human resource development

In recent years, online training for workforce development has rapidly gained traction. These days, it’s not uncommon for companies to conduct new employee orientation online. The digitization of education is expected to play a major role in corporate training moving forward. In this article, we’ll take another look at the pros and cons of online training and introduce the teaching methods needed to make online training more effective.  Online Training Remains Essential Even in the Post-COVID Era The rapid adoption of online training was undoubtedly driven largely by the impact of the COVID-19 pandemic. However, online training and remote work were not created solely as responses to the pandemic. Have you ever heard the term “Work Style Reform”? Work Style Reform refers to initiatives designed to enable workers to choose diverse and flexible work styles tailored to their individual circumstances. Even in the post-pandemic era, it is likely to remain one of the key options supporting the diverse work styles of people. There is no doubt that it will take on significant meaning, influencing not only infection prevention but also the very way we work. Back to Table of Contents: What Is Online Training, Anyway? Online training refers to training that can be accessed from a computer or smartphone via an internet connection, regardless of location. Online training is broadly classified into two types. Live Streaming Type: The live streaming type involves delivering lectures in real time. Both the instructor and participants take part in the training at the same time, enabling two-way communication, such as questions from participants to the instructor and discussions among participants. ⇒ This format allows for training that is relatively similar to in-person group training. Pre-recorded Training This type involves participants viewing pre-prepared content or materials, allowing them to take the training whenever they choose. The recorded format does not allow for two-way communication. Generally, e-learning falls into this category and is well-suited for self-paced learning. Back to Table of Contents Benefits of Online Training Here, we’ll introduce the benefits of online training from the perspectives of both “employees” and “companies.” Benefits for Employees Benefit 1: Prevention of Infectious Diseases Since the training is conducted via the internet, participants can take the course while avoiding the so-called “Three Cs” (closed spaces, crowded places, and close-contact settings). Benefit 2: Knowledge Retention Since recordings are available, participants can review sections they found difficult to understand. Repeated viewing increases comprehension and ensures that knowledge is firmly retained. Additionally, employees who were unable to attend due to scheduling conflicts can access shared recordings. Benefit 3: No Need to Worry About Commuting Time As long as you have an internet connection and a device such as a computer, you can take the course from anywhere, so there’s no need to worry about travel time to a physical venue. Benefit 4: Training in a Relaxed Environment In most cases, participants take the course from home, allowing them to relax and focus on the training without having to leave their familiar surroundings. Furthermore, using the chat function lowers the barrier to speaking up, making it easier to ask questions than in face-to-face training sessions. Benefits for Companies Benefit 1: Prevention of Infectious Diseases Since training can be conducted while avoiding contact with others, it alleviates employees’ concerns about infectious diseases. Benefit 2: Cost Reduction With a stable internet connection, training can be held anywhere in the world. This makes it possible to reduce costs such as venue fees and travel expenses that are necessary for in-person training. Benefit 3: Consistent Quality Employees located far from the training venue can still take the same training, ensuring a consistent level of quality. ⇒ This helps eliminate regional disparities in training access. Return to Table of Contents Disadvantages of Online Training Of course, online training has its disadvantages as well as its advantages. Let’s examine these from the perspectives of both employees and the company. [Employees] 1. Difficulty Communicating with Other Participants Since participants are taking the training from different locations, casual interaction is difficult. Compared to in-person training, there are fewer opportunities for participants to build relationships or inspire one another. Point 2: Not well-suited for hands-on training. It is difficult to master skills that require actual interaction, such as exchanging business cards or handling interactions with visitors. Point 3: Difficulty maintaining motivation. Since a large part of the training relies on self-discipline, it is difficult to maintain concentration and motivation. Because participants generally take the course alone, they may feel anxious since they cannot gauge the reactions of other participants or the overall atmosphere of the session. [For Companies] It’s difficult to gauge the extent of participants’ understanding. It’s hard to discern participants’ nods or facial expressions through a computer screen, making it difficult to gauge the atmosphere of the session or how well they are understanding the material. Return to Table of Contents What Are the Unique Benefits of In-Person Training? We’ve reviewed both the advantages and disadvantages of online training. Here, we’ll introduce the benefits of in-person group training. There are three main benefits to in-person group training. Benefit 1: Increased Motivation By sharing a physical space, participants can connect with one another and provide mutual encouragement. The presence of fellow participants in the same cohort helps boost motivation. Benefit 2: Practical Training Can Be Conducted Participants can learn practical content that is often difficult to cover in online training. By incorporating methods such as role-playing, they can systematically acquire skills and knowledge. Since they gain skills directly applicable to their jobs, they can be expected to contribute effectively right away. Benefit 3: Lecture Content Can Be Flexibly Adjusted. Instructors can directly gauge participants’ reactions, allowing them to immediately adapt the content to match the participants’ level of understanding. Return to Table of Contents What Is Required of New Employee Training? New employee training, as the name suggests, refers to training for newly hired employees. Because it is new employee training, there are specific considerations that require particular attention. New employee training is not merely about acquiring knowledge and technical skills; it is also a forum where new employees gain a sense of the company’s philosophy, vision, and culture, while the company assesses the new employees’ attitudes and skills. Furthermore, fostering camaraderie among peers is one of the key objectives of new employee training. It may come as a surprise, but strong bonds among peers help improve the company’s atmosphere and play a role in preventing early attrition among new hires. New employee training lays the foundation for turning new hires into valuable assets for the company. It is essential to conduct meaningful training to help new employees grow as quickly as possible. Back to Table of Contents: Hybridizing Online and Offline Training—Blended Learning In recent years, a learning method known as “blended learning” has been gaining attention. This refers to a learning format that combines various methods to maximize the benefits of each. Naturally, this approach can also be applied to training. Both online and in-person training have their own advantages and disadvantages. Rather than sticking to just one type of training, it is essential for future training programs to understand the strengths of both, combine them effectively, and adopt a hybrid approach. The importance of a hybrid approach combining online and in-person training is particularly significant for new employee training, which typically covers a wide range of topics. It is crucial to select and plan the appropriate mix based on specific objectives to maximize the benefits of each training format. Back to Table of Contents | Summary I imagine many companies introduced online training in response to the COVID-19 pandemic. However, even after the pandemic subsides, this trend toward online training shows no signs of slowing down. In the future, rather than being confined to traditional content, training that skillfully combines the “unique benefits of online learning” with “content that can only be conveyed through in-person training” will be essential. With “learningBOX,” which is intuitive to use even without programming knowledge, you can easily create pre-recorded online training sessions. It can also be utilized for “blended learning” and has been adopted by many companies for new employee training. With a simple registration, you can use nearly all features for up to 10 accounts for free with no time limit, so please give it a try. ⇒ Try the Free Plan ▼ We also recommend these! Related Articles Return to Table of Contents

