human resources development

Due in part to various social conditions, the wave of digitization is spreading throughout Japan. In this context, many managers and staff members may be interested in digitizing the manuals they operate within their companies. In this article, we will explain the background behind the spread of digitization of manuals and the benefits of digitization. We will also introduce the procedures for digitization, so please continue reading to the end of this article if you are interested in renewing your manual operation system. Background of the increasing digitization of manuals The spread of the new coronavirus that began in 2020 has brought attention to the widespread use of remote work and DXing within companies in Japan. According to the Ministry of Internal Affairs and Communications, the rate of telework adoption by the private sector rose from 17.6% to 56.4% during the first emergency declaration and again to 38.4% during the second emergency declaration. Source: Ministry of Internal Affairs and Communications This is because there is a growing trend to replace conventionally operated paper manuals with electronic manuals when introducing teleworking. With the spread of telework, companies are required to create an environment where manuals can be accessed from multiple locations. The realization of digitization will make business operations more efficient. Back to Table of Contents Advantages of Digitizing Manuals As the trend toward digitization is accelerating in all areas, so too is the digitization of manuals. In this context, many of you may want to know what advantages can be gained by digitizing manuals. Here are three advantages of digitizing manuals. Increased operational efficiency By digitizing manuals, paper manuals can be organized, classified, and stored systematically. This will improve work efficiency by making it easier to search for information, even if the manuals are voluminous. Another major advantage is that information can be accessed anytime, anywhere. Enables joint management Manuals must be created, stored, and updated in order to be maintained. While updating paper-based manuals is not a frequent task in terms of printing and storage, digitization makes it easy for anyone to update them. In addition, since electronic manuals can be managed collaboratively, the various tasks involved in updating can be carried out simultaneously. It can be said that electronic manuals are better suited for practical operations. Eliminates the need to carry them around Digitizing manuals eliminates the hassle of carrying them around. In the past, manuals had to be pulled out of paper media before use, but with electronic manuals, this process is no longer necessary. The ability to quickly retrieve necessary information at any time is a major advantage. The restrictions on location and time are eliminated, and work can proceed smoothly even when you are away from home, as you only need to carry your PC or smartphone. Back to Table of Contents Disadvantages of Digitizing Manuals While there are many advantages to digitizing manuals, there are also disadvantages. It is important to understand the differences from the paper-based media that have been in operation up to now. Here are two disadvantages of digitizing manuals. Cannot check multiple pages at the same time Unlike paper media, electronic media cannot reference multiple pages or multiple booklets at once. If you have been following business procedures by spreading out multiple manuals, digitizing your manuals may adversely affect your efficiency. Depending on the situation, it may be necessary to prepare two terminals or to make the electronic manuals compatible with split screens. Difficulties in transitioning to electronic manuals in some cases It is not easy to convert a large number of manuals to electronic format at once. Let's move from paper to electronic media little by little, depending on the situation. It is also necessary to make adjustments for those who prefer to use paper media or are accustomed to paper media operation. While communicating the benefits of digitization, it may be necessary to consider simultaneous operation with paper media in cases where this is inevitably unacceptable. Back to Table of Contents Procedures for Digitizing Manuals The procedure for digitizing manuals can be divided into the following four steps STEP1: Decide on the manuals to be digitized STEP2: Prepare the tools to be used for digitization STEP3: Reconfirm the table of contents and overall structure STEP4: Start digitization using various tools Understand what needs to be done at each step, and proceed smoothly with the digitization of your manuals. Decide which manuals to digitize The first step is to decide which manuals are to be digitized and determine the purpose. Based on the benefits to be gained by digitizing manuals, select which manuals will be digitized first, such as those for new employees, sales employees, and field workers. Prepare the tools to be used for digitization Once the target manuals are determined, determine which tools will be used to digitize them. First, decide whether you will use free tools or paid tools. Typical free tools include Google Drive, Google Docs, and Google Spreadsheets. In addition, a variety of paid tools have been released by various companies. Check the details of each service and choose the one that best suits your purpose. Reconfirm the table of contents and overall structure Once the tool to be digitized has been decided, review the existing contents, including the scope of work, advance preparation, procedures, and the level of detail required, and reconfirm the table of contents and overall structure. If there have been any problems in the past with paper-based media, correct them here. When revising the manual, it is important to reexamine what you want to convey in the manual, and then systematically restructure it. Final checks should be made for digitization, including additions and deletions. Start digitization using various tools Once the content has been finalized, it is time to begin digitization. Depending on the tool you use, you may need to input the information into a template or import existing files while digitizing. After the manual is completed and distributed, it is important to make improvements as you use it. Since digitization makes it easier to update the manual, make revisions as necessary to make the manual more complete. Back to Table of Contents Let's move forward with IT in our company! The number of companies that are working on the computerization of manuals is gradually increasing, encouraged by the recent social situation. Let's consider the advantages and disadvantages, and how we should tackle the issue before proceeding. When digitizing, it is also important to scrutinize the work procedures. If you would like to review your in-house training methods in conjunction with the computerization of manuals, please consider our learning management system "learningBOX". With its complete set of functions, including the creation and distribution of teaching materials, grade management, and participant management, it is the perfect IT solution for in-house training systems. 10 accounts can be used free of charge for an unlimited period, so please feel free to try it out for a free trial. ▼Here's another recommendation! Also read. Back to Table of Contents

