation and on-the-job training (OJT), which often involve face-to-face work and team discussions.   Mobile Learning Mobile learning is a method of learning using smartphones or tablets. Like individual online learning, it can be accessed anytime and anywhere, allowing even busy individuals to study during spare moments such as commutes or breaks. It is an effective way to maximize learning outcomes in a short amount of time.   Telework and Remote Work Training Telework and remote work training is e-learning designed to address challenges such as how to effectively manage telework and improve teamwork. The training content varies depending on the participant’s role—for example, team members focus on effective communication skills, while leaders and managers focus on improving their communication support and coaching abilities.   How to Implement e-Learning for Free For companies, the barrier to entry is high when it comes to implementing e-learning right away at a significant cost. If you’re considering implementing e-learning, we recommend trying a free e-learning platform first. Once you’ve familiarized yourself with its features and usability, and if you determine it offers good value for money, you can proceed with a full-scale implementation. Here, we’ll introduce ways to implement e-learning for free.   Use a System with a Free Plan Many e-learning platforms offer free plans (trials). To allow users to test the user experience, most products provide these free plans with restrictions on the number of users or the duration of use. Start by checking what free plans are available. Develop Your Own E-Learning System Another option is to develop your own e-learning system in-house. The advantage of in-house development is that you can design a system optimized for your own employees without relying on third-party e-learning providers. However, this requires personnel, costs, and specialized knowledge; if your company has the technical expertise, it might be worth building the system from scratch. Utilize open source. We also recommend utilizing open source. “Open source” refers to making the “source code”—the program that makes up the software—publicly available at no cost. While this offers the benefit of keeping software costs down, be sure to pay close attention to security risks, as the code is accessible to everyone. Points to Note When Using Free E-Learning As mentioned earlier, free e-learning offers various benefits, but there are also some points to keep in mind.   User Limits Free e-learning platforms typically have user limits. These limits range from as few as five users to around ten at most. While this may not be an issue for small and medium-sized businesses, it can be difficult for large corporations to use such platforms on a full-scale basis.   Fixed Free Trial Periods Free e-learning services have a predetermined service period. In most cases, the first one or two months are free, and continuing beyond that requires changing your plan or paying a fee. When considering an e-learning system, be sure to check the free trial period in advance and time your start so you can make the most of it.   Limited Available Content: Be aware that free e-learning platforms have limited content available. You can typically access two or three pieces of content for free, but you may be charged for additional content beyond that.   Security Risks Exist Free e-learning platforms may pose hidden security risks. This is because many e-learning platforms implement different security measures for their free and paid versions. Therefore, it’s generally safer to avoid free versions that require you to register detailed personal information.   Summary: We’ve covered the benefits of e-learning and the precautions to take when using free e-learning platforms. Some e-learning platforms offer free trials. Start by trying them out for free and consider whether they “improve employee satisfaction” and “deliver a good return on investment.” Once you’ve confirmed their ease of use, we recommend switching to the paid version for full-scale implementation. learningBOX is an e-learning system renowned for its ease of use. Since it can be implemented at a low cost, it’s sure to be of great help to you. Start by trying out the free plan, and please consider implementing it. ▼ Also Recommended! Related Article: “learningBOX Upgraded to Version 2.16”

[Developing Talent Through IT Education] What Is “Microlearning,” the Hot Topic of the Moment? Now that e-learning has become a common tool for talent development, “microlearning” is gaining attention as a new approach to training. While many people may have heard the term “microlearning,” most likely don’t know the details. In this article, we’ll explain the basics and key features of microlearning. We’ll also introduce examples of how microlearning is used and tips for maximizing its learning effectiveness, so we hope you’ll find this article helpful. Table of Contents 1. What Is Microlearning? 2. Characteristics of Microlearning 3. Scenarios Where Microlearning Is Used in Corporations 4. Tips for Maximizing the Effectiveness of Microlearning 5. Summary What Is Microlearning? Microlearning refers to a learning style that takes place in short sessions of about 5 minutes, rather than longer sessions lasting 30 minutes to an hour. The types of learning formats vary widely, ranging from simply watching videos to learning through quiz-based activities. One reason microlearning has gained attention is the presence of Millennials, who entered the workforce after 2000. Since Millennials are accustomed to digital devices and the internet, many of them use internet-enabled devices even in learning situations. Microlearning is well-suited to the millennial generation, and it is highly likely that it will be used in more and more contexts in the future. *Millennial generation: This term refers to people born in 1981 or later who reached adulthood or entered the workforce in the early 2000s.   The Relationship Between Microlearning and E-Learning Traditional e-learning involved lengthy learning modules, which made it poorly suited for microlearning. However, the number of people owning mobile devices—primarily smartphones but also tablets—is on the rise. The defining feature of microlearning is that it offers a learning style that fits modern lifestyles: “convenient, low-effort, and easy to stick with.” In today’s busy world, this learning style has the potential to become a key educational trend for the future. Characteristics of Microlearning: Here, we’ll outline three benefits and two drawbacks of microlearning.   