Column

In recent years, problems caused by harassment have been on the rise, and in June 2020, the "Comprehensive Labor Policy Promotion Law (commonly known as the Power Harassment Prevention Law)" was enacted for large companies as a measure to protect workers. In April 2022, small and medium-sized enterprises will also be obligated to take preventive measures. Although there are no penalties under this law, there is a possibility of being held liable for compensation, and harassment is a problem that is much closer to home than one might think. In this issue, we will discuss remote harassment in particular, explaining specific cases, the background behind their occurrence, and what can be done to prevent them in an easy-to-understand manner. We hope you will find it useful. Table of Contents 01What is Remote Harassment? 02Examples of what may constitute remote harassment Power harassment Sexual harassment Moral harassment 03Why does remote harassment occur? Reason 1: Difficulty in switching between home and work Reason 2: Not knowing how to manage subordinates 04What companies and employees should do to prevent remote harassment Company side Employee's side 05Summary What is Remote Harassment? As the name suggests, remote harassment is a form of harassment that has begun to be viewed as a problem in recent years. Remote work, which had not been very widespread before, quickly became common as a measure to prevent the spread of the new coronavirus. The ability to choose telecommuting as one of the ways of working is a great advantage for employees. In addition to preventing infectious diseases, many employees may find it reduces the burden of commuting, balances work with nursing care and childcare, and improves their motivation to work. On the other hand, however, some disadvantages can be seen. These include the difficulty of communication among employees and the fact that the criteria for personnel evaluation are not yet clear. These disadvantages can lead to harassment, which is also known as "remote harassment. Let's check specifically what kind of conduct constitutes remote harassment. Back to Table of Contents Examples of Potential Remote Harassment Remote harassment can be divided into three main types. Let's review each of them in detail. Power harassment elements When working from home, supervisors cannot see their subordinates at work. Remote harassment with a power harassment element tends to develop from this uneasiness. Asking to turn on the webcam or microphone at all times Excessively asking for work reports Giving work orders even though work hours are over Refusing to allow requests for overtime work Sexually harassing elements In a remote environment, you may see private aspects of your coworkers, supervisors, or subordinates that you did not know before. A casual remark made in such an environment may constitute harassment. Even if the person who said it did not intend to do so, if the other person feels discomfort or disgust, it is remote harassment. The following cases can be considered remote harassment with sexual harassment elements. Making remarks about clothing, body shape, makeup, etc. Asking for contact outside of work Persistently inviting someone to an online drinking party Persistently asking about family members or other people living with the employee Asks for individual connections on social networking sites Moral harassment elements Excessive intervention in private life that is completely unrelated to work is an act of harassment. The following cases are examples of remote harassment with morally harassing elements. Referring to private space such as room layout or furniture Reprimanding the entry of pets or children's voices, etc. High-pressure or intimidating behavior toward subordinates in web conferencing, etc. Back to Table of Contents Why Does Remote Harassment Happen? Why does this type of remote harassment occur? Remote harassment is harassment induced by situations unique to remote work. There are two main reasons for acts of harassment that occur in remote environments. Reason 1: Difficulty in switching between home and work. Remote workers who are connected to their workplaces online from the comfort of their own homes find it difficult to switch on and off, and tend to confuse their private and public life. Also, during remote work, you may catch a glimpse of your subordinate's private life, which often leads to the misunderstanding that you have become close to them. If the line between work and private life is not clearly delineated when working remotely, and communication is conducted with a misjudged sense of distance, harassment may occur. Reason 2: Unsure of how to manage subordinates In a remote work environment, it is difficult to grasp the actions and work progress of subordinates, and many people are concerned that they may be slacking off. As a result, they may ask their subordinates to report excessively or contact them outside of work hours. If this behavior goes too far, the subordinate may feel a great deal of stress, which may lead to harassment. Back to Table of Contents What Companies and Employees Should Do to Prevent Remote Harassment So what can be done to prevent remote harassment? Let's take a look at both the company and employee sides of the equation. Company side Increase employee knowledge of harassment Education for all employees is important to prevent harassment in general, including remote harassment. Ensuring that all employees are aware of what constitutes harassment will help curb remote harassment. Choose a method that is appropriate for your company, such as training, e-learning, or posting posters. Create well-defined company rules regarding remote work. Both supervisors and subordinates often feel uneasy under unfamiliar remote work conditions. To alleviate this uneasiness, create firm internal rules. For example, make the rules as specific as possible regarding the appropriate method and frequency of checking the progress of work, how to communicate with each other online, etc., and make sure that the framework for teleworking in your company is firmly established. In addition, management for office work and management for remote work should be considered different. Create new criteria for personnel evaluation appropriate for remote work. Establish a harassment consultation service It is also effective to set up a consultation service for harassment within the company. The consultation service can be a safe place not only for employees who may have been subjected to remote harassment, but also for those who may have committed remote harassment. In such cases, the HR representative who receives the consultation should only try to confirm the facts calmly and objectively. If it is difficult to set up an appropriate contact person within the company and there is no cooperative system, one suggestion would be to rely on a specialized outside contact person. On the part of the employee Proper appearance Even if you are working remotely, do not wear loungewear or no makeup. At the very least, wear clothes and makeup that are ready to go out right now, and be careful not to show your private side. If this is difficult, turning off the camera is also an option. Set up a virtual background. If you are conducting a web conference, set up a virtual background so that your private parts are not shown. This will prevent people from prying into your private life. If a virtual background is not possible, make sure that laundry, bedding, and other items that give the impression of daily life are not seen by the camera. Back to Table of Contents Conclusion. Harassment is something that is likely to be done unconsciously. Although teleworking has spread throughout society at a rapid pace, it is still in its infancy, and the remote harassment that occurs in this context requires attention. The key to preventing the occurrence of remote harassment is to have the correct knowledge. Now that small and medium-sized enterprises are required to take measures to prevent power harassment, it is essential to provide employees with opportunities to acquire correct knowledge. Why not take this opportunity to consider training on harassment? 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