Introducing 9 effective human resource development methods! Explanation of key points of implementation and how to proceed. In order to increase a company's strength, human resource development must be conducted effectively and efficiently. Some managers and human resource managers may have questions such as, "I want to know how to improve the skills of my employees," or "I want to know how to decide on a training policy based on the level of employees. In this article, we will explain the methods and implementation points of human resource development. If you are interested in reviewing your training methods in accordance with your company's actual situation, please continue reading to the end of this article. Click here for Table of Contents What is the importance of human resource development? 9 Typical Human Resource Development Methods Key Points for Smooth Implementation of Human Resource Development Procedures for promoting human resources development Supporting Human Resource Development through e-Learning What is the importance of human resource development? People, goods, money, and information are important as resources that increase the value of a company. All of these are very important items in corporate management, but people are said to be the most important resource among them. The growth of human resources is directly related to the growth of a company, and failure to develop human resources can lead to a loss of market competitiveness. In addition, we are approaching an era in which globalization demands the development of human resources who can be active not only domestically but also internationally. Developing high-level human resources who can be active in all situations, both domestically and internationally, will lead to the growth of the company itself. Nine typical human resource development methods There are various methods of human resource development, and they should be used according to the situation. Since new hires and mid-career employees have different levels of experience and skills, the training methods to be taken may differ. The following is an explanation of nine human resource development methods, including on-the-job training for new employees. On-the-Job Training (OJT) OJT is a method of acquiring necessary knowledge and skills through on-the-job training. OJT has been introduced by many companies and is highly popular as a means of efficiently promoting immediate job skills. Since senior employees are nearby to help you with your practical work, you can expect to acquire skills quickly. While on-the-job training programs for new employees tend to be well established, many companies have yet to develop programs for mid-career employees. Off-JT (Off-the-Job Training) Off-JT refers to group training in which lectures and group work are conducted in a single location. Since trainees gather in the same place to receive training, it is characterized by the ability to train a large number of people at one time. Because it is a human resource development method that targets multiple people, the quality of the training is less likely to be blurred and a certain level of quality can be maintained. Another feature of this method is that it enables participants to prepare for actual work through role-playing and other methods in order to apply the knowledge and skills they have learned. By acquiring knowledge in advance, you will be able to work with peace of mind. E-learning E-learning is a training method in which knowledge is acquired by digesting online content using a smartphone or computer. In recent years, many services have been released and an increasing number of companies are adopting them. Group training requires the arrangement of a venue and the request of an instructor, but none of these costs are required. Another key point is that the system allows you to learn regardless of location, so you can make effective use of your free time while commuting to work. On the other hand, the depth of learning varies depending on the motivation of the student, which is an issue. Mentoring System The mentor system is a training method in which senior employees (mentors) provide guidance and support on a one-on-one basis, mainly to new employees. This system covers a wide range of areas from accumulation of work experience to mental care. By having a senior employee, rather than a supervisor, provide guidance, the system solves problems that new employees tend to have, such as "I don't have a senior employee I can talk to anytime about my work or private life problems," and creates an environment in which it is easier to ask for help. An increasing number of companies are introducing mentoring programs with the aim of revitalizing the company and reducing turnover. Job Rotation Job rotation is a method of training employees by reassigning them to different positions with the aim of developing their skills. Unlike regular personnel transfers, job rotation is strategically implemented based on a clear human resource development plan to promote long-term growth. The main objectives are to place the right person in the right position, to gain an overall picture of the company through various tasks, and to bring about new innovations through skill development. In many cases, the program tends to target future executive candidates. Various methods are used, ranging from assignments to multiple departments over a short period of time, such as three to six months, to assignments to a single department over a long period of time, such as three to five years. Management by Objectives (MBO) The Management by Objectives (MBO) system is a system in which each employee is asked to set goals and is evaluated based on the degree of achievement of those goals. It is a method of training employees to become more proactive, expecting them to work with their own ingenuity and effort in order to achieve the goals they set. When setting goals, relate them to the goals of the company as a whole and to the goals of the department. This is to foster an awareness of the need to contribute not only to one's own growth, but also to the company itself. In addition, it is necessary to have your supervisor or the person in charge check the appropriateness of the content of the