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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.

This article provides examples of creating teaching materials for learningBOX using SCORM 1.2. Please note that some of the examples may not work outside of learningBOX (in such cases, a cautionary statement will be included). Also, please note that this article has been verified with learningBOX 2.16.14, and older versions or versions to be released in the future may not give identical results. What are SCORM materials in learningBOX? LearningBOX allows you to upload and use SCORM 1.2 compliant educational materials. (*As of learningBOX 2.16.14, uploading SCORM archives (ZIP files) consisting of multiple SCOs is not supported. Also, please note that SCORM versions other than 1.2, such as SCORM 2004, are not supported.) Back to Table of Contents Minimum SCORM Materials [File Structure In learningBOX, if the startup file is index.html, the manifest file (imsmanifest.xml: a file showing the structure in the ZIP file) is not necessary. Therefore, if only the index.html file is zipped, it can be used as SCORM material (however, the imsmanifest.xml file is required in almost all LMSs; QuizGenerator, CardGenerator, etc. require the imsmanifest.xml file for compatibility). QuizGenerator, CardGenerator, etc. output imsmanifest.xml for compatibility). Notes on creating a ZIP file When compressing educational materials into a ZIP file, please select and compress files as shown below. As in the bad example, selecting and compressing folders may create an extra folder hierarchy and cause problems. Also, in the case of Mac, if you use the OS standard ZIP archive function, extra files will be saved, so unnecessary files will be mixed in the problem! Please compress with reference to "Be careful when compressing zip on Mac" etc. API Exploration When the startup file (e.g. index.html) is loaded, the SCORM API is searched. In learningBOX 2.16 and later, the API is also provided in the preview screen of the teaching material, but the preview screen does not save the grades. Code Example The API is searched for with onload and made accessible via a variable named API in the teaching material, displaying API Found on the console if the API is found, or API not Found if it is not found. (Referred to) gist's URL: https://gist.github.com/ynishi2014/8d1d951966d12d49c1eee898b4bacc17 Execution example When mounted on learningBOX, the API for SCORM can be found, so the API is displayed as API found. If you run it on a local drive, for example, the API cannot be found, so the API not found is displayed. LMSInitialize and LMSFinish Once the API is discovered, LMSInitialize is executed. LMSFinish is executed when learning is completed. Please note that grades cannot be sent before or after LMSInitialize is executed. Code Example (Referred to) gist's URL: https://gist.github.com/ynishi2014/d44930df2eddaa2f4140aab078e5e86f Execution example When executed on learningBOX, the following is displayed. However, since the learning status (cmi.core.lesson_status) is not updated, it appears that no grades remain in learningBOX. This is because the grades with cmi.core.lesson_status browsed are treated as invalid grades in the learningBOX. SCORM materials only to be passed In LMSSetValue, set cmi.core.lesson_status to passed. Code Example (Referred to) gist's URL: https://gist.github.com/ynishi2014/4eb9a00dff3ff867d51192548471a919 Transmittable Status The values that can be sent to cmi.core.lesson_status as grades include incomplete: learning in progress completed: already learned passed: Passed failed: Failed browsed: not displayed. Behavior when not sent If you do not send grades, the following will occur Initial study: will be BROWSED (will not be displayed) Second and subsequent studies: The results from the previous study are carried over. Therefore, you need to be careful about the behavior when you close the material before the grade is determined, etc. In QuizGenerator, cmi.core.lesson_status is set to "browsed" at the beginning, so if you close the material before starting the answer, "browsed" will be recorded, It will appear that no grades are left. To check operation It is best to check with the LMS you plan to use, but since learningBOX is available free of charge and indefinitely for up to 10 users, it may be easy to use it as an environment for developing SCORM teaching materials and checking its operation. Visualize API calls Visualizing API calls can improve development efficiency. Due to the size of the article, we will summarize this in a separate article. Back to Table of Contents Information that can be sent within the SCORM 1.2 specification In addition to the status (cmi.core.lesson_status) mentioned earlier, the following grades can be sent. By sending these, you can get detailed information on how learning is progressing, which can lead to analysis of the learning situation, appropriate feedback to the learner, and improvement of the teaching materials. Score (cmi.core.score.raw) Score, in SCORM 1.2 it can be an integer from 0 to 100 in "string" format. Example API.LMSSetValue("cmi.core.score.raw", "100");API. .score.raw", score.toFixed(0)); proprietary In learningBOX, scores over 100 are allowed. For example, 105 and 400 are accepted as valid scores. However, please note that negative numbers and decimals are not accepted. Also, in LMSs other than learningBOX, scores exceeding 100 will result in an error. Time (cmi.core.session_time) This is the learning time, which in the case of learningBOX is automatically measured when LMSInitialize and LMSFinish are executed. If you want to measure more accurate learning time than the time between opening and closing the material, measure it in the material and send it to us; for QuizGenerator, only the time between starting to solve a problem and the result display screen, and for video material, only the time the video is playing is sent. The following will give