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In workplace relationships where a diverse workforce is active, unexpected words and actions can be damaging to others. In recent years, harassing words and actions related to unmarried people have come to be known as "marital harassment," and the damage it causes has come to light. What disadvantages does marital harassment bring to the workplace? What are the disadvantages of marriage harassment in the workplace and how should countermeasures be taken? This article explains the basics of marriage harassment, touching on factors and examples of its occurrence. Table of Contents 01What is Marriage Harassment? What is Marriage Harassment? Types of harassment likely to occur in the workplace Disadvantages of Marriage Harassment for Companies 02Factors and Examples of Marital Harassment in the Workplace Factors that cause Marital Harassment in the Workplace Cases of Marital Harassment in the Workplace 03How companies can prevent marriage harassment Establish an in-house harassment consultation service Conduct harassment training 04Enhance Employee Training to Prevent Marriage Harassment What is Marital Harassment (Marriage Harassment)? Marital harassment can occur in the workplace. First, we will introduce the characteristics of marriage harassment and the types of harassment to watch out for in the workplace. What is Marriage Harassment? Marital harassment refers to harassing words or actions toward a person who is not married, related to his or her unmarried status. It is also called "Marriage Harassment." Marriage harassment is mainly characterized by the imposition of values based on the assumption that one is married. It shares some similarities with "Solo Harassment (Solo Harassment)," in which harassing words and actions are directed toward single people. Even if it is intended as a joke, words and actions that hurt or make the other person feel uncomfortable can be highly problematic. In general, marriage harassment tends to be perpetrated by married people against unmarried people. In the workplace, victimization can occur regardless of one's position in the job. It should be noted not only in relationships from superiors to subordinates, but also among colleagues and other relationships. Types of Harassment Likely to Occur in the Workplace Maternity harassment Harassing female employees regarding pregnancy, childbirth, and childcare. Actions that discourage the use of the company's leave system also fall under the category of harassment. Power harassment Harassment is defined as any behavior or action that inflicts physical or mental pain by taking advantage of a superior relationship in the workplace. It damages the victim and worsens the work environment. Sexual Harassment (Sexual Harassment) Sexual harassment is defined as any sexual harassment that causes physical or emotional distress by using sexual words or actions that are against the will of the other party. Any employee, regardless of gender, can be a perpetrator or a victim. Social Harassment (Soharassment) This term refers to harassing words and actions using social networking sites. It causes distress by intruding into a person's private life against his/her will. Disadvantages of Marriage Harassment to a Company When marital harassment is rampant in an organization, the victim's mental and physical health may suffer. Not only does it cause a loss of motivation at work, but there is also a risk that it may lead to job turnover. It is believed that there are many cases of marriage harassment that go unrecognized, making it easy for the problem to go unrecognized within the company. If the damage is repeated, it can even have a negative impact on relationships within the company. Back to Table of Contents Factors and Examples of Marriage Harassment in the Workplace Why does marital harassment occur in the workplace? Here are some of the factors that can lead to the occurrence of marital harassment, as well as specific words and actions that constitute marital harassment. Factors Leading to Marriage Harassment in the Workplace In many cases, the perpetrator of marital harassment does not recognize his or her own words or actions as harassment. This does not necessarily mean that the harassment is done with malicious intent. For example, many perpetrators may feel that they were just meddling because they were worried about their partner, or that they meant well and said what they said without any malice at all. These circumstances are thought to be one of the reasons why marital harassment occurs. That is why it is important to promote understanding that regardless of the intent of the comment, if the victim feels emotional distress, it constitutes harassment. Examples of Marriage Harassment in the Workplace Let's review some specific examples of what kind of behavior in workplace relationships constitutes marital harassment. First, there are cases of persistent talk about marriage. Asking whether or not a person has a partner or mentioning private information should be avoided from the perspective of preventing harassment. Examples of NG behavior Why aren't you married?" Maybe it's time for you to start looking for a marriage partner. Aren't you looking for someone to marry? "It's nice to be single." Another typical example of marriage harassment is to deny the values of those who are not married. Examples of NG behavior "That's why you can't get married," "Hurry up and get married, have children, and become a full-fledged man," "Getting married is what makes women happy." Causing disadvantages on the job because of unmarried status also falls under the category of marriage harassment. It is one of the cases that should be especially noted in the workplace. Examples of NG behavior "Since you're single, you can work on your days off, right?" I'm going to quit after I marry my boyfriend anyway, so I can't be entrusted with a job with more responsibility. In addition to the above examples, there are many other cases of marriage harassment. Corporate anti-harassment measures require an understanding of a wide variety of cases, as well as a response that is sympathetic to the victims. Back to Table of Contents How Companies Can Prevent Marriage Harassment Your company's employees may also be perpetrators or victims of marital harassment. Take measures to prevent harassment and strive to create a safe working environment. Establish an in-house harassment consultation service This is a method to accept consultation from employees at a specialized consultation desk and solve the problem. Along with power harassment and sexual harassment, it is also a good idea to provide counseling on marital harassment. Please let your employees know that you can handle a wide range of cases. The Harassment Consultation Desk should be staffed by personnel with expertise in harassment. This is because it is essential not only to confirm the facts and consider measures to be taken against the harasser, but also to provide support to the victim who is worried about the situation. Establish a system to appropriately deal with problems that occur within the company. Conduct harassment training. Harassment training is a training program designed to deepen understanding of various types of harassment and to prevent organizational harassment. Through training, many employees can be made aware of the existence of marital harassment, learn how to deal with it, and help prevent damage. It is also considered effective to conduct online training programs. The advantage of online training is that it is not restricted by time or location, and employee training can be conducted flexibly and steadily to accommodate diverse work styles. You may want to consider this as part of your anti-harassment measures. Back to Table of Contents Enhance Employee Training to Prevent Marriage Harassment The following is a basic knowledge of marriage harassment, including examples and countermeasures. Each company is required to make organized efforts to prevent damage caused by marriage harassment that may occur in the workplace. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Thank you for using our services. We would like to inform you of a price revision for our [paid option] dedicated servers. Due to increased server costs and enhanced security measures, we have decided to revise the prices starting July 21, 2022 (Thursday). Details are as follows. Date of revision 　Thursday, July 21, 2022 ■Price 　First-year fee: (Before revision) 495,000 yen → (After revision) 990,000 yen 　Next year's fee: (Before revision) 330,000 yen → (After revision) 660,000 yen 　All prices include tax. Terms of Use 　If you newly apply for [Paid Option] Dedicated Server after the price revision, you will need to separately sign up for a license for 1,000 accounts or more. 　*Any contracted plan is acceptable. ■Notes 　If a quotation is issued before July 20, 2022 (Wed.), the price will be applied at the price before the revision only during the valid period. 　In addition, there will be no change in the next year's renewal fee for customers who have already signed a contract as of the above date. 　Thank you for your continued support of learningBOX.