Power harassment and sexual harassment are well-known among "harassments" that harass or disadvantage others, but nowadays harassment is becoming more diverse and complicated, especially for those in charge of human resources. In this article, we will touch on the different types of harassment and introduce specific ways to deal with them. If you are in charge of human resources at a company, please refer to this article. What is "harassment" in the workplace? Harassment refers to annoying behavior such as harassment or bullying of a person. It does not matter whether the harasser has malicious intent or not, if the harassed person feels mentally uncomfortable, it constitutes harassment. According to a survey conducted by the Ministry of Health, Labour and Welfare (Status of Implementation of the Individual Labor Dispute Resolution System in Fiscal Year 2022), the number of civil individual labor dispute consultations concerning "bullying and harassment" has been the highest for eight consecutive years. As you can see, problems caused by harassment are currently occurring at many companies. Back to Table of Contents Typical Types of Harassment There are many different types of harassment. Let's take a look at some of the most common types of harassment in the workplace. bullying Power harassment (power harassment) is the act of using one's position in the workplace to inflict mental or physical pain on subordinates. In simple terms, it is bullying and harassment in the workplace, and some supervisors may confuse it with coaching. However, "reverse power harassment," in which a subordinate inflicts mental or physical pain on his or her superior, has also become an issue, and is becoming a form of harassment that does not depend on the position of the perpetrator. Sexual Harassment Sexual harassment (sexual harassment) is an act of sexual behavior or conduct that harms the working environment or causes emotional distress. Both men and women can be perpetrators or victims of sexual harassment, and sexual harassment of the same sex as well as the opposite sex is on the rise. Another type of harassment similar to sexual harassment is maternity harassment, in which women who are pregnant or have given birth to a baby are subjected to unkind words. Moral Harassment Moral harassment (moraharassment) is an act of offending another person's character or dignity by comments or attitudes that cause mental or physical pain. Specific examples include "intentionally rejecting the other person's opinion" and "unnecessarily giving attention in public. Moral harassment is a type of harassment that is difficult to recognize because the perpetrator is unaware of the offense and it is difficult to leave physical evidence. Care harassment Care harassment is an act of inflicting emotional distress on those who are unable to work as they wish due to family caregiving or other reasons. For example, taking advantage of a supervisor's position, an employee who is unable to work overtime due to nursing care may "intentionally lower his/her personnel evaluation" or "withdraw his/her leave for nursing care. Since nursing care leave is recognized as a worker's right, care harassment can be illegal under the law. Second Harassment Second Harassment (Sekaharas) is a term used to describe the secondary victimization of a power or sexual harasser by another supervisor or co-worker. Cases have arisen where people are afraid of this second harassment and are unable to talk to others even though they have been harassed. It is characterized by a lack of awareness of harassment, and tends to occur in workplaces with poor openness. Remote Harassment Remote harassment (remoharassment, teleharassment) is one type of harassment that has increased with the recent spread of remote work. It is harassment that occurs during remote work, and examples include "stepping into private matters during a web conference" and "forcing an online drinking session. Misjudgment of distance and difficulty in communication may result in unintentional remote harassment. Back to Table of Contents Causes of Harassment How does workplace harassment occur? Let's look at four major reasons, in order. Reason 1: There is a difference in individual awareness. The first reason is that some people have biased ideas, such as differences in the sense of gender and assumptions due to hierarchical relationships. As long as you work in an organization, there are employees with various ways of thinking. What may seem like communication to one person may be offensive to another. Misalignment of personal attitudes is most likely to occur mainly in large companies or departments with many people. Reason 2: Poor work environment Harassment is more likely to occur in a workplace with poor ventilation. Specific examples would be a closed environment with an overbearing boss or an environment where mistakes are not tolerated. Controlling spaces are much more likely to normalize harassment. eee Without a workplace where the opinions of working employees are shared and reflected well within the company, it will be difficult to solve harassment problems. Reason 3: Lack of communication The increase in online and tool-based communication in the Corona disaster is another reason for harassment. Now that face-to-face communication has decreased and social networking has become widespread, it is becoming more difficult for employees to communicate with each other. Lack of communication may lead to a lack of sufficient trust, and mutual misunderstandings may lead to harassment. Adequate communication can help prevent harassment. Reason 4: Low awareness of harassment To begin with, awareness of harassment tends to be remarkably low in Japan. According to a survey conducted by the Ministry of Health, Labor and Welfare (FY2020 Report on the Actual Situation of Harassment in the Workplace), the number of consultations on harassment, with the exception of sexual harassment, has not decreased over the past three years. Few companies continue to make efforts to prevent harassment, and the lack of awareness among employees in managerial positions is conspicuous. Back to Table of Contents What is the Negative Impact of Harassment on a Company? Harassment is one of the issues that companies need to address as a priority. Let's take a look at the specifics of how it can negatively impact a company. Decrease in employee motivation The first negative effect of harassment is a loss of employee motivation. In a workplace where harassment is rampant, good human relations cannot be built, and motivation is greatly impaired. This can have a negative impact not only on the victims of harassment, but also on the employees who witness the harassment. When motivation is lowered, efficiency and productivity on the job are significantly reduced, which in turn has a negative impact on the company's business performance. Increased turnover Employees who are harassed leave the company, leading to an increase in the turnover rate. According to a survey by the Ministry of Health, Labor and Welfare (FY2020 Report on the Actual