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The demand for e-learning is increasing as face-to-face training and learning become more difficult in the wake of the new coronavirus infection. e-learning can be taken anytime, anywhere, and more and more companies are adopting it, especially now that more and more people are working from home. Against this backdrop, many people in charge of e-learning may be considering its introduction in the future. However, some of you may be asking yourself, "What is e-learning anyway? Why is the use of e-learning increasing? What is e-learning in the first place? If you are interested in learning more about e-learning, or if you are considering implementing an e-learning system, please take a look at this article. What is e-Learning? E-learning (e-learning, e-learning) is an abbreviation for "electronic learning," meaning a learning system using the Internet. In the business world, it has been adopted as a tool for human resource development. Terms such as "online learning," "Web learning," "e-run," and "WBT" are sometimes used with the same meaning. In most e-learning systems, learning materials and video materials produced in HTML/CSS/JavaScript, etc., are generally taught using a web browser. Before the spread of smartphones, e-learning systems were mainly used on PCs, but many e-learning services now support not only PCs but also smartphones and tablet devices. Back to Table of Contents History of e-Learning The e-learning form of learning has developed and permeated our lives along with the spread of the Internet and the evolution of mobile devices. Here is a brief history of how e-learning has come to its current form. ＜History of e-Learning The Ages Movements in the world 1) 1950s: Started in the U.S. The development of computers began in the U.S. and other countries, based on the idea that computers could be used to support education. (2) 1990s: Appearance and release of Windows 95 In 1995, Windows 95, which became explosively popular, went on sale, and personal computers spread to ordinary households. (3) 2000s: Full-scale introduction of PCs in Japan In 2000, the then Mori Cabinet launched the "e-Japan Strategy," which aimed to create a Japanese-style IT society. ④2000s: Smartphones and tablets become popular In the late 2000s, smartphones represented by the iPhone and Android, as well as larger tablet devices, began to appear, and e-learning underwent even greater changes. 5) 2020s - Rapid market growth due to the coronavirus disaster The spread of the new coronavirus infection causes schools to offer home-based learning and companies to promote telecommuting at a rapid pace. Collective learning and CAI development before the advent of e-learning Traditional group learning and group education have had challenges in terms of time and cost. Specifically, students and instructors need to be in the same place at the same time, which requires preparation, travel time, and transportation costs. In addition, since everyone proceeds with the same learning in a uniform manner, there is a tendency for differences in the level of understanding on the part of the learners. CAI stands for "Computer Aided Instruction," which means education using computers. Birth of "CBT," a CD-ROM-based learning system In 1995, Windows 95 was released, and personal computers became popular in many homes and businesses. This led to the emergence of a CD-ROM-based learning format, called CBT (Computer Based Training), which provided a learning environment with multimedia learning materials that made extensive use of video, images, and sound. However, CBT had its own problems, such as the cost of creating CD-ROMs, the difficulty of modifying the program, and the inability of the company to manage the progress of the learners. Evolution to "WBT," Internet-based learning WBT (Web Based Training), which refers to learning using a web-based system, was developed in light of the problems with CBT. WBT enables learners to manage learning materials and learning history together on a server, thereby overcoming the weaknesses of CBT. Another key point for learners is that they can take lectures at any time and place with an Internet connection. Today, the online learning style described above is called e-learning, and it is used in a variety of situations such as corporate training, knowledge sharing, and distance learning. Modern e-Learning utilizing multiple devices and SNS The 21st century has seen the spread of mobile devices such as smartphones and tablets, and there is a growing need for e-learning to be compatible with multiple devices, not just PCs. The ability to view e-learning on smartphones and tablets is expected to lower the hurdles to learning and improve knowledge acquisition and motivation to learn. Another trend in modern e-learning is the use of SNS to promote communication among learners, in addition to one-way feedback from the administrator to the learner. Dedicated contact points, bulletin boards, and internal SNSs have been set up to solicit posts and questions from learners, with the aim of increasing their motivation. Back to Table of Contents Why E-Learning Has Increased in Importance Why has e-learning become increasingly important in recent years? Here are five of the most important reasons. Reason 1: The Corona Disaster Makes Group Training Difficult With the spread of the new coronavirus, travel to and from the training site and gathering at the training site itself have become restricted. Many schools have taken measures such as canceling school attendance and conducting classes remotely. Web conferencing services such as Zoom are sufficient for one-way delivery of classes and training programs, but they cannot be used to measure understanding or have students submit assignments. Therefore, an e-learning system provides a variety of advantages for both administrators and learners by allowing them to monitor the scores, learning status, and assignment submissions of each learner at any time and from any place. Reason 2: Widespread