The most well-known examples of "power harassment" that occur in the workplace are those committed by supervisors against subordinates and by senior employees against junior employees. However, power harassment can also occur between coworkers, who at first glance appear to be on equal footing. What are the characteristics of power harassment among coworkers? What are the characteristics of power harassment between coworkers, and how should the harasser and those around him or her deal with it, resolve it, and prevent its recurrence? This article explains the problem of power harassment between coworkers. Table of Contents 01Characteristics of Power Harassment Between Colleagues Does power harassment occur among coworkers? Other problems that can occur between coworkers besides power harassment 02Examples of power harassment among colleagues and how to deal with it Specific examples of power harassment between coworkers What to do if you suspect power harassment between coworkers 03How to solve the problem of power harassment between coworkers? Main places to consult about power harassment between coworkers Measures to prevent power harassment in the workplace 04Power harassment happens even among coworkers! Let's take action to prevent it! Characteristics of power harassment among coworkers There are a wide variety of relationships in business organizations. Can power harassment occur even among colleagues who are on equal footing in terms of work? First, we will explain the basics of power harassment between coworkers. Can power harassment occur between coworkers? Power harassment is when a perpetrator takes advantage of a socially superior position to inflict physical or mental pain on someone in a weaker position. Generally speaking, power harassment is more likely to occur in the workplace when the harasser takes advantage of one's position in the workplace. Examples include the relationship between superiors and subordinates, senior employees and junior employees, and so on. In these hierarchical relationships, subordinates and junior employees who are in a weaker position are more likely to become victims of power harassment. However, power harassment can also occur between coworkers. Even if employees are close to each other in their work position, if they take advantage of each other in any way, it is considered power harassment, so care must be taken. Troubles that can occur among coworkers other than power harassment In addition to power harassment, there are other problems that may occur between coworkers in an organization. Examples include "moral harassment," "sexual harassment," and "workplace bullying. Moral harassment is harassment of a person by harassing words or actions that are contrary to moral principles and cause mental distress to the other person. In many cases, the victim's damage is not easily noticed by others because the attack does not manifest itself as obvious violence or verbal abuse. Sexual harassment inflicts physical and emotional distress through sexual words and actions that go against the other person's will. It is a type of harassment that should be noted even among coworkers. Bullying behavior that takes place within a workplace relationship is called workplace bullying. In some cases, more than one person can be the perpetrator, such as a group of coworkers harassing each other. Back to Table of Contents Examples of Power Harassment among Colleagues and How to Handle It What kind of behavior between co-workers who are in a close working position constitutes power harassment? Here, we will explain specific examples and how to deal with them. Specific Examples of Power Harassment among Colleagues Common types of power harassment include physical aggression, mental aggression, detachment from relationships, and violation of individuality. Physical attacks among coworkers, such as intentionally bumping into someone or throwing things at someone, are examples of power harassment. Mental aggression includes such things as being grumpy, verbally slandering someone via e-mail or other means, or forcing someone to spend long hours on the phone. Spreading unfavorable rumors within the company is also considered power harassment. It is also inappropriate to reprimand a co-worker in public for a work mistake, even if the reprimand is between co-workers. In terms of detachment from human relations among coworkers, such attitudes as ignoring greetings and comments, and excluding coworkers from the group are considered power harassment. In addition, looking at personal belongings without permission or persistently asking about the reason for taking leave are examples of power harassment that infringe on personal privacy. What to do if you suspect power harassment between coworkers Victims of power harassment by coworkers should consult with their trusted supervisor, as well as the human resources department, the labor union, or the company's internal power harassment consultation service. In such cases, recording evidence of the power harassment and testimonies of other colleagues will make it easier to confirm the facts of the situation. If a colleague is being subjected to power harassment, those around you should not turn a blind eye and intervene. There are ways to respond, such as talking to the person in question and encouraging them to consult with a third party. If it is difficult to resolve the problem within the company, it is a good idea to consider consulting an outside organization. In this way, it is important to ensure that the victim has a place to consult, to improve the situation, and to prevent recurrence. Back to Table of Contents How to Resolve Power Harassment Issues Between Colleagues? If power harassment between coworkers occurs in your company, how should you go about solving the problem? We will introduce how to consult with experts and measures to prevent power harassment. Major Consultation Counters for Power Harassment between Colleagues General Labor Consultation Corner This is a public consultation service provided by the Ministry of Health, Labor and Welfare that offers consultation on a wide range of labor issues, including power harassment. They are located at labor bureaus and labor standards inspectors' offices nationwide. Not only employees but also employers of companies can consult with them. Comprehensive Labor Consultation Corner｜Ministry of Health, Labour and Welfare Minnano Hanzoku 110 (Nationwide Human Rights Consultation Dial) This is a telephone service provided by the Ministry of Justice for consultation on human rights issues, including power harassment. Investigations are conducted into cases of human rights violations, and remedial measures may be taken. As well as the telephone counseling service, interview counseling at legal affairs bureaus and regional legal affairs bureaus, etc., and online counseling are also available. Human Rights Hotline｜Ministry of Justice Internet Human Rights Consultation Service｜Ministry of Justice Houterasu (Japan Legal Support Center) Houterasu is an organization established for the purpose of resolving legal problems of the public. It functions as a general information center for legal troubles, including power harassment, and consultation leads to obtaining necessary information and support. Inquiries can be made through the support dial or by e-mail. Japan Legal Support Center Houterasu Kaiketsu Support This is a certification system by the Minister of Justice for resolving personal problems including power harassment. A certified private entity intervenes as a third party and provides support toward resolution. With the support of experts, the program is expected to resolve problems through mediation. support for resolution Measures to prevent power harassment in the workplace To maintain an appropriate work environment, it is advisable to inform employees of your company's policy on the prevention of power harassment and engage in awareness-raising activities. To prevent power harassment among coworkers, it is ideal to educate all employees, not just managers. The entire company should engage in harassment prevention training. In addition, employment regulations should include provisions on harassment and clearly state the disciplinary actions to be taken against perpetrators. Establish an in-house consultation service, and have the person in charge acquire expertise in anti-harassment measures. Take prompt action to solve the problem of the harasser, to improve the current situation, and to prevent recurrence of damage. Back to Table of Contents Power Harassment Happens Even Between Colleagues! Let's work to prevent it! In this issue, we discussed power harassment between coworkers. Power harassment can occur even among coworkers. It is important for employees themselves to fully understand these potential harassment issues in the workplace, and to work systematically to prevent them. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Because universities, where students are actively engaged in educational and research activities, are home to a diverse range of people, harassment that takes advantage of differences in position can be a concern. To prepare for the risk of academic harassment at educational institutions, universities should begin taking steps to prevent it. This article explains the basics of academic harassment, how to deal with it, and how to prevent it. It also introduces useful services for training faculty and staff, which we hope you will find useful. Table of Contents 01What is Academic Harassment? Characteristics of Academic Harassment Major Examples of Words and Behaviors that Fall under Academic Harassment 02Factors that cause academic harassment and risks for universities Factors that cause academic harassment at universities Risks posed to universities by academic harassment 03How to Handle and Prevent Academic Harassment How to deal with academic harassment How to prevent academic harassment at universities? 