Situation Concerning Harassment in the Workplace), about 10% of all respondents "resigned from their companies" as the behavior of "those who have been subjected to power harassment, sexual harassment, or significant inconvenience from customers or others in the past three years. Companies have an obligation to consider the workplace environment when hiring employees. Therefore, there is no possibility of not only an increase in turnover but also, in the worst case scenario, a harassed employee may sue the company and impose legal liability. Damage to corporate image If harassment issues are brought to light through suicides or lawsuits, the company's image will be damaged. Social credibility and workplace stability will be lost, and relationships with business partners may be severed. In particular, we are now in the era of the SDGs, which recognize the diversity of workers. the SDGs (Sustainable Development Goals) are international goals adopted at the UN Summit in 2015 that aim to achieve a sustainable and better world by 2030. Harassment is an act that is contrary to the SDGs goals, such as "Achieve gender equality" and "Peace and justice for all," and will be shunned by the public. What are the SDGs? ｜ JAPAN SDGs Action Platform ｜ Ministry of Foreign Affairs of Japan Back to Table of Contents How to Handle Harassment Laws related to the prevention of power harassment went into effect in June 2020 and were revised in April 2022. Since the law is now fully mandatory, even for small and medium-sized enterprises, public interest and awareness are increasing. Next, let's look at specific ways to deal with harassment. Raise awareness and make people aware of harassment Companies should take the initiative in raising awareness and making people aware of harassment. Specific measures include conducting training and establishing rules and regulations. When conducting training, try to invite experts as much as possible to provide basic knowledge about harassment and its countermeasures. If it is not possible to invite a lecturer, seminars using educational materials or videos are also effective. When establishing rules and regulations, be sure to include specific punishments in the work rules, such as disciplinary dismissal or pay cuts. Establishment of a Consultation Desk Arrange for a counselor and set up a consultation service regarding harassment within the company. It is important to ensure the privacy of the person consulting by using e-mail, telephone, or the company intranet, in addition to face-to-face meetings. In addition to the human resources department, it is also a good idea to set up a consultation service with the labor union or in-house counselors so that employees can feel free to consult with them. If it is not possible to do so within the company, then the employee can be directed to an external consultation service such as the General Labor Consultation Corner or Hello Work. Appropriate handling of post-harassment issues No matter how many measures are taken to prevent harassment, problems may still occur. In such cases, it is necessary to take prompt and appropriate action. First of all, confirm the facts and take appropriate action against the victim and the harasser. Measures must be taken against the harasser in accordance with the employment regulations. On the other hand, for the harasser, offer options such as transfer or leave of absence, while respecting the wishes of the harassed employee. In addition, it is important to make efforts to prevent harassment from happening again. Back to Table of Contents SUMMARY In this report, we have touched on the different types of harassment, their negative impact on companies, and the measures companies should take to deal with them. It is important for companies to create a working environment where harassment does not occur on a daily basis, and if it does occur, it is important to resolve it as soon as possible. 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 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 one! Also read Back to Table of Contents

Moral harassment is a problem in many companies. Like power harassment and sexual harassment, it is one type of harassment that needs to be addressed. On the other hand, compared to other types of harassment, it is more difficult for the problem to become apparent, and in some cases, even if it occurs, it goes unnoticed. If you are considering conducting training on harassment within your company, you should also be aware of the necessary countermeasures against moral harassment. This article provides a thorough explanation of what is meant by moral harassment, how it differs from power harassment and sexual harassment, and the preventive measures that companies should take. Table of Contents 01Basic Knowledge of Moral Harassment (Moral Harassment) What is Moral Harassment? Differences from Power Harassment and Sexual Harassment Examples of words and actions that fall under moral harassment in the workplace 02Laws Related to the Prevention of Harassment in the Workplace Obligation to give due consideration to safety under the Labor Contract Act Obligation to take measures to prevent power harassment under the Law for Comprehensive Promotion of Labor Policies and Measures 03Workplace Initiatives to Prevent Moral Harassment Thoroughly promote awareness and awareness of harassment prevention Establish a consultation service and develop methods for dealing with harassment Conduct harassment prevention training 04It is important to make employees aware of the importance of preventing moral harassment Basic Knowledge of Moral Harassment

Thank you for using our services. We regret to inform you that Microsoft Corporation has discontinued support for the web browser "Internet Explorer" (IE). We apologize for the inconvenience, but please switch to the browser listed below as soon as possible. Google Chrome Safari Mozilla Firefox Microsoft Edge For the recommended environment for learningBOX, please click here. We will also be discontinuing support for IE as a unsupported browser from the Ver. 2.19 major version upgrade of learningBOX. 　The version upgrade is scheduled for September, but the schedule may be delayed or cancelled depending on the development status. 　Please understand this in advance. Please note that after the end of support, you will not be able to use the software with IE. Please check the recommended environment for learningBOX and use the recommended browser. We apologize for any inconvenience this may cause and appreciate your understanding. Reference: Microsoft's website article related to this issue 1: Internet Explorer will switch to Microsoft Edge - Support for Internet Explorer 11 desktop apps on Windows 10 will end on June 15, 2022 2: End of support for Internet Explorer 11 desktop applications - FAQ related to the announcement

