human resources development

Reasons for Training Mid-Career Hires｜Training Methods and Key Points? This article details the reasons why training is necessary for mid-career hires and effective training content. Companies often believe that training is unnecessary for mid-career hires. However, it is possible for mid-career hires to maximize their abilities if appropriate training is provided regardless of whether they are [new graduates or mid-career]. Click here for Table of Contents 1. Reasons for providing training to mid-career hires 2. training methods for mid-career hires 3. key points of mid-career training 4. streamlining employee training for mid-career hires 5. summary Reasons for providing training to mid-career hires It is easy to think that mid-career hires do not need to be trained again because they have working knowledge and experience from previous jobs. However, this biased thinking is very easy and dangerous. Let's confirm together the reasons and necessity of training even for mid-career hires. Understanding the nature of the work Job descriptions vary in detail from company to company. Even if a mid-career hire has experience in the same industry, working under the rules of the previous company may not work. In some cases, there is a hidden risk that it may lead to an early career change or resignation. Therefore, it is important to provide training to ensure that the employee understands the nature of the work. Know the company's philosophy Even for mid-career hires, joining a new company is no different from joining a new company for new graduates. By making them aware of the company's philosophy through training, it will be easier for them to understand how things work within the company. Familiarize yourself with your new workplace Compared to new graduate hires, mid-career hires do not have as many people joining the company at the same time. This makes it difficult for them to communicate with other employees, and there is concern that they may become isolated within the company. Training has the advantage of making it easier for them to become familiar with their supervisors and seniors who serve as mentors and help them become acclimated to the workplace. Training methods for mid-career hires There are three training methods for mid-career hires. Let's take a look at the characteristics of each of them: OJT, Off-JT, and e-learning. OJT On-the-job training (OJT) is a method in which training is conducted while performing work duties. You can learn skills from your supervisor while gaining on-the-job experience. This is effective when it is difficult to set aside time for training only. Off-JT Off-JT (Off the job Training) is training that takes place outside of work. For example, by going to a designated location to attend a seminar or lecture, you can improve your skills and knowledge. It is also important to understand that it is easy for mid-career hires to communicate with each other. E-learning E-learning allows you to study from home or during your commute. You can learn anytime by using your computer or smartphone. In recent years, in light of the Corona disaster, e-Learning has been attracting increasing attention as a way to provide training without gathering people together. Key Points for Training Mid-Career Workers There are three key points to consider when conducting training for mid-career hires. Let's look at the details. Establish the purpose and duration of the training It is important to determine the content of training with a purpose in mind. For example, it is important to understand factors such as what kind of career you want the mid-career employee to develop and what kind of skills the mid-career employee himself/herself would like to acquire. By determining the period of time until the objectives are achieved, it will be easier to set the direction of the training content. Conduct a proper evaluation. When you have conducted the training, be sure to conduct a correct evaluation. While it is necessary to make a comprehensive judgment that includes both subjective and objective factors, an ambiguous evaluation will be counterproductive. For this reason, it is advisable to clearly communicate the evaluation criteria to some extent prior to the training. Communicate. Be proactive in your communication and follow up with them. This is because compared to new graduates, mid-career hires are less likely to receive detailed guidance, and there are cases where training proceeds without resolving questions. Streamline employee training for mid-career hires. In order to conduct employee training efficiently, it is advisable to adopt the concept of DX (Digital Transformation). DX refers to the concept of "making people's lives better through the penetration of IT. Human Resource Development for the Corona Disaster Changing with DX DX has changed human resource development in Corona Disaster. For example, online e-learning and webinars (web-based seminars) are being used. Rather than training personnel through group training, online training is attracting attention in recent years because it can be conducted while preventing infectious diseases. Effects of Human Resource Development Expected from DX Mid-career hires may have skills and business manners, but they also have different ways of thinking. To help mid-career hires quickly become familiar with the company's philosophy and policies while utilizing their own experience, and to enable them to play an active role in the company with high aspirations, human resource development using DX should be utilized. Offline training with DX allows you to learn a unified training program. Even if there is a lack of understanding or the content is not fully integrated, the same content can be taught over and over again to ensure a consistent understanding. This minimizes problems such as mid-career hires having difficulty adjusting to the company or having a different impression of the company than they had expected. In addition, with online training by DX, training can be conducted remotely and in person. This allows you to recognize issues and concerns that mid-career hires may have that you could not find in offline training, and quickly correct course corrections. Other expected human resource development benefits of DX are also beneficial to the company, as it allows for flexible selection of location and time compared to traditional on-site training, thereby reducing expenses and labor costs. Conclusion Mid-career hires should be trained using a different approach to training than new hires. Even mid-career hires with strong backgrounds and skills may not always fit in well at a new company. Adopt training methods that are appropriate for your company and support your mid-career hires to maximize their abilities. learningBOX has been implemented by a wide variety of companies. For more information, please click here to see learningBOX case studies. learningBOX also offers a [free plan] that allows you to use up to 10 accounts indefinitely, including the administrator. If you are at all interested, please try our learningBOX! We also recommend this! Also read "How to create a training program for human resource development and the necessity of such a program"