goals you set. Coaching Coaching is a training method in which the supervisor helps the trainee achieve his or her goals through advice and questions. Coaching has been introduced by many companies as a method to motivate employees while promoting their autonomy. Supervisors with a wealth of knowledge and experience are required to implement this method. Training for the coachee is also necessary, as the key is how to guide the coachee toward his or her goals. Teaching Teaching is a training method in which a supervisor or senior employee passes on information and skills to the trainee. The main purpose is to convey basic knowledge and basic rules for starting work. While the subject of coaching is the "trainee," the subject of teaching is the "supervisor/senior employee. Teaching is intended to provide necessary information in a one-way manner and does not place emphasis on mutual communication. Stretch Assignment Stretch assignment is a training method in which trainees are assigned tasks that are more difficult than their current abilities, with the aim of acquiring skills that they have never had before. By placing the trainee in a challenging environment, rapid growth is encouraged. The assignment requires a good understanding of the subject because it is necessary to set tasks that can be achieved through hard work, rather than assigning tasks that are unnecessarily difficult. This program is used with younger employees and is also used to develop a list of future executive candidates. Key Points for Smooth Implementation of Human Resource Development The following are points for those who are considering or reviewing new human resource development measures to ensure smooth implementation of training. Since it is extremely important to know how to set up an internal system, please refer to this section if you are involved in human resource development. Allow time for human resource development In order to promote human resource development smoothly, you must focus on creating an environment that secures time for training. Many HR managers, senior employees, and supervisors have a variety of tasks to perform alongside their training. In some cases, it may be difficult to parallel normal work duties, so it will be necessary to build a system that allows for adjustment of workloads and other measures to ensure that human resource development can be handled as well. Enhance the skills of personnel in charge of human resource development Improving the skills of those who are actually involved in human resource development is also an essential point in creating an environment for human resource development. Without an understanding of the appropriate training methods, the people to be trained will not be nurtured, so it will be necessary to acquire the appropriate skills and knowledge as a leader. Therefore, training and development for supervisors and personnel in charge must also be undertaken in a planned manner. Training for those in charge and rope training should be conducted to improve quality and equip them with the skills for teaching. Establish an evaluation system for human resource development. To facilitate human resource development, it is important to establish an evaluation system for personnel in charge. Unlike sales, where sales figures are directly generated, or marketing, where overall strategies are assembled, human resource development tends not to be evaluated by numbers. However, work related to human resources is an important task that can be said to be the foundation of a company. However, it is also a job that is very difficult to evaluate because results are not immediately apparent. It is important to create a clear evaluation system because it may lead to a decrease in motivation if the personnel manager feels that he or she is not getting an appropriate evaluation based on the burden. Procedures for advancing human resource development The following is an explanation of the procedures for promoting human resource development. Blindly passing on skills and knowledge without a clear objective will not develop human resources. Let's follow the appropriate flow and proceed effectively. If you are unsure of how to proceed with human resource development, please refer to this section. Analysis of Current Situation and Identification of Issues Before proceeding with human resource development, it is important to analyze the current situation and identify issues. It is important to properly understand the current productivity and efficiency of the personnel to be trained. To this end, it is necessary to conduct interviews with supervisors and department personnel to identify the issues facing the target employees. Clarify the skills and character required of the target person. After completing the analysis of the current situation and understanding of the issues, it is time to solidify the specific skills and personality profile required of the target persons to be trained. To this end, it is effective to create a skill map. A skill map is a list of the skills required for the career of each trainee, organized in a step-by-step manner, so that goals such as "acquire these skills in XX years" can be clearly defined. By clarifying not only practical skills, but also human qualities and other aspects of the person's life, it will be easier to determine what needs to be done in the next 5 to 10 years to achieve these goals. Select the appropriate training method for the target person Once the skills and personality profile of the person to be trained have been established, select the most appropriate training method from among various methods such as job rotation, mentoring, and target management systems. In doing so, it is also important to measure the on-site burden and costs associated with the training, and then distribute the burden across the entire organization so that no specific department is burdened. It is also necessary to regularly measure the effectiveness of human resource development to determine whether or not it is progressing according to the plan. It is important to check whether skills are actually being acquired and whether they are developing into the human resources required by the company, and to correct course if there are any delays. Supporting Human Resource Development through e-Learning Every company has the desire to strengthen its foundation by focusing on internal human resource development and to increase its market competitiveness over the medium to long term. We will select the appropriate training method according to the actual situation of your company. If you are considering an e-learning training plan, please consider our "learningBOX". We have all the functions necessary for e-learning, from content management to learner management, so please contact us first with a request for information.  