Benefits of Microlearning The three main benefits of microlearning are as follows. Benefit 1: Learning Content Is Easier to Retain A major benefit of microlearning is that learning content is easier to retain. It is said that reviewing the same material multiple times is an effective way to solidify what you’ve learned. Microlearning content is designed to be short, creating the ideal conditions for repeated review. Another benefit is the ability to check understanding through quizzes and other assessments. To truly internalize what you’ve learned, output is just as important as input. Since microlearning allows you to practice both, it is expected to help solidify learning. Benefit #2: Learn Whenever You Want Since microlearning content is broken down into small, manageable chunks, you can learn whenever it’s convenient for you. If you’re learning on a smartphone, you can study not only at the office but also on your commute. Furthermore, by making use of unexpected pockets of free time, you can acquire new knowledge even while working. Benefit #3: Reduced Burden of Creating and Revising Content Another benefit of microlearning is the reduced burden of creating and revising content. Since modules are typically only 5 to 10 minutes long, even if revisions are needed, the effort required is not excessive. It is often said that we live in an era where change is unpredictable, and information learned today can become outdated in a short period of time. The ability to flexibly revise learning content in response to changing times is a benefit that also helps maintain content quality. Disadvantages of Microlearning Microlearning has not only advantages but also disadvantages. The two main disadvantages are as follows. Disadvantage 1: Not Suitable for Long Learning Sessions Since microlearning involves highly segmented learning content, it is not well-suited for extended learning sessions. For example, microlearning works well for content that can be learned in a short amount of time, such as studying English vocabulary. However, for topics that require a significant block of time, it may not be possible to achieve a thorough understanding. Furthermore, microlearning is not suitable for learning that requires face-to-face communication. Disadvantage 2: Difficulty Explaining Detailed Content Another disadvantage of microlearning is the difficulty in explaining detailed content. When explaining complex management theories in detail, it is necessary to divide a long video into several shorter segments. However, having learners watch several 5- to 10-minute videos increases their workload. E-learning is more effective for explaining detailed content. Scenarios Where Microlearning Is Used in Corporate Settings Like e-learning, microlearning is also widely used in corporate settings. Here, we’ll introduce two examples of how microlearning is used in corporate settings. In-house Education and Training for New Employees: Microlearning is frequently used to train new employees who need to learn a wide range of topics, such as basic business etiquette and industry-specific knowledge. When there are many topics to cover, it becomes difficult for learners to grasp the material through long videos like those in e-learning. However, with short videos like those in microlearning, learners can study each topic at their own pace. Especially for topics that are difficult to visualize through classroom instruction—such as exchanging business cards—using videos can help deepen understanding.   Training and Coaching for Managers: Microlearning is used not only for new employees but also in training scenarios for managers. Unlike new employees, managers are required to possess a broad range of knowledge, including management skills. However, since managers are often very busy, it can be difficult for them to set aside a large block of time for training. With microlearning, which allows learners to proceed at their own pace, even busy managers can easily continue their learning. Key Points for Maximizing the Effectiveness of Microlearning To maximize the effectiveness of microlearning, be sure to keep the following key points in mind when implementing it. The key points for maximizing the effectiveness of microlearning are as follows.   Use a Suitable Delivery System When implementing microlearning, it’s important to carefully select a delivery system. Choosing a system that’s difficult to use can not only make creating and editing questions time-consuming but also cause stress for learners. If you’re considering a specific delivery system, check to see if a free trial is available. We recommend trying it out first and carefully evaluating whether it will deliver the results you expect. Summary In this article, we’ve explained the details of microlearning, including its characteristics and key points for maximizing its effectiveness. Since microlearning is highly compatible with e-learning, using both in a balanced way can lead to significant learning outcomes. “learningBOX,” the e-learning system we provide, is intuitive to use and requires no programming knowledge. We encourage you to start by trying our free plan to experience its ease of use for yourself. ▼You Might Also Like! Related Article: “How to Choose a Microlearning Platform: Key Points Explained”

[A Must-Read for Training Managers] Key Points for Creating e-Learning Content In recent years, e-learning has become an increasingly popular option for employee training. It’s now easier than ever to create original e-learning content in-house without relying on external providers. In-house content is tailored to your company’s training needs and can lead to significant cost savings. In this article, we’ll explain what’s needed to create effective e-learning content. Click here for the table of contents 1. Three Key Points for Creating User-Friendly E-Learning Content 2. Five Steps to Creating Effective E-Learning Content 3. Good E-Learning Content Requires Continuous Improvement 4. Summary 3 Key Points for Easy-to-Follow E-Learning Content If a training manager were assigned the task of creating original in-house e-learning content, what challenges might they face? Questions like “How do I create questions and programs?” or “How can I create content that’s easy to understand?” would likely be at the top of their list. The biggest difference between traditional training and e-learning is that you can’t see the learners. You can’t gauge their motivation or level of understanding, which you might intuitively sense if you were in the same room. The biggest concern for training managers is likely, “Are they really listening? Do they really understand?” The key to creating accessible e-learning content lies in how you compensate for this drawback of the medium. Accessible content requires the following three elements: ・Point 1: Clarity ・Point 2: Ease of Mastery ・Point 3: Ease of Updates Let’s take a closer look at each of these.   Point 1: Clarity First and foremost, the content must be “clear.” Is the information you need to convey well-organized? Create content that communicates intuitively by carefully crafting consistent writing style and volume, as well as the visual appeal and color scheme of the content itself. Using images, photos, and graphs makes the content even easier to read and enhances understanding. Learning materials that include animations or audio are effective at improving learning efficiency and encouraging continued engagement. Well-designed materials influence not only comprehension but also learner motivation. Point 2: Ease of Mastery It’s also important for learners to feel they’re achieving tangible learning outcomes. The “ease of mastery” of the learning content helps solidify knowledge and prevents motivation from waning. Simply relying on one-way lectures will not yield the same learning outcomes as in-person training. Clearly distinguish between what learners “already know” and what they “don’t know,” and help them grasp their current level of understanding. It’s important to conduct “quizzes” before and after the training to visibly demonstrate how much knowledge has been gained and retained.   Point 3: Ease of Updates Better content requires regular updates to reflect changes in the company’s environment and learner feedback. Outdated information can cause confusion among learners and may even lower their motivation. One of the benefits of creating e-learning content in-house is the ability to make revisions and updates yourself. We recommend creating and managing the text, illustrations, and data used in the content with future updates in mind. 5 Steps for Creating Effective E-Learning Now that we’ve covered what makes e-learning content easy to follow, let’s look at the actual steps for creating it. Creating effective e-learning requires the following five steps.   [STEP 1] Define the Target Audience and Objectives First, identify the target audience for the training. The prerequisite knowledge and experience differ between training for new hires and refresher training for existing employees. For training to be highly effective, it is necessary to tailor the content to each level. Once the target audience is determined, set the learning objectives. What knowledge or skills do you want participants to acquire through this training? E-learning materials become difficult to follow if the purpose is unclear. Set objectives that are as simple, specific, and easy to understand as possible. We recommend focusing on how well participants have absorbed the content rather than simply setting the number of training hours as the goal.   [STEP 2] Develop Appropriate Content to Achieve the Objectives Once the target audience and objectives are determined, the next step is content. From the very beginning, calculate how much content is needed and how much time it will take to achieve the set objectives. The content should leverage the strengths of e-learning to allow learners to progress steadily, one step at a time. Please be careful: if you do not thoroughly consider these factors at this stage and create the content based on a “vague” idea, it will ultimately result in content that learners do not retain. At this stage, you should also consider the content structure, the devices used for learning, presentation methods (such as videos), and test specifications. 【STEP 3】Create the e-Learning Content Now it’s time to actually begin creating the content. Generally, the following elements are commonly used: ・Animations ・Videos ・Static images such as PowerPoint slides or PDFs Ensuring that data from post-training learning logs, surveys, and quizzes can be analyzed will lead to future improvements in your e-learning content. Thoroughly analyze this data to “visualize” the effectiveness of the training. Specifically measuring the extent to which objectives have been met is key to the success of the training. [STEP 4] Conduct the Training Let’s conduct the training using the content you’ve created. Don’t forget to provide support to keep participants motivated—for example, by using review quizzes or checking in with them in person (rather than just online) to monitor their progress.   [STEP 5] Revise and Improve the e-Learning Content as Needed After the training, were the original goals achieved? If not, analyze the content and make improvements. Conducting a satisfaction survey among learners is also a good approach. Additionally, if the training content becomes outdated due to various factors, revise it as soon as possible. Effective content requires frequent updates.   Good e-learning content requires continuous improvement. E-learning content that combines “clarity,” “ease of learning,” and “ease of updating” isn’t finished once it’s created; it’s important to continuously upgrade it based on the PDCA cycle. The PDCA cycle refers to the continuous improvement of business operations through the repeated four-step process of Plan, Do, Check, and Act. When applied to “creating effective e-learning content,” it works as follows: ・Plan: Clearly define the purpose of the e-learning training and its target audience, then develop a plan. ・Do: Deliver the training according to the planned content. ・Check: Evaluate the training based on learner achievement and satisfaction levels, and analyze the evaluation results to identify issues. ・Act (Improve): Review the training content and use the insights to inform the next “Plan” phase. Let’s thoroughly understand the tasks required at each stage and create even more effective content. Summary: It’s only natural for training professionals to want to “create high-quality content with as little effort as possible.” Because internet-based e-learning can be accessed anytime, anywhere, it’s essential to create content that’s even more tailored to learners than in-person training. With “learningBOX,” the solution we provide, you can configure detailed settings tailored to your users, including course setup, learner group management, and the ability to distribute materials to specific groups. It’s been adopted for training programs at various companies because it’s intuitive to use, even without programming knowledge. If you’re interested in e-learning-based training, we invite you to try our free plan to experience its ease of use for yourself. ▼Also Recommended! Read This Too: “Why E-Learning Is Effective for Solving Talent Development Challenges”

How to Use an E-Learning System for Free | What’s the Difference from Paid Services? There are both free and paid options available for implementing an e-learning system. However, many people may not understand the differences between the free and paid versions. In this article, we’ll explain how to use an e-learning system for free and discuss the benefits of paid services. Please use this as a reference when comparing services to find the one that best suits your company.   Table of Contents 1. How to Use an E-Learning System for Free 2. Benefits of Using a Paid E-Learning System 3. Summary How to Use an E-Learning System for Free An e-learning system is a learning method that utilizes the internet. Since you can learn anytime, anywhere as long as you have a computer or smartphone, the number of users has been increasing in recent years. Although e-learning systems may come with certain restrictions, there are ways to use them for free. Let’s take a look at specific methods for utilizing free plans and important points to keep in mind. Utilizing Free Plans Some paid e-learning services offer free plans. However, in most cases, these are trial plans with restrictions on the number of users or available content. Incidentally, for cloud-based e-learning systems, some services have no upfront costs. Be sure to consider this carefully when implementing a system. In-House Development If your company develops and implements its own e-learning system, you can use it for free. Since you can develop a system tailored to your company’s needs, this enables efficient learning. However, in-house development requires personnel with the necessary knowledge and skills. In addition, costs are incurred during system development, and you must also consider operation and maintenance, so this approach presents significant hurdles. Using Open Source Some e-learning systems are widely available as open source. You can customize them for your company’s needs while utilizing the base system. However, caution is required due to potential security risks.   Benefits of Using a Paid E-Learning System Let’s take a look at the benefits of using a paid e-learning system. No User Limits Free e-learning systems typically have user limits. While these limits vary by service, they are often capped at 10 users. In contrast, paid plans have no participant limits, allowing for smooth management even with a large number of learners. No Specialized Knowledge Required: Building your own e-learning system requires specialized knowledge. However, by using a paid service, you can easily create, distribute, and manage learning materials without needing such expertise. Additionally, in some cases, you can outsource operations and maintenance. Robust Security Measures Paid e-learning systems also address security concerns, which are often insufficient with open-source or in-house solutions. This is because paid services typically incorporate their own security measures within the system.   Wide Range of Learning Material Formats Paid e-learning systems typically support a wide variety of learning material types. You can choose from a broad range of formats—such as fill-in-the-blank exercises, quizzes, tests, and reports—to suit your company’s needs. Another advantage of paid plans is the ability to distribute large-capacity video content.   Summary: While some e-learning systems are available for free, paid e-learning services offer unique benefits. When implementing an e-learning system, it’s important to choose one that offers good value for money. Be sure to evaluate both free and paid options before selecting the one that best suits your company’s needs. learning BOX is highly popular because nearly all of its features are available for free with no time limit for up to 10 accounts. Registration is simple, and you can start using it right away, so if you’re interested, we recommend trying the free trial first. ▼ Also Recommended! Read This Too: “Why e-Learning Is Effective for Solving Talent Development Challenges”

Updated: January 28, 2022—An Explanation of How to Create In-House e-Learning Materials and Key Considerations During Production As remote work becomes more widespread, many companies are considering using e-learning for employee training and internal education, with the goal of training employees using their own proprietary training videos. However, many HR professionals at these companies are likely struggling with questions such as, “How should we go about creating these videos?” and “How can we create videos that are highly effective for learning?” In this article, we’ll provide a detailed explanation of the three options for creating e-learning content, how to create your own in-house e-learning, and key points to keep in mind during the production process.   Table of Contents: Three Options for Creating E-Learning How to Create Your Own E-Learning Key Points for Creating E-Learning Master the Steps and Key Points for Creating High-Quality In-House Training Videos Three Options for Creating E-Learning The main options for creating in-house e-learning are: “hiring a specialized vendor,” “using e-learning software,” and “creating it in-house.” The features available, as well as the time and cost required for implementation, vary significantly depending on the method you choose. Therefore, you should select the optimal option by considering the pricing, past track record, content, and suitability for your company for each option.   ① Outsourcing to a Specialized Provider Outsourcing to a specialized provider is the most common method of creation. By entrusting the work to professionals with specialized knowledge and years of experience, you can produce high-quality training materials without investing significant time or effort. In addition to filming and editing training videos, these professionals will conduct thorough consultations to understand your company’s goals and handle the project from the planning stage onward, making it easier to achieve effective learning outcomes for participants. Furthermore, some providers offer post-implementation support, providing peace of mind even for companies implementing e-learning for the first time. Although there is an initial cost, once created, the materials can be reused as many times as needed. Therefore, this approach offers excellent cost-effectiveness for materials intended for medium- to long-term use or for distribution to large groups. If you only need to create a small number of materials, you can keep costs even lower.   ② Utilizing Course Creation Software and Tools By using tools such as e-learning course creation software and e-learning systems, you can produce materials that match the creator’s vision and objectives without requiring specialized knowledge. These tools range from simple ones that assist with course creation to more comprehensive solutions that include distribution capabilities. Some allow for easy creation simply by taking photos with a smartphone, while others support multiple foreign languages. In addition to original materials, services that allow you to rent existing content are also attractive. Since there are numerous services that enable the creation of high-quality videos at low prices, when using e-learning software, it’s best to choose a reliable service with a proven track record that aligns with your company’s budget and objectives.   ③ In-House Production In-house production involves creating materials from scratch within your own company without using specialized support tools. Depending on the creator’s skills and knowledge, this typically involves using tools such as PowerPoint or video editing software. A key feature of this approach is the high degree of creative freedom: you can plan the learning content and video style entirely in-house, and tailor all aspects—including costs and the number of training materials produced—to fit your budget. This method allows you to keep costs lower than outsourcing or using off-the-shelf e-learning software.   How to Create Your Own E-Learning Content When actually creating your own e-learning content, the process is generally divided into five main steps. By understanding the workflow in advance and grasping the purpose and importance of each step, you can improve work efficiency and enhance the quality of your training videos. The following explanation clearly outlines the five steps and key considerations for each one. Please use these instructions as a guide when creating your videos. STEP 1: Defining the Purpose, Target Audience, and Goals Purpose: You must clearly define the purpose—“Why are you creating this training material?”” Clarifying the purpose makes it easier to plan the content, such as determining what learning material to include. Target Audience: The target audience refers to “who will be using this training material to learn.” The overall tone of the material will vary depending on whether the audience consists of young people, such as new employees, or older generations, such as managers, and whether the majority of participants are women or men. Goals: It is also important to define “what the learning objectives of the training material are.” By establishing these goals in advance, you can create highly effective learning materials by keeping the information focused—even if the scope of what you want to teach expands during the creation process. STEP 2: Designing the Course Structure Schedule Clearly define the schedule for each phase of e-learning development. Schedule items include requirements definition, copywriting, design document creation, content production, and testing. Clearly defining the person in charge (role) for each stage will also help ensure the process moves forward efficiently. Title It is recommended to roughly decide on the title at the very beginning rather than leaving it until the end. Deciding on the title allows you to re-evaluate exactly what the content is about. While you can change it to a catchier title later, it’s best to keep it straightforward at this stage. Chapters and Sections: Perhaps the most important task in structuring the content is identifying the necessary topics and organizing them into “chapters” and “sections.” Organize the content while considering what topics and in what order will be easiest for learners to understand. If there are too many topics, it’s a good idea to split the content into smaller sections.   STEP 3: Content Creation – Creating a Slideshow Based on the initial e-learning draft you developed, create a slideshow to share your vision for the final content with stakeholders. We recommend using PowerPoint to create the slideshow. Script Writing: When writing the script in PowerPoint, it is standard practice to dedicate one slide to each screen of content. The detailed design phase focuses primarily on organizing the content of the slides and the explanatory text in the notes section. Since inconsistent terminology or phrasing can distract learners from the subject matter, be sure to thoroughly consolidate the content at this stage. Filming: To ensure efficient filming, inspect the location in advance and visualize the placement of performers and equipment. Since footage shot by amateurs tends to be too dark, ensure adequate lighting by using lighting equipment. Additionally, since a rehearsal is necessary, make sure to set aside sufficient time before beginning the shoot.   STEP 4: Review the Final Product Once filming is successfully completed, review the final product to ensure the learning content is accurate and the video is free of glitches. Typos and omissions are easy to overlook, so have multiple people check it thoroughly. Having a third party review it allows for a more objective evaluation, which leads to improved quality.   STEP 5: After Completion If the final product passes review without any issues, conduct the training within your company or elsewhere. Gather feedback by distributing surveys to participants. Clearly evaluating each aspect—such as whether the video was easy for learners to watch and whether the content length was appropriate—will help guide future improvements.   Key Points for Creating E-Learning Content By focusing on key points—such as adding narration and adjusting content length—you can create videos that are more effective for learners and easier for your company to manage. If you’re unfamiliar with the tools or creating a video for the first time, the process may take some time. Keep the points introduced here in mind to create the video that best suits your company’s needs. Inserting Diagrams, Charts, and Narration By inserting diagrams, charts, and narration, information is conveyed not only through the video’s audio but also visually, which enhances learning effectiveness. Be careful not to overload a single slide with information; focus only on the key points you want to convey. Keep text, such as captions, concise, and vary the colors, fonts, and sizes to improve readability. It’s also a good idea to consider your target audience’s position and age group when selecting the types of materials to include.   