04Training for Faculty and Staff to Prevent Academic Harassment! What is academic harassment? Academic harassment can occur even in educational settings where a safe environment should be ensured. First, let us introduce the characteristics and specific examples of academic harassment. Characteristics of Academic Harassment Academic harassment is the use of power relationships in educational institutions such as universities and graduate schools to say or do things that cause mental or physical pain. It is also called "academic harassment" for short. Generally, it is committed by a person who is in a superior position to the other party. Harassment that takes advantage of a superior relationship exists in addition to academic harassment. For example, harassment that occurs in the workplace, such as in a company, is "power harassment. There are also cases where academic harassment and "sexual harassment" occur together. Sexual harassment is the infliction of pain by sexual words or actions that are against the will of the other person. Some of the primary relationships in which academic harassment occurs include the following examples From a university professor to a research associate From a seminar or laboratory supervisor to a seminar or research student From a graduate student to an undergraduate student In addition to these, damage can also occur in relationships between faculty members who are in different professional positions. Major examples of words and actions that constitute academic harassment Direct or indirect interference with a person's studies or research activities constitutes academic harassment. Interference with graduation, promotion, or employment is also an example of academic harassment. Forcing a student to stay in school without giving credits without a justifiable reason or infringing on the right of the student to choose his/her own career path are considered to be problematic behavior. Furthermore, depriving someone of the results of his or her research is not only ethically inappropriate for a researcher, but also constitutes academic harassment. Plagiarizing ideas or forcing someone to co-author a paper is also not acceptable. In addition, even if you are aware that it is part of your instruction, if you are violent or verbally abusive to others, it is considered academic harassment. Excessive reprimands or harassing behavior in educational or research contexts will not be tolerated. Back to Table of Contents Factors that Cause Academic Harassment and the University's Risks Universities, as educational institutions, bring together people in different positions, including faculty, researchers, students, and staff, to conduct educational and research activities. This section explains the factors that cause harassment to occur in this special environment and the risks on the part of universities. Factors that cause academic harassment at universities The university environment is considered to be more prone to harassment due to its particularities compared to organizations such as general business enterprises. The reason for this is that professors, who are in a position to provide guidance, tend to have more power over researchers and students, who are members of the organization. Researchers and students are in a vulnerable position because they may be disadvantaged in their studies or research activities due to their relationship with the professor. It is difficult for them to complain of harassment, and it is easy for problems to be tolerated within the organization. In addition, university seminars and laboratories are generally closed environments. It is difficult for a third party, such as the university or a public institution, to see the problem. Because of these characteristics, the existence of harassment may not be recognized by outside parties. Risks posed to universities by academic harassment When academic harassment occurs, there is concern for the victim's physical and mental health. If the victim is a student, he/she may not only have difficulty in learning, but may also be forced to withdraw from the university. In many cases, the victim's graduation, promotion to a higher grade, or employment may be affected. Furthermore, if harassment becomes a regular occurrence within an organization, it can easily cause damage such as a decrease in productivity and an exodus of talented people. Attention should also be paid in terms of the deterioration of the work environment for faculty and staff. In some cases, the university may be held responsible along with the perpetrator. It is important to note that the university may be considered to have neglected the problem by not working toward a solution to the harassment. This can lead to a significant loss of public trust. Thus, rampant academic harassment poses many risks to universities. Back to Table of Contents How to Handle and Prevent Academic Harassment Lastly, we would like to introduce how universities deal with academic harassment when it occurs, and their efforts to prevent damage. How to Handle Academic Harassment The university administration should set up a consultation service for academic harassment, provide advice to the person consulted, and take action to resolve the problem. Once consulted, it is important to make the perpetrator aware of the situation and ask him or her to review his or her actions and statements. In many cases of academic harassment, the perpetrator is unaware of the situation, resulting in repeated assaults. The university should ensure the safety and care of the victim and work to alleviate the anxiety and fear. In malicious cases where the situation does not improve, an investigation will be conducted to identify the harassment and consider measures, including disciplinary action against the perpetrator. Afterwards, take measures to prevent recurrence in an organized manner. How to Prevent Academic Harassment at the University? To prevent academic harassment, it is advisable for universities to provide guidelines and inform faculty, staff, and students of the policy. The guidelines for preventing academic harassment should include specific instances of harassment, how to file a complaint with the counseling office, and the punishment of the perpetrator. Ensuring that members of the organization are knowledgeable will deter damage. Furthermore, it is advisable to conduct regular harassment training for faculty, staff, and counselors. In recent years, e-learning has been used for training. The advantage of online training is that it can be taken by many members of the university regardless of time or location. Reference] Guidelines for the Prevention of Harassment at Waseda University Reference] Prevention of Harassment, etc. Back to Table of Contents Training for Faculty and Staff to Prevent Academic Harassment! We have discussed academic harassment. It is important for universities to protect their members who are in a weak position from academic harassment. Please make use of the harassment training contents of "learningBOX ON" when you disseminate information on harassment. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

About this Version Upgrade Thank you for your continued use of learningBOX. Today, learningBOX has been upgraded from Ver. 2.17 to Ver. 2.18. In this article, we will provide details about Ver. 2.18.18 (released on July 6, 2022), to which various new features have been added. ▼ LearningBOX Ver2.18 New Feature List Item NameNew Functions/Functional Improvements Selecting a courseCourse navigation Content Management PowerPoint Teaching Materials Expansion of gradebook functionality Quiz and Test Interruption Data Detection Content Advance Explanation Management Redirect function to content Elimination of "Submitted Reports List" and "Report Grading Management" screens Grade Grading and Analysis Exemption Designation Management Expansion of grade management functions User ManagementUser Integration Management Content management viewing privileges Add/Cancel Group Affiliation via CSV Expanded functions for registration field settings Design CustomizationLimited FunctionalityAuthentication Code Settings (per registration URL) Contract StatusAutomatic Continuation of Paid Plan Contracts EC function training function In this version upgrade, the appearance and functionality of the two screens have been significantly revamped. Specifically, "My Page" has been changed to "Dashboard" and "Learning" has been changed to "Course Selection". In addition, contract-related functions have been expanded, such as the addition of a paid option for importing PowerPoint materials and automatic continuation of paid plan subscriptions. Course Navigation The content study screen now displays a list of other content within the same course. This allows you to view the entire course from the study screen without having to go all the way back to the "Choose Course" screen. PowerPoint materials PowerPoint teaching materials can now be uploaded directly to learningBOX. Please note that you will need to subscribe to the "Import PowerPoint materials" option for a fee. Expansion of Gradebook Functionality The gradebook function always reflects the latest grade results and can be viewed by the administrator. Detection of interrupted data in quizzes and tests A new feature has been added to detect interrupted data when editing quizzes and tests and notify the editor. Content Advance Description Management Before a user clicks on a piece of content on the learning screen to start learning, this feature can be used to announce explanations and notes about the content. Content redirection When using SCORM materials, users can be redirected to any content. Elimination of "List of Submitted Reports" and "Report Grading Management" screens The "List of Submitted Reports" and "Report Grading Management" screens will be discontinued in Ver. 2.18 and later. Exemption Designation Management When there are users who need to study a particular course or content, and users who do not need to study the course or content, each user can be exempted from learning the content. Note that users will still be able to study the content even if they are exempted. Expansion of grade management functionality The "By Question" tab has been renamed "By Course Materials" and a search function has been added. In addition, grade data by material can now be narrowed down and extracted by period, group, and other criteria. In addition, a report download function and a grade analysis function have been newly added. Integrated User Management Users can consolidate grades, badge acquisition, and login information for two different accounts (inactive and active accounts). Content Management View Permissions A new permission has been added to the content management permissions. The Browse permission does not allow users to edit content, but only to view what content is available. CSV group affiliation addition/deletion When registering users in a CSV batch, the "Add Group Affiliation" and "Remove Group Affiliation" items can be set. Expansion of Registration Field Settings In the "Registration Field Settings," login IDs can now be hidden. This setting will prevent the login ID from being displayed on the user's profile modification screen. Authentication code setting (for each registered URL) Individual authentication codes can be set for each URL. Automatic continuation of paid plan subscriptions Paid plans can now be automatically renewed. By setting up auto-renewal, you no longer need to apply for renewal each time. Training function The training function allows training sessions to be set up by date and time. Users can search for and reserve a training session of their choice, and the owner can approve or disapprove the reservation request. Miscellaneous Please contact our CS sales team for more details. Inquiry Form We will continue to listen to our customers' voices and improve our functions to make your use of our products even more comfortable. Thank you for your continued support of LearningBOX/QuizGenerator.