you 1 hour, 2 minutes, and 3 seconds. Example API.LMSSetValue("cmi.core.session_time", "01:02:03"); Information per question A child of cmi.interactions.n. n must be specified in order from 0. Usage such as starting from 1, skipping numbers, or going back to a smaller number is prohibited. ID (cmi.interactions.n.id) ID. The grade detail screen will show the ID as shown in the red box in the screenshot below. Please note, however, that negative numbers and decimals are not allowed; if you plan to download and use grades via CSV or retrieve and use grades via API, you will need to specify the appropriate ID. latency (cmi.interactions.n.latency) The time required. The following information is displayed in the grade details screen. correct_responses (cmi.interactions.n.correct_responses.m.pattern) Example of correct responses. More than one can be specified, but only one seems to be set in most cases. objectives (cmi.interactions.n.objectives.m.id) The objective of each question, i.e., the goal or objective to be achieved. s:xxx is used for section tags, and q:xxx for question tags, which are reflected in the medical record. student_response (cmi.interactions.n.student_response) The student's response. It sends the input string, choice numbers, etc. time (cmi.interactions.n.time) Study time. The time spent on the question is sent. result (cmi.interactions.n.result) Sends a correct or wrong result. Neutral and score can also be sent. Back to Table of Contents unique extensions to learningBOX Normally, cmi.interactions.n.student_response cannot send HTML. Sending Answers in HTML Of course you can send HTML tags, but the results screen will display the HTML tags you send as is. If you specify html in cmi.interactions.n.student_response_format, cmi.interactions.n. student_response will be interpreted and displayed as HTML. However, JavaScript is restricted so that it cannot be executed. Relaxation of Character Limit Start time / End time (to be supported in 2.18 or later) This function is used to record the start and end time of the study, and will be available in learningBOX 2.18 or later. (Scheduled for release in June 2022) Back to Table of Contents Anti-pattern [Excessive LMSCommit When LMSCommit is executed, the value set in LMSSetValue is saved. In many LMSs, data is not sent to the server at LMSSetValue, but is sent to the server at the timing of LMSCommit. This is because the process of sending data to the server takes a relatively long time, and if communication were to take place each time LMSSetValue is executed, processing would be time-consuming. For example, if the number of questions is 100, the number of LMSSetValues per question is 6, and the communication delay is 10 ms, then 100 x 6 x 10 = 6000 ms, which means that it takes 6 seconds to send results. If you are using the system from overseas, the communication delay can be 10 times or more, so LMSCommit should not be executed excessively. When LMSCommit should be executed It should be executed after sending cmi.core.lesson_status or after LMSSetValue of all grades is finished. By sending "complete" to cmi.core.lesson_status and executing LMSCommit when learning has started, the grades seen by others (teachers, administrators, etc.) will change to "learning". After the LMSSetValue of all grades has been completed, LMSCommit and LMSFinish should be executed in that order. (*In learnngBOX, even if LMSCommit is not executed before LMSFinish, the process of sending grades is still executed, so LMSFinish alone is acceptable.) Do not do LMSFinish Always perform an LMSFinish at the end of the process; since the SCORM specification requires that an LMSFinish be performed, there is no guarantee of behavior if an LMSFinish is not performed. LMSSetValue without checking the implementation Not all SCORM 1.2 compliant LMSs implement all of the SCORM 1.2 specifications; the SCORM 1.2 specifications (APIs) contain a mixture of items that must be implemented and items that are allowed without implementation. Therefore, before executing LMSSetValue, you should check whether the element you are trying to send is implemented. Back to Table of Contents If you have any questions about how to use the system, please feel free to contact our support. If you have any problems or questions about how to use learningBOX, please feel free to contact us at any time. We also recommend this page! I want to read it in conjunction with Back to Table of Contents

Memorization is an essential element for improving grades and speeding up learning, but some people may have trouble with memorization, or may forget quickly after memorizing. In this article, we will explain the different types of memorization, 8 tips to help you retain them in your memory, and tools to help you memorize more efficiently. We will also introduce memorization methods that should be avoided as much as possible, so please refer to this article if you want to improve your memorization efficiency. Table of Contents 01There are two types of memorization process Memorization with understanding first Understanding first, then memorization 02You can start today! 