In the selection process for job hunting and mid-career change (mid-career hiring), there is always an employment examination. In addition to the test takers, the companies that administer them need to select and prepare for the most appropriate employment test for their company. In this issue, we will introduce a variety of recruitment tests and look at the patterns of implementation and points to keep in mind when conducting them. Those who are in charge of recruitment in corporate human resources are encouraged to refer to this article. Types of Employment Examinations There are three main types of employment examinations conducted by companies Written examinations This is an examination method to measure abilities in a written format. The specific content of the test includes general common sense questions to ascertain whether the applicant has the necessary qualities as a member of society, and an essay to ascertain what kind of ideas the applicant has. If the company focuses on technical or professional positions, a specialized test related to that field will also be required in many cases. Aptitude Test There are aptitude tests to determine your aptitude and personality for the profession. Aptitude tests can be taken at home on a computer or at a test center. SPI3, CAB, and GAB are used by many companies. Interview Test This is a face-to-face test in which applicants are asked to present themselves and their reasons for applying for a job. Interviews include individual interviews, group interviews, and group discussions. This method is used to evaluate the personality of the applicant, which is not evident in the written test. It is an essential test in determining the final acceptance or rejection of an applicant. Back to Table of Contents Introduction Patterns for Employment Examinations There are two main patterns of employment examinations: written and web. Both have their advantages and disadvantages, so choose the one that best suits the characteristics of your company. Written Recruitment Examination First, let's look at the advantages and disadvantages of the written employment examination. Advantages of Introducing a Written Employment Test The advantage of a written test is that it can determine the applicant's character, which cannot be determined from the application documents alone. If the test is conducted in-house, it can also be used to check whether the applicant is able to greet people and has good business manners. Also, if the venue and time are set, it will be easier to supervise the test and prevent fraud. Disadvantages of Introducing a Written Employment Test The disadvantage of the written employment test is that it is a manual process, which takes time and costs a lot of money to tabulate the results. In some companies, the scoring and results are managed by the company's own staff rather than outsourced, placing a heavy burden on employees. In addition to the cost of preparing question papers, there may be additional service fees and storage costs if transportation is required. Web-based Recruitment Examination Next, let's look at the advantages and disadvantages of the Web-based employment examination. Advantages of Introducing Web-based Recruitment Examinations The advantage of implementing a Web-based recruitment test is the ease with which test results can be compiled and analyzed. The Web is particularly suitable for recruitment tests for career-track positions, which have a large number of applicants. Also, since the information is not managed on paper, problems such as damage or loss of information do not occur. The increased efficiency also shortens the recruitment period and reduces recruitment costs. Disadvantages of Introducing Web-based Recruitment Examinations The disadvantage of the Web-based employment examination is that it is difficult to confirm whether the person is really taking the test. In fact, some companies have experienced problems due to doubles or substitute Web-based employment examinations. Therefore, if the test is to be conducted accurately, companies will need to take measures such as supervising the test and requiring applicants to present identification documents, even if the test is conducted over the Internet. Back to Table of Contents Types of Web Tests There are numerous types of so-called web tests (aptitude tests) that are used when conducting employment examinations. The main types are as follows SPI CAB GAB TAP IMAGES Uchida-Kraepelin test IMAGES Tamatebako (collection of rare Japanese vessels) TG-WEB SPI (Synthetic Personality Inventory) See : https://www.spi.recruit.co.jp/ SPI is an aptitude test that measures examinees' personality and basic abilities. It is provided by Recruit Management Solutions, Inc. and is used by many companies. In particular, this aptitude test is often used for hiring new graduates, but recently it has also been adopted for civil service examinations. The test consists of three parts: verbal, non-verbal, and personality tests. The verbal test is characterized by its knowledge of the Japanese language, and the non-verbal test is characterized by its knowledge of mathematics, arithmetic, and other mathematical subjects. The personality test questions are about daily behavior and attitudes, and while the difficulty level of the SPI itself is not that high, the number of questions is large, and time allocation must be taken into consideration. In addition to the written test, there are also home web-based tests and tests taken at dedicated test centers (test centers). The SPI was upgraded in 2005 and 2013, and SPI3 is the latest version. CAB (Computer Aptitude Battery) See : http://www.shl.co.jp/ CAB stands for Computer Aptitude Battery and is an aptitude test mainly for SEs and programmers. Mental arithmetic law-like nature command list Symbols All of these questions ask about administrative and intellectual skills and aptitude. You can also research nine traits such as teamwork and vitality. The test is basically a written test in mark-sheet format, but a web-test version, the Web-CAB, is also available. GAB (Graduate Aptitude Battery) See : http://www.shl.co.jp/ GAB stands for Graduate Aptitude Battery, a comprehensive aptitude test. Like the SPI, it is used in many employment examinations, including those of general trading companies, specialized trading companies, and securities firms. The GAB is similar to the SPI, but the GAB is primarily an ability test that asks about processing ability and requires speed in answering questions. TAP See : https://www.tap-tekisei.com/ TAP is an aptitude test often used in the food and beverage, distribution, and financial industries. TAP is less well-known than other aptitude tests, but its difficulty level is high, and it can be administered with high quality. Comprehensive Type: Standardized test with ability and personality questions Personality type: Personality questions only, and the test is short (15 minutes). Shortened type: The exam time is shorter than the comprehensive type at 30 minutes. The ability test focuses on mathematical knowledge such as four arithmetic rules, profit-and-loss arithmetic, and the n-decimal system, and can be taken in a written mark-sheet format or via the Web. IMAGES See : http://www.shl.co.jp/ IMAGES is an aptitude test that is sometimes used in comprehensive aptitude tests for new graduates. The content is not significantly different from the GAB, but IMAGES is characterized by the fact that the ability test and personality test can be conducted in a short period of time, 30 minutes each. IMAGES is chosen by companies that "have many openings and want to measure basic abilities in a short period of time. In addition to verbal, non-verbal, and English questions, this aptitude test can also be used to check an applicant's English ability. Uchida Kraepelin Test See : https://www.nsgk.co.jp/uk The Uchida-Kraepelin Test is a unique psychological test administered by the Japan Institute of Psychotechnology. The test consists of simple single-digit calculations for 15 minutes each in the first half and the second half, and shows whether the person taking the test is mentally stable or not. The test is used not only by companies but also by government agencies to see whether or not a person can perform a monotonous task with precision and without omission. Please note that the Uchida-Kraepelin test is not web-based and is basically conducted in writing only. Tamatebako See : http://www.shl.co.jp/ Tamatebako is an aptitude