As the environment surrounding companies changes rapidly, the social responsibilities that companies must assume are also expanding, and the importance of corporate compliance is increasing year by year. Compliance here goes beyond legal compliance and includes the fulfillment of CSR. However, society's scrutiny of companies has become increasingly severe in recent years, and compliance and CSR-conscious management are essential for long-term business continuity. This applies to both large and small companies. Let's take a look at compliance and CSR once again, as they affect corporate value. Table of Contents 01What is Compliance? 02What is CSR? 03Background of CSR Corporate scandals Growing seriousness of environmental issues, etc. Globalization of companies Diversification of consumer values 04What CSR activities do companies actually engage in? 05CSR Advantages Advantage 1: Enhancement of corporate image Advantage 2: Diversification of business Advantage 3) Enhancement of corporate recognition Merit④ Improvement of corporate profit Merit⑤ Improvement of employee satisfaction 06Disadvantages to be aware of when engaging in CSR Demerit 1) Increased costs Demerit 2) Requires manpower 07CSR and compliance initiatives are essential for business continuity in the future What is Compliance? The word "compliance" means "observance of the law. You may be unfamiliar with the term "compliance" and may not have a clear idea of what it means. For example, harassment such as "sexual harassment," "power harassment," "moral harassment," service overtime, excessive long working hours, and leakage of personal information are all violations of compliance. Isn't this a more familiar problem than you thought? Compliance in recent years has become more diverse, and is not simply about "observing laws and regulations. Compliance also includes "observing company rules, laws and regulations, and social rules, and conducting appropriate corporate activities. With the development of social networking services, it has become common to see scandals committed by a few employees spread all at once on the Internet, resulting in a major loss of public trust in the company as a whole. For this reason, the reinforcement of compliance in companies is becoming more and more important every year, and many companies are conducting compliance training and promoting compliance activities on a company-wide basis. Back to Table of Contents What is CSR? CSR stands for "Corporate Social Responsibility. It refers to the social responsibility that a company assumes in the course of its business activities. It is the concept that a company should not only pursue profits, but also assume responsibility for its stakeholders at large. Stakeholders include shareholders, management, employees, customers, suppliers, financial institutions, government agencies, various organizations, and other stakeholders of the company. A company's economic activities are deeply intertwined with its stakeholders, and without a good relationship of trust, economic growth cannot be expected. Based on this concept, compliance is a fundamental part of CSR. If compliance is the observance of laws and regulations, CSR is, in a broader sense, the concept of responding to the demands and requirements of society. Back to Table of Contents Background to the Demand for CSR In recent years, corporate social responsibility (CSR) activities have been attracting attention for the following reasons. Corporate scandals Increasing number of corporate scandals, such as problems with mislabeling of food production areas and best-before dates, window dressing, etc., have increased stakeholders' distrust of companies. Increasing seriousness of environmental and other problems Environmental considerations have become a social responsibility for companies as various problems such as global warming, climate change, and air pollution have become more serious. Corporate Globalization With the globalization of corporate activities, stakeholders have also become internationalized, and the impact of corporate activities has increased. Diversification of consumer value Consumers are increasingly choosing products not based on price, but rather on corporate philosophy and CSR initiatives. Back to Table of Contents What CSR activities do companies actually engage in? In practice, each company engages in CSR activities that are unique to its own characteristics. Among them, environmental protection is one of the CSR activities that many companies engage in. Specifically, these include reducing CO2 emissions through the introduction of hybrid and electric vehicles, and introducing renewable energy. Some companies are also involved in cultural support such as concerts and preservation of cultural assets, and in the development of the next generation of human resources by holding events where children can have hands-on experience. CSR also includes a sake brewing company producing and supplying a substitute for alcohol disinfectant when the new coronavirus epidemic began, and many companies have greatly relaxed telecommuting policies for their employees, allowing them to work in a variety of different ways. Toyota Motor Corporation is one of the companies actively involved in CSR. Toyota Motor Corporation is one of the companies that actively engages in CSR activities. These activities include contributions to environmental conservation and awareness through tree planting and greening activities in Aichi, Mie, Gifu, Kagoshima, and Indonesia, which are all related to Toyota, transportation services for the disabled and elderly, and factory tours for elementary school students. Back to Table of Contents Benefits of CSR Next, let's review the benefits that a company can gain by engaging in CSR. Advantage 1: Enhancement of corporate image Proactive CSR efforts will lead to an improved corporate image. When a company's image is improved, its products and services themselves are also enhanced, and it can win trust as a company. Advantage 2) Diversification of business Through CSR activities, companies can gain experiences and connections with people that they would not normally have. This increases the possibility of new business opportunities. Advantage #3: Increased corporate recognition When a company actively engages in CSR activities, it can make itself known as a company to people other than its existing customers. Benefit 4) Enhancement of Corporate Profit The enhancement of corporate image and recognition through CSR can lead to the purchase of products and services, which can be expected to increase profits. Benefit 5: Increased employee satisfaction Employees will feel more confident in their work, believing that their work contributes to society, and their job satisfaction will improve. Back to Table of Contents Disadvantages to be aware of when engaging in CSR So, are there any disadvantages to engaging in CSR activities? The following two are the main disadvantages to be aware of. Demerit (1) Increased costs CSR requires costs. Although CSR is beneficial to the company in the long run, it may result in lower sales in the short term because time and expenses are spent on activities that are not part of the company's core business. Disadvantage (2) Manpower required CSR activities require manpower. With the chronic shortage of manpower becoming an issue, some companies are unable to provide the manpower to engage in CSR activities. Back to Table of Contents CSR and Compliance Initiatives Are Essential for Business Continuity in the Future CSR is not a charitable activity, but a social responsibility that companies must assume. As such, it requires corporate philosophy, ethics, and transparency. As society's scrutiny of corporate activities becomes increasingly severe, CSR and compliance, which is the foundation of CSR, are essential for corporate development. If your CSR and compliance efforts are not yet sufficient, why not start with compliance training? Because there is a significant risk of noncompliance, it is important to continuously educate employees about compliance. Please use the compliance training contents of "learningBOX ON" to inform your employees about compliance within your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Compliance training and harassment training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

The Power Harassment Prevention Law, which went into effect in June 2020, will be revised in April 2022, making it fully mandatory for small and medium-sized enterprises (SMEs) as well. Source: Ministry of Health, Labour and Welfare, "Power Harassment Prevention Measures" based on the Law for Comprehensive Promotion of Labor Policy will become mandatory for small and medium-sized employers! The term "second harassment" is also attracting attention at a time when "harassment" is becoming a growing social concern. In order for employees to work comfortably, it is necessary to know more about not only harassment but also second harassment. In this issue, we will explain why second harassment occurs and what companies can do about it. We will also introduce the reasons why second harassment can be a serious problem, so please refer to this article if you are in charge of human resources or labor affairs at a company. Table of Contents 01What is Second Harassment? Examples of Second Harassment 02Why Second Harassment is a Serious Problem Less recognition compared to "sexual harassment" and "power harassment Perpetrators have little sense of guilt Gives the impression of a "cover-up" to society as a whole 03Why does second-hand harassment occur? Because companies fail to inform the public about harassment Because the consultation counter is not functioning Because measures to prevent recurrence are not thoroughly implemented 04What to do when second-hand harassment occurs Listen to the victim's story Pay attention to the victim's privacy Clearly state the illegality in the company system 05 Summary What is second