8 memorization methods to fix in your memory Memorize aloud Memorize by writing Memorize by checking again and again Memorize with diagrams and illustrations Memorize while exercising Memorize before going to bed Memorize by associating with a specific action Memorize by outputting to others 03Memorization methods that should be avoided as much as possible Memorizing the same subject in succession Overnight cramming 04Tips to improve memorization efficiency Get a good night's sleep Use your spare time for memorization Do not try to memorize everything in a short period of time 05Review frequently and get enough sleep to memorize steadily. The memorization process is divided into two types There are two main types of memorization flow: one is to memorize after understanding and the other is to memorize after understanding. Neither is necessarily superior to the other, but it is possible to memorize more efficiently by using both depending on the subject to be memorized. Below is an explanation of each flow and the study subjects suitable for each. Memorize after understanding The method of memorizing first and then understanding is suitable for English vocabulary and elemental symbols that can be memorized without explanations or understanding of the flow. It will be difficult to understand and memorize English words and their meanings, and element symbols and the roles of the elements at the same time if you do not have enough prerequisite knowledge. First, memorize from the unknown to the point where you feel you have seen it before, and from there learn the meaning and deepen your understanding. When the amount of memorization becomes large, it is a good idea to memorize while being aware of related derivatives. The key to remembering principles and principles that are difficult to grasp is to memorize them and then deepen your understanding. Understand first and then memorize. In some cases, it is better to understand first and then memorize than to memorize in the dark. Formulas and solution patterns in mathematics are examples of this. Since a solution is a logical process that leads to an answer, understanding is more important than memorization. It will be easier to remember if you understand "how the logic is developed" and "why it is used in this situation. The same is true for formulas. Remembering only formulas is meaningless if you do not understand how to use them. If you understand each formula and solution pattern, you will be able to solve more problems by applying them, and you will be able to rely less on memorization. For example, if you understand the rules of chemical reaction formulas and English grammar, the amount of memorization required will also be reduced. The amount of memorization for these also becomes huge if you try to memorize them in their entirety, so be aware that you need to understand them first and then memorize them. Back to Table of Contents You can start today! 8 Memorization Methods to Help You Commit It to Memory Memorization is not a natural talent, but an ability that can be improved with ingenuity. Memorization is often associated with staring at words on a piece of paper and trying desperately to memorize them, but by speaking out loud and being aware of the timing of memorization, you can make it easier to commit them to memory. Below we introduce eight memorization methods that utilize various senses, so you can learn efficiently by using a memorization method that suits your subject and your study style. Memorize aloud When you speak aloud, your voice enters your ears, so you receive more information than if you memorize with your eyes alone. In addition, to speak out loud, you need to be aware of what you are saying, which stimulates your brain and makes it easier to remember. If you are in an environment where you want to speak out loud but cannot, try memorizing by mumbling, even if it is just loud enough for only you to hear. Memorize by writing The act of writing also helps memory retention. If you just look at something, only visual information enters your brain, but by transferring the information you have obtained to the act of writing, you can memorize it more efficiently. Writing not only helps memorization, but by actually writing, you can find areas where your memory is fuzzy and check to see if you remembered something incorrectly or how well your memory is retained. By writing in a different color for areas that are difficult to remember, the visual information will be more memorable and easier to remember. However, please note that if the purpose of writing is to memorize, the memorization effect will diminish. Memorize by checking again and again The more times people are exposed to information, the less likely they are to forget it. Even once something has been memorized, checking it repeatedly will help to consolidate the memory, but if it is not reviewed, it will be forgotten over time, so frequent review is necessary to consolidate the memory. You can use memorization cards, memorization pens, and check sheets to help you remember more efficiently. Memorize with diagrams and illustrations Diagrams and illustrations are also effective for memorization. Diagrams and illustrations allow you to see a lot of information at once, so you can grasp the overall picture and flow of the situation at the same time. For example, if you are reading history, which is difficult to imagine the specifics of a situation using only text, reading manga will help you understand it more smoothly, and you will easily remember the movements of the characters and what they said. When memorizing math solutions, looking at commonly used graphs and diagrams together will not only help you understand, but also make it easier to pull the solution out of your memory when you are asked a question related to that graph or diagram. Exercise while memorizing Exercise improves blood flow and activates the brain, making it easier to retain memories. Sitting tends to reduce blood flow, so it is a good idea to stand up at the appropriate time and perform light exercise. When you lose concentration, memorizing while doing light exercise can help you change your mood and learn more efficiently. However, if you do heavy-duty exercises such as dashing, your attention will be focused on the exercise, so be sure to do moderate exercises such as jogging or light squats. Learning Before Sleep Since information in the brain is organized during sleep, it is effective to focus on memorization before going to bed. The relaxed state after eating and taking a bath is a very good environment for memorization. Use memorization cards or reference books for memorization before bed, and try to avoid using smartphones or computers that emit bright light, which can interfere with sleep. Memorize by associating specific actions