Use of Communication Environments and Information Devices With the spread of fiber-optic lines at home and at work, and the spread of high-speed, large-capacity communications such as 4G and 5G on smartphones, viewing videos has become a smooth process. The improved communication environment has also contributed to the spread of e-learning, as it has become easier to manage data centrally on a server and allow users to retrieve data when they need it. Diffusion in the Education Field Under the GIGA School Initiative promoted by the Ministry of Education, Culture, Sports, Science and Technology (MEXT), elementary, junior high, and high schools are beginning to provide each student with a personal terminal. Depending on the school's policy, the degree to which students can freely use the terminal or whether they can take it home may vary, but at least one terminal per student is becoming an environment in which students can use it exclusively. In addition, most students now have smartphones. In the early days, smartphones had inferior performance compared to PCs and were limited in what they could do. Recently, however, the performance of smartphones has improved, and web content designed for PCs can now be viewed with almost no problems. Many websites are now accessed more frequently from smartphones than from PCs, and many websites are now optimized for smartphones. Diffusion to the general public According to a study by the Mobile Society Research Institute, among men and women aged 15 to 79, smartphone and cell phone ownership will reach 94% by 2022. Smartphone ownership among the working generation is even higher, making it feasible to offer e-learning using personal devices, although security considerations must be taken into account. In e-learning, the same content is generally provided to a large number of learners, and in some cases, a high level of confidentiality is not required. If a high level of confidentiality is required, measures such as restricting learning to company PCs are necessary. Reason 3: Increased sophistication of work With the advancement of information technology, the knowledge required to carry out work has increased overwhelmingly. We no longer live in an age where we can eat off the knowledge and skills we learned in school for the rest of our lives. Workers need to constantly acquire new knowledge and skills. New knowledge and skills need to be acquired in a timely manner, and there is not always someone nearby who can teach them. Telework has become common, and now workers can work from any location. E-learning is suitable for deploying operational manuals and materials on legal revisions created at the head office in Tokyo to offices scattered across the country. Reason 4: Generalization of mid-career recruitment and job change Job changes have become more common today. It is becoming less common for new graduates to stay with a company until retirement. As a result, the timing of hiring and entry into the workforce has become more varied, and training is now provided according to the time of entry, rather than hiring new graduates en masse and providing the same education and training over the course of a year. If an educator takes time to train each time a new employee joins the company, it may interfere with the work that should be done. Mid-career hires vary in job types and skills, so if everyone is given the same level and speed of training, it is inefficient and does not motivate the learners. In such cases, e-learning can be used to provide training that is suited to each individual according to their level of understanding and can be conducted efficiently. Reason 5: Document sharing systems alone are not sufficient. For the purpose of distributing manuals, document sharing systems such as Google Docs and Google Spreadsheets may seem sufficient, but document sharing systems cannot adequately monitor viewing and learning status. However, document sharing systems cannot adequately monitor the status of viewing and learning. Also, it is difficult to monitor the level of understanding because it is not possible to conduct confirmation tests, etc. Therefore, an e-learning system is suitable for "cases where learning is essential and evidence of learning must be preserved. Back to Table of Contents Benefits of e-Learning If you are currently struggling with how to train employees, share accumulated knowledge within your company, or develop human resources, e-learning is a great option. e-learning brings benefits to both managers and learners. Please see the table below for details. ＜Benefits of e-Learning Administrators Cost reductions can be expected. Centralized management of learner progress, grades, and attendance information Easier to revise and update course materials Easy to provide appropriate learning materials for each learner Learners Can repeat the course Less time and place constraints Easy to monitor progress and level of understanding Easy to use smartphones and tablet devices Back to Table of Contents Disadvantages of E-Learning and their Countermeasures By understanding the weaknesses of e-learning, you can take countermeasures when you implement e-learning. We will explain specific countermeasures to help you. Difficulty in maintaining motivation In the case of e-learning, the educator and learner do not meet face to face. Therefore, unlike in schools or other educational settings or in corporate group training, motivation cannot be maintained by the skills of the educator. In order to maintain motivation, it is of course important to provide interesting and effective learning materials, but e-learning is often conducted during work hours or while traveling, so a "micro" structure is preferred. While a typical school class or group training session lasts 45 to 90 minutes, a few minutes per session is preferable for e-learning. In addition, e-learning may be designed to arouse a desire to collect and compete by using systems such as rankings, badges (medals), and guilds (team cooperation and joint responsibility) like those