harassment? Secondary harassment refers to "secondary damage" such as being harassed as a result of the victim of harassment consulting with colleagues or superiors. It is sometimes referred to as "Sekaharasu," and is characterized by the fact that victims of sexual harassment or power harassment feel even greater distress as a result of second harassment. When second harassment occurs, it is detrimental not only to the victim but also to the company. If several people are subjected to second-hand harassment and the company does not take adequate measures, it can lead to disappointment from employees. The spread of such a reputation through the Internet and social networking services will also damage the company's image. Second harassment can be a major problem for both the employee and the company. Examples of Second Harassment Here are three examples of how second harassment can occur. Case 1. During work, Mr. A was told by his supervisor, "You are working late, so do it faster. If you can't do it, I'll fire you! He felt that he was being harassed, so he asked his coworkers for advice, but they told him, "Isn't it because you work too slowly?" Ms. A felt sad that her coworkers did not understand her pain. Case 2. Ms. B was physically touched by her boss and coworkers at a drinking party and persistently asked if she had a boyfriend. Ms. B felt harassed, and when she discussed the situation with the company's compliance officer, she was told that "it's just a drinking party, so it can't be helped. Case 3: Ms. C consulted a senior colleague with whom she had a close relationship about sexual harassment and maternity harassment by her supervisor. Ms. C was concerned about the way others looked at her and felt she did not belong at work. Back to Table of Contents Why Second Harassment is a Serious Problem Second harassment is harassment that includes the potential for serious consequences. There are three reasons why it can be a serious problem It is less well known than "sexual harassment" or "power harassment." Sexual harassment and power harassment are well-known terms, but second harassment is still less well-known. Since it is a form of harassment that refers to secondary damage, there are fewer opportunities to see it in the media compared to sexual harassment, which is a form of primary damage. Many people believe that "low awareness = no big problem". Perpetrators have little sense of guilt. One of the fundamental causes of second harassment is that the perpetrator does not have a strong sense of guilt. It is not uncommon for victims of sexual harassment or power harassment to suffer great trauma in their hearts, but the person they are talking to does not take them seriously. There are also perpetrators who think they are offering guidance with good intentions, such as "I am saying this for your sake. The inability of some people to relate to the victim's psychology can also cause the victim to suffer. Gives the impression to society as a whole that there is a "cover-up." Insufficient response to second harassment can give the impression to society as a whole that the harasser is "tacitly approving" of the harassment. If such an impression is created, you will lose the trust of your business partners and others. In addition, the company may even make you think, "I will not work for this company," which may lead to a big loss. Back to Table of Contents Why Does Second Harassment Happen? In addition to the perpetrator's own lack of guilt, there are many other reasons why second harassment occurs. Three typical causes are as follows Companies are not making themselves known to the public about harassment. Companies that believe that "harassment should not happen" may fail to inform their employees about harassment. As a result, many employees will be less aware of the problem of harassment, and second harassment is more likely to occur. Because the consultation service is not functioning Some companies have set up a consultation service regarding harassment. If the consultation service is functioning, even if harassment occurs, it will be dealt with successfully. However, if the consultation service is not functioning, the victim will have to endure the harassment, which may lead to the occurrence of second harassment. Due to lack of thorough measures to prevent recurrence Harassment does not always end the first time, as one victim may be victimized by the same person. If a company does not take appropriate measures to prevent recurrence, harassment can recur, which also increases second harassment. Back to Table of Contents What to Do When Second Harassment Occurs When second harassment occurs, company personnel need to implement appropriate measures. Here are three suggestions on how to deal with the situation. Listen to the victim's story First, it is important to listen to the victim's story in a friendly manner. In doing so, be careful to keep "listening" in mind. For victims of harassment, it takes courage to talk to someone. If you are able to listen carefully to what the harasser has to say and help them resolve the problem, they will feel relieved. In addition, if the person consulting with you says, "Isn't it your assumption?" is a form of second harassment and is not acceptable. Consider privacy. Harassment requires careful handling. In many cases, victims are hesitant to discuss sexual harassment, especially if they are being sexually harassed. It is essential to create an atmosphere in which anyone, regardless of gender (male or female), can consult with the harasser. For example, never reveal the details of the harassment to a third party friend. If the person to whom you disclose the harassment is close to the victim, the disclosure may lead to further trouble. Clearly state the illegality in the company's internal system. As a countermeasure that the company can take, clearly state in the company's internal systems that second degree harassment is illegal. If sexual harassment or maternity harassment occurs but no measures are taken, it is a violation of the Equal Employment Opportunity Law and the Child Care and Family Care Leave Law, respectively. Source: e-Gov "Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment, Article 11" [Source: e-Gov "Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care Leave and Family Care Leave, Article 23-2" If employees are made aware that their words or actions may be in violation of the law, their attitude toward harassment will change. As a result, prevention of second harassment can be expected. Back to Table of Contents Conclusion In this issue, we have provided an overview of second harassment, including reasons why it can be a serious problem, its causes, and what companies can do about it. Many people think that second harassment, which can lead to serious secondary damage, is "not a big problem" because it is still not well known. However, victims are mentally and physically exhausted, so it is essential for companies to take appropriate measures. Make sure to respond with sincerity, such as by listening to the victim's story. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Employee training is designed to enhance employees' skills and understanding of the business. Typical examples include communication training, training for new employees, and training for managers. However, many companies leave training to outside training companies and may not be able to grasp the effects of training. In this issue, we will discuss the advantages and disadvantages of in-house training, suitable themes for in-house training, and tips for success. Let's take this opportunity to review how you conduct employee training and link it to the growth of your business. Table of Contents 01Merits and Demerits of In-House Training Advantages Disadvantages 02Training suitable for in-house production and outsourcing Training topics suitable for in-house production Training topics suitable for outsourcing 03Key Points for Successful In-House Training Clarify competencies Establish an evaluation system for instructors Regularly update training content Appropriate allocation of content to be produced in-house 04Improve the efficiency of human resource development by internalizing training programs! Advantages and disadvantages of bringing training in-house First, here are some of the advantages and disadvantages of bringing training in-house. When promoting in-house training, take measures to reduce the disadvantages while taking advantage of the advantages. Advantages You can expect to improve the skills of the employees who serve as instructors. When training is conducted in-house, personnel are selected from within the company to serve as instructors. The advantage is that the employees who serve as instructors can expect to improve their skills, since training requires not only speaking, but also the ability to convey know-how and knowledge and to have the participants understand. By being creative and creative in making the training content easy to understand, we can improve the skills of both the instructor and the participants. Easier to implement training directly related to business content The advantage of in-house training is that it is easier to implement training that is directly related to the content of the business because it is conducted by personnel who are involved in the company's operations. It is easy to construct a curriculum that matches management strategies and the work environment, and to provide highly unique training programs. Easy to revise and update training programs If the production of training content is completed in-house, it is easy to revise and update programs in response to changes in laws and regulations or social conditions. If the content is outsourced to an external training company, in many cases it is not possible to change the content, and even if they are able to do so, it is costly. On-site know-how can be accumulated in the company. When training is outsourced, what