In contrast to face-to-face learning, where the instructor and student meet at a specific location, online learning, where the learning is conducted on the web, is gaining recognition and adoption year after year. Some managers and educators may want to know how to compare online learning services. In this article, we will provide an overview of online learning, its types, and points of comparison. If you are interested in enhancing your company's internal education system, please continue reading to the end. What is Online Learning? Online learning is a learning method in which learning is conducted over a network using devices such as PCs, tablets and smartphones. There are several forms, such as on-demand delivery and real-time live delivery, which can be used according to the purpose. In the past, the instructor and students had to gather at a predetermined time and place to study. In recent years, however, online learning has become increasingly popular, allowing students to learn from anywhere in the world as long as they have an Internet environment and a device. The appeal of online learning is that it is not limited to companies; services for elementary school students and junior and senior high school students are also expanding, allowing students to choose the content that best fits their needs. Back to Table of Contents Types of Online Learning Online learning can be divided into two main types: on-demand delivery and live delivery. Other types of learning are characterized by communication between students. Let us now explain the different types of online learning. Learning through video content (on-demand delivery) Learning by video content (on-demand delivery) is a learning method that uses pre-made video content. On-demand delivery offers the convenience of being able to study at any time of the day, as long as it is convenient for the student. In addition, students can watch and review the content as many times as they like to deepen their learning. On-demand delivery can be used for a variety of purposes, such as "reviewing content already studied online," "preparing for in-depth study in the main class by studying online in advance," and "making up for missed classes. Online real-time learning (live streaming) Online real-time learning (live streaming) is a real-time learning method using services such as Zoom, Skype, and Google Meet. The appeal of this method is that it allows students to learn in a way that is similar to an actual lecture or class, so they can deepen their learning while experiencing a more live learning experience. The main uses of live streaming are "to take a class at school at home" and "to learn English from an instructor living overseas. Another advantage is that there is no editing work required for on-demand delivery. Group Learning Online learning is also used for group learning using tools such as Zoom. There are several types of group learning, such as "multiple people discussing a single topic," "creating a deliverable," etc., and they are characterized by the fact that they aim to utilize knowledge, understand diversity, and promote communication. Back to Table of Contents Comparison Points for Choosing Online Learning For those who are considering implementing an online learning service, here are some points to compare when selecting a service. The key points include how extensive the content is for both the learner and the administrator. If you are not sure how to choose the right service, or if you want to know the selection criteria, please refer to the following information. Degree of learning content When introducing an online learning service, make sure that the content is appropriate for the learning objectives. New employee training for new recruits should provide systematic and comprehensive learning of the skills required for working adults, while training for managers should concentrate on management knowledge, and so on. It is important to check whether or not learning contents are prepared in line with the individual objectives. Quality of the management system The quality of the management system is also an important point of comparison. The content of the management system will greatly affect the smoothness of feedback to students, grade management, and so on. It is important to choose a service that meets your objectives after checking the functions of the system, such as whether it has course management functions such as reminding students who have not taken classes, and whether it has functions for conducting tests and questionnaires. Cost-effectiveness When implementing an online learning service, it is essential to calculate the cost-effectiveness of the service. When a company provides learning to its employees, the underlying desire is to improve employee performance. In other words, the main purpose of online learning services is not learning itself, but to contribute to the company through the acquisition of knowledge and skills. When selecting a service, it is important to calculate the frequency of use and the expected benefits of learning, and to verify whether these results are balanced with the cost. Select a service that offers excellent support. When comparing online learning services, it is important to choose one that offers a full range of services. Many online learning services are packaged, but if they offer a variety of options outside of the package, they will be easier to customize and use on a case-by-case basis. Even if the packaged content is excellent, there may be areas that do not fit within your objectives or company structure. In such cases, choosing a service that has a system in place to suggest improvement measures will make the operation smoother. Back to Table of Contents Points to Consider When Comparing Online Learning Since the introduction of online learning requires a certain cost, it is not easy to change the plan once it is introduced. Here we will explain some points to keep in mind when comparing online learning plans, such as clarifying the purpose of introduction and checking the contents of the plan. Clarify the purpose of introducing online learning The first point to note is to clarify the purpose of implementation before making a selection. Clarifying the axis of what online learning will be used for will highlight the type of service that should be introduced. In doing so, it is important to consider the extent to which cost, content, quality, and other factors are required. By imagining in detail the learning you want to achieve, you can choose the best system for both the student and the administrator. Check plan contents and prices Most online learning services offer several plans, depending on the content and number of people they support. Check the extent to which each plan covers the needs of your students so that you can provide them with appropriate and continuous learning. In some cases, prices can vary greatly, so we recommend that you consider plans while fully understanding their cost-effectiveness. Select a system that keeps students motivated. No matter how high the quality of the content is, it is meaningless to introduce a system if it fails to keep students motivated and their learning ends halfway through. Therefore, it is important to check whether the system includes a feedback function, a questionnaire function, a test function, and other functions that can arouse motivation. If the system does not have these functions, it is also important to consider how to cover them internally. Back to Table of Contents Choose Online Learning for Your Purpose! As remote work becomes increasingly popular, the use of online learning to facilitate learning is spreading to many companies. After clarifying what kind of content you are looking for, select a service by comparing its merits and demerits. If you are not sure which service to choose, how about our "learningBOX"? learningBOX is an e-learning system that can be easily introduced to anyone and has all the necessary functions such as creating teaching materials and managing grades. 