used in social games. The learner's face is not visible. The "inability to see the learner's face" also means that we do not know the learner's level of understanding, feelings, questions, etc. If you include questions to check comprehension, you will be able to get an idea of their level of understanding. You can check their feelings and questions by asking them to answer questions in the form of a report or a questionnaire. E-learning allows students to complete their learning online, and because they cannot see each other, careful communication is necessary. Difficult to secure content While it may seem difficult to create educational materials from scratch, some e-learning systems allow you to upload and use content that is already available. For schools Some e-learning systems for schools provide teaching materials that are aligned with educational guidelines and textbooks. By using such e-learning systems, you can introduce e-learning without the hassle of creating teaching materials. For private companies If the content is directly related to business operations, there are no ready-made materials available, so it is necessary to either create the materials in-house or use an e-learning materials production company. Using an outsourcing company makes it easier to create great-looking content, but it is also more expensive and difficult to update the content, so it is important to distinguish between outsourcing and in-house support. Back to Table of Contents What You Need to Implement E-Learning When implementing e-learning, you need to prepare two main components: a learning management system (LMS) and learning materials. Here we introduce each of them. Learning Management System (LMS) LMS is an abbreviation for "Learning Management System," a system that enables the creation and distribution of e-learning learning materials and the centralized management of learning progress and grades. It is the foundation for the development of an environment that supports effective e-learning implementation. study material Even if you have a high-quality system, it will be a waste of resources if you do not have effective learning materials. Systems that allow users to create and select from a variety of types of quizzes, tests, questionnaires, etc. are now available to enable the creation of high-quality learning materials. When preparing learning materials, choose the best one from the following three methods according to your objectives and budget. Use off-the-shelf products from companies that provide educational materials specialized in areas such as sales and PC skills Hire an e-learning company to produce the e-learning course. Produce the e-learning program using only your own resources Back to Table of Contents Use e-Learning to Create an Efficient Learning Environment! In this issue, we have reported on the history of e-learning, the reasons for its growing importance, and its advantages and disadvantages. e-learning is expected to be used more and more in the future, and its adoption is expected to increase in many more situations than now. Let's build an environment for efficient learning by taking advantage of its merits and covering its demerits well. If you are considering the introduction of an e-learning system for your e-learning implementation, please take advantage of "learningBOX. This e-learning system is characterized by its ease of use that requires no complicated operations and reasonable fees, making it easy for even those without specialized knowledge to create teaching materials and tests. Up to 10 accounts are available free of charge, so please feel free to start with a free trial. ▼Here's another recommendation! Also read. Back to Table of Contents

Due in part to various social conditions, the wave of digitization is spreading throughout Japan. In this context, many managers and staff members may be interested in digitizing the manuals they operate within their companies. In this article, we will explain the background behind the spread of digitization of manuals and the benefits of digitization. We will also introduce the procedures for digitization, so please continue reading to the end of this article if you are interested in renewing your manual operation system. Background of the increasing digitization of manuals The spread of the new coronavirus that began in 2020 has brought attention to the widespread use of remote work and DXing within companies in Japan. According to the Ministry of Internal Affairs and Communications, the rate of telework adoption by the private sector rose from 17.6% to 56.4% during the first emergency declaration and again to 38.4% during the second emergency declaration. Source: Ministry of Internal Affairs and Communications This is because there is a growing trend to replace conventionally operated paper manuals with electronic manuals when introducing teleworking. With the spread of telework, companies are required to create an environment where manuals can be accessed from multiple locations. The realization of digitization will make business operations more efficient. Back to Table of Contents Advantages of Digitizing Manuals As the trend toward digitization is accelerating in all areas, so too is the digitization of manuals. In this context, many of you may want to know what advantages can be gained by digitizing manuals. Here are three advantages of digitizing manuals. Increased operational efficiency By digitizing manuals, paper manuals can be organized, classified, and stored systematically. This will improve work efficiency by making it easier to search for information, even if the manuals are voluminous. Another major advantage is that information can be accessed anytime, anywhere. Enables joint management Manuals must be created, stored, and updated in order to be maintained. While updating paper-based manuals is not a frequent task in terms of printing and storage, digitization makes it easy for anyone to update them. In addition, since electronic manuals can be managed collaboratively, the various tasks involved in updating can be carried out simultaneously. It can be said that electronic manuals are better suited for practical operations. Eliminates the need to carry them around Digitizing manuals eliminates the hassle of carrying them around. In the past, manuals had to be pulled out of paper media before use, but with electronic manuals, this process is no longer necessary. The ability to quickly retrieve necessary information at any time is a major advantage. The restrictions on location and time are eliminated, and work can proceed smoothly even when you are away from home, as you only need to carry your PC or smartphone. Back to Table of Contents Disadvantages of Digitizing Manuals While there are many advantages to digitizing manuals, there are also disadvantages. It is important to understand the differences from the paper-based media that have been in operation up to now. Here are two disadvantages of digitizing manuals. Cannot check multiple pages at the same time Unlike paper media, electronic media cannot reference multiple pages or multiple booklets at once. If you have been following business procedures by spreading out multiple manuals, digitizing your manuals may adversely affect your efficiency. Depending on the situation, it may be necessary to prepare two terminals or to make the electronic manuals compatible with split screens. Difficulties in transitioning to electronic manuals in some cases It is not easy to convert a large number of manuals to electronic format at once. Let's move from paper to electronic media little by little, depending on the situation. It is also necessary to make adjustments for those who prefer to use paper media or are accustomed to paper media operation. While communicating the benefits of digitization, it may be necessary to consider simultaneous operation with paper media in cases where this is inevitably unacceptable. Back to Table of Contents Procedures for Digitizing Manuals The procedure for digitizing manuals can be divided into the following four steps STEP1: Decide on the manuals to be digitized STEP2: Prepare the tools to be used for digitization STEP3: Reconfirm the table of contents and overall structure STEP4: Start digitization using various tools Understand what needs to be done at each step, and proceed smoothly with the digitization of your manuals. Decide which manuals to digitize The first step is to decide which manuals are to be digitized and determine the purpose. Based on the benefits to be gained by digitizing manuals, select which manuals will be digitized first, such as those for new employees, sales employees, and field workers. Prepare the tools to be used for digitization Once the target manuals are determined, determine which tools will be used to digitize them. First, decide whether you will use free tools or paid tools. Typical free tools include Google Drive, Google Docs, and Google Spreadsheets. In addition, a variety of paid tools have been released by various companies. Check the details of each service and choose the one that best suits your purpose. Reconfirm the table of contents and overall structure Once the tool to be digitized has been decided, review the existing contents, including the scope of work, advance preparation, procedures, and the level of detail required, and reconfirm the table of contents and overall structure. If there have been any problems in the past with paper-based media, correct them here. When revising the manual, it is important to reexamine what you want to convey in the manual, and then systematically restructure it. Final checks should be made for digitization, including additions and deletions. Start digitization using various tools Once the content has been finalized, it is time to begin digitization. Depending on the tool you use, you may need to input the information into a template or import existing files while digitizing. After the manual is completed and distributed, it is important to make improvements as you use it. Since digitization makes it easier to update the manual, make revisions as necessary to make the manual more complete. Back to Table of Contents Let's move forward with IT in our company! The number of companies that are working on the computerization of manuals is gradually increasing, encouraged by the recent social situation. Let's consider the advantages and disadvantages, and how we should tackle the issue before proceeding. When digitizing, it is also important to scrutinize the work procedures. If you would like to review your in-house training methods in conjunction with the computerization of manuals, please consider our learning management system "learningBOX". With its complete set of functions, including the creation and distribution of teaching materials, grade management, and participant management, it is the perfect IT solution for in-house training systems. 10 accounts can be used free of charge for an unlimited period, so please feel free to try it out for a free trial. ▼Here's another recommendation! Also read. Back to Table of Contents

Introducing 9 effective human resource development methods! Explanation of key points of implementation and how to proceed. In order to increase a company's strength, human resource development must be conducted effectively and efficiently. Some managers and human resource managers may have questions such as, "I want to know how to improve the skills of my employees," or "I want to know how to decide on a training policy based on the level of employees. In this article, we will explain the methods and implementation points of human resource development. If you are interested in reviewing your training methods in accordance with your company's actual situation, please continue reading to the end of this article. Click here for Table of Contents What is the importance of human resource development? 9 Typical Human Resource Development Methods Key Points for Smooth Implementation of Human Resource Development Procedures for promoting human resources development Supporting Human Resource Development through e-Learning What is the importance of human resource development? People, goods, money, and information are important as resources that increase the value of a company. All of these are very important items in corporate management, but people are said to be the most important resource among them. The growth of human resources is directly related to the growth of a company, and failure to develop human resources can lead to a loss of market competitiveness. In addition, we are approaching an era in which globalization demands the development of human resources who can be active not only domestically but also internationally. Developing high-level human resources who can be active in all situations, both domestically and internationally, will lead to the growth of the company itself. Nine typical human resource development methods There are various methods of human resource development, and they should be used according to the situation. Since new hires and mid-career employees have different levels of experience and skills, the training methods to be taken may differ. The following is an explanation of nine human resource development methods, including on-the-job training for new employees. On-the-Job Training (OJT) OJT is a method of acquiring necessary knowledge and skills through on-the-job training. OJT has been introduced by many companies and is highly popular as a means of efficiently promoting immediate job skills. Since senior employees are nearby to help you with your practical work, you can expect to acquire skills quickly. While on-the-job training programs for new employees tend to be well established, many companies have yet to develop programs for mid-career employees. Off-JT (Off-the-Job Training) Off-JT refers to group training in which lectures and group work are conducted in a single location. Since trainees gather in the same place to receive training, it is characterized by the ability to train a large number of people at one time. Because it is a human resource development method that targets multiple people, the quality of the training is less likely to be blurred and a certain level of quality can be maintained. Another feature of this method is that it enables participants to prepare for actual work through role-playing and other methods in order to apply the knowledge and skills they have learned. By acquiring knowledge in advance, you will be able to work with peace of mind. E-learning E-learning is a training method in which knowledge is acquired by digesting online content using a smartphone or computer. In recent years, many services have been released and an increasing number of companies are adopting them. Group training requires the arrangement of a venue and the request of an instructor, but none of these costs are required. Another key point is that the system allows you to learn regardless of location, so you can make effective use of your free time while commuting to work. On the other hand, the depth of learning varies depending on the motivation of the student, which is an issue. Mentoring System The mentor system is a training method in which senior employees (mentors) provide guidance and support on a one-on-one basis, mainly to new employees. This system covers a wide range of areas from accumulation of work experience to mental care. By having a senior employee, rather than a supervisor, provide guidance, the system solves problems that new employees tend to have, such as "I don't have a senior employee I can talk to anytime about my work or private life problems," and creates an environment in which it is easier to ask for help. An increasing number of companies are introducing mentoring programs with the aim of revitalizing the company and reducing turnover. Job Rotation Job rotation is a method of training employees by reassigning them to different positions with the aim of developing their skills. Unlike regular personnel transfers, job rotation is strategically implemented based on a clear human resource development plan to promote long-term growth. The main objectives are to place the right person in the right position, to gain an overall picture of the company through various tasks, and to bring about new innovations through skill development. In many cases, the program tends to target future executive candidates. Various methods are used, ranging from assignments to multiple departments over a short period of time, such as three to six months, to assignments to a single department over a long period of time, such as three to five years. Management by Objectives (MBO) The Management by Objectives (MBO) system is a system in which each employee is asked to set goals and is evaluated based on the degree of achievement of those goals. It is a method of training employees to become more proactive, expecting them to work with their own ingenuity and effort in order to achieve the goals they set. When setting goals, relate them to the goals of the company as a whole and to the goals of the department. This is to foster an awareness of the need to contribute not only to one's own growth, but also to the company itself. In addition, it is necessary to have your supervisor or the person in charge check the appropriateness of the content of the goals you set. Coaching Coaching is a training method in which the supervisor helps the trainee achieve his or her goals through advice and questions. Coaching has been introduced by many companies as a method to motivate employees while promoting their autonomy. Supervisors with a wealth of knowledge and experience are required to implement this method. Training for the coachee is also necessary, as the key is how to guide the coachee toward his or her goals. Teaching Teaching is a training method in which a supervisor or senior employee passes on information and skills to the trainee. The main purpose is to convey basic knowledge and basic rules for starting work. While the subject of coaching is the "trainee," the subject of teaching is the "supervisor/senior employee. Teaching is intended to provide necessary information in a one-way manner and does not place emphasis on mutual communication. Stretch Assignment Stretch assignment is a training method in which trainees are assigned tasks that are more difficult than their current abilities, with the aim of acquiring skills that they have never had before. By placing the trainee in a challenging environment, rapid growth is encouraged. The assignment requires a good understanding of the subject because it is necessary to set tasks that can be achieved through hard work, rather than assigning tasks that are unnecessarily difficult. This program is used with younger employees and is also used to develop a list of future executive candidates. Key Points for Smooth Implementation of Human Resource Development The following are points for those who are considering or reviewing new human resource development measures to ensure smooth implementation of training. Since it is extremely important to know how to set up an internal system, please refer to this section if you are involved in human resource development. Allow time for human resource development In order to promote human resource development smoothly, you must focus on creating an environment that secures time for training. Many HR managers, senior employees, and supervisors have a variety of tasks to perform alongside their training. In some cases, it may be difficult to parallel normal work duties, so it will be necessary to build a system that allows for adjustment of workloads and other measures to ensure that human resource development can be handled as well. Enhance the skills of personnel in charge of human resource development Improving the skills of those who are actually involved in human resource development is also an essential point in creating an environment for human resource development. Without an understanding of the appropriate training methods, the people to be trained will not be nurtured, so it will be necessary to acquire the appropriate skills and knowledge as a leader. Therefore, training and development for supervisors and personnel in charge must also be undertaken in a planned manner. Training for those in charge and rope training should be conducted to improve quality and equip them with the skills for teaching. Establish an evaluation system for human resource development. To facilitate human resource development, it is important to establish an evaluation system for personnel in charge. Unlike sales, where sales figures are directly generated, or marketing, where overall strategies are assembled, human resource development tends not to be evaluated by numbers. However, work related to human resources is an important task that can be said to be the foundation of a company. However, it is also a job that is very difficult to evaluate because results are not immediately apparent. It is important to create a clear evaluation system because it may lead to a decrease in motivation if the personnel manager feels that he or she is not getting an appropriate evaluation based on the burden. Procedures for advancing human resource development The following is an explanation of the procedures for promoting human resource development. Blindly passing on skills and knowledge without a clear objective will not develop human resources. Let's follow the appropriate flow and proceed effectively. If you are unsure of how to proceed with human resource development, please refer to this section. Analysis of Current Situation and Identification of Issues Before proceeding with human resource development, it is important to analyze the current situation and identify issues. It is important to properly understand the current productivity and efficiency of the personnel to be trained. To this end, it is necessary to conduct interviews with supervisors and department personnel to identify the issues facing the target employees. Clarify the skills and character required of the target person. After completing the analysis of the current situation and understanding of the issues, it is time to solidify the specific skills and personality profile required of the target persons to be trained. To this end, it is effective to create a skill map. A skill map is a list of the skills required for the career of each trainee, organized in a step-by-step manner, so that goals such as "acquire these skills in XX years" can be clearly defined. By clarifying not only practical skills, but also human qualities and other aspects of the person's life, it will be easier to determine what needs to be done in the next 5 to 10 years to achieve these goals. Select the appropriate training method for the target person Once the skills and personality profile of the person to be trained have been established, select the most appropriate training method from among various methods such as job rotation, mentoring, and target management systems. In doing so, it is also important to measure the on-site burden and costs associated with the training, and then distribute the burden across the entire organization so that no specific department is burdened. It is also necessary to regularly measure the effectiveness of human resource development to determine whether or not it is progressing according to the plan. It is important to check whether skills are actually being acquired and whether they are developing into the human resources required by the company, and to correct course if there are any delays. Supporting Human Resource Development through e-Learning Every company has the desire to strengthen its foundation by focusing on internal human resource development and to increase its market competitiveness over the medium to long term. We will select the appropriate training method according to the actual situation of your company. If you are considering an e-learning training plan, please consider our "learningBOX". We have all the functions necessary for e-learning, from content management to learner management, so please contact us first with a request for information.  