can be learned are general business skills and knowledge. The advantage of bringing training in-house is that you can share company-specific know-how and knowledge held only by specific personnel. Knowledge assets can be accumulated within the company, making human resource development and team building easier even as human resources become more mobile and work styles more diverse. Disadvantages May increase internal costs In-house production of training programs may increase costs compared to outsourcing, since the entire series of tasks must be performed by in-house resources. Specifically, training instructors, planning, creating training programs, arranging training venues, and measuring effectiveness all require a certain amount of cost, time, and effort. After considering the purpose of in-house production, make sure that the benefits are worth the increased costs. Need to train instructors from scratch. Since the employees who will serve as instructors are not likely to be professionals in teaching, it is necessary to train instructors from scratch if training is to be conducted in-house. Insufficiently trained instructors may provide their own style of instruction, making it difficult to provide appropriate guidance. It is a good idea to have employees who will serve as instructors receive the training necessary for human resource development in advance. Typical examples include delivery skills in public speaking and facilitation skills. It is recommended to train several people to serve as instructors so that the quality of the training can be assured even if the instructor role is taken over. Inability to acquire outside expertise and know-how When training is conducted in-house, it is difficult to acquire knowledge and know-how that the company does not have. The reason for this is that everyone from the instructor to the trainees is made up of employees of the company. If new experiences and perspectives that have not penetrated the company cannot be acquired, it may not lead to the improvement of skills and motivation as expected. Lack of standards for training outcomes and satisfaction. Professional training companies generally establish standards for training-related results and satisfaction, and conduct interviews and questionnaires with employees after implementation. However, when training is conducted in-house, there are many cases where training is conducted without standards, and the results tend to be disregarded. Ideally, standards regarding knowledge retention and penetration should be designed and checked after the training is conducted. Back to Table of Contents Training Suitable for In-House and Outsourcing In employee training, it is effective to use both in-house and outsourced training depending on the content, so that outside perspectives can also be incorporated. The following is an overview of the types of training suitable for in-house and outsourced training. Training themes suitable for in-house production Training aimed at sharing management philosophy and vision Explanation and sharing of management philosophy and vision are training themes that are difficult to outsource and suitable for in-house production. Since these contents are unique to the company and cannot be persuasively explained by an external lecturer, having an employee of the same company who has a deep understanding of the subject matter will increase credibility. However, it is important to note that if there is a difference in enthusiasm between the instructor and the participants, the content may not be conveyed in a one-sided manner. For example, in training programs for mid-career employees or new employees who have little sense of belonging to the company, there is a tendency for a difference in enthusiasm to emerge. The trick is to make sure that the lecturers are sympathetic and convincing, for example by drawing on their own experiences, or by having management or leaders take the stage. Training on company-specific rules Training aimed at understanding company rules needs to be conducted multiple times for each topic, and it is more efficient to conduct it in-house. By dividing training into themes of varying importance, such as the use of common IT tools, information security, and personnel evaluation, you can aim for the permeation of company rules. Training related to job types and job descriptions Training related to practical work is a desirable theme to be produced in-house, as it is easy to reflect the company's know-how and awareness. The advantage is that participants can deepen their understanding of work procedures, points to keep in mind, and their importance, and instructors can reconfirm these points. Even in workplaces where on-the-job training is the norm, there are cases where in-house training is held in order to prevent the work from becoming too individualized. Training topics suitable for outsourcing Training on general knowledge appropriate to job level For basic topics required in business, professional instructors are more accustomed to teaching and can provide high-quality training. For example, consider outsourcing when conducting level-specific training, such as business etiquette courses for new employees or labor management training for managers. Training on specialized knowledge and the latest case studies When learning about specialized knowledge or the latest case studies used in the industry, it is more cost-effective to outsource the training, as it places a heavy burden on the instructor. Check your company's human resource development policy and the instructor's training track record, and select the most suitable external instructor to improve your organization's capabilities. Training on proprietary know-how When dealing with know-how or management methods originally developed by other companies, it is common to invite the person in charge from the company that developed the know-how or management methods or from an affiliated company to serve as a lecturer. However, since the person in charge may not be familiar with the training program, it is important for the company to take the initiative, for example, by communicating its requirements for the training program in a preliminary meeting. Back to Table of Contents Key to Successful In-House Production of Training What points should you be aware of in order to promote the in-house production of training programs and link it to the development and growth of human resources? Here are some tips for successful in-house training. Clarify competencies Competency is a term often used in human resource systems and human resource development to describe the behavioral characteristics of individuals who excel in a particular job or role. Behavioral characteristics refer to the ideas that underlie an individual's behavior in a certain way. In some cases, in business settings, it refers to know-how, expertise, and skills. If training is to be conducted in-house, define competencies that match the content. For example, if training is to be conducted on leadership development, the "image of the leader the company seeks" must be clearly defined before it can be reflected in the content. It would be a good idea to find role models within the company and ascertain their behavioral characteristics through questionnaires or other means. Establish an evaluation system for instructors. When conducting in-house training, design an evaluation system for instructors in addition to standards related to results. If instructors' behavior during training is evaluated, it will prevent the training from becoming merely an opportunity to distribute materials and provide knowledge, and it will also help instructors improve their skills. If your company does not have an instructor training program or past in-house training experience, it is recommended that you consult with a company that provides in-house training support services. Update training content regularly. Training content is not completed once it is created. Review and update the content each time you conduct training to improve the quality of the content. If there are laws, regulations, or systems related to your business, it is also important to check for any amendments or operational changes. Appropriately assign content to be produced in-house. As mentioned above, some training content is suitable for in-house production while others are not. It is important to appropriately assign content to be produced in-house, taking into consideration factors such as cost, instructor training level, originality, and expertise. Back to Table of Contents Streamline Human Resource Development by Bringing Training In-House! In this issue, we have explained the advantages and disadvantages of in-house training and the key points for success. Although in-house production of training may seem like a high hurdle, it can be achieved if the training of instructors and the distribution of content are properly conducted. In order to avoid losing the knowledge and skills that your company possesses due to personnel turnover, you should work on in-house production of training programs. To create the materials necessary for in-house training, please use our "learningBOX," an e-learning system equipped with functions essential for in-house training, such as creating and distributing teaching materials and managing trainees. Courses can be designed according to the content of in-house education, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have earned it a favorable reputation, and many companies have adopted it for their in-house training programs. We also offer a free plan that allows you to use almost all functions, so please feel free to contact us if you are considering in-house production of training programs. We also recommend this! Also read Back to Table of Contents