test offered by Japan S.H.L., known for its CAB and GAB. As a web-based test that can be taken at home, it is widely used by major companies. It is characterized by the fact that it is composed of verbal, non-verbal, and English ability tests, as well as a personality test that measures matching with a company and motivation to work. The time available per question is short, and each question must be solved in about 10 seconds. This aptitude test is ideal for measuring the applicant's accuracy and speed. TG-WEB See : https://www.humanage.co.jp/service/assessment/service/tg_web.html 　　TG-WEB is an aptitude test that measures verbal, non-verbal and personality aptitude. Although it is not well known yet, it is more difficult than SPI or Tamatebako, and companies are increasingly introducing it. The TG-WEB is not a written test and can be taken online or at a test center. learningBOX See : https://learningbox.online/ learningBOX has a diagnostic test creation function that allows you to determine the characteristics and knowledge level of the examinee. It is characterized by the ability to prepare appropriate questions on your own in a flexible manner according to the skills and abilities required for the type of job you are seeking. Based on the results of the analysis, you will be able to take appropriate actions according to the aptitudes and abilities of the examinees. It will also help you make hiring decisions. In addition to creating diagnostic tests, you can also manage test administration and results. Back to Table of Contents What to Consider When Conducting Aptitude Tests Using aptitude tests in employment testing will provide useful data for recruiting. Here are some points to keep in mind when conducting external aptitude tests. Focus on reliability When implementing an external aptitude test, check the reliability of the test. Even if you can introduce a test at a low cost, it will not be effective if it is not reliable. Specifically, you can confirm the reliability of the test by looking at its track record, such as "which companies have introduced the test" and "how many people take the test each year. Confirm that it is in line with your company's needs Next, you need to understand whether or not the aptitude test is in line with your company's needs. It is important to use the information obtained from the aptitude test in situations other than recruitment. Correct implementation will make it easier to evaluate, assign, and train employees after hiring. If it is difficult to research, take a look at actual case studies. If there are examples of other companies in the same industry, you can say that the aptitude test will meet the needs of your company as well. Do not rely on the test results. Aptitude tests can be helpful in hiring, but don't get too hung up on the results. The results may vary depending on the applicant's physical condition and condition. Even if the results are not good, you may find that some employees will perform well after joining the company. It is important to understand and recognize that the aptitude test is only one part of the hiring process, and it is also important to take into account the impression you made during the interview and the content of the application documents. Back to Table of Contents SUMMARY We have presented various types of employment examinations. Many of the employment tests, both written and web-based, have both advantages and disadvantages. Be sure to incorporate the ability and aptitude tests that are most appropriate for your company. If you are considering implementing a web-based recruitment test, please try our learningBOX for free. If you are considering implementing a web-based recruitment test, please try our learningBOX for free. We also recommend Also read Back to Table of Contents

A company has numerous assets, one of which is the unique knowledge and know-how possessed by each employee. In today's business scene, where human resources are increasingly mobile, it is necessary to share knowledge and experience within a company to enhance the competitiveness of the company as a whole. This is why many companies are introducing the concept of knowledge sharing. This article provides an overview of knowledge sharing and the advantages and disadvantages of its introduction. It also provides a thorough explanation of the key points that will lead to the success of the initiative, so please read on if you are considering the introduction of knowledge sharing. Table of Contents 01Fundamentals of Knowledge Sharing What is Knowledge Sharing? Types of Knowledge 02Merits and Cautions of Knowledge Sharing Advantages Cautions 03Key Points for Successful Knowledge Sharing Appoint a person in charge of knowledge sharing Utilize the SECI Model Implement knowledge sharing tools 04Promoting Knowledge Sharing Initiatives to Optimize Operations Fundamentals of Knowledge Sharing In recent years, the term "knowledge sharing" has been increasingly heard in the business world. If you are concerned about human resource development or improving organizational capabilities, knowledge sharing can prevent knowledge from becoming a gentry and improve company-wide skills. First, let us introduce the basics of knowledge sharing. What is knowledge sharing? Knowledge sharing is a method of sharing experience and know-how throughout the organization that has a positive impact on a company's sales activities. Knowledge is the katakanaized form of the English word "knowledge. It is introduced with the aim of spreading the knowledge and problem-solving techniques of talented people throughout the organization, leading to improved productivity and sales, and faster decision-making. A series of processes to consolidate knowledge within a company by promoting knowledge sharing and utilizing it to improve organizational capabilities is called "knowledge management. Types of Knowledge There are two types of knowledge: "tacit knowledge" and "formal knowledge." Knowledge sharing refers to a mechanism for converting tacit knowledge to formal knowledge. Tacit Knowledge Tacit knowledge is subjective knowledge based on personal experience and intuition that is difficult to verbalize or diagram. Tacit knowledge includes rules of thumb acquired in the field, sales techniques used by top salespeople, and so on. Tacit knowledge is difficult to share with others, and tacit knowledge tends to be impersonalized, making it difficult to spread and utilize throughout the organization. In many cases, the knowledge is lost from the company due to the retirement or reassignment of personnel with the knowledge. Formal Knowledge Formal knowledge is knowledge that can be explained objectively and logically. It refers to tacit knowledge that has been converted into language and manuals. By converting tacit knowledge into formal knowledge, the expertise and skills of talented personnel can be easily understood by others and utilized in management strategies. Back to Table of Contents Advantages and Cautions for Knowledge Sharing The next section describes the advantages and disadvantages of promoting knowledge sharing that you should be aware of. Ideally, you should be able to cover the disadvantages while taking advantage of the benefits of implementing knowledge sharing. Merits Leads to improved work efficiency and productivity Knowledge sharing can lead to improved work efficiency and productivity because it allows the successful business rules possessed by individuals to permeate the company. The appeal of this system is that it can be expected to be effective regardless of individual experience and ability. It will also improve the skills of the entire workforce, and