Associating an action with the content you want to memorize will help you retain it more efficiently. A specific action triggers the memory and makes it easier to recall the corresponding memory. Typical examples are the word association when memorizing historical years or elemental symbols, but associating a more memorable action with a memory, such as a characteristic pose or rhythmic movement while saying the word you want to memorize, will make it even easier to retain the memory. Memorize by outputting to others Explaining the knowledge you have learned to others will help your memory to stick. You can also check if there is any information missing from the explanation and if the memorized content is correct, so you will know what you need to focus on. In order to explain things in a way that others can easily understand, it is necessary to logically assemble the information you have memorized. Output is not only memorization, but also the process of making the knowledge you have crammed into your mind usable as your own knowledge. Another benefit of output is the memory of having explained what you have learned to someone else. Back to Table of Contents Methods of memorization to be avoided as much as possible Memorization is meaningless if it is done incorrectly and does not stick in the memory. It is important to understand not only effective memorization methods, but also memorization methods that should be avoided and why. Below are two memorization methods that should be avoided as much as possible. Memorizing the same subject consecutively Memorizing the same subject in succession will not be very effective. Memorizing similar content at the same time makes it difficult to organize the information, and memory is less likely to stick. In addition, if you continue to study one subject, you will become bored and lose concentration. It is preferable to memorize multiple subjects, separated by time if possible, but if you wish to focus on a subject and memorize it, you will need to be creative by dealing with multiple areas of study. Overnight soaking Memorization by overnight soaking is not expected to be very effective, since sleep helps memory to take root. It is advisable to memorize the material steadily on a daily basis to avoid overnight soaking. Even if you are able to remember, overnight knowledge tends to be forgotten after the test is over. Even if you memorize it the day before the test, be sure to get enough sleep and focus on a specific area of the test. Back to Table of Contents Tips for Improving Memorization Efficiency The key to improving memorization efficiency is to get a good night's sleep and to have long-term exposure to information. Below are three tips to improve memorization efficiency. Get a good night's sleep Sleep is an essential element for memory retention. It is undesirable to cut down on sleep time, such as staying up all night to study, just because you want to memorize a lot. Short sleep time reduces brain performance, which not only makes the memorized content less retentive, but also lowers study efficiency. Although the optimal amount of sleep varies from person to person, try not to overdo it and get enough sleep. Use skimming time for memorization If you have difficulty finding a specific amount of time to study, use your study time for memorization. If you use your spare time for memorization, you will be able to memorize information by repeating it frequently, which tends to make it easier to retain your memory. The more frequently you are exposed to information, the easier it will remain in your memory and the more efficient your memorization will be. Since unused information is forgotten, it is important to maintain a balance between learning new information and reviewing it. Find and use the time you have available, such as while commuting to and from work, using the restroom, or taking a bath. Do not try to memorize everything in a short period of time. It is important to memorize a large amount of information in order to get results, but if you cram too much into a short period of time, it will not remain in your memory. For example, even if you memorize a book of English vocabulary in one week, you will probably find many words that you do not remember at all when you go back and read it again from the beginning. If you spend a lot of time memorizing but forget a lot of information, you will lose motivation. In order to remember well, it is necessary to memorize steadily, little by little. If you make a mid- to long-term memorization plan that includes review, you will be able to memorize more efficiently. Back to Table of Contents Memorize steadily with frequent review and sufficient sleep! There are two ways to memorize, understanding first or later. It is more efficient to memorize English vocabulary and element symbols first, and to understand mathematical formulas and solutions first. It is important to review frequently and get a good night's sleep in order to consolidate what you have learned. If you need to memorize a large amount of material, do not try to do it in a short period of time, but work on it systematically and gradually. Our e-learning system, "learningBOX," allows students to study and take tests using memorization cards. It is also ideal for reviewing weak areas, as it is possible to study repeatedly and keep track of grades. The system is easy to use and can be implemented at a low cost, so those who want to efficiently advance their memorization as well as those who are unsure about implementing e-learning should first try the free plan available at no charge. We also recommend this one! Also read Back to Table of Contents