Reasons for Training Mid-Career Hires | What Are the Training Methods and Key Points? In this article, we’ll take a detailed look at why training is necessary for mid-career hires and what constitutes effective training content. It’s not uncommon for companies to believe that “training isn’t necessary” for mid-career hires. However, regardless of whether an employee is a new graduate or a mid-career hire, providing appropriate training enables mid-career hires to maximize their potential.   Table of Contents 1. Reasons for Training Mid-Career Hires 2. Training Methods for Mid-Career Hires 3. Key Points for Mid-Career Hire Training 4. Streamlining Employee Training for Mid-Career Hires 5. Summary Reasons for Training Mid-Career Hires It is common to assume that mid-career hires do not need additional training because they already possess professional knowledge and experience from their previous jobs. However, this biased perspective is both simplistic and dangerous. Let’s examine together the reasons and necessity for training mid-career hires.   Understanding Job Responsibilities Job responsibilities vary in detail from company to company. Even if a mid-career hire has experience in the same industry, they may not succeed if they continue to work according to the rules of their previous company. In some cases, this carries the risk of leading to an early job change or resignation. Therefore, it is important to ensure they understand their job responsibilities through training.   Learning the Company’s Philosophy: Even for mid-career hires, joining a new company is no different from the experience of a new graduate. By learning about the company’s philosophy through training, it becomes easier for them to understand how to work within the organization. Adapting to a New Workplace: Compared to new graduate hires, there are typically fewer mid-career hires joining at the same time. Consequently, there is a risk that they may find it difficult to communicate with other employees and become isolated within the company. Training offers the benefit of making it easier for new hires to build rapport with their supervising managers and senior colleagues, helping them adapt to the workplace more smoothly. Training Methods for Mid-Career Hires There are three main training methods for mid-career hires. Let’s take a look at the characteristics of OJT, Off-JT, and e-learning. OJT OJT (On-the-Job Training) is a method where training progresses while performing actual work. Employees can learn skills from their supervising managers while gaining practical experience. This is effective when it is difficult to set aside time solely for training.   Off-JT: Off-JT (Off-the-Job Training) refers to training conducted outside the workplace. For example, by attending seminars or lectures at a designated location, employees can enhance their skills and solidify their knowledge. It’s also important to note that this type of training facilitates communication among mid-career hires.   E-Learning: E-learning allows employees to study at home or during their commute. Using a computer or smartphone, they can learn at any time. In recent years, particularly in light of the COVID-19 pandemic, e-learning has gained significant attention as a way to conduct training without gathering people in person. Key Points for Mid-Career Hire Training: There are three key points to consider when conducting training for mid-career hires. Let’s take a closer look at the details. Define Objectives and Duration It is important to determine the training content with clear objectives in mind. For example, you should identify what kind of career path you want them to pursue and what specific skills the mid-career hires themselves wish to acquire. Setting a timeframe for achieving these objectives makes it easier to define the direction of the training program.   Conduct Accurate Evaluations Be sure to conduct accurate evaluations after the training. While a comprehensive assessment that incorporates both subjective and objective factors is necessary, vague evaluations can be counterproductive. Therefore, clearly communicate the evaluation criteria to some extent before the training begins. Maintain Open Communication Actively communicate with participants and provide follow-up support. This is because, compared to new graduates, mid-career hires often receive less detailed guidance and may proceed with training without having their questions resolved. Streamlining Employee Training for Mid-Career Hires To conduct employee training efficiently, it is advisable to incorporate the concept of DX (Digital Transformation). DX refers to the concept of “improving people’s lives through the widespread adoption of IT.”   How DX Is Changing Talent Development During the COVID-19 Pandemic DX has transformed talent development during the COVID-19 pandemic. Examples include e-learning and webinars (online seminars). Rather than relying on in-person group training, moving to online formats allows companies to conduct training while preventing the spread of infectious diseases, which has garnered significant attention in recent years.   Expected Benefits of Talent Development Through DX While mid-career hires possess skills and business etiquette, their ways of thinking naturally vary from person to person. Let’s utilize DX-based talent development to help mid-career hires quickly adapt to the company’s philosophy and policies—while leveraging their own experience—so they can actively contribute to the company with enthusiasm. Offline training facilitated by DX allows participants to receive standardized instruction. This minimizes discrepancies in understanding; even if participants initially have a superficial understanding or struggle to grasp certain concepts, repeating the same material ensures a consistent level of comprehension. As a result, issues such as mid-career hires feeling they “can’t seem to fit in” or that “the company is different from what I expected” can be minimized. Furthermore, by utilizing DX-based online training, you can conduct training sessions remotely as if they were in person. You can identify challenges and concerns that mid-career hires face—which might not have been apparent in in-person training—and quickly adjust your approach accordingly. Furthermore, another benefit of talent development through DX for the company is that, compared to traditional in-person training, it offers greater flexibility in terms of location and timing, leading to reductions in expenses and labor costs.   Summary: When training mid-career hires, adopt a different approach than you would for new graduates. Even mid-career hires with professional experience and skills may not necessarily adapt easily to a new company. Implement training methods tailored to your company and provide support to help mid-career hires maximize their potential. learningBOX has been adopted by a wide range of companies. For more details, please see these learningBOX case studies. learningBOX also offers a [Free Plan] that allows for unlimited use for up to 10 accounts, including administrators. If you’re even slightly interested, please give our learningBOX a try! ▼ We also recommend this! Related article: “Explaining How to Create and Why You Need Training Programs for Talent Development”

Why E-Learning Is Effective for Solving Talent Development Challenges For companies, human capital—often referred to as “human assets”—is of paramount importance. Providing appropriate training to each employee improves overall company productivity and helps prevent employee turnover. However, even though many executives understand the importance of talent development, there are likely quite a few who struggle with the question, “What kind of talent development should we actually implement?” Therefore, in this article, we will explain the challenges of workforce development and specific training methods. Use this article as a reference to understand the advantages and disadvantages of workforce development and learn which training methods are best suited for your company. Table of Contents 1. What Are the Challenges in Workforce Development? 2. What Are the Key Points to Consider When Planning Workforce Development? 3. Specific Methods for Employee Development 4. E-Learning Is an Effective Tool for Employee Development 5. Summary What Are the Challenges in Employee Development? Many companies face challenges in employee development, yet those in charge of training often feel they aren’t achieving the results they had hoped for. If companies continue with “education and training” without identifying these challenges, participants will begin to feel that the programs “aren’t really worth it,” leading to a vicious cycle of ineffective training. Here, we’ll introduce three specific strategies to address these challenges in talent development.   1. Establish a System That Allows Time to Be Dedicated to Training First, establish a system that allows time to be dedicated to training. In Japan, where labor shortages caused by a declining birthrate are a growing concern, the workload for each employee is often so heavy that they are rarely able to devote sufficient time to training. If companies merely try to squeeze out time for talent development amidst heavy overtime, they cannot expect training to yield sufficient results. Therefore, training must be viewed as an integral part of work, and a system must be established that allows time to be dedicated to it. Companies need to implement comprehensive work-style reforms, such as establishing a dedicated department for talent development or reviewing the job responsibilities of employees who handle training in addition to their regular duties.   2. Enhancing Supervisors’ Commitment to Mentoring It is also important to enhance supervisors’ commitment to mentoring. Rather than simply “appointing long-tenured employees as trainers” or “entrusting the task to employees with strong individual performance,” companies must first consider the training capabilities of those in mentoring roles. No matter how outstanding a supervisor may be as an individual, if training is conducted by a supervisor who lacks a mindset for mentoring or the ability to develop others, the trainees may not derive sufficient benefit from the training. Therefore, companies must incorporate talent development as a component of performance evaluations. If employee training is linked to results, supervisors will be more inclined to carefully consider their subordinates’ skills, abilities, and the path to achieving their goals. 