help the company move away from being a company where only a few talented individuals continue to achieve results. In addition, the trick to achieving operational efficiency is to share not only successes but also failures. The reason for this is that by sharing and analyzing even minor failures, a system can be established to prevent the same failure from repeating itself. Collaboration with other departments can be strengthened. Knowledge sharing enables visualization of findings that have been understood only by specific departments, which helps to strengthen cooperation with other departments. Mutual understanding between departments will increase, and it will become easier for employees to communicate with each other from the same perspective. As a result, productivity can be improved, information can be shared smoothly, and new ideas and content can be generated. The introduction of knowledge sharing is more effective for organizations that are divided into multiple departments and do not have an environment in which employees can interact with other departments. Business know-how can be accumulated in the company. Another advantage of implementing knowledge sharing is that it allows the company to consolidate and centrally manage knowledge held by individuals. By utilizing the know-how accumulated in the company, excellent human resources can be developed efficiently even in today's age of increasing human resource mobility. For this reason, it is recommended that industries and business sectors with a high turnover of human resources engage in knowledge sharing. Leading to Cost Reduction If knowledge sharing is widely implemented within a company, it is easier to organize information to be transferred at the time of handover, leading to reductions in handover time, labor, and costs. Smooth and appropriate handover makes it easier to maintain good relationships with customers, preventing loss of trust and problems. Easier to Adapt to Diverse Work Styles Knowledge sharing is also an effective measure for companies with employees with different work styles. For example, when telework or remote work is introduced as part of work style reform, it tends to be difficult to share knowledge gained in the course of work within the company. In this respect, if you routinely work on information transfer through knowledge sharing, it is possible to prevent knowledge from belonging to a particular person and to make use of it in corporate activities. Cautions Costly to introduce the tool Generally, dedicated information sharing tools and chatbots are used to implement knowledge sharing. While some services are free, many tools require initial and running costs. It is important to clarify your knowledge sharing policy and budget in advance, and introduce a tool with sufficient operability and functions. There is a risk of not being able to spread within the organization. In many cases, veteran employees who possess a lot of knowledge are busy and find it difficult to devote time to knowledge sharing. Therefore, there is a risk that knowledge sharing may not permeate the organization, even if it is introduced in some companies. In particular, companies that use a performance-based approach must consider the possibility that employees may be reluctant to share their own know-how with others. It is necessary to explain the importance of knowledge sharing before implementing the measures and convey the benefits to veteran employees as well. Back to Table of Contents Key to Successful Knowledge Sharing What are the key points to keep in mind in order to practice knowledge sharing and use it to improve the efficiency of corporate management? Here we explain three points. Appoint a person in charge of knowledge sharing Ideally, knowledge sharing should be promoted by selecting a dedicated person or team, called a knowledge manager. Since there are a wide range of initiatives related to knowledge sharing, this role is required to lead the field in order to ensure that it takes root. The person in charge is responsible for understanding the company's issues, determining the scope of knowledge to be shared, and explaining the purpose of the operation to the members. It is advisable to select personnel with excellent skills and know-how so that they can not only act as a flag bearer but also actively share knowledge themselves. For example, there have been cases where veteran employees or employees who have achieved high results have been appointed as the person in charge. Utilize the SECI Model The SECI model is a framework for turning tacit knowledge into formal knowledge and sharing it within an organization, and then combining the formal knowledge to discover new know-how. The SECI model is called the SECI model from the initial letters of four English words meaning "Socialization," "Externalization," "Combination," and "Internalization," which are the four processes required for the initiative. To maximize the effectiveness of the SECI model, it is necessary to create an environment in which tacit knowledge can be easily expressed and to increase the knowledge assets held by the company. It is effective not only to introduce knowledge sharing initiatives, but also to provide the company with a place where tacit knowledge can be expressed and to offer incentives for such expression. Introduce knowledge sharing tools. As mentioned above, the introduction of dedicated tools is essential for knowledge sharing initiatives. Dedicated tools are called knowledge sharing tools, knowledge management tools, knowledge bases, and so on. Each tool is equipped with SNS and FAQ functions that allow users to ask and answer questions to each other, thereby facilitating smooth knowledge sharing. The key to selecting a knowledge sharing tool is to consider its ease of use. Knowledge sharing needs to be a company-wide effort, so choose a tool that can be used by a wide range of people, from young employees to veterans. A system that is simple to use and easy to understand is more likely to take root. In addition, as the number of documents increases, it may take time to access the necessary knowledge. It is also important to adopt a tool with an extensive search function to encourage employees to actively use the system. Back to Table of Contents Let's promote knowledge sharing initiatives to optimize our operations. In this issue, we have introduced the characteristics of knowledge sharing, the advantages and disadvantages of its introduction, and the secrets of its success. The practice of knowledge sharing is indispensable to prevent the harmful effects caused by the impersonalization of knowledge. Let's consolidate know-how held only by specific personnel into the company and optimize business operations. We recommend "learningBOX" for creating manual videos for knowledge sharing tools. This system supports the creation of a Web-based learning environment, including the creation and distribution of manuals according to the characteristics of the tools and management of employee attendance. The system can be operated intuitively, and original e-learning materials can be created without specialized knowledge. 10 accounts can use almost all functions for free. We also recommend this plan! Also read Back to Table of Contents

On Tuesday, June 7, 2022, from 1:34 p.m. to 1:55 p.m., an access problem occurred on the shared server of learningBOX, causing unstable server response. We apologize for any inconvenience this may have caused to users. We apologize for the inconvenience caused and apologize for any inconvenience caused. We apologize again for the inconvenience caused. Thank you for your continued support.