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

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

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

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

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

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

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

The hottest education trend right now! Microlearning is changing human resource education My name is Kidaoka, and I am in charge of marketing! Dear corporate HR and education staff, have you ever heard of a learning style called "microlearning"? Microlearning is an effective learning method for human resource development and in-house education! Microlearning is a learning method that allows you to make effective use of your spare time, and is suitable for in-house training, lifelong learning, and other forms of human resource development that are necessary for the long-term growth of your company. The new coronavirus has made it difficult for companies to conduct conventional group training programs. The Corona disaster brought to light various problems and issues related to in-house training, such as the introduction of e-learning and remote work in a rush to respond to the corona, and leaving all training for new employees to self-learn. In order to overcome these challenges, companies are always looking for new training methods. In this article, we will introduce the background of microlearning and the advantages and disadvantages of its introduction. We hope you enjoy this article. Click here for Table of Contents 1. microlearning is now the focus of educators' attention 2. Advantages and Disadvantages of Microlearning 3. Educational Reforms Using Microlearning 4. Summary Microlearning is now the focus of educators' attention Microlearning is a learning style in which knowledge and skills are acquired through short, small-volume learning programs. The instructor provides learners with segmented learning materials such as videos and web content that take 1-5 minutes to complete, and learners can access them whenever they want and study on their own. Conventional learning is generally a style in which the learning volume is 30 minutes to an hour or more, and the learner sits down at home on a PC using a large amount of time. Compared to this, learning time for microlearning is generally completed in a short period of time, about 1 to 10 minutes. Therefore, students can make effective use of their study time during their commute to and from work or school, between household chores, or at other times that are convenient for them. Micro" is a word meaning "small," and it indicates that, compared to conventional e-learning, a short period of time can be used as a single unit of study. It is said that one learning session can last from 1 to 5 minutes, up to 10 minutes at the most, but there is no clear definition. Why is microlearning attracting attention? The reason why microlearning is attracting attention has a lot to do with the diversification of work styles and the widespread use of the Internet and smartphones. With the development of IT technology, many people, especially those born after the 1980s, are more familiar with mobile devices than with computers. In the past, in-house training and training for new employees generally consisted of group training sessions where participants gathered in one place. Even in companies that have introduced e-learning, learning was only possible on a computer, or each video material was made in a long time, requiring employees to spend a good amount of time in front of a computer for learning. Microlearning is said to be an easy learning style for millennials who are familiar with PCs and smartphones. The main reason why microlearning is attracting attention is that it is an "easy, no-impact, and easy-to-continue" learning style that fits the lifestyles of modern people. It is a learning style that could become an important educational trend in the future, precisely because of today's busy lifestyles. *The Millennial Generation refers to the generation born after 1981 and reached adulthood after 2000, who have grown up with digital technologies such as PCs, the Internet, SNS, and smartphones for as long as they can remember. Advantages and Disadvantages of Micro-Learning ▼ Here are some of the advantages and disadvantages of microlearning. Microlearning is said to have many advantages, such as "effective use of spare time, reduced cost of creating learning content, and high learning effectiveness. While microlearning is said to be beneficial for both sides (the company and the employee), there are some contents that are not suitable for curriculums that require long hours of learning. Advantages of Microlearning The major advantages of microlearning are the flexibility of where and when to study and the effectiveness of the learning process. Since the learning time for each material is short, the hurdle for continuing learning is lowered, and it is expected that learning will become a habit through continuity. 