3. Bridging the Generational Gap: It is important to recognize generational gaps and work to bridge them. Since social conditions are constantly changing, the training that managers received in the past may not necessarily be effective for new hires. Additionally, training for mid-career hires differs from that for new hires. Since mid-career hires may be confused by the differences from their previous jobs, it is essential to provide sufficient training on internal rules and regulations rather than just business etiquette and basic knowledge. Therefore, talent development tailored to the needs of each generation is essential. What Are the Key Points to Consider When Planning Talent Development? Based on the challenges mentioned above, we’ll explain the key points to consider when planning talent development. Understand the Challenges and Goals for Each Generation Keep in mind that talent development involves different challenges and goals for each generation. Training methods must be adapted flexibly according to the generation. For example, the challenges and goals required differ by generation as follows: ■ New Hires: Understanding the company’s management philosophy and business model; mastering basic business etiquette; training to boost motivation ■ Mid-Career Employees: Developing future career plans; improving specific skills such as problem-solving and presentation skills; understanding how to mentor subordinates ■ Mid-Career Hires: Understanding industry trends and structures; Building relationships to acclimate to the new environment; Understanding differences and gaps compared to their previous job. In practice, “recurrent education”—the concept that employees must retrain once every 10 years as part of a company’s talent strategy—is gaining attention, and career design training tailored to specific age groups is being conducted. Future talent development will require skill enhancement tailored to each generation.   Creating a Skills Map Creating a skills map is one of the most effective tools in employee training. A skills map is a table that identifies the skills required for specific job duties and lists the skills possessed by each individual employee. By compiling this information into a single overview, it becomes clear which skills employees currently need and what training goals should be set to move forward. This visualization helps define specific training plans for each individual, and by repeating this process, you can work toward improving employees’ skills. Analyzing Training Effectiveness It is also important to thoroughly analyze the effectiveness of training after it is completed. Conducting a proper analysis ensures that training remains meaningful rather than becoming a mere formality, leading to greater effectiveness. Analysis can be divided into two perspectives: the company’s perspective—which includes the return on investment for each training session and changes in employee attitudes and behaviors—and the employee’s perspective—which includes training satisfaction and the level of knowledge acquired. Data for such analysis can be collected through comprehension tests and interviews with participants. Rather than simply saying, “We just held the training,” analyzing the subsequent effects will allow you to refine the program into one that delivers even greater results.   Ensuring Everyone Is Committed to Training It is crucial for the entire company to maintain a strong commitment to training. Avoid leaving the responsibility entirely to trainers. Companies can take steps such as launching campaigns to encourage talent development or highlighting the benefits of training in internal newsletters. Furthermore, if the company provides financial and time support for self-improvement seminars and learning opportunities, it fosters a proactive attitude toward learning. It is important to help employees understand “why they need to participate in education and training” and to create an environment where they are motivated to participate voluntarily. View talent development as a corporate responsibility—do not leave it solely to individuals, but advance it as a company-wide effort.   Specific Methods for Talent Development Now, let’s take a look at specific methods for talent development. We will explain the advantages and disadvantages of each. Training: Training is the most popular method of talent development, as it allows many employees to be educated in a single session. Training led by external instructors allows employees to acquire a broad range of knowledge and skills. There is also in-house group training conducted by internal instructors. The advantage of in-house training is that it enables employees to acquire practical, on-the-job know-how. However, since employees are away from their regular duties while attending, this can be difficult to implement in companies where overtime is common. Furthermore, while in-house instructors offer significant benefits, they require high-level instructional skills, which means training them involves considerable time and cost. Additionally, due to recent changes in the business environment, companies are increasingly shifting toward online formats for group training. In the future, in-person group training sessions are likely to become less common.   OJT OJT stands for “On-the-Job Training” and is a method of personnel development that allows employees to acquire job-related knowledge while performing actual work. Since it takes place in the context of real work, the advantage is that employees acquire higher levels of practical skills. Furthermore, by providing feedback, the instructors not only foster smooth communication but also develop expertise in personnel development. However, OJT requires highly capable instructors and places a heavy burden on the workplace, which is a drawback. Furthermore, since OJT itself does not generate direct results for the company, the time cost for those providing instruction is relatively high. Self-Development Self-development refers to actions employees take proactively to enhance their own abilities. Specific examples include acquiring knowledge through reading and participating in self-development seminars. With no restrictions on time or location, employees can learn whenever they want and aim to proactively improve their skills. However, since self-development is not mandatory, it can be difficult without a proactive attitude toward learning. Therefore, companies need to boost employee motivation and help them understand the value of self-development.   E-Learning Is an Effective Tool for Talent Development While there are several effective methods for employee training, they all come with drawbacks such as high costs or time constraints. That is why we recommend training through “e-learning.” For example, conducting training online eliminates the need to secure space for large groups and reduces participants’ travel time, transportation costs, and lodging expenses, resulting in lower per-person training costs and significant cost savings. Additionally, e-learning allows participants to take knowledge-assessment tests at any time, and since grades and mastery levels are immediately visible, it makes it easier for them to see their progress—another key benefit. For managers, being able to monitor each employee’s performance and engagement not only improves operational efficiency but also greatly aids in analyzing the effectiveness of training and education programs, enables the provision of personalized training, and serves as a guideline for performance evaluations. E-learning, which serves to address the shortcomings of traditional talent development, is increasingly being adopted by companies and is becoming a popular method for talent development.   Summary: We’ve explained the challenges, key points, and specific methods involved in talent development. All of the talent development methods introduced here are expected to be highly effective, helping companies boost productivity while maintaining stable employee retention rates. If you need to prepare for this in terms of time and cost, e-learning is an effective solution. In particular, learningBOX features a user-friendly, intuitive design that allows for easy access anytime, anywhere. You can also try it for free with up to 10 accounts, so be sure to give it a try. ▼You Might Also Like! Related Article: “A Comprehensive Guide to the Basics, Mechanics, and How to Use e-Learning! [2020–2021]”