In situations where training is conducted, such as employee training, it is important to maximize the effectiveness of the learning process. If learning is not conducted effectively, it can lead to wasted time. However, as an educator, there may be times when you are concerned about whether your learners are engaged in the learning process. If you want to improve the effectiveness of learning, it is recommended that you engage in progress management. In this article, we will explain the necessity of managing learning progress and how to manage progress. If you are in a position to provide education, please refer to this article. Table of Contents 01The Need to Manage Learning Progress To promote education efficiently To implement course corrections as needed 02Three methods to manage learning progress Apps Daily report Gantt chart 03What is an effective "LMS" for learning progress management? 04Benefits of Using an LMS for Learning Progress Management Advantages for Companies Benefits for Learners 05Flow of implementation of LMS 05Summary Need to manage learning progress To begin with, progress management is to implement a predetermined plan and then check whether there is any discrepancy between the plan and the current situation. No matter how perfect the plan is, it is not uncommon for things to go wrong. Even in such cases, if progress is managed well, the effectiveness of learning can be enhanced. The need to manage learning progress is as follows To make education more efficient It is important for those who provide education to set up an education schedule within a reasonable range for the learners. If education is conducted blindly without a plan, there may not be enough time for the learners to master the content they have learned. Progress management is important to ensure that the content is retained and that education is conducted efficiently. To implement course correction when necessary It is not unusual for some learners to take a long time to master what they have learned. When learners feel that they are behind others, their motivation may decline. It is important to manage progress to ensure that all learners are on track to master the content, and to correct course corrections from time to time. Back to Table of Contents Three Methods to Manage Study Progress In order to manage study progress, it is necessary for learners to keep a record of their study time and review their study records. The following methods will help facilitate progress management. Apps Today, there are many free smartphone apps that are suitable for managing study progress. By using an app to visualize which items were studied and for how long, learners can easily check their progress. While apps are an easy way to check progress management, they have the disadvantage of requiring learners to keep records, which makes it difficult for those conducting the education to check. Daily Report Adopting a daily report as a method of progress management is also effective. For example, you can ask the learners to write a daily report after the training time is over, and keep a daily record of their progress. Daily reports can be handwritten or recorded digitally using Excel, etc. There are many different ways to record the information. While daily reports are also useful for tracking progress, they can be burdensome for the learner. It is essential to devise a system that encourages students to fill in the blanks so that they do not "just write to fill in the blanks. Gantt Chart Gantt charts are often used for scheduling. It is also an effective way to manage the progress of learning, as it provides a bird's eye view of the entire situation. While it has the advantage of providing a bird's eye view of the entire schedule, the disadvantage of Gantt charts is that they are difficult to revise. The more detailed the chart is, the greater the burden when revisions occur. Back to Table of Contents What is an effective "LMS" for learning progress management? Methods of progress management using applications and daily reports can be burdensome and difficult in some situations. If you want to implement more effective learning progress management, we recommend the use of an LMS. LMS stands for "Learning Management System," and in Japanese it is called a "learning management system," which is the basic system for implementing e-learning, and is used in situations where you want to centrally manage education within your company. Before the Internet became widespread, learning was conducted using CDs and DVDs. However, this method made it impossible for educators to grasp the extent to which learners were engaged in their studies. Later, with the development of the Internet, e-learning became widespread, and the need for an LMS increased. The LMS allows learners' information to be registered and their progress to be monitored. LMSs are ideal for learning progress management because they allow for more detailed analysis, such as which areas learners are struggling with. Back to Table of Contents Advantages of Using an LMS for Learning Progress Management Using an LMS for learning progress management is not only beneficial to the company, but also to the learner. When considering the introduction of an LMS, it is important to understand the advantages of each. Advantages for Companies The advantages of using an LMS for learning progress management for companies are the following two points. Advantage 1: Easier management of learners' learning status By using an LMS, the person conducting the education can monitor the progress of the learners in real time. Knowing what learners are studying and what they are not studying will make it easier to communicate with them regarding educational content. Advantage 2: Individualized follow-up is possible. The LMS makes it possible to grasp each learner's areas of strength and weakness. If a learner has difficulty in a certain area, it will be easier to provide individualized follow-up, such as concentrating education on that area. Benefits for Learners There are two advantages for learners who use an LMS to manage their learning progress Advantage 1: Increased learning effectiveness With an LMS, the learner can check the results of tests and other tests prepared by the education provider. This makes it possible for learners to know what they are struggling with and what they need to focus on. As a result, it becomes easier to maintain goals and increase the effectiveness of learning. Advantage #2: Easier to set up a learning outlook When learning is managed in an LMS, learners know where they need to start their study. Also, if the learning destination is clear, such as how far they need to go to finish the course, it will be easier for them to make their learning prospects clear. Back to Table of Contents Flow of Implementing an LMS When implementing an LMS, the first step is to clarify the purpose of the implementation: there are many types of LMSs, so unless you have a clear idea of what you want to achieve, you will not be able to select an LMS that fits your company. For example, "I want my employees to efficiently acquire the knowledge necessary for their work. Once the objectives have been determined, an operational system must be put in place, and various personnel must be assigned to the LMS, such as a person in charge of content creation and a person in charge of grade management. It is important to determine who within the company will be in charge of what, so that operations will proceed smoothly after implementation. Finally, select a vendor. When selecting a vendor, check the ease of use and support system. In addition, there are two types of LMS: cloud-based and on-premise. Cloud-based LMSs can be used in a virtual environment in the cloud and require only a fixed fee. On the other hand, the on-premise type is developed and operated in-house and offers superior customizability, but requires more time and money for implementation and operation. Each has different merits and demerits, but considering ease of implementation and cost, we recommend that you choose the cloud computing type. Back to Table of Contents Conclusion In this issue, we have explained how to manage progress to make learning more effective, as well as an overview of LMS and the advantages of using it. LMSs are often used to manage the progress of learning, and it is important to understand the process and benefits before deciding whether or not to introduce an LMS. There are many types of LMSs available, but our "learningBOX" is one of the most popular. It not only creates and distributes questions, but also provides a full range of management functions such as member management and grade management. First, please try our free plan, which is available free of charge. We also recommend this one! Also read Back to Table of Contents