In recent years, many companies have introduced aptitude tests as part of their hiring process. The data that can be measured and the methods of utilization vary depending on the content of the test, but some may say, "I want to know which aptitude test can measure the data that my company is looking for. In this article, we will explain the basics of aptitude tests, including tips on how to implement aptitude tests that suit your company, as well as the benefits of conducting aptitude tests and the format in which they are taken. We will also introduce a service that allows you to create your own original aptitude tests, so if you are having trouble with your recruitment activities or personnel evaluation, please take a look at this page. In what situations are aptitude tests useful? An aptitude test is a diagnostic test to determine a person's aptitude for a job or a new position. The test can be used to diagnose a wide range of things, including basic skills, personality, adaptability to the workplace, and general common sense. Below we introduce the situations in which aptitude tests are useful and the advantages of using them. Increasing your company's visibility By advertising that "we will provide individualized feedback on the results of the aptitude test" during the recruitment process, you can expect to improve your company's name recognition. Most job hunters are searching for the kind of company that is right for them. An aptitude test that provides an objective diagnosis of the trends in the type of work for which you are suited will be very useful. In addition to the test results, it is a valuable opportunity for the examinee to hear the opinions of those in the field. It will be an opportunity for the examinee to get to know the company by saying, "That company gives me feedback on my aptitude test, so I should apply for a job there. If you are using aptitude tests for new graduate recruitment, it is particularly effective to use them during the internship period or in the early stages of new graduate recruitment, when students are more motivated to analyze themselves. Make your company look attractive By conducting feedback interviews in addition to the aptitude test, you can create opportunities to make contact with examinees. In addition to providing more opportunities to showcase your company, if you are courteous and approachable to the examinees during the interview, you can make your company look more attractive to them, such as "I can expect generous follow-up after I join the company" or "I would like to work here because the atmosphere seems good. When conducting feedback interviews, it is necessary to choose a proper test that provides a feedback sheet that is easy for the examinee to understand. Selection in the employment examination Aptitude tests are useful in determining personality, basic skills, and general common sense, which are difficult to see in an interview. It is possible to prevent mismatches between a company and its human resources by providing data on whether an applicant is a good fit for the company and the type of work he/she is suited for. It is difficult to grasp an applicant's personality only through an interview, and it is not uncommon for the interviewer to be biased in his or her evaluation of the applicant. An aptitude test that can evaluate applicants objectively and impartially can reduce the burden on HR personnel during the selection process. However, it is important to note that a poor aptitude test result does not necessarily mean that the applicant is not qualified for the position. Back to Table of Contents What does the aptitude test measure? The items measured in aptitude tests are mainly divided into two categories: ability tests and personality tests. Since the data obtained from each of these tests is different, select the test items according to what you want to measure. It is also possible to conduct only one of the two tests. Below is an explanation of the elements that can be measured by the ability test and the personality test. Ability test: Measures basic abilities such as reading comprehension, calculation, graphics, and general common sense Ability test is a test to measure whether you have the ability to acquire and practice the skills and knowledge required for your job, and whether you have the ability to think and respond in order to carry out your duties, from the perspective of logical thinking and numerical processing ability, etc. The questions are similar to those in general achievement tests, such as whether the applicant can read sentences correctly and perform simple calculations, and are not very difficult. Personality test: Measures human nature, cooperativeness, etc. Personality tests quantify an applicant's personality, such as human nature and values, to determine whether the applicant will fit in at the workplace and whether the applicant is close to the type of person the company is looking for. Personality test results are useful not only for employment selection, but also for determining post-employment assignments and human resource development. In addition, although it is a separate test from the personality test, it can also measure workplace adaptability, such as willingness to be an asset to the company after joining the company and willingness to work, and stress tolerance. Understanding the type of stress to which you are vulnerable will help you avoid the risk of early separation from the company. Back to Table of Contents Aptitude Test Test Format There are two types of aptitude test formats: paper tests and web tests. While it is possible to take the test at your company's testing site, it may also be convenient to take the test at one of our nationwide testing centers. Each testing method and venue has its own advantages and disadvantages. Paper test A paper test is a written test. Since the test is administered by gathering examinees at a venue, it is necessary to arrange a venue and provide supervisors and other personnel, but the risk of fraud can be reduced by setting the venue and time. There are two types of paper tests: objective and descriptive. The objective type is easy to score and tabulate, while the descriptive type is unique in that it can also measure writing ability. Web