The first thing a new hire experiences at a company is “new employee training.” As they begin their career as part of the company, it’s important for them to acquire the knowledge and skills necessary for their job. Did you know that this “new employee training” actually has such a significant impact that it can influence a new hire’s motivation throughout their career? In this article, we’ll explore what’s needed to further boost the motivation of new employees who have joined the company full of enthusiasm, as well as the objectives of new employee training and methods for maintaining their motivation. What Is New Employee Training? As the name suggests, new employee training is training provided to newly hired employees; however, its content varies depending on whether the employee is a recent graduate or a mid-career hire. This is because there is a difference in professional experience between recent graduates and mid-career hires. For New Graduates: For new graduates with no prior work experience, the main focus of training is a shift in mindset—transitioning from student to professional. This includes compliance, the proper mindset for the workplace, and basic business etiquette. Of course, there is also training related to specific job duties, but the primary goal is to instill a sense of “I’m now a working professional!” For Mid-Career Hires: Mid-career hires, who already have professional experience, have acquired the necessary knowledge for the workplace, such as business etiquette. Companies expect mid-career hires to contribute immediately as productive members of the workforce. Therefore, the main focus of new employee training is on conveying the “corporate philosophy, company-specific operational knowledge, and industry information.” It is important to tailor the training to each individual’s experience and skills, filling in any gaps and deepening their understanding. Back to Table of Contents: Four Objectives of Training The primary objective of new employee training is to develop employees into valuable assets for the company. Whether they are new graduates or mid-career hires, this fundamental premise remains the same. What kind of training is necessary to develop such valuable employees? Training managers must clearly define the purpose of the training—“Why are we conducting this training?” If training is conducted with the mindset of “Well, we just have to do it,” that attitude will naturally rub off on the new hires. Training managers must be careful, as they may unwittingly “dampen the motivation of these enthusiastic new employees”! So, what exactly are the purposes of new employee training? Here, we’ll introduce four main objectives as examples. [Objective 1] Understanding the Corporate Philosophy First and foremost, new employees need to understand their company’s corporate philosophy. It is crucial for them to be familiar with the company’s philosophy and vision. The corporate philosophy serves as the standard for how work is conducted within the company. Understanding these principles is essential for employees to work in a way that aligns with the company’s direction. Furthermore, sharing the philosophy and vision leads to increased motivation. When all employees share a common purpose and approach their work with that in mind, we can expect to see a noticeable improvement in results. While a corporate philosophy cannot be fully conveyed in a single training session, we should strive to communicate it repeatedly so that it permeates the entire company. [Objective 2] Building Interpersonal Relationships Within the Company It goes without saying that new employees who have just joined the company do not yet know anyone around them. One purpose of training is to help new employees build relationships within the company, such as with supervisors and peers. Good interpersonal relationships are crucial for working effectively in a company. When day-to-day communication is easy, work flows more smoothly. It is also important to have someone to turn to for advice—whether a supervisor or a peer—when problems arise. Having people within the company who support them provides a great sense of security and helps prevent employee turnover. Creating opportunities for new hires to interact with many people during training contributes to a more comfortable work environment. [Objective 3] Acquiring the Skills and Knowledge Necessary for the Job Another major objective of new employee training is to equip new hires with the skills and knowledge required for their specific job duties. If new hires acquire solid skills and knowledge, they will be able to start their jobs smoothly after training. This also includes basic business etiquette. Be sure to convey not only general knowledge but also the specific knowledge and skills unique to that company or department. In doing so, we recommend incorporating real-world feedback from employees on the front lines to make the training practical.  [Objective 4] Understanding Internal Company Rules Every company has its own unique rules and regulations. For jobs that involve customer interaction, there may be dress codes or other standards. To prevent data leaks—which can be a matter of life and death for a company—it is not uncommon for companies to have rules regarding document management and the handling of storage media. Since mid-career hires may feel a disconnect—thinking, “This is different from my previous job”—when encountering these unique rules, it is essential to carefully explain the purpose behind them. Return to Table of Contents: 4 Methods Used in New Employee Training Here, we introduce four representative methods for conducting new employee training, which significantly influence new hires’ motivation. Method 1: “Group Work” This method involves dividing participants into several groups of a few people each to tackle a task. Working together on the task is expected to foster teamwork skills. Method 2: “Recreational Activities” This method uses simple games as “recreational activities.” Simple games that anyone can play, such as “Charades” or “Whisper Down the Lane,” are commonly used. Recreational activities help ease tension and serve as a catalyst for communication. Method 3: “Role-Playing” This method involves simulating real-life business scenarios and taking on the roles required within them. “Role-playing” literally means “playing a role.” It allows participants to gain practical know-how that is difficult to acquire through classroom instruction alone. Method 4: “OJT” Short for “On-the-Job Training,” this method involves experienced supervisors or senior colleagues providing guidance through actual work tasks to help new employees acquire knowledge and skills. The main benefit is receiving direct guidance from people who are actually performing the work. Back to Table of Contents: Follow-Up Is Key to Maintaining Motivation Once training is complete, new hires are assigned to their respective departments. New employees are bound to feel a mix of anticipation and anxiety in their new environment. So, what should senior colleagues and supervisors in their assigned departments do to welcome these new hires? First, those responsible for training should check to make sure the new hires aren’t feeling isolated in their new department. New employees need someone they can feel comfortable asking questions when they’re unsure about something. Having someone they can rely on makes the workplace more comfortable. In such an environment, their motivation to work will naturally increase. During the first two to three months after assignment, there are many things they don’t understand, and they often hit roadblocks. After two to three months on the job, motivation tends to drop, and some employees may start to feel anxious, thinking, “Wait, this isn’t what I expected.” During this period, we recommend setting aside time to have a discussion with the new hire. Reflect on their progress so far and help them set new goals for the future to support their motivation. Back to Table of Contents: E-Learning Systems to Further Enhance New Employee Training Benefits for New Employees: Learn at their own pace, regardless of location; Practice repeatedly to master the material; Easier to turn learning into a habit. Benefits for the Company: Consistent training quality; Easy management of learning progress; Potential for reduced training costs. Of course, e-learning systems also have drawbacks, such as reduced interaction among employees and difficulty in managing motivation. If you need to train new hires efficiently within a limited timeframe, why not consider combining traditional training with an e-learning system? This approach will allow you to create a training program that leverages the strengths of each method while mitigating their weaknesses. Back to Table of Contents Summary New hire training lays the foundation for how new employees will work in the future and has a significant impact on their motivation. The purpose of new hire training is to develop talent that benefits the company. By clearly defining the training objectives and conducting the training thoroughly, companies can improve productivity not only for new employees but for the entire organization. Additionally, online training is a method worth considering to achieve results as quickly as possible. With our e-learning system, “learningBOX,” you can assess new hires’ knowledge retention from various angles. Since it’s easy to check performance and progress, this also helps boost employee motivation. Our simple, intuitive system—which requires no programming knowledge to operate—has received high praise from many companies. Start by registering for free and experience its ease of use for yourself. ▼Recommended! Related Articles Return to Table of Contents