1. study in your spare time Since the contents are short, you can study in your spare time such as during your commute or breaks. If you study on a smartphone or tablet, you can download the contents in advance, so there is no need for communication during study. Also, learners can study on their PCs during breaks at work and on their mobile devices while traveling or at home. 2. Less burden on the learner Microlearning is a quick and easy way to learn, so the burden on the learner is small! Because it does not require a large amount of time or effort, it is significantly more effective in terms of retention! You can read more about the benefits of microlearning in this article. Disadvantages of Microlearning Microlearning is not suitable for learning complex knowledge or interpersonal skills. Microlearning's strengths are limited to the acquisition of simple knowledge. Cases in which specific overviews, theories, or other examples are carefully explained are difficult to handle with a microlearning style of learning. However, effective learning can be expected when microlearning is used for learning small topics contained within larger topics, organizing key points, and conducting confirmation tests. To implement microlearning, there is a cost to prepare the system. This does not end once the system is prepared; there are also costs associated with system management, updating of teaching materials, and other operational costs. Educational Reforms Using Microlearning Microlearning is not only effective for learning, but also makes learning a habit. Microlearning is easy to use and can be used in a variety of situations. Let's take a look at some microlearning applications. Here are some examples of situations where microlearning can be used. Microlearning can be used for in-house training of new employees New employees need to learn many things as soon as they join a company. They need to acquire basic business manners, knowledge of the industry, and knowledge related to the work to which they will be assigned, before they go out to work in the field. By learning rudimentary business skills, such as how to greet people and exchange business cards, in detail through microlearning, specific knowledge and images can be easily established, and the employee can quickly become a competitive force. By providing this type of education through video, it is easier to visualize the job in concrete terms and for the knowledge to take root, making subsequent instruction and training proceed smoothly. In addition, if educational materials are produced in advance, and if independent learning is encouraged through micro-learning, it will also help reduce education and training costs. No.2 Confirmation of Key Points in Preparation for Qualification Examinations In order to pass a certification examination, students need to memorize the knowledge necessary to pass the exam. In order to ensure that they can improve their scores in a limited amount of time, "preparation and review" outside of class time is very important. Rather than slavishly continuing with learning that doesn't last, studying frequently in short units such as microlearning is a shortcut to achieving results in the certification examinations. learningBOX is a learning management system that goes well with microlearning. Our e-learning system (learningBOX) is free for anyone from individuals to companies to start using e-learning. All you need to prepare is a computer and an Internet environment. You can start microlearning from the day you register. The learningBOX can be divided into short units of learning content for each material. learningBOX features an e-learning system that even first-time users can use with confidence! No computer knowledge is required! Even if you are not familiar with the system, you can easily learn how to set it up by touching it. The design is extremely simple. Features of ▼learningBOX There are more than 13 types of questions in the web test and quiz creation function. The web-based test and quiz creation function offers more than 13 different types of questions. The web-based learning box allows for easy distribution of training materials, eliminating the need for printing or preparation of a training venue. Tests can be created for all types of industries and fields. You can also sell your own teaching materials by converting them into e-learning. Articles related to in-house training and certification test preparation using *learningBOX are explained in detail here. ⇒For more detailed information on how to use learningBOX, please visit learningBOX Application Scenes. Conclusion In this article, we have introduced the background behind the attention to microlearning and its advantages and disadvantages. It is expected that learning methods that allow people to "learn spontaneously whenever they want to learn" will continue to be an expanding trend. By introducing microlearning, companies can expect to efficiently enhance the knowledge and skills of their employees. LearningBOX is also available as a free plan for an unlimited period of time. This plan allows up to 10 users, including the administrator, to use almost all of the features for free, with the exception of optional features that require a fee. Please take this opportunity to try our learningBOX.

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