10 accounts can be used for free for an unlimited period. Please feel free to start with a free trial. ▼Here's another recommendation! Also read Back to Table of Contents

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

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

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

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

Seven Points for Creating a Training Curriculum for New Employees Curriculum development is an important part of training new employees. Careful preparation is necessary to ensure that the training is fully effective. However, we understand that many people are at a loss as to "where to start" or "what kind of training is best for new employees. Without careful examination of the curriculum content, you will end up with the "usual new employee training" that is the same no matter who conducts it. In this article, we will explain the basic procedures for new employee training and how to create a curriculum, point by point. Click here for the Table of Contents 1. Basic procedures for new employee training 2. 7 points to consider when creating a new employee training curriculum 3. what to include in new employee training 4. summary Basic New Employee Training Procedures Here are the basic procedures for new employee training. Understand the skills of new employees The first step in new employee training is to understand the skills of new employees. Administrative skills, PC skills, communication skills, and other skills vary from employee to employee. Once you have an understanding of the skills of your new employees, you can include the necessary training content as appropriate. Individual skills can be determined by reviewing resumes submitted during the selection process, as well as through aptitude assessments and personality assessments. Interview each department to find out what skills they are looking for. Ask each department in advance about the abilities they are looking for. If you know what abilities are actually required in the field, you will know what you need to do in training. This will also facilitate coaching for instructors after they are assigned to OJT. Interview new employees from the previous year. Interview new hires from the previous year as well as from the department. The opinions of employees who have already undergone the training will be useful for the next new employee training. They may say, "The initial icebreaker made it easier to exchange opinions," or "The case studies were useful in the actual workplace. Positive feedback can be implemented in the next training session. An anonymous survey will also reveal areas for improvement, such as "I wish there had been more specialized learning" or "I wish the training period had been longer. Define Goals and Objectives New employee training should have clearly defined goals and objectives. Training without goals makes it difficult to evaluate each individual employee and lowers the motivation of the trainees. It is important to set goals and objectives while including items that you want new employees to learn. Review the training. It is also important to review the new employee training after it has been conducted. If the training is divided into multiple sessions, check the degree of achievement to the goal at the end of each session. If the training is not progressing as planned, you can correct the course by extending the training period or changing the content. Also, a detailed review of the effectiveness of the training will be useful for the next year's new employee training. 7 points to consider when creating a new employee training curriculum Once you know how to proceed with new employee training, it is important to create a specific curriculum. Here are 7 points to consider when creating a curriculum. Point 1] Follow-up on-the-job training OJT may be thought of as a one-on-one relationship between the onsite supervisor and the new employee, but HR should also be actively involved in the process. By conducting regular interviews with both the supervisor and the new employee, the quality of the OJT will be enhanced and the effectiveness of the OJT will be high. Also, if the on-the-job training is made an evaluation item, it will help motivate the supervisor. Point 2] Prepare a practical curriculum In addition to classroom training, prepare a more practical curriculum. Role-plays are ideal for practical training. Role-plays are used in training, in which you are assigned the role of a salesperson and a customer to learn how to exchange business cards, answer the phone, and so on. By simulating real-life situations, the trainees will be able to take the training with a sense of ownership. Point 3: Don't cram too much into the training. The content of new employee training should be carefully selected and not overcrowded. There are many things to remember, and it is easy to include too much content, but the new employee may not be able to keep up with the understanding. If the curriculum inevitably becomes too much, try to adjust the training to a longer period of time or hold follow-up training at a later date. Point 4] Adjust the schedule as early as possible. When creating a curriculum, make adjustments to the schedule as early as possible. This is because creating a curriculum requires a great deal of time, including planning, selecting instructors, and understanding their skills. Although it depends on the scale of the training program, it is best to allow three months for preparation, and to start around December of the previous year for new employee training. Point 5: Use an outside training curriculum. If preparation is too difficult, try using an outside training curriculum. Outsourcing to an external company has the advantage of saving time in preparing for the training. Outside training programs are available for training in logical thinking, time management, and specific industries, all of which are useful for improving the abilities of new employees. Point 6] Enhance online support. Online support is also useful when creating a training curriculum. Online training can be