Training is provided at various times, such as when new employees join a company or when they are promoted. Training is essential for developing excellent human resources, but it is important to choose the right training program that matches your company's environment and the issues you want to solve. This article explains the different types of employee training, their respective merits and demerits, and points to keep in mind. Employee training is divided into three categories according to purpose There are many different types of employee training programs, which fall into three main categories depending on their purpose. Before conducting employee training, it is important to have a clear understanding of which type of training is being used. The following are the types of training and specific examples of each. 1) Hierarchy-based training Training by job level is training conducted for each employee's job level. The objective is to acquire the skills and attitudes essential for each level. Examples: New employee training, management training, managerial training 2) Job-specific training Job-specific training is training to learn specialized knowledge that meets the needs of each job category, and is generally conducted for each department. For salespeople, it is to improve their sales skills; for call centers, it is to improve their telephone skills; and for general affairs and accounting, it is to deepen their knowledge of PC skills and bookkeeping, etc., to improve their practical skills. Examples: Sales training, human resources training, marketing training (iii) Theme-specific training Theme-specific training is a training program that picks out the ideas and skills that the trainees are expected to acquire, and provides them with intensive training. Training themes are selected based on the company's business development and the challenges it faces. The objective is to have trainees learn what you want them to learn, regardless of their job level or position. Examples: Communication training, risk management training, business manner training Back to Table of Contents Specific Training Methods OJT and Off-JT There are two major methods of training. A thorough understanding of the differences between them and their use for different purposes is essential for efficient training. Let's review the differences and advantages and disadvantages of each. OJT (On the Job Training) On-the-job training is a method of education in which trainees acquire a variety of business knowledge while gaining practical experience in the workplace under the supervision of an educator. OJT is conducted in the course of regular work duties, with experienced supervisors and senior employees in the department serving as instructors. This is a way to acquire working-level knowledge and skills that are not found in manuals. The objective is to have trainees output the knowledge they have actually learned through their work, and to have them become human resources capable of making an immediate contribution to the company. One of the features of on-the-job training is the close proximity between the trainee and the instructor, which allows the trainee to ask questions and build relationships within the department. However, there may be times when there is not enough time to provide guidance while performing normal work duties. If the department is in its busy season or suffering from a shortage of staff, it may be difficult to provide solid guidance. Off-JT (Off the Job Training) This method is called "off-the-job training," in which participants temporarily leave their workplaces to acquire knowledge and skills through programs created by in-house training staff or outside training organizations. The objective is to build a solid foundation by acquiring universal knowledge of business fundamentals and company theory. Off-JT allows training to be conducted for a large number of people at the same time, preventing knowledge variation among employees. Another feature of Off-JT is that it allows employees to learn a comprehensive range of knowledge, compared to OJT, which tends to be biased toward teaching knowledge related to the job at hand. One of the concerns with Off-JT is the cost of outsourcing to outside instructors or renting a venue outside the company. Back to Table of Contents E-Learning Training on the Rise: What are the Benefits? Both OJT and Off-JT have advantages and disadvantages, and it is difficult to decide which is better. It is important to fully understand the characteristics of each and use them in different ways. In recent years, e-learning training has also been attracting a great deal of attention. e-learning training is a type of off-JT because it is not conducted while the trainee is working, but rather has a strong classroom component. E-learning training has spread as a part of remote work in the Corona disaster, and more and more companies are now adopting it due to its various advantages. The first is the ability to learn at the pace of the individual and the high knowledge retention rate due to repetition. The second is that the use of a learning management system (LMS) significantly reduces the burden on the company. In the future, it will be important to combine on-the-job training and off-the-job training, face-to-face and online training, depending on the purpose of the training. Back to Table of Contents 3 Key Points for Successful Training There are three key points to keep in mind for efficient training. (1) Clarify the purpose The most important thing is to clarify the purpose of the training. Without a clear understanding of the purpose of the training, it is impossible to determine effective methods and content. We recommend that the objectives be specific rather than abstract. For example, instead of "to improve sales skills," the training should be in the form of "to develop customer follow-up skills to improve sales performance. The more specific the training is, the easier it will be to visualize what the training will look like afterwards, and the clearer the effects will be, the more motivated the employees will be to take the course. Match the level of the target audience The content of instruction will vary depending on the abilities and skills of the employees participating in the training. The same training program for new graduates and mid-career employees will have different content. What does the employee lack? The content of the training should make up for those deficiencies. Also, consider whether the content of the training can be taught by in-house personnel. If it is difficult for your in-house staff to handle, consider hiring an outside instructor. 3) Follow-up after the training is also important. Training is not the end of the process, but a thorough follow-up is necessary. Training only once does not take root, and the knowledge cannot be put to practical use. Also, employees who have received training may have questions or concerns. If there is follow-up after the training, questions will be clarified and concerns will be resolved. Back to Table of Contents SUMMARY There are many ways to conduct "training" in a single word. In order to develop excellent human resources, it is important to conduct training with a clear vision of "what kind of human resources the company is looking for. If you are reviewing your training system and considering e-learning training as an option, we recommend our learningBOX. It is intuitive to use and allows you to create original e-learning materials without any specialized knowledge. Many companies use LearningBOX for employee training, and we also offer a free plan that allows you to use up to 10 accounts for free, so please feel free to try it out. ▼Here's another recommendation! Also read. Back to Table of Contents

Advance Notice] Specification Changes Related to the release of learningBOX 2.18 Thank you for your continued patronage of our services. We are planning to change the specifications of some functions in the release of learningBOX Ver. 2.18 scheduled for July 2022. This announcement is a preliminary notification regarding the specification changes of important items. Abolition of learning First of all, the learning screen will undergo a major change. A new learning function, "Course Function," will become standard, replacing the previous "Learn" function. Points to note after the major version upgrade Folders located directly under documents in Content Management (TOP screen) will be automatically converted to courses. (*When batch conversion of courses is not performed) ▼ Notes The "Heading (Title)" and "Clear Condition (Limit Bar)" on the TOP screen will be deleted. All contents on the TOP screen will be moved to a new course called "Document Course. All shortcut folders on the TOP screen will be moved to a new course called "Document Course" along with the folder from which the shortcut originated. Specification Change in Page Setup Immediately After Logging In Please note that the page transition destination will be automatically changed to "Select Course" from Ver. 2.18 onward when the page to be displayed is set to "Learn" in the "Page Setup Immediately After Logging In". Abolition of "My Page Next, My Page will also undergo a major change. In place of the traditional "My Page," a "Dashboard" will become the standard. By replacing "My Page" with a "Dashboard," it is expected that users will be more aware of their learning status, such as learning time, courses they are studying, and number of badges they have earned. Expansion of Ordering Screen Functions Finally, the order screen will also be enhanced. First, paid plan subscriptions will be able to be automatically renewed. This eliminates the need for customers to apply for renewal each time their subscription expires. In addition, subscriptions will be added as a payment method, allowing customers to purchase plans and options on a subscription basis.