E-learning is a learning method utilizing the Internet and electronic devices. Although it has a strong image of being used for studying for certification exams, it is also used in business today. For example, online training for new employees and compliance training are typical examples. In this issue, we will thoroughly explain the advantages and disadvantages of incorporating e-learning into in-house training and examinations, and we will also introduce recommended systems required for in-house production of content using e-learning, so please read on if you are in charge of a company. Table of Contents 01Merits and Demerits of E-Learning [Administrators Merit Disadvantages 02Merits and Demerits of E-Learning [Learners Merit Demerit 03The use of an LMS is necessary to implement e-Learning What is LMS? Recommended LMS "learningBOX 04Introducing e-learning to in-house training and examinations to raise the level of the entire company. Advantages and Disadvantages of E-Learning [Administrators]. Incorporating e-Learning into employee training and personnel development has advantages for companies on the management side. Here are some of the advantages and disadvantages of e-Learning from a corporate perspective. Advantages Reduced costs E-learning is attractive because once a suitable system is established for a company, it can be reused again and again, leading to cost reductions. For example, it can reduce the cost of corporate training, use of test centers, employee transportation and lodging, and printing of learning materials. This is particularly effective for companies with a large number of employees or when participants are located throughout the country. It is also easy to incorporate in companies that have introduced telework or remote work due to the new coronavirus. Centralized management of student information With e-learning systems, various information such as progress rate, attendance information, grades, and study time are automatically recorded in a database for each study session. This eliminates the time and effort required to manually input data. The aggregated learning history and grade data can be used to create new teaching materials or for analysis and evaluation of learners. Easy to revise and update teaching materials Because e-learning provides learning content on a single platform, it is easy to revise and update the materials. For example, when conducting compliance training, it is easy to adjust the content in accordance with the timing of legal revisions or to add the latest case studies. If paper-based materials are distributed, they must be collected, revised, and distributed again, which tends to place a heavy burden on the corporate side. Easier to provide an optimal learning program for each participant When a company is engaged in human resource development, the educational content required differs for each employee. For example, new employees may be required to take general business manner training. For managers, it is important to provide learning programs appropriate for each level of proficiency and hierarchy, such as labor management training. By introducing e-learning, it is possible to construct flexible learning programs according to learning status by combining prepared teaching materials. Equal learning opportunities Because e-learning allows students to complete their learning online, they can take classes at their own convenience. Companies can easily provide equal learning opportunities and expect to raise the level of student understanding. In addition, because the same learning content can be provided regardless of the number of students, it helps to prevent variations in quality due to differences in textbooks and instructors. Disadvantages Time-consuming and costly to prepare teaching materials There are several ways to prepare e-learning materials. Generally, you can purchase ready-made materials, order-made materials, or produce your own materials. The disadvantage is that it is time-consuming and labor-intensive to select the most appropriate method according to the content and target audience you want to include. Another disadvantage is the initial cost of procuring hardware and software. If you want to procure your own original teaching materials at a low cost, we recommend using an e-learning system to produce them in-house. A certain level of IT literacy is required for operation. E-learning requires the use of PCs, tablets, and smartphones, and a certain level of IT literacy is required of the participants. Therefore, it is important for companies to provide e-Learning that can be used intuitively even by those who are not familiar with IT tools. It is also a good idea to introduce e-learning that is compatible with mobile devices, which many people own and are considered to have a certain level of literacy. Some content is not suitable for e-learning. E-learning is not suitable for training content that involves practical skills. For example, customer service training or complaint handling training may not be effective because it is difficult to convey details through a screen. It is best to use e-learning for classroom lectures that provide knowledge and face-to-face lectures for training that involves practical skills. Back to Table of Contents Advantages and Disadvantages of E-Learning [Learners]. Next, we will provide the advantages and challenges of e-Learning from the learner's perspective. when implementing e-Learning, it is ideal to cover as many of the disadvantages as possible while taking advantage of the advantages. Advantages Repeatable With e-learning, it is possible to rewind and re-listen to parts of the course that you missed. This allows you to change your learning style according to your level of understanding, which helps you retain what you have learned. In the case of group training, it is often necessary to ask questions to the instructor if you miss a part, and in many cases it is not possible to retake the course. Study where and when you want E-learning courses can be taken anywhere and at any time, as long as you have an Internet connection. It is easy to learn at home, during breaks at work, or while commuting to and from work. This lowers the hurdle for those who are busy with work and other commitments. Easy to check the progress and level of understanding Another advantage of e-learning is that you can receive feedback immediately after taking a course. For example, when you take a test, the results are immediately reflected in the system, so you can check your progress and level of understanding in real time. You can review your learning methods and consider taking the course again according to your level of proficiency, allowing you to learn more efficiently. Easy to learn and easy to maintain Many e-learning systems are compatible with mobile devices such as smartphones and tablets, making learning easy and sustainable. With little or no advance preparation required, you can start learning by simply starting up the system. They are also easy to take with you, making them permeable to salespeople and others who are often on the go. Disadvantages Difficult to quickly resolve questions Because e-learning generally requires participants to attend lectures alone, it tends to be difficult to quickly resolve any questions they may have. With group training, a question-and-answer period is provided, allowing participants to ask questions directly to the instructor on the spot. Therefore, when implementing e-learning, it is necessary to prepare a way to resolve questions and unclear points in advance. Specifically, it is effective to provide FAQs in the course materials, set up a dedicated contact point to receive questions, and provide a space for anonymous posting on an in-house SNS. It is difficult to maintain motivation. While e-learning offers a high degree of flexibility, its disadvantage is that progress is easily influenced by the motivation of the learner, since the learner must take the initiative in attending lectures. In the case of group training, the date, time, and location are often specified by the administrator, and there is a certain degree of coercion. Therefore, it is important for companies to set up a mechanism to maintain learner motivation. For example, a function that allows communication among participants, e-mail distribution to those who have not completed the course, or combined use with group training may be considered. An Internet environment must be provided. Although e-learning is less demanding than group training, it does require an Internet environment. If some employees have difficulty using the Internet, it will not be possible to provide equal learning opportunities. Consider measures such as adopting a system that allows employees to download materials and video materials in advance and store them on their devices. Back to Table of Contents Implementing e-Learning Requires the Use of an LMS An LMS is an essential part of implementing e-learning. Here is an overview of LMS and recommended services. What is LMS? LMS is an abbreviation for "Learning Management System." It is an integrated system that creates and distributes learning materials, manages students, and accumulates and analyzes data. It is also called a learning management system or e-learning system. The latest LMSs are equipped with SNS functions to promote communication among students. Recommended LMS "learningBOX If you are considering implementing e-learning, we recommend our e-learning system (LMS) "learningBOX," which provides all the functions necessary for e-learning, including the creation and distribution of teaching materials, grade management, and student management, making it easy for anyone to create a web-based learning environment. Anyone can easily build a web-based learning environment. Back to Table of Contents Introducing e-Learning for Internal Training and Exams to Raise the Bar Company-Wide In this issue, we reported on the advantages and disadvantages of implementing e-Learning and recommended LMS. E-learning is a learning system that matches the times, as it eliminates the need to gather a large group of people or to coordinate the schedules of all participants. e-learning can be used for in-house training and examinations, as an LMS makes it possible to create content tailored to the actual conditions of the company. If you are considering implementing an e-learning system, we recommend using "learningBOX". learningBOX is easy to use, and even those who are not familiar with IT tools or programming knowledge can easily create learning materials. There is a wide range of types of teaching materials, including multiple-choice, X-X, short answer, and fill-in-the-blank type questions, allowing you to create teaching materials that best suit your training content and implementation objectives. We also offer a free plan that allows you to use almost all of the features, so please feel free to contact us. We also recommend this plan! I also want to read Back to Table of Contents