What Should a New Employee Training Curriculum Include? An Explanation of Key Considerations When Developing One When developing internal talent, creating a new employee training curriculum is a critical factor that can influence employees’ motivation and future work performance. However, some people may be unsure of exactly how to go about creating such a curriculum. In this article, we’ll explain how to develop a new employee training curriculum and the key points to keep in mind.   Table of Contents 1. Content of the New Employee Training Curriculum 2. How to Create a New Employee Training Curriculum 3. Points to Keep in Mind When Creating the Curriculum 4. Summary Content of the New Employee Training Curriculum The new employee training curriculum is broadly divided into orientation training and job-specific training. Let’s take a look at what is covered in each.   Orientation Training New employee training begins with a curriculum known as orientation training. The content of orientation training covers basic topics such as business etiquette, the mindset expected of a working professional, understanding the company’s philosophy, and communication skills. Much of this content is designed to foster a sense of responsibility as a working professional and is applicable to any job role.   Job-Specific Training This training focuses on the specifics of the job role to which new hires are assigned. In addition to covering topics closely related to actual work, the goal is to teach skills that can be directly applied to their specific job duties.   How to Create a New Employee Training Curriculum Let’s take a look at the detailed steps for creating a new employee training curriculum. Determining specific elements—such as advance preparation, objectives, and duration—enables a smooth learning process.   Assessing Participant Levels: As a prerequisite for creating a curriculum, it is essential to understand the participants’ skill levels. This is because their levels vary depending on factors such as whether they are new graduates or mid-career hires, and whether mid-career hires have prior experience in the field. By tailoring the curriculum to the participants, you can provide training that is appropriate for each individual’s level. Setting Training Objectives and Duration: Be sure to determine the training objectives and duration before you begin. If these parameters are vague, problems may arise—such as failing to complete the curriculum or being unable to cover the desired learning content. Therefore, set the duration based on the training objectives. Setting Methods and Curriculum Determine the methods participants will use to learn during new employee training from the following options: OJT……Learning while performing actual work Off-JT……Providing a learning environment separate from actual work Group work……Learning through communication within a group Role-playing……Learning through simulated experiences, such as customer interactions e-learning…… Self-directed learning using the Internet. The most suitable method varies depending on the content to be learned and the specific tasks involved—for example, OJT for practical skills and e-learning for theoretical knowledge. Before creating the curriculum, consider which method is most appropriate. Points to Consider When Creating the Curriculum Let’s look at key considerations when creating the curriculum.   Prepare Thoroughly Before creating a curriculum, prepare with a multifaceted perspective. For example, it’s necessary to make improvements based on the strengths and areas for improvement from the previous year’s curriculum. If you’re holding in-person sessions, you’ll need to secure the schedules of instructors and venues; if you’re using e-learning, you’ll need to consider everything from the content of the learning materials to the delivery method. It is important to note that the necessary preparations vary depending on the method used. Create an Easy-to-Understand Structure The curriculum must be structured in a way that is easy for new employees to understand and grasp. For example, presenting difficult tasks at the beginning makes it hard for them to absorb the material; therefore, it is generally easier for them to understand if you start with simpler topics, such as the company’s philosophy and mutual understanding of the business. By then gradually moving on to more detailed job responsibilities, it will be easier for them to retain the knowledge. Summary Curricula for new employee training can be broadly divided into introductory training and job-specific training. Since there are different learning methods—such as OJT, Off-JT, and e-learning—you should choose the appropriate one based on the content you want them to learn and your company’s circumstances. Additionally, when creating, providing, and implementing a curriculum, it’s important to strive for efficiency in learning—for example, by keeping the content simple and easy for new hires to understand. learning BOX offers a wide range of content tailored to various uses and objectives, and it also allows participants to review what they’ve learned through quizzes. We also excel at creating medium- to long-term training programs, which is why so many companies have adopted our platform. Start by signing up for free to give it a try. ▼We also recommend this! Be sure to read “Introducing In-House Training for New Hires Using e-Learning.”

What Are the Goals of Teaching English as Part of Employee Development, and What Are the Keys to Successful Learning? When expanding business operations overseas or handling business tasks in English, learning English is likely to be necessary. However, the reality is that many people are unsure of the most efficient way to proceed with their studies. In this article, we’ll explain in detail the keys to successful English learning and the characteristics of each training style. Let’s effectively implement training methods tailored to your objectives to improve English proficiency. Table of Contents 1. Why Companies Have Employees Learn English as Part of Talent Development 2. Characteristics of Different English Training Styles 3. Key Points for Successful English Training 4. Learning Methods Utilizing E-Learning 5. Summary Why Companies Have Employees Learn English as Part of Talent Development There are three main reasons why companies have employees learn English as part of talent development. It is important to tailor the learning approach to each of these objectives. 1. Improving Employees’ English Skills If employees are scheduled for overseas assignments in the future or if the company wants to prepare for inbound business, it will be necessary for the company to improve its employees’ English skills. This is because English proficiency must be improved to facilitate efficient communication with overseas partners. 2. Handling Business Tasks in English Many companies seek to have employees learn English as part of their talent development programs to handle business tasks in English. Even if operations have traditionally been conducted solely in Japanese, the volume of English-language work may increase when collaborating with foreign-affiliated companies. 3. Expanding Business Overseas: When expanding business overseas, employees will be required to have a high level of English proficiency. Companies must establish internal standards not only for basic English skills but also for the four language skills—reading, writing, speaking, and listening. Characteristics of Different English Training Styles: Let’s now take a look at four different styles of English language training. The appropriate training style varies depending on the content to be covered and the duration of the program. Instructor-Led Training: Instructor-led training involves inviting an instructor to the company to conduct English classes at predetermined dates and times for a set period. Since an external instructor is brought onto the company premises, preparations are required to accommodate them.   Short-Term Study Abroad Program The short-term study abroad program involves sending employees to a language school to improve their English skills in a short period. Since participants are immersed in English every day, this is an effective method when the goal is to help them achieve a high level of English proficiency in a short time. Online Training Also known as e-learning, this method uses the internet to enable employees to learn English. Employees can study from home or even while commuting, and since daily study sessions can be as short as a few tens of minutes, this training style is easy to incorporate even when work is busy. Blended Learning Blended learning is a method that combines e-learning with face-to-face instruction. One of its advantages is that it facilitates efficient learning—for example, using e-learning for foundational topics and face-to-face sessions for skills that require communication. Key Points for Successful English Training Here, let’s look at three key points for ensuring the success of English 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 lack motivation to learn, increasing the likelihood that they will give up. Additionally, discussing the company’s future prospects can help boost motivation. Provide Training Tailored to Objectives and Goals The training style varies depending on the objectives and goals. For example, if a company plans to expand its business overseas within three months, business-level English proficiency is required. In cases of overseas assignments, employees will struggle with daily life if they cannot handle basic conversation. Therefore, companies must provide learning content tailored to their specific objectives. Provide Support for Continuous Learning Continuous learning is essential for mastering English. Furthermore, to ensure employees continue learning, companies need to establish a support system. Consider what support the company can provide, such as financial assistance or creating an environment where employees can easily ask questions and seek advice. What Is e-Learning? E-learning is a method where companies distribute learning materials, and employees study online from home or other locations. The format can be customized freely by each company. For example, since it supports video-based training, quizzes, essay questions, and tests, you can select the format that best suits the content you wish to teach. It is also an effective learning method when there is insufficient time or budget for in-person training or short-term study abroad programs. Summary: When learning English, clarify your objectives and reasons before selecting a training method. In-person training with an instructor or short-term study abroad programs enable efficient English learning. However, if your work schedule is too busy to accommodate such options, you’ll need to find alternative solutions, such as utilizing online e-learning. Consider factors like time and cost to ensure you’re learning English efficiently. Additionally, once you’ve learned English, it’s important to apply it in your work. Even with tasks you’re used to, the change in language can be disorienting at first. learningBOX offers a wide range of content tailored to specific uses and objectives, so by utilizing learningBOX, you can incorporate simulations and training for tasks performed in English. Start by signing up for free to give it a try. ▼You Might Also Like! Related Article: “Creating English Courses Using e-Learning”