Incorporate the Instructor or an Avatar While it’s best to summarize the information on slides concisely, relying solely on diagrams, tables, and narration may make the content too simple, potentially making it difficult to hold the learners’ interest. Incorporating the instructor or an avatar can increase the appeal to learners and help them deepen their understanding more effectively. By skillfully combining the instructor or avatar with the slides, you can create a structure that keeps learners engaged. Keep individual segments short. If a single segment is too long, learners will lose focus, so start by organizing the content and key points you want to convey in the training video. Consciously omit unnecessary content. If a segment is too long, it’s best to break it into parts and condense the key points into about 30 minutes. Keep the total duration to within one hour at most. Design the course for easy updates and revisions. The information covered in e-learning evolves daily, and in the early stages, you’ll likely identify areas for improvement and make frequent revisions. Additionally, even after the content is released, there is a possibility of changes or revisions to the systems being used, or the occurrence of technical issues. By designing the content to be easily updated and revised in anticipation of such changes, you’ll make future work much easier. A “design that’s easy to update and edit” includes having a well-organized structure where information on each slide is presented concisely, and materials such as diagrams, tables, and illustrations are properly saved in separate files. Making it easy to locate areas that need correction and creating the content with future updates and revisions in mind will make a significant difference in work efficiency down the line.   Strategies for Maintaining Motivation When creating high-quality educational materials, it’s important not only to ensure they are “easy to understand” but also to incorporate strategies that help reinforce knowledge and maintain motivation. Rather than simply having learners go through the materials, “checking their understanding through quizzes or tests” “offering incentives,” or “setting aside time for Q&A sessions” can further enhance learning efficiency. Be sure to discuss and incorporate features such as the ability to view progress and accuracy rates, as well as setting passing thresholds, during the planning and design stages.   By mastering the procedures and key points for creating e-learning content, you can produce high-quality in-house training videos. When creating your own e-learning content, it’s important to ensure the videos are easy for learners to understand and help maintain their motivation—rather than simply satisfying the creator’s own sense of accomplishment. No matter how much effort you put into creating a video, it cannot be considered good instructional material if it fails to help learners retain the knowledge. By keeping the points explained here firmly in mind, you can create effective original content. We hope you find this information useful. ▼You Might Also Like! Recommended Reading: “Introducing In-House Training for New Hires Using e-Learning”

What Are Employee Development Methods? An Overview by Type, Including e-Learning and OJT There are a variety of methods for employee development. As a result, many people may be unsure which method to choose. In fact, since each employee development method differs in cost, duration, and purpose, choosing the wrong one could potentially disrupt business operations. In this article, we’ll provide a detailed explanation of the four main methods of employee development.   Table of Contents 1. Two Types of Employee Development Methods 2. Employee Development Methods 3. Key Considerations When Selecting an Employee Development Method 4. Summary Two Types of Employee Development Methods When conducting employee development, methods can be broadly categorized into two types. Let’s review these before considering specific approaches.   Method 1: Narrowly Defined Talent Development Methods The first type focuses on studying job duties and business etiquette training. Learning takes place through methods such as in-person workshops or online courses.   Method 2: Talent Development in the Broad Sense The second type of talent development broadens the scope beyond just job duties, as described below. It’s important to be aware that these approaches also exist. Mentor programs, teaching, and coaching… where senior employees serve as mentors to develop talent Job rotation programs… Personnel assignments are periodically changed to allow employees to gain exposure to a wide range of tasks. MBO… Also known as the Management by Objectives system, this involves employees setting their own goals and being evaluated based on their achievement levels. Approaches that do not strictly follow the format of traditional study or training courses are also categorized as talent development in a broad sense.   Human Resource Development Methods There are four types of human resource development methods for teaching employees about job duties and business etiquette. OJT OJT (On-the-Job Training) is a method in which instruction is provided on the job, allowing employees to learn their duties while performing their daily tasks. While this allows for efficient learning, it places a burden on the instructors, so care must be taken to avoid the risk of disrupting regular operations. Off-JT: Off-JT (Off-the-Job Training) is a method of employee development conducted outside the workplace, unlike OJT. It involves holding seminars or study sessions and inviting instructors to lead the learning. Since external instructors can be invited, this method offers the advantage of incorporating standardized knowledge. However, because it requires gathering many employees in one location, costs such as venue fees, travel expenses, and instructor fees are incurred. Self-Development Self-development refers to activities such as reading books or attending seminars on one’s own initiative. Since employees are responsible for their own learning, the burden on the company is relatively low. However, it is important to note that this can lead to inconsistencies in individual progress and potential disparities in skill levels. E-Learning E-learning is a method of learning that utilizes the internet. Its advantages include the fact that it does not incur costs like Off-JT, and it is less likely to result in inconsistencies in skill levels compared to self-directed learning. Another appeal of e-learning is that employees can study during their free time at home or while commuting. Key Considerations for Selecting Training Methods Selecting the training method that best suits your company will improve learning efficiency. Let’s look at the key points to consider when selecting a talent development method. Duration and Budget Determine the duration and budget available for training. If you want employees to learn job duties quickly, intensive training through Off-JT or e-learning is recommended. Choose between Off-JT and e-learning based on your budget.   