In recent years, many companies have placed a high priority on compliance initiatives. In particular, power harassment (power harassment) is considered a compliance violation. Compliance and power harassment are keywords that all companies must be aware of today. This article explains the meaning and importance of compliance, the definition and types of power harassment, and preventive measures. Managers who are considering compliance training for their employees are encouraged to refer to this article. Table of Contents 01Basic Knowledge about Compliance and Power Harassment Meaning and importance of compliance What is "power harassment" as a violation of compliance? Laws related to the prevention of power harassment 02Types of power harassment that compliance officers should understand Physical Attacks Mental aggression Disconnection from relationships Excessive demands Undersized demands Violation of the individual 03Countermeasures to prevent power harassment for non-compliance Investigate the actual situation in your company Inform employees of the rules and system within the company Educate employees 04Power harassment prevention is a compliance initiative required of all companies Basic Knowledge of Compliance and Power Harassment First, let's understand basic knowledge about compliance and power harassment. This section explains the meaning of compliance, the background to its growing importance, and an overview of power harassment that conflicts with compliance. Meaning and Importance of Compliance Compliance" is generally translated as "legal compliance" in Japan. Specifically, it means that a company conducts its business in compliance with rules and social norms. The "rules and social norms" referred to here include laws, employment regulations, and corporate ethics. The purpose of compliance efforts is to properly manage corporate activities and ensure risk management in order to prevent violations and misconduct by employees. To achieve this objective, it is necessary to develop a compliance system, establish a compliance department, and conduct compliance training. What is "power harassment" as a compliance violation? Power harassment is an abbreviation for "power harassment. It means that the perpetrator takes advantage of his or her socially superior position to inflict physical or mental pain on those in a weaker position. The Ministry of Health, Labor and Welfare defines power harassment as conduct that satisfies the following three elements (1) Speech or behavior based on a superior relationship (2) Exceeding the scope of what is necessary and reasonable in the course of work (iii) Harmful to the worker's working environment Definition of power harassment in "Basic Information on Harassment" by Akarui Shokuba Ouen-dan, Ministry of Health, Labor and Welfare. Laws related to the prevention of power harassment In May 2019, the "Law for Comprehensive Promotion of Labor Policy" was revised, making the prevention of power harassment in the workplace (commonly known as the Power Harassment Prevention Law) mandatory. The amendment came into effect on June 1, 2020 for large companies and on April 1, 2022 for small and medium-sized companies, making it mandatory to work toward the prevention of power harassment. The reason behind the revision of the Act on Comprehensive Promotion of Labor Policies is the increase in the number of victims of harassment, which has become more prominent in recent years. There has been a succession of consultations with employees who have been victims of bullying, harassment, and other forms of power harassment at their workplaces. In addition, the number of cases of workers' compensation for mental disorders is increasing every year. According to a survey conducted by the Ministry of Health, Labour and Welfare, many of the victims are victims of hierarchical and interpersonal relationships in the workplace. The number of consultations with the Labor Bureau regarding other types of harassment, such as sexual harassment and maternity harassment, is also on the rise. Source: Ministry of Health, Labor and Welfare, Akarui Shokuba Ouen Dan｜"Basic Information on Harassment" Harassment in the Data Back to Table of Contents Types of Power Harassment Compliance Staff Should Understand There are various types of power harassment, and it is important to address each type in order to prevent it. The following is a description of typical types of power harassment that occur in the workplace. Some individual cases may not fall into any of the categories. The consultation service on power harassment should respond flexibly to a wide range of cases of violations, without being particular about the types of violations. Physical attack This is an act of power harassment that physically attacks the other party's body. Even work-related guidance or attention that goes beyond the scope of what is appropriate for the job is considered power harassment. For example, hitting, punching, kicking, throwing things at, or grabbing someone by the chest are clear examples of power harassment. Mental Assault This is an act of power harassment in which the harasser attacks the other party's character or reputation with abusive language or other verbal abuse. Threats and insults are also included in mental harassment. Loud and intimidating abuse, persistent reprimands in front of other employees, and insults regarding sexual orientation and gender identity (gender identity) are typical examples of psychological attacks. Disconnection from relationships This is an act of power harassment that isolates a specific person from the group at work. This includes physically and mentally isolating a person. Typical examples include isolating a person in a separate room or ignoring him or her in a group. Excessive demands Power harassment is the act of making unreasonable demands on a specific employee. It also includes severe reprimands for failure to meet demands. Typical examples include imposing unrealistic goals on new employees or forcing them to perform chores unrelated to their work. Excessive demands This is an act of power harassment in which the employee is given work that is disproportionate to his or her experience and abilities, or work that is of low quality. Harassment by not giving work to employees also falls under this category. This includes ordering managers to perform only menial tasks, or forcing certain personnel to retire without giving them jobs. Violation of individuality This is harassment that excessively interferes with an individual's privacy. It includes various acts such as surveillance of private life, exposure of personal information, and so on. Prying into personal relationships outside of the workplace and contact on social networking sites are also considered violations of the individual. Back to Table of Contents Measures Taken to Prevent Power Harassment of Non-Compliance Up to this point, we have described specific types of power harassment. Below are examples of specific measures to actually prevent power harassment. Investigate the actual situation in your company First, it is necessary to understand the occurrence of compliance problems and discover issues in the current work environment. Typical methods include anonymous employee surveys, stress checks, and interviews with occupational health staff. In order to conduct a multifaceted survey, it is recommended that multiple methods be used. In addition, a small population of survey targets may bias the results. When conducting a survey, try to ensure a certain number of responses to increase reliability. Disseminate the rules and system within the company. Make sure that your employees are aware of the rules and systems in place to prevent harassment. To this end, share within the company the anti-harassment guidelines and measures in the employment regulations and how to use the consultation service. In some cases, employees do not take power harassment that seriously. Therefore, it is important for employers to actively communicate that they recognize the prevention of power harassment as an important issue. Educate employees. Conducting regular harassment prevention training to deepen understanding by employees is another important initiative. All employees must be aware of the importance of preventing power harassment. Therefore, it is ideal if all employees, from new hires to managers, can take the training. Another method is to conduct training by rank. An e-learning system makes it easier to establish a system for participation. Back to Table of Contents Prevention of Power Harassment is a Compliance Effort Required of All Companies Power harassment is a serious compliance violation. With the enactment of the Power Harassment Prevention Act, awareness of the need for thorough compliance has taken root among management and managers. However, it is not easy for all employees to share this awareness. A system is required to educate employees on compliance, in addition to calling out to them and watching them closely. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents