Column

In recent years, an increasing number of certification examinations and qualification tests have adopted an examination method known as CBT, which uses computers instead of paper-based media. On the other hand, there are many people who would like to hold examinations using CBT, but are not sure whether they should introduce CBT or not due to concerns such as "I don't have enough knowledge about CBT" or "I don't know the advantages and disadvantages of CBT. This article provides an overview of CBT, its differences from IBT, which is often confused with CBT, and its advantages and disadvantages for both organizers and examinees. What is CBT? CBT (Computer Based Testing) is an examination method that uses computers at test centers. Unlike PBT (Paper Based Testing), in which test forms are handed out, CBT allows test takers to take the test using computers at test centers nationwide. CBT is used for various qualification tests such as IT Passport, Bookkeeping, and Eiken. Differences from IBT IBT (Internet Based Testing) is a computer-based testing method similar to CBT, but because it uses the Internet, it is sometimes called WBT (Web Based Testing). CBT uses terminals provided at designated testing sites such as test centers, while IBT has no location restrictions and can be taken from smartphones, tablets, and PCs. Back to Table of Contents Benefits to Organizers of Introducing CBT CBT saves time and money by eliminating the need to arrange for a venue, supervisor, test forms, and writing materials. CBT also allows for computerized questions, such as video and audio, to be submitted, providing a more detailed picture of the candidate's abilities. Below are three advantages of CBT for organizers. Reduced workload due to the holding of examinations The introduction of CBT eliminates much of the work involved in administering the exam, significantly reducing the burden on organizers. By using test centers located throughout Japan, not only does it eliminate the need to prepare test sites, but each site is staffed by a supervisor, eliminating the need to arrange for personnel. While paper-based tests require the preparation and distribution of materials such as test forms and writing materials, CBT uses computers installed at the site, which saves time and effort. With CBT, the computer automatically scores the test after it is completed, which is time-consuming. Strong security against information leakage and cheating CBT has security measures against information leakage and cheating. Test questions are downloaded to the computer immediately before the test begins, and since the server is not located at the test center, no test question data is left behind. During the test, programs other than the test questions cannot be started, and operations such as copying and pasting are controlled to prevent cheating. When entering the test center, you will be required to identify yourself with an examination voucher and a document with your picture attached. Seats are separated by partitions, and supervisors patrol the area to prevent cheating, such as taking a test as a duplicate or cheating. A wide variety of questions can be submitted. Because computer-based testing (CBT) can handle video and audio, it is possible to submit questions in formats that were not possible with paper-based testing. In addition to listening tests that use audio, speaking tests that test pronunciation and conversational response are also possible by connecting a microphone. The more variations of questions that are available, the more organizers will be able to consider introducing new tests, and the more detailed they will be able to examine the abilities of test takers. Back to Table of Contents Disadvantages for Organizers of Introducing CBT The introduction of CBT requires consideration of cost and security and operational risks. As for cost, the total cost is not so different from other testing methods because the cost of preparation and materials can be reduced. However, it is difficult to completely prevent examinee cheating, system errors, and communication errors. Below are three disadvantages for organizers regarding the introduction of CBT. The cost of implementing CBTs is incurred. The introduction of CBTs incurs introduction costs, such as initial and monthly fees. In addition, since it is difficult to operate CBTs without a certain level of knowledge on the part of the organizer, it is also important to consider the time cost of acquiring knowledge. Although the introduction cost is a disadvantage of CBT, it can reduce the cost of arranging test sites, supervisors, and delivery of test forms, etc. When considering the introduction of CBT, it is advisable to estimate the total cost and compare it with the cost of other testing methods. No direct supervision of examinees Test centers that conduct CBTs are monitored by supervisors and cameras, and identification is conducted before entering the room. This makes it an environment where cheating is unlikely to occur, but it does not guarantee that cheating will not occur at all. It is important to understand that it is difficult to completely dispel such concerns because the organizers are not able to monitor test takers directly. Possibility of system or communication errors Because CBT is a computer-based examination, system or communication errors may interfere with the examination. In the event of a major communication failure due to a disaster or other cause, it may be difficult to hold the exam itself. Back to Table of Contents Advantages for Examinees of Introducing CBT With CBT, test takers can take the test at a test center near their home, reducing the time, cost, and emotional burden on the test taker. The date of the test can be easily changed, and results are immediately available through automated computerized scoring. Below are three advantages of CBT for test takers. Ability to take the exam at a venue near you CBT test centers are located in 47 prefectures throughout Japan, and multiple test centers are available in each city, making it easy for local residents to take the test. When the test is held at the organizer's facility, there is a large difference in travel distance for each examinee, but by introducing CBT, it is possible to reduce the time and cost required for examinees to travel. Examination dates can be changed. The CBT allows you to change the date and venue of your examination. This is a great advantage for test takers because they can change their test date up to one business day before the test date, even if they have urgent plans to take the test. This makes it easier for test takers who are considering taking the test but are hesitant to do so because they may have other commitments on the day of the test to apply for the test. Results will be available on the spot. The CBT is automatically graded by the computer after the test is over, so you can see the results on the spot. You will be able to check the correctness of questions you were unsure about or questions you did not understand, and you will be able to review the results immediately. Being able to see the results immediately helps the test taker to refocus and not be distracted by the results after the exam. However, in many cases, examinees are not notified of the test results, but of the scoring. Please be aware that you may not be told on the spot whether you passed or failed the exam. Back to Table of Contents Disadvantages for Examinees of the Introduction of CBT The disadvantages for examinees due to the introduction of CBT stem from the special environment in which they take the exam. Since the organizer does not directly monitor the test, some test takers may feel relaxed and find it difficult to maintain motivation during the test, while others may feel stressed by the time lag caused by the use of telecommunications. Below are two disadvantages for test takers related to CBT. May not be able to maintain motivation In CBT, test takers are monitored by cameras and supervisors, but not directly by the organizers. They may become less aware that they are being watched and may lose focus on the exam. While this allows you to change the date and venue of the exam and relax, the reduced sense of urgency may lead to pacing errors and careless mistakes. There may be a time lag in communication. When sending answers entered on the computer to the server, there may be a time lag or a temporary communication error that prevents the exam from proceeding at a fast pace. While this is not a hindrance if the characteristics are understood and the answers are entered according to the screen, it can be a source of anxiety for test takers, as there may be cases where they are thrown off the pace and become impatient. Back to Table of Contents If you want to implement CBT, we recommend using an e-learning system By introducing CBT, organizers do not need to arrange venues, supervisors, and materials, and the range of questions that can be submitted can be expanded through the use of computers. Since exam sites are located throughout Japan, examinees will be able to easily change the date of the exam and reduce the burden of travel time and costs. On the other hand, there are concerns that examinees cannot be monitored directly or that communication errors may occur. It is advisable to choose the one that offers greater advantages while comparing the advantages and disadvantages of arranging one's own venue or conducting the examinations on paper. With our e-learning system "learningBOX," you can not only conduct all kinds of examinations, including qualification examinations and entrance examinations, on the Internet, but also create original examination questions from a wide variety of question formats. Furthermore, since we are affiliated with a company that provides CBT testing sites, we can administer your examinations at a designated site. If you are interested in introducing CBT, please contact us for a free information request. ▼Here's another recommendation! Also read. Back to Table of Contents

Make a video of your manual for better viewer comprehension! Explanation of creation procedures and tips Every year, more and more companies are creating manual videos to efficiently provide training and explanations to their employees. However, even if you want to create a manual video, you may have questions such as "I don't know how to make a manual video," or "What are the advantages of creating a manual video? This article introduces the usage scenarios of manual videos, advantages and disadvantages, creation procedures, and points to note. Please refer to this article if you are considering the introduction of manual videos or are researching how to create them. Click here for the Table of Contents. Situations in which manual videos can be used Advantages of Creating Manual Videos Disadvantages of Creating Manual Videos Basic Steps for Creating a Manual Video Things to Consider When Creating a Manual Video Improving Comprehension with a Well-Organized Manual Video Situations where manual videos can be used Manual videos can be used in a wide range of situations, such as explaining work procedures and internal training. Unlike paper-based media, videos can show actual operations, making them suitable for employee training and job descriptions. Below are some specific situations in which manual videos can be used. Explanation of work procedures Preparing manual videos of work procedures has various advantages. Conventional explanations of work procedures require an instructor to go to the work site to show actual work, which requires time for scheduling, travel to the work site, and response to questions received at a later date. However, with manual videos of work procedures, it is possible to show actual operations on video, making it possible to provide some explanations without having to go to the site. In particular, explanations given to new employees when they join a company tend to be the same every time, so manual videos that can be created once and used over and over again are very useful. When giving supplementary explanations in person, you can proceed on the assumption that the employee has seen the manual video, which greatly reduces the burden of instruction. Another advantage is that if there is a change in work procedures, a manual video can be created for each employee, eliminating the need to verbally explain the changes to everyone. In addition, even if the person in charge is not available when an emergency trouble such as a machine breakdown occurs, a manual video that allows the recovery procedure to be confirmed with video can be used to a certain extent only onsite. Introduction of sales know-how Manual videos can also be used to share sales know-how within the sales department, from visiting the customer to closing the deal. By using videos to explain the skills of employees who have achieved excellent results, it is possible to improve the abilities of not only those who are struggling to grow, but also the entire sales department. Preparing videos for different lengths of service and sales levels will help improve skills from career-based training, leading to increased sales for the entire company. New employee training and employee training By preparing manual videos tailored to target employees, they can be used for a variety of in-house training programs, such as training for new recruits and skill improvement training. Manual videos for new employee training can be used flexibly depending on the target audience and purpose, for example, covering basic content such as morals, company rules, business manners, and exchanging business cards for new employees, and instructional methods for younger employees for mid-career employees. For example, a company that operates a chain of stores can efficiently conduct training for store managers by creating videos of store operation manuals. It can be said that there is a wide range of uses for manual videos in training. Product Instruction Manuals Depending on the product, some instruction manuals may be easier for customers to understand if they are animated. For example, videos of instruction manuals for assembled products can make it easier for customers to visualize the detailed procedures. Another advantage is that with a paper instruction manual, it is easy to miss small notes, but with a video, they can be included as part of a sequence of operations. However, when creating a video of an instruction manual, care must be taken with the shooting environment and angles so that the work at hand can be clearly seen. Benefits of Creating Manual Videos There are four advantages to creating manual videos (1) Reduction of training costs (2) Reduce the burden on customer support staff (iii) Improved understanding by the viewer (4) Can be viewed at any location and at any time The more training sessions are reduced, the more costs can be reduced, making the introduction of manual videos highly worthwhile. Manual videos that can be viewed on a smartphone or PC can be viewed at any location and at any time, so you don't have to stop working for long periods of time. In addition, videos can be archived for repeated viewing, so they can be watched over and over again to improve the understanding of the target audience. Advantage 1: Reduction of training costs By producing training videos, training costs and administrative tasks can be reduced. Training costs include fees for lecturers, venue, printing of materials, and transportation costs for lecturers and employees to and from the venue. In addition, training using manual videos eliminates the need to print and bind materials and coordinate schedules with instructors, thereby reducing the burden on training staff. Videos can be produced once and viewed repeatedly, making them cost-effective. Merit 2: Reduced burden on customer support staff The use of videos in instruction manuals will lead to a reduction in customer inquiries. Explanations that were difficult to understand in paper-based instruction manuals can be conveyed more easily through video. By reducing the number of inquiries from customers, the time and effort required for the person in charge to explain the details of the inquiry can be reduced. This will reduce the burden on employees in charge of customer support, and will be effective in improving work efficiency. Advantage 3: Improved viewer understanding Compared to paper-based media, manual videos can increase the viewer's level of understanding. This is because the use of video images can provide a more concrete image of what was difficult to explain in paper-based media. Since it is no longer necessary to visualize work procedures from textual information, viewers can deepen their understanding of what is being explained while reducing misunderstandings and misconceptions. Advantage 4: Can be viewed at any place and at any time Another advantage of manual videos is that they can be viewed at any place and at any time. By producing manual videos in advance, there is no need to clear one's schedule or travel to a venue for training. If the manual videos are uploaded to an internal cloud server, they can be viewed from a smartphone or computer during breaks in the workday, so supervisors and senior employees do not have to stop working every time a question is asked. The advantage is that the videos can be viewed as many times as necessary if there is a point that is unclear or bothersome, making it easier to retain the content of the explanation. Disadvantages of creating manual videos While there are many advantages to creating manual videos, the following disadvantages also exist (i) Cost is high when creating a video (2) Cannot be easily modified once completed (iii) Not suitable for complex explanations (4) Depends on the motivation of each viewer Although the production of manual videos is costly, in the long run, it will provide sufficient returns through reduced costs related to training. However, it is important to shoot and edit carefully, keeping in mind that reshoots and re-editing will require additional costs and cannot be easily corrected. In addition, since the motivation for viewing manual videos differs from person to person, it is necessary to devise ways to maintain motivation so that viewers' understanding does not vary. Demerit (1): Costly when creating videos Manual videos are effective in reducing training costs, but the production of videos requires planning, shooting, and editing costs. Video production requires the use of filming equipment and editing software, so the initial cost of preparing the tools is necessary. In addition, it is difficult to engage in normal business operations while shooting and editing the video, and human resources are reduced for a certain period of time. When video production is outsourced, production costs of several tens of thousands to several hundred thousand yen per video must be paid. Thus, whether in-house or outsourced, the disadvantage is that video production requires a certain cost. Demerit 2) Once completed, it cannot be easily revised. Another disadvantage is that it is difficult to respond immediately to revisions to manual videos, as they must be edited again using editing software. While paper-based manuals can be revised by rewriting or adding text, videos require reshooting and re-editing using software. Re-shooting requires time and effort, as it requires hiring personnel and setting up the location again from the beginning. Even if the video can be edited, it is time-consuming if the editing software is not available, so if there is no one in-house who can use the editing software, you will have to outsource the work, which will require additional outsourcing costs. Disadvantage 3) Not suitable for complex explanations Manual videos with complex explanations are not suitable for visualization because they tend to take a long time to watch and it is difficult to keep the viewer's concentration. This is because the more complex the explanation, the more content to be included in the manual. Even if detailed explanations are provided, there is a possibility that viewers will lose their concentration halfway through, give up on understanding, or not watch the video to the end. One countermeasure is to create multiple short videos that focus on the subject matter being explained, but the drawback is that this increases production costs. Demerit 4: Depends on the motivation of each individual viewer Manual videos are often viewed by individuals, and whether or not they take the videos seriously depends on the motivation of each individual viewer. Because manual videos can be viewed at any time and any place, it is impossible for the administrator to know whether the target audience has watched the video properly. In some cases, the videos may not be played or may be skipped because "they won't be discovered anyway. Even if a system that allows managers to track viewing status is implemented, some people may not be motivated and simply skip over the videos for now. If the system continues to rely on the motivation of each individual, there is a possibility that there will be a difference in the level of understanding and proficiency between viewers who are serious about watching the videos and those who are not. It is important to establish a management system, such as a test to check the content of the videos to ensure uniform levels of understanding. Basic steps to create a manual video Creating a manual video involves the following five steps (1) Create a draft of the content and structure of the manual (2) Gather materials and information (iii) Prepare a script (4) Shoot video and record narration (5) Edit the video It is not enough to simply shoot a video, but it is necessary to make thorough preparations in order to create a video that properly conveys what you want to say. First, clarify the purpose of the video and gather the necessary information. Next, a script is created based on the information gathered, and the video is generally created through the process of shooting and editing. Each step is explained in detail below. Step 1: Create a draft of the content and structure of the manual First, consider the purpose of creating the manual video, decide on the matters to be explained, and create a draft composition. At the stage of creating a composition plan, it is important to clarify what you want to convey and what you want to communicate. Considering who the video is aimed at and the level of knowledge and experience of the audience will make it easier to envision the content and explanations to be included. At this time, it is important to extract the parts that most people tend to stumble upon and the matters that you think need explanation. Once you have decided on the content, estimate how long the video will be and calculate the approximate viewing time, which should be 5-10 minutes. Step 2: Gather materials and information Once the proposed structure is finalized, gather the materials and information necessary to create the video. You will be able to gather them efficiently by making a list in advance. If you have a concrete image of what information is needed according to the proposed structure, it will be easier to make a list, and you will be less likely to omit anything. If it is difficult to visualize what information is necessary even after looking at the proposed structure, go back to step (1) again to flesh out the proposed structure. If the image of the completed manual video is still vague, the amount of materials and information to be gathered may become too large, and it may take time to sort through the information, or you may end up with a video that does not capture the main points. Step 3: Creating a script The script has a significant impact on the quality of the video, so be sure to create one. As you create the script, the image of the shoot will become clearer, and you will be able to notice any missing content or materials before the shoot. If you realize something is missing after the shooting has begun, it could result in a waste of time for those involved in the video production. To avoid the time and expense of additional reshoots and re-editing if you notice omissions after filming, prepare the script as text or storyboards. Ideally, the script should include the lines of narration and information on materials and images to be inserted, so that the viewer can visualize the finished video as long as he or she sees the script. A script that clearly describes the lines and progression of the video will ensure that nothing is left out and that filming will go smoothly. It is important to have other members of the team read the completed script to check that the content can be conveyed objectively and easily. Step 4: Shooting the video and recording the narration Once the filming is ready, the actual shooting of the video and recording of the narration are done. The schedules of the people involved in the filming should be coordinated in advance, and the date of the filming should be decided. Once the shooting date is set, it is important to hand over the script to the narrator as soon as possible. The narrator is responsible for explaining and facilitating the video, so he or she must not only understand the content of the script, but must also be able to read the lines smoothly. Make it a priority to give them the script when it is completed so that they can practice to ensure that the content is understood by the viewers before the day of the shoot. When shooting, make sure that the background does not show anything unnecessary and set the lighting in a position where shadows will not interfere. If shooting indoors, although there is indoor lighting, it is recommended to prepare lighting equipment and reflectors to make the reflection as good as possible. When shooting, take pictures from as many angles as possible so that you can select the shots that are easier to see later. In particular, when photographing the hand, it is recommended to take both a close-up of the hand and a pull-back shot that shows the entire image. Also, to avoid having to reshoot from the beginning due to problems during shooting, try to keep the cuts short. When recording audio, it is also necessary to take a trial shot beforehand to check how much ambient noise will be included. In some cases, especially when shooting in a factory or outdoors, it may be necessary to take separate shots of the audio because loud noises may be included. Step 5: Edit the video After filming is complete, it is time to edit the video. First, cut unnecessary scenes. The cut material may be used later, so do not delete it immediately but keep it. Once you have extracted only the necessary portions, insert subtitles and tickers into the video. Once the video has been edited in one step, check to see if it is a video that can be watched without getting bored until the end. When editing the video, have someone other than the person in charge of editing watch the video several times to prevent major revisions after completion. An objective view from multiple people will make it easier to find areas for improvement that could not be noticed by one person. The most important thing to keep in mind when creating a manual video is to make it easy for the viewer to understand. To create videos that are more easily understood, it is important to prepare videos for each theme, focus on key points and emphasize them with tickers, and otherwise try to edit the videos in a way that helps viewers understand them. Things to keep in mind when creating manual videos When creating a manual video, it is important to put the viewer first and make the content easy to understand. To create videos that are easier to understand, it is necessary to organize information in an easy-to-understand manner, such as by preparing videos by theme or focusing on key points and highlighting them with a ticker. Focus on one theme per manual video. To avoid confusing the viewer, be conscious of dealing with one theme per manual video. If you deal with multiple topics at once, viewers will switch from one topic to another without fully understanding the content of the video, which may result in an overall decline in understanding of the matter being explained. Also, even if you want to check the parts you do not fully understand during your work, you may have a hard time finding the part you want to watch if the video is long enough to include multiple topics. If there are multiple topics to be covered, creating a short video for each topic will make it easier for viewers to understand what is being explained and to quickly find the topic they want to see. Add a ticker or animation When editing your video, use tickers and animations at important points to convey to the viewers at least the points you want them to understand. The trick is to keep the text large and the number of words small. The more the number of messages, the more words will be buried and the less emphasis will be placed on the message. Don't use all the narrator's commentary as a ticker, but rather narrow down the lines. If you insert a lot of text, the viewer will struggle to read the text and will not be able to concentrate on the video. Another good idea is to incorporate animation to draw the viewer's attention to the parts of the video that you want them to pay attention to. Adding animation effects as needed will help prevent the viewer from missing some important but unnoticeable parts of the video. Consider using paper documents in conjunction if necessary. When explaining the overall picture of a job or work procedures that are difficult to convey in a video, it is a good idea to use paper documents in conjunction with the video. While videos can increase understanding visually through images, paper documents are a highly comprehensive medium that allows multiple items to be viewed at a glance. If you show which part of the paper document corresponds to the part you are explaining in the video, it will be easier to get a concrete image. Also, a list such as "list of tools to be used" may make you want to stop the video and take notes. By preparing the list as a paper document, you will be able to concentrate on watching the video because you will not have to stop the video once and take notes. Improved comprehension with information-organized manual videos Creating manual videos has many advantages, especially in reducing training costs and improving learning efficiency. The key to creating manual videos is to clarify what you want to convey and organize the information in a way that is easy to understand. By preparing separate videos for each theme or unit, or by using tickers to emphasize the information, you can increase the viewer's understanding. One disadvantage of manual videos is that it is difficult for the administrator to check the viewer's level of understanding. LearningBOX, which makes it easy to introduce e-learning, makes it possible to easily create questions to check the issues explained in the manual videos, making it possible to grasp the level of understanding of the target audience. The plan is available for free for up to 10 accounts and for 33,000 yen for up to 100 accounts, allowing you to create a wide variety of content, including manual videos. If you are interested in using manual videos to efficiently conduct training, please try the free plan first.  

(Head office: Tatsuno City, Hyogo Prefecture; President: Yoichiro Nishimura), an e-learning system developer, will begin offering "learningBOX ON" as part of its 10th anniversary project to express its gratitude to its customers. learningBOX ON" is learningBOX's first service to make free learning content available to the public. Background of Free Publication The Comprehensive Labor Policy Promotion Law (Power Harassment Prevention Law) has been revised, making it mandatory for large companies to take measures against power harassment in the workplace starting June 1, 2020. The Act on the Prevention of Power Harassment has also become mandatory for small and medium-sized enterprises as of April 1, 2022. In light of this background, Tatsuno Information System is pleased to announce the free release of "Harassment Educational Materials for Small and Medium Enterprises" on learningBOX, with the aim of contributing to the strengthening of risk management in small and medium enterprises. Back to Table of Contents Learning Content Features learningBOX ON is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Contents For Managers Power Harassment Checklist Definition of Power Harassment Gray zone determination of guidance The Meaning of Eliminating Harassment From anti-harassment measures to management measures What you can do to eliminate "harassment Sexual Harassment Checklist Sexual Harassment Awareness Definition of Sexual Harassment Types of sexual harassment Common misconceptions of the perpetrator For new employees and general employees Typical Harassment Actions to be taken Report Assignment If you were harassed, what would you do? If you feel you are being harassed Subject Users of learningBOX [Shared Server] (including Free Plan) How to use New Customers STEP1: Please register from the free trial. STEP2: After completing the free trial registration, you will receive an email from us confirming your registration. Customers already using learningBOX STEP1: Log in to learningBOX and open the contents management. STEP2: Select the "+" icon > "learningBOX ON" > "10th Anniversary Free Content" > "Harassment". Back to Table of Contents Take advantage of learningBOX ON! It is possible to create original training programs by combining the training content available on learningBOX ON with content created in-house. We encourage you to use learningBOX ON for in-house training as an environment for continuous learning without being restricted by schedule or location. ≫ Click here for a free trial ▼Here's another recommendation! Also read Back to Table of Contents

How to Create Effective Surveys｜How to Increase Response Rates and Make Them Useful for Analysis Many companies and organizations would like to create questionnaires to analyze customer satisfaction and feedback from internal training programs to find areas for improvement and to make use of the results in future activities. However, there are probably many people who are thinking about creating a survey but are not sure how to create one or what kind of questions to ask. In this article, we will explain the basic process of creating a survey, points to increase the response rate, and points to keep in mind. It also introduces some useful tools for creating surveys. Click here for the Table of Contents The overall process of conducting a survey How to create a survey that will increase response rates Doing this will prevent us from collecting accurate data! Points to keep in mind when creating a survey 5 Tools to Create a Full-Scale Survey in a Short Amount of Time Let's create a survey efficiently with a tool! Overall flow of conducting a survey The survey process begins with clarifying the objectives, determining the questions to be asked, tabulating the results, and analyzing them. By clarifying the objectives before the survey, you will be better prepared to obtain the necessary information. It is important to set up the questionnaire content with questions that are easy to answer according to the survey target audience. However, the survey does not end when the survey is answered by the target respondents. It is only after the survey has been completed and analyzed that the information becomes useful. Below is an explanation of the overall process of conducting a survey. Clarify the purpose of the survey When creating a survey, it is best to start by clarifying the purpose of the survey. Without a clear purpose, questions to obtain necessary information may be omitted, or unnecessary questions may be set. By clarifying the purpose of the survey, the information to be obtained becomes clear, and questions can be properly incorporated to obtain the information you want to collect. It is important to share the purpose of the survey with the team to prevent the questions from straying from the original purpose. Once you have clarified the purpose of the survey, set the target audience for the survey. Narrow down the target audience, from classifications such as age, gender, and occupation, to the number of people to be surveyed. Determine the content of the survey. Decide on the medium of the survey, such as paper or web, and the format of the questions, such as multiple choice or descriptive. Choose the medium of the survey, paper or web, based on whether it is easier for the target audience to answer the questions. Paper-based surveys can be used for a wide range of age groups, but the disadvantages are the cost of paper and printing, and the time and effort required for collection and analysis. On the other hand, while web-based media is easy to collect and analyze, some may feel that the hurdles are somewhat higher in terms of operation. Thus, it is important to select a survey medium that comprehensively considers the target audience, cost, and effort involved. Question types can be divided into two types: selective and descriptive, and the selective type can be further subdivided into the following four types. (1) Radio buttons Radio buttons are used to select one of the options, such as "Please select one of the following options that best fits your personality. (2) Check box A check box refers to a pattern in which multiple choices are selected from a list of options, for example, "Please select all of the following options that apply to your personality. (3) 5-point scale The 5-point scale is a 5-point scale, for example, "Please rate on a scale of 1 to 5, with 5 being the most applicable and 1 being the least applicable to your personality. 4) Matrix Matrix is a multiple-item rating system with a 3-5 or 10-point scale, e.g., "Please rate each of the following items on a scale of 5 (5 being most applicable and 1 being not applicable at all). If a descriptive question such as "Please write freely about how you felt after receiving this training," a wide range of answers can be expected. On the other hand, it should be noted that there are some disadvantages, such as making it seem time-consuming to answer or obtaining only abstract answers. Select a question format that is easy to answer and easy to obtain the necessary information from among the various types of question formats. Survey tabulation and analysis To achieve the objectives of the survey, it is important to tabulate and analyze the data after the survey has been administered. Tabulation and analysis will give you an overall picture of the survey results and allow you to dig deeper into the information, thus obtaining more information. In recent years, there are a variety of tools that can be used to tabulate and analyze survey results. When tabulating the results, it is best to use graphs so that the results can be easily grasped visually. Automatic graph generation tools can create pie charts for easy breakdown of survey results, bar graphs for ranking the number of responses, and line graphs that are effective for understanding trends. The main tabulation methods include simple tabulation, which provides an overall picture, and cross tabulation, which facilitates understanding of the characteristics of each attribute. Analysis methods include logistic regression analysis, which is useful for predicting the probability of things occurring, and association analysis, which extracts relevant information. Recently, AI is sometimes used for analysis, and even more highly accurate analysis can be expected. If you want to grasp information efficiently and accurately, it is also recommended to introduce a tool for collecting and analyzing survey results. How to Create a Questionnaire that Increases Response Rates The key to creating a survey with a high response rate is to lower the hurdles to response and to increase the motivation to respond. The hurdles to response are specifically the time and effort it takes to answer the questionnaire. To prevent respondents from not responding due to the time and effort required, it is effective to give respondents the impression that the survey is "quick" and "easy. Incentives, such as offering a gift for completing the survey, may also contribute to the response rate. Ask questions that are easy to answer. To increase the response rate, it is important to ask questions that are easy to answer. For example, the first question should be multiple choice rather than descriptive, which will lower the hurdle to answer. The length of the questions is also important. By keeping the sentences as short and concise as possible, it will be easier for the respondent to understand the question and continue to answer smoothly. On the other hand, if the sentences are long and difficult to understand, respondents may stop answering the survey halfway through. Be conscious of the style of writing and choice of words to suit the age group. Don't make respondents feel like it will take too long. Another trick to increase response rates is to avoid making respondents feel that the survey will take a long time. For example, it is effective to state the estimated time at the beginning of the survey, such as 3 or 5 minutes, so that respondents have a clear picture of the time required to complete the survey, and this will lower the barrier to response. In addition, excessive use of kanji (Chinese characters) and technical terms that are difficult to recognize visually can lead to respondents leaving the survey mid-response. Another key to increasing the response rate is to make sure that the questions do not make respondents think that the survey is too difficult to answer. Offer a reward for completing the survey. A reward, such as a prize, for completing the survey will increase the response rate. The reward could be a food item, gift certificate, or company-branded product that is appropriate for the survey respondents. If you use a lottery system for the rewards, it will be easier to get people to fill out personal information such as their names and addresses. However, responses that give a negative impression may be avoided, so be sure to collect the most accurate survey results possible by clearly stating, "Responses will not affect the raffle. Doing this will prevent us from collecting accurate data! Points to keep in mind when creating your survey Questionnaires must be created with the following points in mind to ensure that accurate information is obtained. Avoid questions that lead to a response. Do not ask more than one question per statement. Do not ask more than one question per statement. The key to creating an effective questionnaire is to avoid giving preconceived ideas and to use a question-and-answer format. Also, be sure to clearly state the handling of personal information, as more and more people are sensitive to the handling of personal information. Question text that leads respondents to answer Question wording that gives respondents preconceived notions can lead to biased responses. For example, if the question includes information such as "well-sold" or "reputed to be tasty," respondents may subconsciously have a positive impression of the product, which may bias their answers in the right direction. If the responses are biased, the effectiveness of the survey will be diminished, so care should be taken to avoid using questions that lead respondents to answer. Asking more than one question in a single question Multiple questions in a single question may confuse respondents and prevent them from getting accurate answers. For example, "How did you like the usability and scent of this air freshener?" the respondent may be confused as to whether he or she is asking about the usability or the fragrance. How was the air freshener? How was the scent of this air freshener? In other words, limit yourself to one question per statement, such as "How did you like the scent of this air freshener? Failure to clearly state how personal information will be handled Failure to clearly state how personal information will be handled may cause respondents to feel uneasy or distrustful of the survey itself. Especially nowadays, more and more people are reluctant to disclose their personal information, and some may suspect that they may be visited at home by a sales person or that their information may be passed on to other vendors. In order to dispel any resistance to answering the survey, it is necessary to clearly state how personal information will be handled. 5 tools to create full-scale surveys in a short time Creating a survey requires a certain amount of time and effort. If you are working in parallel with your regular work, or if you are short on manpower, we recommend using a tool. Below we introduce five tools that allow you to create a full-scale survey in a short time. Google Forms [ See: https://www.google.com/intl/ja_jp/forms/about/ ] Google Forms is a free, easy-to-use tool for conducting surveys that requires only a Google account, making it easy to use and already being used by many companies as a survey tool. Not only can you freely create your own surveys, but you can also create surveys more efficiently by using the appropriate format for each survey target audience, such as participants or customers. The ability to insert images and videos into questions is also included, making it easy to accurately convey information that would be difficult to convey using text alone. Another advantage is that there is no limit to the number of questions. On the other hand, the disadvantage is that responses from the same person cannot be excluded, so there is a possibility that the same person may respond to a survey multiple times, resulting in biased survey results. formrun [ See: https://form.run/home ] formrun is a tool that allows you to create a wide variety of survey forms. It includes templates that allow you to easily create a survey by simply typing in the questions. The created survey can be freely embedded in websites using iframes, HTML, and CSS. In addition to email, there is also a convenient feature that allows you to send survey notifications to chat services such as Chatwork and Slack for sharing. There are two plans, free and paid. With the free plan, you cannot use spreadsheet integration or CSV export, and you can create only one form, but there is no limit to the number of questions. It is recommended for creating a simple survey or for a trial implementation. SuguForm [ Reference: https://sgfm.jp/ ] SuguForm is a free survey design tool that allows users to create an unlimited number of forms and questions. The survey creation screen is simple and easy to use, even for first-time survey creators. You can create a survey by simply registering questions, and you can also rearrange the items, change the colors, and adjust the design. The free plan displays advertisements, but if you sign up for a paid plan, you can hide them, which is expected to improve response rates. NTT Com Research [ See: https://www.nttcoms.com/service/research/ ] NTT Com Research is a service that requires both an initial fee and a monthly fee. The advantage of this service is that you can not only create surveys, but also receive full support from our professional staff. In particular, we offer a service to set up items to collect the information you want to gather on your behalf, making it easier for you to get results from your surveys. You can create an unlimited number of survey forms and questions, and you can also distribute them via SMS or apps to get more people to respond. The survey aggregation feature and the ability to create semi-anonymous surveys with personally identifiable survey URLs make it highly practical. learningBOX [ See: https://learningbox.online/ ] Our learningBOX is a service for in-house training and education. With the ability to survey participants, LearningBOX is ideal for companies and organizations that are considering the introduction of e-learning, as it is easy to survey participants for each e-learning content to check their level of understanding and to use as a reference for future content creation. The free plan allows up to 10 accounts to create up to 30 MB of e-learning content; for more than 10 accounts, we recommend the paid plan, which starts at 33,000 yen per year with no initial cost for up to 100 accounts. This service is easy to introduce even for relatively large companies. Create your survey efficiently with tools! The most important point in creating a survey is to clarify the purpose. If the objectives are not clear, questions that are necessary to elicit the necessary information may be omitted. The most important point to remember in order to get the correct information from a survey is to avoid describing information in a way that gives preconceived notions. If an image is unconsciously established, responses will be biased and accurate data will not be collected. After collecting the questionnaires, it is important to properly tabulate and analyze them to sublimate them into data that can be utilized in the future. Since it takes a lot of effort and time to create, tabulate, and analyze a survey on your own, you should proactively utilize a survey design tool.  

The wave of digitization is spreading in various places, and its influence is gradually penetrating into the field of education. In today's school education, how to utilize IT is a very important key to improve learning efficiency and reduce the burden on the educational field. In this article, we will explain the basics of ICT education, the benefits of introducing ICT education, issues, and case studies. If you are unsure of how to introduce ICT education, or if you want to learn more about the benefits and challenges before considering the introduction of ICT education, please refer to this article. What is ICT Education? ICT stands for "Information and Communication Technology." ICT education refers to efforts to utilize information and communication technology in educational settings. Specifically, the following teaching methods are used. Use of digital textbooks and digital blackboards Gathering information on the Internet using tablet devices Explanations using videos and animations In conventional educational settings, paper textbooks, analog blackboards, writing materials, and notebooks were used. The introduction of ICT is expected to open up a variety of possibilities, such as expanding the use of ICT as teaching materials and improving the efficiency of classes. First, we will introduce the necessity of ICT education and the background of the attention it is receiving. Necessity of ICT Education and Background of Attention Promotion of DX One of the reasons why ICT education is attracting attention is society's promotion of DX, which stands for Digital Transformation, with a single letter "X" for "crossing" because "Trans" means "crossing. DX refers to the use of digital technology to innovate products, services, organizations, and business models. In the recent business scene, numerous companies are in the process of starting DX promotion initiatives. DX perspectives are essential to help organizations solve their problems and gain an edge over their peers in the marketplace. The same is true in the education sector. ICT education is expected to improve the quality of education through high-quality digital teaching materials and individual optimization of learning content. Such ICT education measures are considered effective from the perspective of DX promotion and are expected to contribute to the reform of Japan's education scene. Realization of the GIGA School Concept The GIGA School concept is an initiative proposed by the Ministry of Education, Culture, Sports, Science and Technology (MEXT) in 2019 to provide each elementary and junior high school student with one learning terminal and a high-speed network environment at school, etc. GIGA stands for "Global and Innovation Gateway for All. GIGA stands for "Global and Innovation Gateway for All. The goal of the GIGA School Initiative is to create an environment where children have a fair opportunity to learn through the use of ICT, and where teachers can make the most of their abilities while reducing the burden on teachers involved in the development of children. It is expected to deepen and transform learning and improve classroom teaching. The Ministry of Education, Culture, Sports, Science and Technology (MEXT) has positioned ICT education as "no longer at the stage of discussing whether the introduction of ICT in schools is effective for learning, but has become an indispensable part of the educational environment, just like stationery such as pencils and notebooks. ICT will continue to spread in many schools, and learning environments will be increasingly improved. Reference] "Toward the Realization of the GIGA School Concept" (Ministry of Education, Culture, Sports, Science and Technology) Source: "Measures to Promote the Use of Advanced Technology to Support Learning in the New Era (Final Summary)" (Ministry of Education, Culture, Sports, Science and Technology) Impact of new coronavirus infection Since 2020, the educational field has been greatly affected by the new coronavirus infection. As a result of the spread of the infection, elementary, junior high, and high schools across Japan have been closed simultaneously, making it difficult to conduct face-to-face classes in classrooms at times. In preparation for these changes in the environment, the importance and necessity of introducing ICT education to improve the environment is increasing. Infectious diseases are not the only subject for which educational sites should be prepared. It is also possible that they may be exposed to unknown risks such as large-scale natural disasters or changes in social conditions. These unpredictable times are known as "VUCA" and are characterized by volatility, uncertainty, complexity, and ambiguity. The ability to constantly absorb new knowledge, utilize technology, and adapt flexibly is critical to survival in these unpredictable times. It is believed that adaptability will be required in the field of education in the future. Back to Table of Contents Advantages and Benefits of ICT Education ICT education is not simply a method of education that responds to changes in society, but also offers various advantages and benefits that solve problems in the educational field. For teachers, it can be used to reduce workload and share information among teachers, and for students, it can provide an environment where they can easily concentrate on their lessons and become more interested in learning. Here we will introduce some of the specific benefits and effects of ICT education. ＜Advantages and Benefits of ICT Education Benefits and Objectives Specific Examples Improvement of learning efficiency By using terminals, students can reduce the burden of writing on the board by transcribing into notebooks. Students will be able to concentrate on the class more easily because they do not have to write on the board. Students who do not like to be the center of attention can easily express their opinions and questions through the system. Teachers can use the terminals to quickly obtain information, which is expected to improve the quality of classes. Reduction of teacher workload Less time is required for teachers to print materials for class and write on the board. Reuse of materials and content on the board can reduce the burden of preparation and work. Simplified information sharing Sharing class content among teachers makes it easier to stabilize the quality of classes. Visualization of class progress makes it easier for teachers to cooperate with each other. Improvement of student motivation It will be easier to conduct classes in a proactive and cooperative manner, rather than passively. Increase students' interest and enthusiasm through the use of images and videos. The fun and freshness of using digital devices can easily motivate students to learn. Improvement of IT literacy of students Students can acquire knowledge and skills of IT devices such as operating PCs and tablet terminals. Students will be able to acquire knowledge and skills of IT devices such as operating PCs and tablets. Improved learning efficiency ICT education improves students' learning efficiency. For example, in the past, students would take notes of what the teacher had written on the blackboard, and then reread the notes to consolidate their memory. With ICT education, however, students no longer need to move their hands because of the use of tablets and other devices, and they will be able to concentrate more on the class. ICT can also make it easier for students to express their opinions, even if they are not comfortable with raising their hands or being the center of attention during class. Reduce the burden on teachers In addition to teaching and preparing for classes, teachers have a variety of other duties, such as dealing with parents and advising club activities. This burden on teachers is seen as a problem in the field, and the challenge is how to reduce the workload. The introduction of ICT education reduces the burden on teachers in terms of printing out materials for classes, writing on the board, and other details. The time freed up by the introduction of ICT education can be used to solidify class content and perform miscellaneous tasks, which is expected to result in an improvement in the quality of education. Simplification of information sharing Another major advantage of using ICT for education is the ability to easily share class data and teaching materials used in class among teachers and students. By organizing class materials on PCs and tablet terminals, the time required to distribute materials can be reduced, and classes can proceed more efficiently and smoothly. Sharing information among teachers also provides an opportunity to learn about good teaching materials and teaching methods, which in turn raises the quality of education. Increased Student Motivation Increasing student motivation to learn is another benefit of ICT education, as ICT education is not yet very common, and many students may find classes using digital tools refreshing. Learning with tablets and electronic blackboards can be expected to increase students' interest in the class itself. When implementing ICT education, it is a good idea to create questions and animations from the perspective of whether or not students will be interested in them. Of course, the content of the class is important, but it is also important to have a system that allows students to be interested in the class. Improvement of students' IT literacy As ICT education advances, not only teachers who support learning but also students will be able to acquire knowledge and skills of IT devices. literacy will help students to select and use necessary information and to develop the ability to think for themselves. In recent years, lack of IT literacy has often led to unexpected accidents. For example, corporate security incidents and problems related to social networking accounts are recognized as IT literacy issues. Information provided by the Ministry of Education, Culture, Sports, Science and Technology (MEXT) can be used as a reference when developing and improving class content based on the benefits and effectiveness of ICT education. Please check the following points when considering the introduction or enhancement of ICT education in the future. Source: "Report (Interim Summary) of the Advisory Council for the Promotion of ICT-based Education" (Ministry of Education, Culture, Sports, Science and Technology) Back to Table of Contents Disadvantages and Problems of ICT Introduction While ICT education has many advantages, there are several issues related to its cost and stability of the environment, as it assumes the use of digital devices and an Internet environment. Before proceeding with the introduction of ICT education, it is important to have a clear understanding of what the issues are. Here are three issues to consider when introducing ICT education. Incurring introduction costs It is inevitable that certain costs will be incurred in order to introduce ICT education. This is probably the biggest challenge in ICT education. In terms of hardware, it is essential to purchase PCs, tablet terminals, electronic blackboards, etc., and in terms of software, it is essential to prepare software for ICT education in advance. The larger the number of students, the larger the quantity to be prepared, so the introduction project must be planned well in advance. It will also be necessary to proceed with the preparation of the Internet environment. In order to facilitate ICT education, it is inevitable that a certain amount of expense will be incurred during operation as well. Impact of Communication Trouble Occurrence ICT education, by its very nature, is only effective in an online environment. However, it is important to understand that communication problems are bound to occur when operating in an online environment. In the unlikely event of communication problems, there are cases in which the classes themselves may not be able to continue as planned. Earthquakes and communication disasters that could cause trouble occur frequently in Japan, and depending on the situation, it may not be possible to guarantee a minimum level of education. Therefore, it will be necessary to prepare alternative plans to ensure the smooth continuation of classes even if the Internet connection is lost. Disparities between regions and between private and public schools One of the challenges is that the hurdles to ICT implementation vary greatly depending on whether it is urban or rural, private or public. In many cases, private schools have ample budgets, so the hurdles to purchase PCs and tablet terminals are relatively low. Public schools, however, have limited budgets, so the hurdles to adoption are likely to be higher. There is concern that this situation will continue over the years, widening the education gap in Japan as a whole. The key to the future will be how to introduce ICT education in a flat manner and provide uniform education. Back to Table of Contents ICT Education Case Studies ICT education is currently being introduced in many educational settings, but what is actually being done about it? For those who are considering the introduction of ICT education and would like to refer to actual cases, we will introduce some examples of elementary schools that have introduced e-learning systems. Doshisha Elementary School The following is a case study of Doshisha Elementary School. The school had been closed for a prolonged period of time due to the spread of the new coronavirus, and was faced with the challenge of creating a learning environment for students at home. The school urgently needed to create e-learning content that was simple and easy to understand for both elementary school students and parents unfamiliar with digital technology. To address this issue, the school introduced "learningBOX" to create an environment that allows students to study at home even when the school is closed, such as during online classes. After the school closure period, the school continues to make use of the system by uploading videos to check assignments at home and uploading class schedules and class newsletters. It has also been useful in improving the quality of classes by sharing videos of classes with other teachers and exchanging opinions. Back to Table of Contents Adopt ICT Education to Keep Up with Digitization In today's society, it is extremely important to adapt to digitalization and make the most of digital systems. The same can be said for the field of education. After comparing the advantages and challenges, it is recommended that ICT education be introduced little by little. If you are interested in introducing ICT education in the future, please consider learningBOX. learningBOX, an e-learning system, has all the functions for creating and distributing teaching materials, managing grades, and managing students. We recommend that anyone can easily build a web-based learning environment. We also offer a free plan, so you can easily try out the system to see what kind of effect it will have on your students. If you are interested in improving the quality of education through digitization while reducing the burden on teachers, please try the free plan first. ▼Here's another recommendation! Also read Back to Table of Contents

Aptitude tests, which have been introduced into the hiring and selection process at many companies, are used as a means to efficiently assess an applicant's personality and suitability for the job, which cannot be fully grasped through documents and interviews. However, there are many people who are considering the introduction of such aptitude tests, but are not sure how to utilize them since there are so many different types. In this article, we will explain in detail the types of aptitude tests, the merits of introducing them, and the example questions they pose. We will also introduce aptitude tests used by many companies, so please use this as a reference when comparing and considering the introduction of aptitude tests. What is an aptitude test? An aptitude test is a test to fairly identify human resources. It is used to ascertain an applicant's abilities and personality, which are difficult to see in interviews and documents. It is often used as a criterion to determine whether a company is hiring the right person for the job, based on the ability values the company is looking for, and the corporate philosophy and culture. However, it is not necessarily true that a person is not apt for the job just because the results of an aptitude test are not good. Recently, an increasing number of companies are using the test for evaluation of existing employees, stress tolerance, and mental health checks. Back to Table of Contents Advantages of Conducting Aptitude Tests Aptitude tests, which have been introduced into employment examinations by many companies, have the advantage of efficiently and fairly assessing an applicant's personality and abilities. What are the other advantages of aptitude tests? Here we will introduce the advantages of aptitude tests in three categories. Allows for objective evaluation of applicants An aptitude test will give you an objective view of an applicant's qualities and personality, as well as their suitability for your company, which is difficult to discern from a resume or an interview. In the employment examination, it is necessary to make objective judgments that are not limited by academic background or appearance. However, many applicants, especially mid-career hires, are used to being interviewed, so it is often difficult to determine whether they are the right person for your company. By using aptitude tests, it is possible to eliminate the variation in evaluations among hiring managers, and thus screen applicants with a higher degree of accuracy. Can be used to reflect on the selection process. The results of the aptitude test can not only be used in the recruitment selection process, but can also be effectively utilized in the overall recruitment process. For example, the results of the aptitude test can be used to determine what kind of people tend to be selected by the company, and if the company is not attracting the people it wants, it can take countermeasures such as changing the company's recruitment PR. In addition, if you choose an aptitude test that provides results that can be used as a reference for evaluation, staffing, and training after hiring, you will be able to utilize the data even after the employee is hired. Increase opportunities for contact with applicants The use of aptitude tests with services that provide feedback of results to examinees can be used to attract applicants. Many internship and job hunting students tend to want to know what kind of job or company they are suited for. Therefore, aim to attract customers by drawing their attention to your "feedback on results" appeal during the internship period or during the new graduate hiring period. From the participants' point of view, this will lead to an opportunity to know their abilities objectively, so if you can acquire their needs such as "free testing of your abilities" and "knowing your compatibility with the company," you can increase contact opportunities. In this case, be sure to make sure that the feedback sheet is easy to understand and follow. Back to Table of Contents Aptitude Test Administration Methods Aptitude tests are conducted in two main ways: web-based and paper-based. The method of taking the aptitude test varies depending on the test site and the company that operates the test. The following is a detailed explanation of the aptitude test implementation methods. Each method has its own merits and demerits, so please compare and select the method best suited to your company. Mark-sensing method In the mark-sensing method, the applicant fills in the appropriate section of a question with a pencil on a designated paper sheet. In most cases, companies that provide aptitude tests handle the preparation of questions and forms, as well as the scoring. When using the mark-sensing method, most of the questions are to be answered with numbers and symbols, so it is necessary to take measures to prepare questions in a proper way. Also, keep in mind that it may take time and effort to obtain the results of the analysis if the scoring is done in-house. In-house Method The in-house method is a method in which the company prepares its own venue and computers to conduct the test. The examinee takes the aptitude test on a computer provided at the venue. Although the venue and computer must be prepared by the company, the appeal of this method is that the time and effort required to obtain the results can be reduced, as the results can be viewed immediately after the test and used in the selection process. Test Center Method In the test center method, aptitude test providers set up sites throughout Japan where test takers can take the test. Test takers enter their answers on a computer provided at the venue. The advantages of this method are that there is no risk of fraud by the supervisor, and the administration of the test can be outsourced, which reduces the amount of time and effort required. The disadvantage is that the cost of outsourcing is high. Web Method In the Web-based method, examinees take the aptitude test at home, etc. The period during which the aptitude test is taken can be specified by the company. The attractive point of this method is that examinees can take the test at their own time, which lowers the hurdle for taking the test. Companies can also expect to save time and costs since they do not need to prepare a venue, computers, and personnel. Although it is easy to analyze and compile test results, companies need to be aware of the possibility of fraudulent test results, such as substitute testing. Back to Table of Contents Aptitude Test Measurements and Sample Questions Measurement items are broadly divided into two types: ability tests and personality tests. Ability tests are designed to measure basic academic skills such as Japanese and mathematical abilities, as well as general common sense and basic abilities required in the workplace. The questions are presented in the form of an academic achievement test, but the difficulty level itself is not high, and the questions are divided into verbal and non-verbal fields. Personality tests, as the name suggests, measure an individual's personality, values, and thinking. It is used to determine whether you can communicate smoothly and whether you have ambition after joining a company, and to prevent mismatches between you and the company. Ability test (language field) The Language section will test your Japanese language skills. Relationship between two words This is a question to decipher the relationship between two paired words. Choose from the options the word or words that are in the same relationship as the word or words in the question. Meaning of the word or phrase This question is to select a word or phrase from a list of choices that has the same content as the question text. Frequently appearing words and phrases tend to be the same, so it is necessary to understand the exact meaning of the word or phrase. Word usage These are questions in which the examinee selects from a list of options a word or phrase that has the same usage as the word or phrase presented as a question. For example, you will be asked to identify homonyms, figurative words and phrases with the same grammatical usage. Sentence reordering This question is about rearranging disjointed sentences into the correct order. The connection of the whole sentence is inferred from the choices. Fill in the blanks In this question, you are required to fit the appropriate words or sentences into the blanks in the question passage. You must guess from the sentences before and after the blanks and choose the option that gives the correct meaning. Ability Test (Non-Verbal) Questions in the non-verbal field test computational ability. Tsurugame calculation The crane has two legs and the tortoise has four legs, and the question is "If the number of cranes and tortoises together is 0 and the number of legs is 0, how many cranes and tortoises are there? This is a well-known problem that frequently appears in arithmetic problems. Payment of the price These are problems related to the settlement of payments, discounts, installment payments, and installment payments. Many of the questions tend to ask for averages or percentages of the payment. Set This is a problem to derive the number of people or quantity from a group that matches the conditions asked in the problem. Drawing a Venn diagram to visualize the answer will make it easier to derive the answer. Probability These are problems in which the probability of a certain event occurring is derived by calculation. For example, a question might be like "If a coin is tossed twice, find the probability that it will come up face down only once. Reading Tables and Materials This is a problem to read necessary information from tables, graphs, sentences, and other materials presented as a problem, select and discard the necessary information, and calculate. Number of cases Calculate and find out how many patterns there are for various matters, such as the number of times a dice is rolled. Inference Inference is a question in which the examinee reads the information given in the question passage and selects a matter that can be inferred to be "necessarily true. Reasoning is an area of particular importance among the "logic questions" in the non-verbal area of the aptitude test. Speed Math This is the problem of finding speed, time, and distance using formulas. Traveler's arithmetic" is sometimes used as an application of speed arithmetic. Profit-and-loss arithmetic This is a problem to determine the list price, profit, and selling price of a product. It is important to understand the relationship between cost, list price, and selling price. Personality Test Personality tests have answers that are considered favorable but do not have correct answers. There are three trends in the questions that are frequently asked. Personality Traits The atmosphere within a company varies widely from company to company. Questions will be asked to gauge whether the examinee's personality is suited to the company's corporate culture. Adaptability to the organization Not only differences in industry and job type, but also differences in the way work is done and corporate culture vary from company to company. The way of thinking in personnel evaluation also tends to differ from company to company. In this context, we check for adaptability to the organization and confirm that the human nature and way of thinking are suited to the corporate culture. Adaptability to the job There are many different types of jobs within a company, such as sales and technical positions. We use this information to determine what type of job you would be a good match for. Back to Table of Contents Main Types of Aptitude Tests It is important to clarify the purpose of using aptitude tests before considering which test to employ. There are a wide range of aptitude tests, but the following is an introduction to the main aptitude tests used by many companies. Compare the features of each and adopt the one that best suits your company. SPI3 [See: https://www.spi.recruit.co.jp/] SPI is an aptitude test so mainstream that it is said to be used by more than 10,000 companies in Japan. It measures "personality aptitude" and "intellectual ability" to determine what kind of work an applicant is suited for and what kind of organization he or she would fit into easily. The cost is 4,400 yen for a web-based test and 6,050 yen for a test center-based test. Tamatebako [See: http://www.shl.co.jp/] After the SPI, the Tamatebako aptitude test is the second most popular aptitude test used by companies. It is marketed as an aptitude test for companies by HR consulting firm Japan S.H.L. Inc. In addition to basic skills and personality, the Tamatebako I Ver. 2 can output predicted values of stress tolerance and work motivation as abilities to perform tasks smoothly, as well as checkpoints that can be used during interviews. The test is a web-based test that takes only 11 minutes to complete, so it can be administered without any burden on the examinee. The introduction cost is 1,320,000 yen, but there is no limit to the number of examinees. CUBIC [See: https://www.e-jinjibu.jp/] CUBIC is an aptitude test marketed by e-Human Resources Co. The company's motto is "low fees, speedy diagnosis, and friendly and courteous service." After the test, you can send the answer sheet by fax or e-mail, and the results will be delivered to your registered e-mail address in as little as 30 minutes. The convenience of being able to use the service on the same day that you complete the registration procedure is also attractive. Another feature of the test is that it can be conducted in a short time: 20 minutes for the employment aptitude test and 5 minutes for the ability test. The fee for the employment aptitude test is 1,870 yen/person and the ability test is 550 yen/subject, making it relatively inexpensive compared to other company-provided aptitude tests. We also offer pay-as-you-go and flat-rate plans, where the more people use the test, the lower the unit price. GAB [See: http://www.shl.co.jp/] The GAB is a test developed for the purpose of recruiting new graduates marketed by Japan S.H.L. Inc. Measuring parts related to verbal and numerical intelligence, as well as personal aspects, it can predict nine characteristics related to "vitality" and "teamwork" that should be confirmed before entering the company, management and administrative skills that can be expected after entering the company, and the job for which the examinee is suited. The web-based test takes 80 minutes to complete, while the mark-sensing method takes 90 minutes. The cost is 660 yen for the question booklet and 3,850 yen for the scoring process. Uchida Kraepelin Test [See: https://www.nsgk.co.jp/uk] Compared to a test in which the examinee answers from a list of choices presented as "yes" or "no," the test is considered more valid and reliable because it is more difficult for the examinee to intentionally produce an answer that is considered desirable. The administration time is 50 minutes, and the individual diagnostic judgment for each person costs 2,420 yen, but the price varies depending on the judgment format. learningBOX [See: https://learningbox.online/] learningBOX has a diagnostic test creation function that allows the administrator to determine the characteristics and knowledge level of the examinee. This function allows examinees to answer various questions prepared by the administrator and see the results according to their answers. 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 will be able to take appropriate actions according to the aptitudes and abilities of the examinees. In addition to creating diagnostic tests, you can also manage test administration and results. Since the questions can be edited flexibly, we recommend learningBOX's diagnostic test creation function when conducting aptitude tests. Back to Table of Contents Aptitude tests are recommended to be managed by "learningBOX". Aptitude tests are useful not only in employment examinations, but also in post-employment department assignments and training. There are various types of aptitude tests, and when introducing an aptitude test, it is advisable to compare the features of each test and confirm whether it is suitable for your company before proceeding with the study. With our "learningBOX", you can use the diagnostic test creation function to create aptitude test content for web testing. You can use up to 10 accounts for free for an unlimited period of time, so please feel free to start with a free trial. ▼ We also recommend this one! Also read. Back to Table of Contents

Employee training is an important part of a company's growth. In fact, many companies are making efforts to train their employees, but the effort and cost involved in training may be a bottleneck for many companies. This article will provide an idea of the cost of human resource development, as well as some pointers on how to keep costs down without compromising the quality of the training itself. We will also introduce recommended systems that can cut labor and costs for training management and human resource development. Table of Contents 01Guideline for the cost of human resource development for companies 02Should Companies Reduce the Cost of Human Resource Development? 03Costs that should and should not be reduced Costs that should be reduced Costs that should not be reduced 04How to improve quality while reducing the cost of human resource development Outsource the creation and implementation of training Set goals and conduct review Utilize IT systems 05An Example of Success in Reducing Human Resource Development Costs While Maintaining and Improving Quality Example of a major convenience store chain Case study of a major tutoring school 06Recommended e-learning to reduce costs and labor for human resource development Estimated cost of human resource development for companies According to the "FY2021 Survey of Education and Training Expenses" by the AIST, education and training expenses are "24,841 yen per employee. This figure does not differ greatly between large and small companies. A simple calculation shows that, for example, a company with 100 employees spends approximately 2.48 million yen per year on education and training. From this, it can be understood that many companies spend not inexpensively on human resource development. In fact, according to data released by the Cabinet Office, a 1% increase in investment in human resources can lead to a 0.6% increase in labor productivity. In addition, due to the impact of the new coronavirus, many companies are considering reducing their budgets for education and training expenses. According to a FY2020 survey by the AIST, education and training expenses totaled 35,628 yen, a decrease of approximately 11,000 yen from the FY2021 survey. Although this is believed to be a temporary effect of the spread of infection, many companies are still affected, and it will be difficult to increase education and training expenditures. Back to Table of Contents Should Companies Reduce the Cost of Human Resource Development? The higher the cost of employee training, the better, but it is a mistake to take measures that lower the quality of human resource development at the cost of lowering costs. Since cost and quality are not a trade-off in education, it is important to raise the quality of the human resource development process while keeping costs down. Human resources are one of the "four major management resources" indispensable for corporate management, and in addition to people (human resources), there are goods, money, and information. Without any of these four resources, it is impossible for a company to maintain and survive. If human resources are regarded as assets and the cost of human resource development as an investment, the cost of human resource development is, at a minimum, indispensable. However, while more and more companies are focusing on human resource development every year, statistics from the Cabinet Office indicate that the number of employees changing jobs within a short period of time is on a gradual upward trend. From this result, it can be inferred that the possibility of ineffectiveness of human resource development increases as the number of employees who leave the company increases, even if the company spends money on human resource development. Since it is meaningless to spend money on human resource development only to have people retire, it is necessary to carefully consider the budget for human resource training expenses. Back to Table of Contents Costs to Cut and Costs not to Cut No matter how essential human resource development is to the growth of a company, it is always desirable to reduce costs as much as possible. There are two types of human resource development costs: those that can be reduced and those that should not be reduced. To distinguish between reductions in training costs, let's focus on the point of whether or not the quality of training will be reduced. Expenses that should be reduced in cost Costs for items not related to the quality of training, such as transportation, accommodation, and venue costs, can be reduced with some ingenuity. For example, in the case of training that requires overnight stays, using a hotel that specializes in training often includes lodging, venue rental, catering, and meals, so the overall cost can be reduced. Other ways to reduce costs include using a rental conference room as a venue that is as close to the workplace as possible, utilizing e-learning, or conducting training remotely. In this way, it is recommended to reduce costs for items that do not affect the quality of the training. However, it is advisable to avoid cost reductions that create a burden on employees, such as using buses instead of bullet trains to reduce transportation costs. Such cost-cutting measures may affect the employees' ability to concentrate and may not fulfill the original purpose of the training. Costs that should not be reduced Costs that affect the quality of training should not be reduced because they are the core of human resource development. For example, the cost of hiring an instructor should be paid for an instructor who can provide the content you want your employees to learn. Although the quality of instructors does not necessarily increase in proportion to the cost, compromising on cost and hiring an instructor whose content does not meet your needs is not in line with the original purpose of the training. It can be said that the areas directly related to training should be invested in for the survival and growth of the company, even if it costs a little more. Other system and equipment costs that would be difficult to do without may be more cost-effective in the immediate future, but may lead to reduced labor costs and time. Since the costs involved in the human resource development process are also linked to employee motivation, it is recommended to refrain from cutting costs. Back to Table of Contents How to Improve Quality While Reducing the Cost of Human Resource Development It is not the case that the more you spend, the better the quality of your training. There are ways to improve the quality of training while reducing costs. In order to cut the cost and effort of training while maintaining the quality of training, it is important to clarify the purpose of the training and to consider the total cost of the training. Even if it seems costly in the short run, in the long run, it is often the case that both costs and labor could be reduced. Outsourcing training-related work or introducing an IT system can be effective ways to reduce human resource development costs with an awareness of cost-effectiveness. Each of these methods is explained in detail below. Outsourcing the creation and implementation of training Outsourcing the creation and implementation of training programs has the advantage of both improving the quality of human resource development training and reducing costs. In some cases, outsourcing human resource development training can greatly reduce the effort required for personnel training preparation and recruitment, as well as the burden on instructors. In addition, the contractors for outsourced training are generally companies that specialize in human resource development. Therefore, the ability to acquire know-how that is not available in-house, as well as knowledge and leadership skills related to human resource development, can be considered a major attraction. However, they also need to select training programs that match the company's needs as much as possible from among those available, and there is a risk that some training programs may not meet the company's needs. In this regard, freelance instructors may be able to create training content tailored to your company's needs, so it is important to select a training company with a firm grasp of the services offered by each company, regardless of the size of your company. Set goals and conduct a review. One way to ensure that the content of the training is applied efficiently and practically is to set goals and conduct a review each time so that the content of the training becomes firmly rooted in the participants' minds. In personnel evaluations, if you create evaluation items based on "how the training content is being applied in the field," this will also lead to evaluation of the training itself. If there are employee awards or incentives based on the achievement rate of the evaluation, employees will be more motivated to participate in training, which may have the merit of reducing the resignation rate as a result. Utilize IT systems One of the least risky and most likely ways to reduce costs while maintaining quality is to use an IT system. For example, by eliminating group training and using online or e-learning, costs for transportation, lodging, and venue can be reduced. When using IT systems for human resource development, training content can be reviewed as many times as needed, regardless of time or location, as long as there is an Internet environment. Employees can learn at their own pace, making it easier for them to understand the training content. In addition, once you have filmed and edited the training content, you can cut down on the time required for planning and filming training sessions in subsequent years. The ability to customize the training content to fit your company's needs and to make repeated improvements is also an attractive feature. Back to Table of Contents A Case Study of Success in Reducing Human Resource Development Costs While Maintaining and Improving Quality There are various ways to reduce human resource development costs, depending on the type of company. By clarifying your company's issues and objectives in human resource development, you will be able to cut costs without compromising the quality of the training itself. Below are two examples of companies that have successfully reduced costs. Example of a major convenience store chain Previously, the company had to gather employees from each store for each training session, which required time and effort to coordinate shifts and provide information about the training program. The cost of venue, transportation, and accommodation was also significant. To solve this problem, the company introduced e-learning and online training, and succeeded in reducing the frequency of group training to two-thirds of what it had been before. As a result, the company succeeded in reducing the frequency of group training by two-thirds. The company was able to reduce the labor and costs associated with group training. By using e-learning, it is possible to provide training tailored to the attributes of each employee, making the human resource development process more efficient. The ability to check each employee's training progress and test results helps ensure skill development. Example of a major tutoring school Securing training time is essential for tutoring schools due to the nature of their business. However, since most of the instructors are university or graduate students, securing initial training time of 10 hours or more was a heavy burden on both the instructor and student sides. Therefore, by introducing e-learning and reducing the number of group training sessions, we succeeded in reducing training costs by 25%. By reducing the amount of effort spent on training preparation, instructors were able to focus on other tasks and work more efficiently. E-learning allows learners to learn at their convenience and according to their level of understanding, regardless of time or location. It has shortened the time it takes to train workers onsite, allowing for an efficient increase in the number of human resources with the ability to work immediately. Back to Table of Contents E-learning is recommended to reduce costs and labor for human resource development Our e-learning system, "learningBOX," is a tool that provides all the functions necessary for human resource development training, including the creation and distribution of teaching materials, grade management, and participant management. With features such as "assignment of materials to each group" and "automatic saving of grades," learningBOX allows you to create training materials tailored to your company's needs. Once e-learning materials are created and shared, they can be used repeatedly, reducing the amount of labor required for training preparation. The time you save can be used for other tasks, allowing you to focus on running your business. You will not have to gather for every training session, and you will also be able to cut costs for printing materials, venue, transportation, accommodation, etc. We also offer a free plan that allows you to use each function for 10 accounts for free and indefinitely, so please feel free to start with the free trial. Even if you upgrade to a paid plan, the environment created with the free plan will be inherited. Please consider upgrading to a paid plan as it will allow for a smooth system migration. We also recommend this plan! I also want to read Back to Table of Contents

In order for a company to grow and develop, people, goods, money, and information are important resources. While all of these are important elements, it is extremely important to focus on "people" for the long-term growth of the company. In this context, for those who want to know "how to proceed with internal human resource development" and "effective human resource development methods," this article will explain tips for human resource development that will not fail, case studies, etc. If you are serious about human resource development methods, please continue reading to the end. First, let's identify the purpose of conducting human resource development. When conducting human resource development, it is important to first clarify the objective. Without a goal to aim for, any attempt at human resource development will end in half-hearted results. Here, we will introduce some of the objectives of human resource development, so that you can use them as a reference for your own company's efforts. Improvement of on-site productivity The purpose of human resource development is to raise the awareness and skills of employees. By developing human resources who are not only able to follow manuals and perform their duties in a casual manner, but who are also able to work actively on their own, the entire company's productivity will be improved. In addition, with the declining birthrate and aging society, the working population is expected to continue to decline in the future. Companies are also facing a labor shortage, but by improving the quality of each individual human resource, productivity can be maintained. Improvement of the company's business performance Human resource development can be expected to improve your company's business performance. By providing employees with the necessary training, you will gradually change the way they approach their work and their behavior in the workplace. As their thinking and behavior change, the way they approach their day-to-day work will also change. The accumulation of these changes will lead to higher productivity in the workplace, which in turn will lead to higher business performance for the company. Achievement of Management Strategies The ultimate goal of human resource development is to achieve management strategy. As we develop our management strategy, we will identify the skills and operations that are currently lacking. In order to make up for these shortcomings, we will continue and systematically promote human resource development and nurture employees who can contribute to the achievement of our management strategy. However, the series of flows, such as "training → employee retention → reflection in business performance → achievement of management strategy," will take a considerable amount of time to complete. Let's take a long-term perspective while promoting efforts at the earliest possible time. Back to Table of Contents Tips for Training New and Young Employees When looking at long-term management, the key is how to nurture the future leaders of the company. From this perspective, it is important to establish know-how on how to train new and young employees. Below are four tips for training new and young employees. Don't stop at just having them learn the work. When training new and young employees, do not just have them learn the tasks in front of them, but train them to see the whole picture and to be able to carry out their work. In order to train them to become competitive human resources, it is important to assume that they will be with the company for a number of years and teach them to understand the entire flow of work from the time they join the company. Since new and young employees lack knowledge and experience, it is difficult for them to understand the significance of the work they are currently performing. This may cause them to lose motivation for their work. In order to improve their work ethic, it is important to explain to them from the beginning what the significance of the work they are doing every day is. Assigning the right supervisor to each person When training an employee, you need to provide the right guidance for each of them. The content, of course, but also the outcome will depend on who is providing the guidance. The instructor and the coachee are compatible and have different values and ways of thinking. In the case of coaching new hires and young employees, there may be instances in which "Boss B seems to grow faster than Boss A because they are more compatible with each other. The rate of growth can be greatly affected by selecting an instructor who is suited to the individual's qualities. It is important to select the right person for the job, as personality mismatches with the supervisor can be a cause of employee turnover. Talk about success stories in moderation. It is very important to share stories and real-life experiences with new and young employees, such as how you have been successful and how you have grown through your work. When new employees are new to the company, the experiences of their seniors and supervisors are the most important information. However, it is not advisable to convey their successful experiences in an intrusive manner. Social conditions, industry trends, and internal initiatives change over the years. In many cases, the current situation is different from when you were successful, so it may not be helpful at all. In some cases, it may be perceived as mere boasting. When talking about your success stories, try to be as abstract as possible and make it easy to apply them to various situations. Remind them that no one can do it right the first time. It is important for those in a position of leadership to recognize the fact that no employee can do everything from the start. In most cases, new graduates and inexperienced young employees, in particular, do not have the knowledge and skills to be immediately effective. Avoid assuming that they have no experience at all and demanding the same work and the same quality as employees who have been with the company for years. It is important to take a long-term perspective and work to develop them gradually. Back to Table of Contents Points to Consider When Training Mid-Career Employees In parallel with efforts to develop new and young employees by giving them experience, it is also important to approach mid-career employees. By providing a solid education to the middle level within the company, the company's foundation will be more solid. Below are three key points for training mid-career employees. Assign direct junior staff and subordinates. When placing a mid-career employee in a certain position, try to assign a direct junior colleague or subordinate to the same department with whom you have already developed a relationship. There are various methods for training mid-career employees, but by teaming them up with members with whom they already have a relationship, you can expect to see an effect on their ability to communicate things straightforwardly and to learn how to lead according to the situation. On the other hand, by teaming up with people with whom you have had no previous relationship, you can expect to gain the ability to create things from scratch and improve your communication skills. What both sides have in common is that they will be in a position to provide direction. Let them gain experience in achieving business goals in an organized manner, taking into consideration the future growth of the company. Job Rotation. An effective method for developing mid-career employees is job rotation. Job rotation refers to the reassignment of employees to new positions with the aim of developing new skills. This reassignment is carried out based on a predetermined human resource development plan, and is expected to have the effect of providing an overall picture of the company through a variety of tasks, and of bringing about new changes through skill development. This can be done in a variety of ways, from a short span of three to six months to a long span of three to five years, but it allows the employee to grasp the entire business and thus the entire flow of the company. Because mid-career employees have more experience than newer employees, job rotation is a mechanism that allows them to discover new details. In addition, it is also effective in building personal networks with other departments. When you work in a team in the future, you will not have to build relationships from scratch. Allow them to experience positions of responsibility. One of the most effective methods for developing mid-career employees is to work on giving them experience in positions of responsibility. There are various ways to do this, such as giving them operational responsibility for a new store or starting a new business from scratch. By experiencing positions of responsibility, employees are expected to improve their management skills, on-site coordination skills, and communication skills with superiors, subordinates, and business partners. It is also important to interview the candidate about his/her potential and hopes for the future, in anticipation of the possibility that the business you entrust him or her with will take off and he/she will be busy for a long period of time. It is important to grasp how the individual wishes to grow and to prepare the foundation to encourage that growth. For female employees, ask about their wishes regarding childbirth and childcare, and make efforts to create an environment that allows them to balance their work and personal lives. Back to Table of Contents Be Conscious to Avoid Failure in Human Resource Development Incorrect methods of human resource development can lead to cases where personnel are not developed as expected or are not suited to the corporate culture. Therefore, it is important to understand in advance how to avoid human resource development failures. The following is an explanation of the three points to be aware of when training employees. Management clearly states the goals to be achieved by the company as a whole An important initiative to avoid human resource development failures is for management to clarify what the company as a whole is striving to achieve. Without a clear goal for achievement that the company as a whole should aim for, it will be difficult for the field level to know what specific steps to take. Even if each individual sets his or her own goals and proceeds with the work, it will be difficult to achieve high results for the company as a whole. Also, even if human resource development is not progressing well, it will be easier to find areas for improvement if the goals to be achieved are clear. Always explore what numbers and skills are needed to accomplish your goals, and how they should grow in order to achieve those numbers and acquire those skills. In turn, this approach will help unify employee awareness. Set objectives and goals Along with overall company goals, it is also important to have each employee set specific objectives and goals. By setting individual goals, you will have a clear indicator of how you should approach your work and grow on a daily basis. By setting goals, you will be able to take the knowledge you gain as your own, not only in your regular work, but also when you attend internal and external training sessions. Conversely, if objectives and goals are not set, there may be cases where some employees will "just listen to the talk" and not remember the content. Conduct periodic evaluations. In order for human resource development to be effective, regular evaluations must be conducted in the correct manner. Without correct evaluation, motivation will not be maintained, and it will be difficult to see what one is working for. When conducting evaluations, establish a system whereby supervisors regularly check with their subordinates, or senior staff with junior staff, to see if they are achieving their human resource development goals. It is also important to provide feedback and advice on job performance as needed. Back to Table of Contents Five Means of Developing Human Resources to be an Asset to the Company's Strengths There are several means to develop human resources who will be an asset to the company and improve its performance. Since the method of development differs depending on the condition and growth level of the employee, multiple means of development should be used effectively. Below we will explain five human resource development methods, including OJT and Off-JT. 1) On the Job Training (OJT) OJT (On the Job Training) is a training method in which new employees or those with no work experience are engaged in practical work while developing skills and knowledge related to their work. OJT has been introduced in a variety of companies and is expected to have the effect of making employees immediately effective by engaging them in practical work. When introducing this program, it is important to prepare a systematic program that allows new employees to easily get involved in work while at the same time allowing them to grow gradually. On-the-job training is a method often used in human resource development, but in some workplaces, there are cases where people in training are left unattended or specialize in menial tasks. It is important to plan efforts in advance, as there is no point in implementing the program if the trainees do not properly learn the practical work of the workplace. Off-JT (Off the Job Training) Off-JT (Off the Job Training) refers to group training in which participants gather at a single venue to attend lectures and group work together. Off-JT is often used to acquire knowledge and practical skills in a uniform manner, as it is conducted for a large number of people rather than individually. The unique advantage of this method is that the quality of the learning is assured by a predetermined program, and the necessary skills are conveyed all at once. There are many things that need to be decided before the program is implemented, such as the schedule, location, and instructors. It is also effective if the training is conducted in tandem, for example, by applying what is learned in the Off-JT program to the OJT program. 3) Self-development Self-development is a development method that encourages employees to learn on their own initiative, along with OJT and Off-JT, but the decisive difference is that employees are not forced to learn by the company, but rather they are encouraged to do so on their own. What the company should do is to support employees to deepen their learning through self-development. Effective ways to encourage employees' self-development include inviting them to seminars and introducing them to books they should read. It would be better if the company provides financial and time support to employees to promote self-development. 4) MBO (Management by Objectives) MBO (Management by Objectives) is a system in which each employee sets his or her own goals and is evaluated based on how well he or she achieves those goals. Since the goals are set by the employees themselves, they are expected to make independent efforts and use their own ingenuity to achieve the goals. When introducing this system, it is recommended that the company establish a support system to help employees achieve the goals they set. It is also important that supervisors and managers provide dedicated training to confirm the appropriateness of these goals. In addition to simply setting goals, it is also a good idea to look at how well individual goals can be linked to the company's overall goals and departmental goals. 5) E-Learning E-learning is a training method that aims at efficient knowledge acquisition through content that is learned using smartphones and computers. Various services are offered by various companies, and the number of companies and organizations introducing these services is on the rise. The major advantage of online content is that participants can learn from anywhere and at any time. There is no need for group training, so there is no need to gather all employees at once. When introducing this service, select the one that best suits your company's objectives and budget after picking out several companies that offer the service. Back to Table of Contents Examples of Human Resource Development with e-Learning Systems More and more companies are adopting learningBOX as a useful e-learning system for human resource development. Below, we will explain the issues that companies had before introducing learningBOX and how learningBOX has solved them. Ventuno Inc. Ventuno Co., Ltd. has the philosophy of "living beautifully together" and sells health foods and cosmetics that utilize the slimy ingredients found in mozuku (Cladosiphon okamuranus) and kelp. The company has two locations, its head office and a call center, but the company was facing a time-consuming and costly problem in conducting training together. However, by introducing learningBOX, the company has succeeded in building a system that promotes employee learning by reducing travel time and costs. The introduction of the system before the spread of the new coronavirus made it possible to prepare in advance a system that can smoothly provide employee training even in the event of a coronavirus disaster. The Japan LD Society The Japan LD Society is an academic research organization that studies LD (Learning Disabilities), ADHD (Attention Deficit/Hyperactivity Disorder), ASD (Autism Spectrum Disorder), etc. and promotes support using its content. The society had been facing issues such as increasing the number of trainees and users unfamiliar with IT, but with the introduction of learningBOX, a system for conducting training regardless of location has been established. The number of participants in the training sessions and the number of people acquiring professional licenses are increasing. Urunes Corporation URNES Inc. is a company that supports the condominium management industry in strengthening management capabilities and human resource development. To support the industry, we are promoting initiatives to improve the level of human resources by utilizing our proprietary system. The company was faced with the challenge of introducing e-learning that could be used by the elderly and creating content that would motivate them to learn. With the introduction of learningBOX, even the elderly can now learn smoothly using their smartphones. The company has also been able to provide uniform learning opportunities to deputies in all regions of Japan. Furthermore, the company has incorporated learningBOX into a web application to provide an e-learning system that enables management staff training regardless of time and location. Back to Table of Contents Use e-Learning to Develop Your Employees' Skills In order to increase the value of your company, it is important to systematically develop the human resources who will be responsible for the company's future. There are a variety of methods for human resource development, and you should select the best training method for your company's objectives. If you would like to introduce e-learning, which is highly effective for knowledge acquisition, please consider our e-learning system "learningBOX". Not only does this system have a wide range of functions, but it also provides easy management of students, ensuring a smooth system implementation. If you would like to systematically enhance the skills of your employees, please try our free plan, which is available free of charge. ▼ We also recommend this one! Also read. Back to Table of Contents

What methods do you use to memorize things? Not only students, but even working adults are sometimes required to memorize things for certification exams, promotion exams, and so on. Since memorization is something that you will be dealing with throughout your life, it is a good idea to know how to memorize things more effectively for yourself. In this issue, we would like to pick up 15 recommended memorization methods and introduce in detail the mechanism of memorizing and tips on how to memorize efficiently. If you are about to start memorizing something, please take a look at them. 15 recommended memorization methods Here are 15 recommended memorization methods. Learn about the characteristics of each and choose the memorization method that suits you best. Memorization Method 1] Writing First of all, writing makes it easier to memorize. This is because moving your hands stimulates your nerves and activates your brain. In particular, English words and ancient vocabulary are memorized more vividly by writing. Writing is a more effective method of memorization than following words with the eyes. Memorization Method 2] Reading Aloud Reading aloud is also recommended. This will help you remember more easily, not only by providing visual information but also auditory information. It is more effective than silent reading, so when studying at home, try to memorize by actively speaking aloud. However, if you are in an environment where it is difficult to speak out loud, even whispering is effective enough. Memorization Method 3: Physical Exercise It is also recommended to memorize by doing squats, stretching, and other physical exercises. Exercise will help you relax and activate your brain. Sitting in a chair is effective for memorization, but if you find that it does not help you remember as much as you would like, try going outside and doing some light physical exercise. Memorization Method 4] Tell others When you tell others what you have learned, you will be able to memorize it easily. This is because your mind will be organized by explaining it in your own words. Also, by talking to a third party, you will be able to grasp your own level of understanding and see how much of what you have learned has been retained in your memory. Memorization Method 5] Memorize by association One of the most effective methods for memorizing words in ancient Japanese and English is to memorize them by associating them. Try to memorize words and sets of words that are related to each other. For example, if you memorize "round-trip," you should memorize its synonym "one-way. This is more efficient than memorizing a single word and will help you retain the word in your memory. Memorization Method 6: Use colored pens. Using colored pens makes memorization easier. By using red for words you want to remember and yellow for important sentences, you will be able to memorize them more easily. However, be careful not to use too many colored pens directly on the text, as this will make it difficult to tell which parts of the text are important. Memorization Method 7] Use Red Sheets The use of a memorizing pen and red sheets that can hide letters is also effective in memorization. You can memorize important words and phrases while hiding the part you want to memorize. Memorization Method 8: Use diagrams, illustrations, and videos We recommend memorizing not only by writing, but also by using diagrams, illustrations, and videos. Especially in science and social studies (history), studying together with video images makes it easier to visualize and memorize terms. Nowadays, there are channels on YouTube that provide easy-to-understand explanations. Let's combine memorization by watching with memorization by writing. Memorization Method 9] Use Sticky Notes We also recommend using sticky notes for memorization. First, write the word on the front, write the answer on the back, and post it in a place where you can see it in your daily life, such as the bathroom or refrigerator. The key is to always post around 10 sticky notes, keeping the ones you get wrong and peeling off the ones you get right after checking the answers to the words and their meanings. Repeating this process will help your memory to stick. Memorization Method 10] Create a word list Matching words is an effective way to memorize. It can be used to memorize historical timelines and mathematical formulas while stimulating the brain. In addition to the standard "Ii-no-Kuni (1192) Tsukurou Kamakura Shogunate" and "Fill up (1851) Te Taihei-Tengoku", you can also make up your own words for terms you find difficult to remember. Memorization Method 11] Reflective Answers If you can get a third party to help you, ask them to give you a question in a question-and-answer format and answer it reflexively. By answering the question immediately, it will be easier to retain the answer in your memory. If you are doing this alone, practice answering questions quickly using sticky notes or check sheets. Memorization Method 12] Use the Squat Study Method The "squat study method," in which you study over and over again, is also useful for memorization. The memorization procedure is as follows (1) Cover the page of words you want to memorize with a checklist or a large sheet of paper, and answer the questions in order (2) If you make a mistake, understand the meaning and start over (3) When you have memorized all the words without making a mistake, move on to the next page. By repeating the above steps (1) to (3), you will be able to consolidate your memory. The squatting study method is an effective method of memorization, as it eliminates one by one the common "I-think-I-remembered-things" that tend to occur in memorization. Memorization Method 13: Use the Mille Crepe Study Method The mille crepe study method is recommended for use in combination with the squat study method. The name "Mille Crepe Study Method" comes from the fact that you study in layers, just like a mille crepe. For example, if you want to memorize 30 words in 2 days, follow the steps below. (1) Memorize 30 words in one day (2) Memorize 30 new words on the second day (3) Review the 30 words memorized on the first day Repeat steps (1) through (3) until you reach your target number of words. When you think you have memorized all the words, start over again from day 1 for the second week. Memorization Method 14: Use the Memory Palace Memory Technique There is a method of memorization using Memory Palace Mnemonics. In Memory Palace, you place the things you want to memorize in buildings. You order the streets and buildings that you see in your daily life and associate the location with what you want to memorize. For example, let's say that when you leave your house in the morning, you set the entrance as 1 and the street in front of your house as 2. You then set up the words you want to remember for each location. The key is to include a story that weaves a strong image or emotion around each location. Tying it to an unrealistic story will leave an impact on your memory. Memorization Method 15] Use an Application Nowadays, there is a way to memorize using an app on your smart phone. The advantage of using an app is that you can memorize in your spare time while commuting to and from school or work. Also, they do not require bulky luggage like reference books or notebooks. There are an increasing number of apps that allow you to record and highlight your study results, so you can choose the one that best suits your purpose. Back to Table of Contents Subject-Specific Memorization Recommendations Memorization methods vary depending on the subject matter covered. Next, let's look at the recommended memorization methods for each subject. Japanese In addition to writing, Japanese involves memorizing kanji characters. When memorizing kanji, it is important to first read the kanji aloud. Writing the kanji after reading it aloud will make it more effective. Also, simply reading books and familiarizing yourself with kanji will help your memory to stick. If you are not good at Japanese, choose a book of your favorite genre and read it once. Arithmetic and mathematics In the case of arithmetic and mathematics, you must learn how to use and apply formulas rather than memorize them. Being able to explain to a third party how you solved a problem using a formula will help you remember. Ancient Japanese In ancient Japanese, it is important to memorize words and phrases repeatedly. It is effective to increase the amount of memorization, so it works well with the squatting study method and the mille crepe study method, which allow you to memorize many words at once. In addition, the ancient Japanese language has unique rhythms and phrases. As with kanji, memorizing them aloud will help you remember them. Science For science, we recommend using diagrams, illustrations, and videos as a method of memorization. There are many aspects of science that can only be understood or experienced visually, such as diagrams and experiments. It is often difficult to understand just by memorizing words, and it will not lead to memory retention unless you understand the underlying "why this is so. Society (History) In social studies, try to memorize not only one matter, but also the content associated with it. For history, you can memorize the chronology of the year by using a word list. While using reference books, seek a method that is easy for you to remember. Also, watching movies, dramas, documentaries, etc. will help you memorize naturally with interest. If you are interested in something, it will be easier to grasp the cause-and-effect relationships and timelines before and after. English English vocabulary is the most important part of English that needs to be memorized. Instead of memorizing only one English word, you can memorize related synonyms and opposites by relating them to each other. Also, try to memorize them together with example sentences. If you know how the word is actually used, it will be easier to visualize the word and retain it in your memory. Back to Table of Contents The Mechanism of Memorization Memorization is largely related to brain memoryThe brain has two types of memory: short-term memory, which stores information temporarily, and long-term memory, which fixes information for a long time. In memorization, it is said that it is important to change this short-term memory into long-term memory as much as possible. By inserting information repeatedly during a certain period of time, the brain makes the mistake of thinking that the information is something to be remembered with priority. According to an experiment conducted by Hermann Ebbinghaus, a 19th century German psychologist, people forget 66% of what they have learned after one day. (Ebbinghaus' Forgetting Curve) Therefore, it is important to repeat and memorize through repetition using the squat study method, the mille crepe study method, and so on. Back to Table of Contents Tips for Efficient Learning We have introduced specific memorization methods. Next, let's look at tips on how to memorize them efficiently. Stimulate the five senses Stimulating the five senses activates the brain and increases memorization. Those who have trouble remembering may just be following the text with their eyes and not using auditory information. By speaking out loud and moving your body, you will be able to memorize more efficiently. Memorize repeatedly The brain has a "hippocampus" where information is imprinted as long-term memory by repeating it over and over again. Therefore, try to memorize the same words and terms over and over again. Even if you think you have memorized a word or term, it becomes difficult to recall it after a few days. Don't try to memorize them all at once. It is not effective to try to memorize everything at once and cram it into your head. This is because there is a limit to how much a person can memorize in a day. Know that you cannot memorize everything right away, and repeat the lesson little by little every day to consolidate it in your memory. Get a good night's sleep. Memorization should be done with a good night's sleep. This is because lack of sleep will greatly reduce your concentration and memory, and you will not be able to fully benefit from the program. In addition, the human brain works to organize and consolidate what it has memorized during sleep. The best time to consolidate memories is immediately after waking up in the morning when the brain is in its freshest state, or at night before bedtime. Eat a brain-healthy diet. To memorize efficiently, eat a brain-healthy diet. In particular, blue fish contains DHA (docosahexaenoic acid), which activates the brain and helps with memorization. Fruits containing vitamin C and soybeans, which help memory and concentration, are also recommended. Combining Memorization Methods Let's combine the memorization methods introduced in this article. If you use only one memorization method, it tends to become monotonous and you will get bored. The point is to combine them in a way that allows you to use all of your senses. Choose memorization methods such as writing, reading, and physical exercise. Be interested in As much as possible, be interested in the genre you are memorizing. If you have an interest, you will be able to memorize while maintaining motivation. For example, for English, you can watch foreign dramas or foreign movies, and for science, you can visit museums or watch explanatory videos. If you are not good at a certain genre, you can ask your friends, acquaintances, or teachers how they memorize. Take advantage of your golden hours. It is said that there are other golden hours besides the morning when the brain can easily input information: before meals and before going to bed. Memorized information on an empty stomach is more likely to be input because the brain judges it to be life-threatening information. It is also effective to memorize before going to bed because the brain organizes information during sleep. It is important to be conscious of the time you memorize. Back to Table of Contents SUMMARY We have presented 15 recommended memorization methods and tips for efficient learning. It is important to memorize by reading aloud and using various useful tools, not just by following the words with your eyes. Recommended memorization methods differ for each subject, so be sure to choose the most effective one based on the genre you wish to memorize. Our e-learning system "learningBOX" can conduct e-learning studies and tests using memorization cards. You can also repeat the study and keep track of your grades, so you can keep track of how well you are absorbing what you have learned. The system is easy to use and low-cost, so it is sure to be useful for you. We also offer a free plan that you can try for free, so please feel free to start with a free trial. ▼Here's another recommendation! Also read Back to Table of Contents

Due to a system malfunction, we are experiencing problems with our grade control notification emails. Date of occurrence Wednesday, March 9, 2022 Description When logging in with an account other than the owner administrator and selecting "Show only unlearned" or "Show only unlearned and studying" on the Grade List screen, the system is unable to send grade management notification e-mails. We are currently working on a fix for this issue. We will report back to you as soon as the fix is completed. Until the fix is completed, we would like to ask that owners/administrators set their own settings when sending grade management notification e-mails under the above conditions. We apologize for any inconvenience this may cause. Thank you for your understanding.