Content to Be Taught: Choose a training method based on the content you want to teach your employees. If you want employees to learn through interaction, consider using OJT or Off-JT, which allow for direct dialogue with a mentor.   Target Audience: If the employees you wish to train are new hires, it is best to use Off-JT or e-learning to allow them to learn the basics thoroughly over time. On the other hand, for mid-level employees or mid-career hires, self-directed learning or OJT—where they learn while performing their duties—will place less of a burden on them.   Summary: We’ve explained various employee development methods. By selecting the approach best suited to your company’s employees, you can help them learn their job duties efficiently. Choose a training method after carefully considering factors such as cost, duration, and target audience from multiple angles. learningBOX is a user-friendly platform for both learners—from elementary school students to adults—who can enjoy the learning experience, and administrators, who can create courses without programming knowledge using an intuitive management interface. Furthermore, with a track record of approximately 13,000 users, it is capable of meeting a wide variety of needs. ▼We also recommend this! Be sure to read “[2021 Latest Edition] A Comprehensive Guide to e-Learning Platforms”

How to Overcome the Drawbacks of Microlearning Microlearning is gaining attention as a new learning method. However, even if you’re considering implementing it, you may have concerns such as not knowing the specific drawbacks or how to address them. Therefore, in this article, we’ll explain how to overcome the drawbacks of microlearning.   Table of Contents 1. Characteristics of Microlearning 2. Disadvantages of Microlearning 3. How to Overcome the Disadvantages of Microlearning 4. Summary Characteristics of Microlearning Microlearning is a study method where learning is completed in a short amount of time—typically just a few minutes. It makes use of online resources such as videos and text, allowing learners to engage with the material during spare moments, such as at home or while commuting. It can also be accessed via mobile devices like smartphones and tablets. In addition to the features mentioned above, it is a learning method well-suited to modern learners, incorporating game elements such as quizzes. To summarize microlearning simply, while it shares the flexibility of e-learning—allowing you to study whenever you like—it is best suited for content that can be completed in a short amount of time. Disadvantages of Microlearning Microlearning, which is characterized by short learning sessions, also has its disadvantages. Let’s take a closer look at the specifics.   1. Not Suitable for Detailed Interactions Such as Q&A While its convenience—allowing you to study on a mobile device during spare moments—makes it easy to establish a learning habit, it is not well-suited for learning that involves question-and-answer sessions. For example, if the learning process requires detailed back-and-forth between the instructor and the learner, you should consider a different method. 2. Difficulty Maintaining Motivation Since learning takes place during spare moments at home or while commuting, it’s hard to stick with unless you’re self-motivated. Because it’s difficult to stay motivated under these circumstances, you may not achieve the learning outcomes you expect. 3. Difficulty Learning Content That Requires Long-Term Mastery Because learning is based on short, self-contained modules, it’s not well-suited for content that requires long-term study, such as preparation for certification exams. If you need to acquire skills or knowledge over an extended period, you’ll need to combine this approach with other learning methods. 4. It’s difficult to hone interpersonal skills. Basically, real-time communication isn’t possible. For example, this method isn’t suitable for learning content that requires interpersonal skills or communication, such as speaking aloud to receive feedback.   5. Preparation Requires Time and Money Implementing microlearning requires both time and money. Be aware that you’ll need to prepare by selecting a platform, creating learning materials, and managing student performance. How to Overcome the Disadvantages of Microlearning Here, we’ll explain how to address the disadvantages mentioned above.   Combine with Offline Learning The disadvantages of microlearning—such as “the inability to ask questions” and “the inability to hone interpersonal skills”—can be resolved by combining it with offline learning opportunities. While utilizing microlearning as a platform for acquiring basic knowledge, be sure to create opportunities for communication through offline workshops or one-on-one meetings.   Use a Suitable Microlearning Service Concerns such as “difficulty maintaining motivation” and “time and cost required for implementation” can be resolved by using a suitable microlearning service. For example, it’s often difficult to stay motivated with learning materials that consist solely of text. However, depending on the service, you can incorporate features such as video content and quiz-based materials. Additionally, some services provide support for creating learning materials, which can significantly reduce preparation time. By selecting a service that suits your company’s needs, you can minimize both time and costs. Summary: Microlearning has both advantages and disadvantages. In particular, if the content you wish to teach isn’t well-suited to microlearning, effective learning may be difficult to achieve. However, these drawbacks can be mitigated by combining microlearning with offline learning or by selecting the right service. Therefore, when opting for microlearning, it’s important to develop a strategy to address these drawbacks right from the implementation stage. learningBOX allows anyone to easily create e-learning content without specialized knowledge. The free plan allows for unlimited, unrestricted, and free use for up to 10 accounts, so you can start by giving it a try. By minimizing the risks after implementation, you can effectively mitigate the drawbacks. ▼You Might Also Like! Related Article: “How to Choose a Microlearning Platform: Key Points Explained”