conducted without limitation on the number of trainees, and quality can be maintained evenly. It is also advantageous in terms of cost, as it eliminates the need for venue and transportation expenses, as is the case with group training. Adding e-learning is even more effective. It is easier to acquire knowledge and skills because learning can be conducted anywhere, without being restricted by location or time. However, it is difficult to communicate as well as in person, so it is best to use a combination of online and offline training as needed. Point 7] Create a curriculum for each stage. It is best to create a curriculum with the following three phases in mind to make the process smooth. Pre-employment training Initial training On-the-job training in the department Review the training at each stage and clarify "what effects were obtained" and "what points should be transferred to the next stage". If HR does not have a clear understanding of the training, there will be a discrepancy between the training and what the new employee expects, and the training will not be fully effective. Content to be incorporated in new employee training Let's take a look at what specific content should be included in new employee training. Mindset Training The first thing you want to include is "mindset training. Mindset training is designed to instill in employees "what is different between being a student and working in society" and "what points they should be aware of as a member of society. If they are aware of the importance of being a member of society from the very beginning, they will be more likely to accept the training that follows. Business Manner Training Business manner training teaches skills that are useful in a variety of business situations. From grooming to making a good impression, to the correct way to hand out business cards, to e-mailing, all of these skills require a lot of time and attention. Business Manners can be highly effective by introducing role-plays and case studies that provide more practical learning. Communication Skills Training Communication skills training is effective for industries that often involve working with people, such as sales and customer service. Group work is a good way to learn the importance of working as a team. It also provides an opportunity to talk with various peers in the company and strengthens horizontal ties. Training to deepen understanding of the business Training to learn about the company's business is also an important part of the program. Create a curriculum that enables you to understand not only what kind of services and products your company provides, but also how it generates revenue and its business model. Knowing the contents of the company in depth will motivate the participants to believe that the training they are receiving is necessary. Training on specialized skills and knowledge In addition to basic training, provide training on specialized skills and knowledge. By including this in the early stages of training, you can create new employees who can play an active role in the company at an early stage. Conclusion We have introduced the key points on how to proceed with new employee training and how to create a curriculum. Once new employees have a solid foundation in business and understand the company, they can be expected to be immediately effective. Rather than leaving it entirely up to the instructor, human resources should also intervene to provide support as a whole organization. If scheduling is difficult, consider outside instructors or online support. As remote training is becoming the norm, combining traditional training with e-learning can help motivate new employees. 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What is effective planning for human resource development? In this day and age when many companies are facing labor shortages, human resource development is an important factor for a company's survival. Many people who are in charge of education and human resources at companies may be concerned about how to develop human resources. Therefore, in this article, we will discuss the key points for creating an effective plan for human resource development. We will also explain the best training methods for acquiring skills and the key points for advancing human resource development! Please refer to this article if you are in charge of education and are having trouble with human resource development. Table of Contents What is a human resource development plan? 2. how to develop a human resource development plan 3. suitable training method for skill acquisition 4. important points in promoting human resource development 5. summary What is a human resource development plan? A human resource development plan is a development plan that is designed to develop hired employees into the kind of human resources your company needs. A human resource development plan is not essential for promoting human resource development. However, if you do not have a clear idea of how to proceed with training, there is a possibility that the training policy will become unclear within the company. It is not uncommon for employees to feel insecure when there is no established training policy. If you want to successfully promote human resource development, it is important to have a clear human resource development plan. Importance and Benefits of a Human Resource Development Plan The following are two typical examples of the "importance and benefits" of establishing a human resource development plan. ▼ You can motivate your employees. With a human resource development plan in place, employees will know what knowledge and skills they need to acquire. As a result, employees will be motivated because they will have a clear idea of what they need to do. Staying motivated when goals are unclear is not easy. A human resource development plan is important to keep employees motivated. ▼ Progress of the human resource development plan will be easier to grasp. Without a human resource development plan, it is difficult to grasp the overall picture of how to proceed with training. It will take time to confirm what training programs are currently in progress and what the issues are at this stage. However, if you have a human resource development plan in place, it will be easier to monitor progress. By having a system in place to regularly record and check progress, it is possible to make steady progress in human resource development. How to Prepare a Human Resource Development Plan When creating a human resource development plan, it is important to take into consideration the steps involved. Here, we will explain how to formulate a human resource development plan step by step. STEP 1: Clarify the type of person you are looking for First, clarify the type of person your company is looking for. It is important to match this with your company's management goals and vision. Lack of a management perspective may not lead to a human resource development plan based on a long-term perspective. If you have a management goal of "expanding the market overseas in five years," you