[2021 Updated Edition] Challenges in Education and the Expected Role of Digital Transformation (DX) Hello! I’m Nishimura from Tatsuno Information Systems. With digital technology advancing rapidly these days, digital transformation (DX) is being promoted across various fields. Since the onset of the COVID-19 pandemic, remote work and web conferences have become commonplace, drastically changing the way we work. The education sector is no exception. While it has long been pointed out that Japan’s education sector lags behind in digitalization, the Ministry of Education, Culture, Sports, Science and Technology (MEXT) has now begun to tackle this issue in earnest. In this article, we will provide a detailed explanation of the current state and challenges of DX in the education sector.   Table of Contents: 1. The Current State of Japanese Education, Lagging Behind the Rest of the World 2. Challenges Facing Japan’s Education Sector and the Expected Benefits of DX 3. learningBOX Is an LMS That Makes It Easy for Anyone to Get Started with E-Learning 4. Summary The Current State of Japan’s Education Sector, Lagging Behind the Rest of the World According to the White Paper on Education, Culture, Sports, Science and Technology (published in late July 2020) issued by the Ministry of Education, Culture, Sports, Science and Technology (MEXT), a 2018 survey conducted by the Organization for Economic Cooperation and Development (OECD) revealed 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 ranked last among OECD member countries. A 2018 OECD survey of teachers also showed that the percentage of Japanese teachers who have students use ICT for assignments or classroom activities at school was less than 20%, ranking last among the 48 participating countries. ▼To briefly summarize the current state of education in Japan: ”The frequency with which students use computers to do homework ranks last among OECD member countries.” “The percentage of teachers who incorporate ICT into assignments and classroom activities is less than 20%, ranking last among member countries.”   Challenges Facing Japan’s Education System: Many voices from the business community point out that “the supply of talent does not match demand,” and reform of Japan’s school education system is urgently needed. Modern society is highly digitized, and technological progress—symbolized by advances in artificial intelligence (AI)—is accelerating at an ever-increasing pace. In such a rapidly changing society, the traditional group-oriented, passive learning style and the entrance exam system—which places heavy emphasis on standardized test scores—are insufficient to resolve the talent mismatch. What is essential is an educational system that comprehensively cultivates programming-style thinking—the ability to identify and solve problems independently—as well as information literacy and communication skills.   The GIGA School Initiative Led by the Ministry of Education, Culture, Sports, Science and Technology (MEXT) Recognizing the serious lag in the use of ICT in Japanese schools, MEXT proposed the GIGA School Initiative in December 2019. (GIGA stands for Global and Innovation Gateway for All.) The goal of the GIGA School Initiative is to create an environment that ensures equitable access to learning opportunities for all children through the use of ICT, while reducing the burden on teachers involved in children’s education and creating an environment where they can maximize their potential. Specific initiatives include establishing an environment where every student is provided with a digital device and developing the necessary communication networks to support this. Reforming Japan’s Educational System Through ICT Education ICT stands for Information and Communication Technology. “ICT education” is a general term for initiatives that utilize information and communication technology in educational settings. While the term may sound formal, it becomes easier to understand when visualized in a school classroom. • Displaying math problems on an interactive whiteboard and explaining how to solve them while writing on it • Instantly sharing presentation materials created by students on tablets with the entire class’s devices • Submitting assignments and taking regular tests on computers, allowing teachers to view the results immediately Educational activities that were unthinkable just a short time ago are now made possible through the use of ICT. ▼This article provides a detailed explanation of ICT education. Challenges Facing Japan’s Educational System and the Expected Benefits of Digital Transformation Alongside the discussion on ICT utilization, what exactly are the challenges currently facing Japan’s educational system? A representative challenge is “the increasing diversity of children and the growing workload on teachers.” The number of children enrolled in special education schools and special education classes in elementary and junior high schools is increasing. Furthermore, there are various other circumstances to address, such as supporting foreign children who require Japanese language instruction and children who are not attending school. Correspondingly, the workload on teachers—including “excessive administrative tasks” and “the difficulty of dealing with parents”—has become a major challenge. What is crucial in the educational setting is providing every single child with equal and fair opportunities to acquire the necessary academic skills and experiences. To that end, let’s examine what can be achieved through digital transformation (DX) in the education sector.   Realizing Individually Optimized Learning: There is a growing need to provide education optimized for each individual student, based on their proficiency and abilities, rather than offering a one-size-fits-all approach. In ICT-based education, it is now possible to analyze data such as learning logs on an individual basis to identify the most suitable instructional materials. Furthermore, for children who need support with the Japanese language, the use of automatic translation technology can help improve their understanding. Streamlining Administrative Work Utilizing ICT in educational settings streamlines manual administrative tasks involved in processes such as test creation, grading, evaluation, and notification of results. It also enables centralized management of academic performance data and helps prevent human error. By automating routine administrative tasks from teachers’ extremely busy schedules, their workload can be reduced. This allows them to focus on tasks that leverage their expertise—such as preparing lesson materials, participating in professional development, and refining teaching methods—and increases the likelihood that they will have more time to work individually with students.   Improving Educational Quality Through the Use of High-Quality Digital Learning Materials The quality of education, which has traditionally depended heavily on the skills of individual teachers, can also be expected to improve through the use of ICT. With their administrative workload reduced, teachers can devote more time to developing curricula and learning materials. Furthermore, it becomes possible to gain a detailed statistical understanding of students’ learning progress, which is expected to lead to improved educational quality. learningBOX is an LMS that allows anyone to easily get started with e-learning. learningBOX is an “e-learning system designed with a focus on enabling anyone to easily build a web-based learning environment.” It’s incredibly easy to get started, both in terms of cost and usability. It’s a learning management system (LMS) that covers all the functions necessary for school education—such as creating learning materials and tests, grading, and managing grades—and allows you to create e-learning materials with a focus on affordability and ease of use.   It’s easy to use even without specialized IT knowledge. With learningBOX, even those who aren’t comfortable using a computer can easily add content via a dedicated creation form and configure distribution settings for specific groups. You can customize detailed settings to suit your needs, including course configuration, learner group management, and the ability to distribute materials to specific groups.   You can start using it easily for as little as 33,000 yen per year, even with 100 accounts! Our greatest strength is that we offer the lowest prices in the industry. Most e-learning systems currently on the market are extremely expensive and are primarily designed for large corporations. With our Starter Plan, you can use our e-learning service for as low as 33,000 yen per year (+tax) for up to 100 users—which works out to just 2,500 yen per month. The concept behind learningBOX is to provide a system that is “affordable and easy to use.” About learningBOX’s Free Plan: With learningBOX, if your group consists of up to 10 users (including the administrator), you can use nearly all features for free, excluding paid optional features. To all those in charge of considering the adoption of this system for school education: Please take this opportunity to try out our learningBOX. Summary: While Japan’s educational sector lags behind the rest of the world in digital transformation (DX), the COVID-19 pandemic has made reform an urgent priority. Thanks to strong promotion by the Ministry of Education, Culture, Sports, Science and Technology (MEXT), which has finally begun to take this seriously, the educational landscape is steadily beginning to change. At the same time, the diversification of the student population and the chronic high workload faced by teachers remain major challenges for Japan’s educational institutions. The use of ICT is not an end in itself, but rather an educational tool designed to provide every child with equal and fair opportunities to acquire the necessary academic skills and experiences.   ▼You Might Also Like! Recommended Reading: “[2021 Breaking News] Corporate DX Initiatives Accelerating Amid the COVID-19 Pandemic”