How to Choose a Microlearning Platform: Key Considerations Microlearning is ideal for short learning sessions. However, some people may struggle to choose the right platform. In fact, if you don’t know what factors to consider when making your selection, implementing a platform can end up being time-consuming. Therefore, this article explains how to choose a microlearning platform. Please use this as a reference when selecting the service that best suits your company. Table of Contents 1. What Is a Microlearning Platform? 2. Key Points for Choosing a Microlearning Platform 3. Use Cases by Job Role 4. Summary What Is a Microlearning Platform? To implement microlearning, you need to use a platform. Content managed by the optimal platform allows learners to study comfortably and makes it easier for companies to track performance and create questions.   What Is Microlearning? Microlearning refers to learning materials designed to be completed in a short amount of time. Learners can study at their convenience using computers, smartphones, or tablets. Since microlearning sessions are shorter than traditional e-learning, it is well-suited for simple learning tasks such as memorizing vocabulary.   What Is an LMS? The platform used to manage microlearning is called an LMS (Learning Management System). It is an indispensable component when implementing microlearning. It enables centralized management of performance tracking, content creation, progress monitoring, and multi-device support.   Key Considerations for Choosing a Microlearning Platform Choosing the right platform is a crucial factor when implementing microlearning. It’s important to compare and evaluate options to avoid situations where the platform doesn’t meet the needs of either the company or the learners after implementation. Below, we’ll explain the key points to consider when selecting a microlearning platform. Be sure to take advantage of free plans and free trials as well.   Does the Platform Have a Track Record? Check whether the platform has a proven track record. Reviewing case studies and understanding which types of companies are using it will make the implementation process easier. Are the Pricing Plans Transparent? Pricing varies depending on various factors, such as the number of learners and server types. When selecting a platform, one key point is to carefully verify that the pricing plans are transparent. Is the user capacity appropriate? The number of learners is also an important factor. If you opt for a plan designed for a large number of users when you only have a small group, you’ll incur unnecessary costs. Compare the number of learners with the plan details to select the most appropriate platform. Does the platform offer a well-designed learning environment? Microlearning is a system designed to allow learners to complete a large number of short learning modules. Therefore, to maintain motivation, a platform that offers a variety of learning methods—such as quizzes and videos—is ideal.   Is there sufficient storage capacity? The amount of storage available for learning materials varies by plan. Be aware that with plans offering limited storage, you may not be able to distribute a large number of image- or video-based learning materials even if you create them. Is it easy to manage? Distributing learning content requires management. The more user-friendly the platform—in terms of tracking individual progress and managing the distribution system—the more it reduces administrative overhead.   Is it multilingual? If you want foreign employees to use microlearning, the platform must support multiple languages. Choose a platform that allows users to navigate and send messages in multiple languages, such as English. Is it user-friendly for learners? To encourage active participation in microlearning, user-friendliness is crucial. It’s important to incorporate the learner’s perspective—for example, ensuring the interface is intuitive and navigation is stress-free. Use Cases by Job Role Let’s take a closer look at the use cases for microlearning. Fostering a Culture of Learning Among All Employees When conducting talent development, it’s essential for employees to adopt a mindset of regular learning. As mentioned earlier, since microlearning consists of learning materials that can be completed in a short amount of time, it makes it easier for employees to develop a mindset of continuous learning. Pre-training for managerial roles Many managers have busy schedules, and due to the high time cost involved, they often find it difficult to set aside extended periods for training. However, microlearning can help alleviate this burden. In particular, it is useful for learning foundational knowledge related to management and business operations. Subsequent in-person training sessions will also proceed more smoothly if participants have already acquired this foundational knowledge in advance.   Support for New Employee Training Since new employees have a lot to learn, microlearning can provide support for knowledge acquisition. It is a learning method well-suited for mastering basic knowledge such as specialized expertise, market understanding, and business etiquette. Summary When it comes to microlearning, choosing an easy-to-use platform is crucial. If the platform isn’t user-friendly for both the company and its employees, effective learning becomes difficult. Since many services offer free plans or free trials, it’s easy to compare and evaluate your options. Keep the points explained in this article in mind when selecting a microlearning platform. learningBOX allows anyone—from elementary school students to adults—to learn in a fun way. Administrators can manage the system via an intuitive dashboard, making it a “platform that’s easy for everyone to use” that requires no programming knowledge. Furthermore, with a track record of being adopted by approximately 13,000 users, it can meet a wide variety of needs. ▼You Might Also Like! Recommended Reading: “The Hottest Education Trend Right Now! Transforming Talent Development with Microlearning”