must develop human resources who can work not only in Japan but also overseas. The key is to carefully check your company's situation and set the type of personnel you are looking for. STEP2: Set goals Once you have a clear image of the type of person you are looking for, you need to set specific goals. When setting goals, in addition to the "major goal," which is the ultimate goal, set "minor goals" to achieve the major goal. If you set too high a goal, it will be difficult to keep employees motivated. If the goals are at a level that can be reached through hard work, it will be easier for employees to achieve them. It is also important to set small goals in order to build on successes. STEP3: Understand the current situation After setting goals, try to understand the current situation. It is important to objectively grasp how much difference there is between your current situation and the situation you should be aiming for. The current situation should be periodically monitored even after the plan has been created. If the current situation is too far from the goals you have set, you must consider re-setting your goals. STEP4: Identify the skills needed. After setting goals, identify the skills needed to achieve them. By clearly presenting what skills the trainer wants the employee to acquire by when, the employee will have a clear idea of what he or she needs to do. It is recommended that more than one person conduct the identification of necessary skills. Incorporating the perspectives of different people will help prevent the necessary skills from being overlooked. STEP5: Determine training methods for acquiring skills Once the necessary skills are identified, determine the training method for acquiring the skills. While there are many ways to acquire skills, in some industries, skills can only be acquired on-the-job. After thoroughly understanding each training method, determine which method is best suited for your company, taking into account its merits and demerits. Training Methods Suitable for Skill Acquisition There are three types of training methods suitable for acquiring skills Group training Group training is a training method in which employees receive training in a lecture format in a single location. Group training is suitable for training a large number of employees at once. Currently, due to the spread of the new coronavirus, it has become difficult for large numbers of people to gather in one place. For this reason, an increasing number of companies are conducting group training online. On-the-job training methods This is a method of education through actual work experience. In many cases, this is done after training is completed, as practical training is more effective in consolidating what has been learned in the classroom. Since on-the-job training is generally conducted on a one-on-one basis, it has the advantage of being able to provide education tailored to each individual. However, since there are many cases in which the quality of training varies from educator to educator, it is important to make the human resource development plan known in advance. Education Methods Using e-Learning This refers to an education method using the Internet. Learning content is created in advance, and employees can study at any time they wish. It is not uncommon for e-learning to be introduced instead of group training as a measure to prevent the spread of new coronavirus infection. Because of its advantage of high flexibility, it is a very suitable educational method in the situation of the coronavirus disaster. Important Points in Advancing Human Resource Development When promoting human resource development, keep the following points in mind to achieve more effective training. Important Point 1: Provide regular feedback Feedback plays an important role in the development process. It is important to provide feedback based on careful observation of the employee's behavior and performance. When giving feedback, do not use negative words. Use words that motivate employees and strive to deepen the relationship of mutual trust. Key Point 2: Revise goals as necessary. Even when a human resource development plan has been carefully developed, it is not uncommon for the plan to go awry. Periodically check the progress of the plan and revise the goals if you find it difficult to train the employees as planned. If you proceed with training while the plan is not working, there is a risk that employee motivation will decline. Consideration should be given to enhance the employee's sense of self-esteem by, for example, thoroughly developing areas in which the employee excels. Conclusion In this issue, we have explained the details of human resource development plans, how to formulate such plans, and other important points in promoting human resource development. When promoting human resource development, it is important to formulate a development plan. Clarify what kind of human resources you want to develop, and then proceed with the training. The most recommended method of acquiring skills is to use e-learning. With learningBOX, in addition to creating and managing content, you can also check the level of understanding. If you want to try it out first, try the free plan, which is available for free. We also recommend this one! 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In the past few years, online training for human resource development has been spreading rapidly. These days, it is not uncommon for companies to offer online training for new employees. The digitalization of education is expected to continue to be a major factor in corporate training in the future. In this article, we will once again review the advantages and disadvantages of online training and introduce the educational methods required for more effective online training. Online training is mandatory even in post-corona. The rapid spread of online training was triggered, to say the least, by the new coronavirus. However, online training and telework were not created in response to the coronavirus. Have you ever heard the term "work style reform"? The term "Workplace Reform" refers to reforms that will allow workers to choose a variety of flexible work styles that suit their individual circumstances. Even post-coronary, this should be one of the important options to support various people's work styles. It is certain that it will have a significant meaning, not only in preventing infection, but also in influencing the way we work. Back to Table of Contents What is Online Training in the First Place? Online training refers to training that can be taken from a computer or smartphone via an Internet connection, regardless of location. There are two main types of online training Live-streaming type The live delivery type is a type of training in which lectures are delivered in real time. Both the instructor and trainees are trained at the same time, and interactive communication is possible, such as questions from trainees to the instructor and discussions among trainees. ⇒This type of training is relatively similar to group training. Recording type In this type, participants watch pre-prepared content and materials, allowing them to take the training whenever they want. Recorded training does not allow for interactive communication. E-learning is generally included in this category and is suitable for individual study. Back to Table of Contents Advantages of Online Training Here are some of the benefits of online training and the advantages of online training from both the "employee and company" aspects. Benefits for Employees Prevention of Infectious Diseases The training is conducted via the Internet, so it is possible to avoid the so-called "three densities" and take the course. No.2 Knowledge is retained. Recording and videotaping are available, so you can review the parts you had difficulty understanding. Repeated viewing will increase understanding and ensure that knowledge is retained. Also, employees who were unable to attend can share the recording with others. No.3 No need to worry about travel time As long as you have an Internet environment and a computer or other device, you can take the course anywhere, so you don't have to worry about travel time to the venue. 4. You can take the course in a relaxing environment. In many cases, participants will attend from home, allowing them to relax and take the training without having to change their usual environment. In addition, by using the chat function, the hurdles to speaking up are lowered, and questions can be asked more easily than in a group training session. Advantages for Companies Prevention of Infectious Diseases Training can be conducted by avoiding contact with people, thereby eliminating employees' concerns about infectious diseases. No. 2 Cost Reduction The Internet environment makes it possible to hold training sessions anywhere in the world. This reduces costs such as venue and transportation expenses required for group training. 3. Constant quality can be maintained. Employees who live far from the training site can take the same training, and the quality of the training can be maintained at a constant level. ⇒This will eliminate regional disparities in training. Back to Table of Contents Disadvantages of Online Training Online training has advantages as well as disadvantages, of course. Let's check this also from both the employees' and the company's point of view. Employees 1. it is difficult for participants to communicate with each other Participants attend training at different locations, making casual interaction difficult. Compared to group training, there are fewer opportunities for participants to deepen relationships and stimulate each other. Not suitable for practical training It is difficult to learn how to exchange business cards and how to handle visitors, which require actual interaction. 3. difficulty in controlling motivation Because a large part of the course is left to the student's own initiative, it is difficult to control concentration and motivation. Since the course is basically taken alone, students may feel uneasy because they do not know the other participants or the atmosphere of the place. Company It is difficult to grasp how much they understand. It is difficult to see the students' nodding and facial expressions on the PC screen, making it difficult to grasp the mood of the participants and the extent to which they are understanding the content. Back to Table of Contents What are the advantages of being offline? We have reviewed both the advantages and disadvantages of online training. Here are the advantages of offline group training. There are three main advantages of group training. Advantage 1. Increased motivation can be expected. By sharing a space, participants can connect with each other and provide a good stimulus to each other. The presence of peers can increase motivation. Advantage 2. Practical training can be provided. Participants can learn practical content, which is difficult to learn in online training. By incorporating role-playing and other methods, participants can acquire skills and knowledge in a systematic manner. Participants will acquire skills that are directly related to their work, so they can be expected to be immediately effective in their work. Advantage 3: Lecture content can be changed flexibly. Instructors can directly feel the reactions of participants and can immediately change the content to match their level of understanding. Back to Table of Contents What to Expect from Newcomer Training New hire training is literally training for newly hired employees. Among the training programs, there are some that require special attention because they are new hire training. New employee training is not just about acquiring knowledge and skills; through training, new employees can get a feel for the company's philosophy and vision, while the company can confirm each other's attitude and skills. Another important purpose of new employee training is to deepen friendships with their peers. Although it may seem surprising, a solid connection with one's peers improves the company atmosphere and also serves to prevent early turnover of new employees. Newcomer training is a solid foundation for new employees to become valuable members of your company. It is necessary to provide meaningful training for new employees so that they can grow as quickly as possible. Back to Table of Contents Hybridizing Online and Offline Blended Learning In recent years, a learning method called "Brain-Dead Learning" has been attracting a lot of attention. It is a form of learning that combines various methods and maximizes the benefits of each. This method can of course be applied to training as well. Both online training and group training have their advantages and disadvantages. Rather than sticking to one or the other, the training program of the future must understand the strengths of both, and then successfully combine and hybridize them. The importance of hybrid online and offline training is even more important for newcomer training, which covers a wide range of training content. It is important to plan and use each training program according to its purpose so that the benefits of each can be maximized. Back to Table of Contents SUMMARY We understand that many companies have adopted online training in the wake of Corona. However, even after the Corona disaster is resolved, this trend toward online training is unlikely to stop anytime soon. In the coming era, training must not be limited to the content of the past, but must combine the "advantages of online training" with the "content that can only be conveyed in group training". LearningBOX, which can be operated intuitively even without programming knowledge, can be easily used to create recorded online training programs, and can also be used for "blended learning," and many companies are using it for training new employees. With a simple registration, almost all functions are available for free for up to 10 accounts for an unlimited period of time, so please give it a try. ⇒Please try our free plan. We also recommend you to try our free plan! Also read Back to Table of Contents