What Is Online Training for New Hires? Explaining the Benefits and Challenges Due to the impact of the novel coronavirus, an increasing number of companies are introducing online training programs for new hires. However, if you’re considering implementing such a program, you may be unsure of the specific benefits and challenges involved. In this article, we’ll explain the benefits and challenges of online training.   Table of Contents 1. Reasons for Using Online Training for New Hires 2. Benefits of Online Training for New Hires 3. Challenges of Online Training for New Hires 4. How to Overcome Challenges in Online Training for New Hires 5. Summary Reasons for Using Online Training for New Hires Online training is increasingly being used for new hire training. Traditionally, new hire training typically took the form of “group training,” where seminars and study sessions were held, and large numbers of people learned together at the same time. However, in recent years, due to the impact of the novel coronavirus, companies have been switching to online training to reduce the risk of infection. Switching to an online training format offers the benefit of allowing new employees to learn from home, in addition to avoiding crowded places where the risk of infection is high.   Benefits of Online Training for New Hires This page introduces the benefits of providing online training to new hires. No Need to Gather Large Groups at a Venue When using online training, there is no need to gather new hires at a venue. As a result, as mentioned earlier, this not only helps prevent the spread of COVID-19 but also eliminates the hassle of preparing a venue large enough to accommodate a large number of new employees. Cost savings Compared to traditional seminars and study sessions, online training eliminates venue and transportation costs, leading to cost savings. Training Costs per Employee According to a research institute, the training cost per employee in 2019 was 39,841 yen, representing a 15% increase compared to the previous year. In the field of education and training, “new employee training” has the highest implementation rate, followed by “mental health training,” “communication training,” and “career development training,” with a growing trend toward implementing training programs for current employees. Given that not only the number of training programs but also their variety is increasing, corporate training costs are projected to continue rising. Market Rates for Online Training The average market rate for online training and seminars is 3,390 yen per person. Although costs vary depending on the seminar content, it is possible to reduce costs by shifting part of in-house training to an online format. Company Name Price per Person SAKU-SAKU Testing 429 yen Employee Training VA Plus 495 yen Suku 1,500 yen Bizup Research Institute 5, 280 yen Recruit 15,000 yen Neo Career 20,000 yen *The above data is based on calculations from our own research.   Unlimited Review Opportunities If the training content is difficult, it is likely that some new employees will struggle to keep up. However, with online training, not only can participants review videos and text as many times as they like, but it is also possible to track who has progressed to which point in the course, making it easier to provide support tailored to each learner’s level. This also offers benefits to instructors; not many companies can allocate resources to training. Therefore, the ability to provide not only the training itself but also follow-up support online is a significant advantage for mentors (instructors) working in busy on-site environments. Challenges of Online Training for New Hires Let’s now examine the challenges of online training.   Prone to Lack of Communication E-learning, a component of online training, typically involves watching pre-recorded videos or reading text. As a result, unless specific measures are taken, communication with supervisors and colleagues may decrease. Difficulty Assessing New Hires’ Abilities It can be difficult to gauge the abilities of new hires through online training. This is because, even if you can check their progress, it’s difficult to gauge how deeply they’ve understood the material or how they’ll apply it to their work. Setting a Schedule Create a schedule outlining when you want the training to be completed. Since the time required to master the material varies depending on the learning method, choose a method that will allow the training to be completed by the deadline.   Inability to Learn Through Hands-On Experience Online training is not well-suited for content that requires hands-on experience, such as direct interaction or practical application. Even if trainees understand the material through videos or text, it remains uncertain whether they will be able to apply it in real-world situations. How to Overcome Challenges in Online Training for New Hires Let’s look at ways to address the challenges associated with implementing online training.   Implement On-the-Job Training (OJT) and a Mentoring Program OJT is a training style where employees learn while performing actual work tasks. In contrast, a mentoring program involves senior colleagues or supervisors providing emotional support to new hires. Both approaches create an environment where employees can learn through communication and seek guidance. Combining these with online training can help resolve these challenges.   Combining E-Learning and Webinars Online training includes both one-way and interactive methods. For example, e-learning delivers videos and text in a one-way format, offering the benefit of being able to review the material at any time. Webinars are a format where participants receive training in real time and can ask questions or seek advice via chat if needed. Furthermore, using web conferencing tools like Zoom enables interactive communication, such as the freedom to ask questions at any time. Since there are various methods available for online training, combining them allows you to address specific challenges effectively. Summary: Online training for new employees offers many benefits. However, you cannot resolve challenges without first understanding each employee’s learning style. It’s best to first set clear goals regarding what you want new employees to learn and in what format before considering the implementation of online training. “learning BOX,” which offers a diverse range of instructional materials, allows you to create and deliver e-learning tailored to various online training scenarios through a wide variety of question types and learning resources. Furthermore, its intuitive design makes it easy for learners to use, reducing stress during the learning process and leading to more effective learning. ▼You Might Also Like! Recommended Reading: “What Is an LMS? Key Features and Benefits of Implementation | Case Studies from Universities and Companies”

An Explanation of How to Create and Why You Need Training Programs That Support Employee Development I believe many companies aim to have employees learn as much as possible through training when developing their workforce. When conducting training, creating a program in advance allows for a structured learning process. However, we often hear from people who aren’t sure what kind of program to design. In this article, let’s take a look at how to create training programs that facilitate efficient learning. Table of Contents: 1. The Necessity of Training 2. What Is a Training Program? 3. How to Create a Training Program 4. Summary The Necessity of Training Regular training is essential for efficient talent development. For example, if specific skills are needed, repeating training sessions designed to acquire those skills makes it easier to improve skills efficiently. Furthermore, if the content and direction of training for leaders and managers are appropriate, it can lead to company profits in the medium to long term. It also helps prevent situations such as the following:   Loss of Trust Due to Information Leaks from Misdirected Emails Information leaks caused by misdirected emails are a prime example of mistakes that often occur when emails are sent manually. For example, since this is a classic mistake that could be avoided by thoroughly double- or triple-checking the recipient and content, learning through training makes it easier to prevent such incidents. Massive financial losses due to data removal: If an employee removes a company-issued PC—which is prohibited from being taken off-site—and then loses it, this can result in massive financial losses. This, too, can be prevented by thoroughly managing devices and establishing a robust company-wide security framework. Training helps raise awareness of these risks and foster a sense of urgency. What Is a Training Program? To ensure training runs smoothly, here are key points to consider when designing each program, such as who the training is for and what content it should cover.   