Tests Web testing is a type of testing that is conducted over the Internet from a computer or smartphone. As long as you have an Internet environment, you can take the test regardless of time and location, eliminating the need to arrange a large venue and assign a supervisor, thereby reducing costs. Web-based testing, which can be taken anytime and anywhere, is attractive because it is less burdensome for the test taker and less complicated for the company to tabulate and analyze the test results. Taking the test at a test center In the case of taking tests at test centers, examinees go to test centers located in major cities throughout Japan. Generally, the test centers are operated by aptitude test providers, so the test itself can be outsourced, reducing the amount of time and effort required. Since supervisors are assigned to the test, the risk of fraud is also reduced. Test takers must travel to the venue, but since test centers are located throughout Japan, this reduces the burden of travel compared to conducting the tests in-house. However, it should be noted that there are costs associated with outsourcing. Back to Table of Contents Tips for Conducting the Right Aptitude Test for Your Company The advantage of private aptitude tests is that they are easy to use, but they do not necessarily match the culture of the company or the items to be tested. In order to implement an ideal aptitude test, it is necessary to consider various points, such as setting objectives, the number of questions, and the balance of response time. Below are some ideas and tips for creating an aptitude test suitable for your company. Define the purpose of conducting aptitude tests Since different companies offer different aptitude tests for different purposes of use and different methods of testing, it is important to clarify the purpose of conducting aptitude tests at your company. When creating questions in-house, it is also important to clarify the purpose of the aptitude test, such as whether the test will be used for employment selection or for assignment and human resource development, and to consider the desired test format and the budget allocated for the test. Consider the balance between the number of questions and response time. In aptitude tests, it is also important to balance the number of questions and response time. If the number of difficult questions or the number of questions is too large and the response time is too short, the applicant may not be able to answer all the questions within the time limit and accurate data may not be measured. In addition, if the test is too long, the physical and mental burden on the examinee may also hinder accurate data measurement, and the negative image of "this company's aptitude test is too short or too long" may be conveyed to the examinee's surroundings through social networking services and other means. In particular, when a company conducts both a private test and its own original test, the number of questions tends to increase and the test time becomes longer, so care should be taken. Use in conjunction with private tests to get more detailed data. Combining private sector tests with in-house original tests makes it relatively easy to measure detailed data. It is recommended that private tests be used to measure basic academic skills and personality, while original tests be used for more specialized areas or areas that are difficult to identify with private tests. If all of the questions are original, it will require more effort and cost to create the questions. It is recommended that basic content be covered by private tests, and original tests be used to cover areas that cannot be determined from private test data alone. Not only will this save you time and effort in creating questions, but it will also more accurately measure the data you are looking for. Back to Table of Contents For aptitude testing, we recommend learningBOX's diagnostic test creation function! To conduct aptitude tests, we recommend learningBOX's diagnostic test creation function. The diagnostic test creation function allows you to determine the characteristics and knowledge level of your learners. Learners answer a variety of questions prepared by the administrator, and the results can be viewed according to their answers. For example, if the test is an aptitude test for employment selection, questions can be prepared to measure the skills and abilities required for the position sought. Based on the results of the analysis, you would be able to make appropriate responses based on the aptitudes and abilities of the learners. If you are conducting a hiring selection process, it will also help you make a hiring decision. In addition to creating diagnostic tests, you can also manage test administration and results. When conducting aptitude tests, why not try using learningBOX's diagnostic test creation function? Back to Table of Contents Original Aptitude Tests Are More Practical with Tools Aptitude tests are commonly used as a means of employment selection, but they can also be used for personnel evaluation and staffing, and can be useful in appealing to those seeking employment or a new job. Aptitude tests vary in format and test items. After understanding the usefulness of aptitude tests, clarify the purpose of implementing aptitude tests in your company and consider the direction of the test content. Our e-learning system "learningBOX" has a diagnostic test creation function and is recommended for those who wish to create their own original aptitude tests. We also offer a free plan that allows you to use up to 10 accounts for free and indefinitely, so why not try it out on a trial basis first? We also offer materials that provide detailed information about the system and how to utilize it. If you are having trouble creating and implementing original aptitude tests, please consider learningBOX. We also recommend you to read this page! I also want to read Back to Table of Contents