Teaching New Hires Basic Skills New hires need to learn not only their job duties but also basic rules of professional conduct, such as how to answer the phone and send emails. When creating a training program for new hires, be sure to include these basic professional skills in the curriculum.   Teaching Job Responsibilities The specific job responsibilities incorporated into a training program vary depending on the employee’s role. Training content differs not only based on the employee’s status—such as new hires, mid-career employees, or mid-career hires—but also by industry. For example, employees in general affairs may need to learn rules and management methods related to attendance, while those in sales will need to learn product details. Since there are further subtle differences in job responsibilities from company to company, a tailored approach is essential. Before planning a training program, it is crucial to define in detail exactly what job-related content you want the participants to learn. How to Create a Training Program: Follow these steps to develop your training program. By setting clear objectives and learning methods, you can maximize the effectiveness of the training.   Set Objectives Clearly communicate what you want employees to be able to do by the end of the training. For example, “We want employees to understand basic business etiquette” or “We want them to memorize all the features of our products” are clear objectives.   Determine Learning Methods Learning methods include On-the-Job Training (OJT), where employees learn through their actual work; Off-the-Job Training (Off-JT), which involves seminars held outside of work; and self-directed learning, where employees study on their own using books and other resources. Each method has its own advantages and disadvantages, so choose the one that best aligns with your objectives.   Create a Schedule: Create a schedule specifying by when you want the training to be completed. Since the time required to master the material varies depending on the learning method, choose a method that will allow the training to be completed by the deadline.   Determine the Budget: Depending on the training method, costs may be incurred. For example, Off-JT tends to involve various expenses, such as venue fees, travel allowances, and instructor fees. Additionally, for self-directed learning, you’ll need to consider covering the cost of books purchased by employees themselves.   Consider Online Training: In recent years, online training has gained significant attention. Online training is relatively cost-effective; not only can employees learn from home, but they can also review the material as many times as needed. Don’t limit yourself to in-person training—be sure to consider online options as well. Summary: There is no single training program; each has its own distinct characteristics. Rather than selecting just one option—OJT, Off-JT, self-directed learning, or online training—you can also create a program by combining them. Design a program that ensures smooth progress toward your goals, and implement the training accordingly. “learning BOX,” which offers a variety of instructional formats, resolves the challenges instructors face in creating and delivering content through its robust question-generation system. Furthermore, its intuitive design makes it easy for learners to use, reducing stress during the learning process and leading to more effective learning. ▼You Might Also Like! Recommended Reading: “[Frontiers of Education] Implementing Effective New Employee Training with Videos and e-Learning”

What Are the Challenges Small and Medium-Sized Enterprises Face in Employee Development? Employee development has become a serious issue for small and medium-sized enterprises. For example, even when the specific causes—such as “not enough staff,” “not enough time,” or “inability to allocate funds”—are understood, there are many cases where companies are unable to improve the situation. In this article, we will discuss the challenges small and medium-sized enterprises face in employee development and explain key points for resolving them.   Table of Contents 1. The Current State of Workforce Development in SMEs 2. Challenges in Workforce Development Faced by SMEs 3. Key Points for Effective Workforce Development in SMEs 4. Summary The Current State of Workforce Development in SMEs The following are some of the challenges currently facing SMEs in workforce development.   Many SMEs Struggle with Talent Development According to a survey conducted by the Ministry of Economy, Trade and Industry titled “FY Heisei 29 Survey on the Current Status of Management Talent Development in Small and Medium-Sized Enterprises,” the number one issue facing companies was “securing, retaining, and developing talent.” This accounted for approximately 60 percent of responses, indicating that many SMEs are struggling with talent development.   Reasons for the Lack of Progress in Talent Development According to the aforementioned METI survey, 58.6% of companies responded that they “do not conduct any specific talent development initiatives.” In other words, while more than half of SMEs perceive talent development as a challenge, they lack the time or know-how to address it. Depending on the company, it is also conceivable that some are not only facing a shortage of personnel but are also unable to even identify labor-related problems and challenges. Talent Development Challenges Faced by Small and Medium-Sized Enterprises Let’s now take a closer look at the specific talent development challenges faced by small and medium-sized enterprises, as mentioned above.   Lack of Time for Training For example, even when there is a designated trainer, the reality is that in SMEs, this person often holds multiple roles. As a result, it is difficult to set aside dedicated time for training.   Work Processes Are Not Standardized and Rely on Individual Expertise Another challenge is that teaching methods and learning content vary from person to person. In some cases, since job duties and required knowledge are not documented in manuals, there is a risk that operations could grind to a halt if key personnel leave the company.   Lack of Know-How for Talent Development In businesses that rely heavily on manpower, it’s likely that many employees will never be given opportunities to learn. For example, if most employees learn through on-the-job experience, know-how cannot be accumulated. Furthermore, even if new employees are hired, they may leave quickly because they don’t feel they are actually learning anything.   New Challenges Arising from the COVID-19 Pandemic Until a few years ago, some companies held regular training sessions for employee development. However, the COVID-19 pandemic has made in-person instruction difficult. Furthermore, to prevent the spread of the virus, it has become impossible to gather large numbers of people in one place, leading to an increase in situations where learning opportunities are lost. Source: How Was In-House Training Conducted in 2020, When We Were Suddenly Hit by the COVID-19 Pandemic? The Current State of Online Training Adoption Key Points for Small and Medium-Sized Enterprises to Effectively Develop Their Workforce Next, let’s look at key points for effectively developing talent, aimed at small and medium-sized enterprises that want to provide learning opportunities for their employees.   Visualizing Training Methods You cannot effectively develop talent with vague goals such as “I just want them to learn the job for now.” The key is to set specific goals, such as “Once they’ve mastered this much, they’ll move on to the next topic.” Clarify the training methods needed to achieve these goals, create manuals, and visualize the talent development process and objectives.   Introducing Off-the-Job Training (Off-JT) Off-JT refers to learning opportunities that take place outside the workplace. Unlike On-the-Job Training (OJT), where employees learn while working, this approach utilizes external training programs and seminars.   Rising Demand During the Pandemic! Video-Based Training Demand for video-based training has been on the rise during the COVID-19 pandemic. By utilizing video streaming to facilitate online learning, employees can study from the comfort of their own homes. It is advisable to use services that allow for easy creation and distribution of videos and provide learners with simple access.   Summary: It’s fair to say that many small and medium-sized enterprises (SMEs) face challenges in employee development. It’s important to understand these challenges from various angles, such as labor shortages, time constraints, and budget limitations. With one-way training that involves merely listening and learning, common problems include slow progress in employee training and a lack of concentration. With learningBOX, you can use the quiz creation tool to assess learning through tests and facilitate repeated study. By combining input with output, it’s possible to move away from one-way training. By identifying the key points of employee development and implementing them effectively, you can resolve these challenges. Therefore, it is crucial to identify the specific challenges in your company’s employee development and consciously adopt the appropriate approach. ▼You Might Also Like! Recommended Reading: “[Frontiers of Education] Implementing Effective New Employee Training with Video and e-Learning”