An LMS is a system that allows in-house training and learning to be completed entirely online, and more and more companies are adopting such systems in recent years. Among them, many managers and educators would like to adopt a free LMS in order to reduce costs. In this article, we will explain the advantages of adopting an LMS, how to adopt a free LMS, and points to note; if you are interested in enhancing your educational system with an LMS, please continue reading to the end. Table of Contents 01What is LMS? 02Merits of Implementing an LMS in a Company Management Educators Trainees' side 03How to implement a free LMS Choose a free system or service Develop your LMS system in-house Develop using open source 04Points to keep in mind when implementing a free LMS Check the number of users Check the period of use Check the functions 05Try the free version of LMS as a test! What is LMS? LMS is an abbreviation for "Learning Management System. In Japanese, it is called a learning management system. It has a role as a portal site where contents such as textbooks and videos for students to study are managed, and is useful for managing learning of a large number of students. LMS is provided as an online service using a browser or a dedicated application. A single LMS has many functions, and the variety of functions available varies from system to system. Back to Table of Contents Advantages for Companies to Implement an LMS LMSs are being introduced in a variety of fields and offer many advantages, such as the ability to learn at any time and place and cost savings. Many people may want to know other specific advantages of implementing an LMS. Here, we will introduce the advantages of LMS implementation by user, i.e., management, educators, and students. Management The major advantage for management is the possibility of reducing various costs related to learning. In particular, training costs incurred by gathering a large number of trainees, such as the cost of the venue, rewards for lecturers, and transportation and lodging for trainees, can be substantial, but with an LMS, all of these costs can be eliminated because the training can be completed online. For educators The advantage for educators involved in the actual operation of the LMS is that it facilitates the management of student learning progress. Since various student data is stored in the cloud, information can be managed centrally and learning history and course status can be monitored in detail. The ability to take individualized action according to the progress of each student is a major advantage. Specifically, the system will be able to provide pinpoint advice on each student's weak areas, allowing them to focus on those areas for improvement. The precise feedback according to the situation will also lead to increased motivation for the trainees. On the participant's side The advantage for students is that they can study at their own discretion at any time. If the content is not being delivered live, they can use the LMS to study according to their own schedule. Using a smartphone or tablet, students can use their spare time to study while commuting to and from work. Another major advantage is that the quality of the content is always consistent, regardless of the instructor's ability. The appeal of an LMS is that not only is there no difference in the content, but you can also select the materials according to your own level and brush up on what you have learned. Back to Table of Contents How to Implement an LMS for Free Many business owners are thinking, "I want to use an LMS, but I want to keep costs as low as possible." Here we will explain how to implement an LMS for free. Choose a free system or service Now that LMS and e-learning content are available, a variety of systems and services have been released by various companies. Most of the services are fee-based, but there are some services that allow you to use some of the content for free, which can be an effective way to take advantage of them. In such cases, the number of people, time period, and available content may be limited, so advance research is recommended. Developing an LMS system in-house Another way to eliminate external costs is to develop your own LMS. By allocating your own resources to develop an LMS, you can freely build a system that meets your objectives and uses. However, it is necessary to launch a somewhat large project to define requirements, formulate specifications, develop, and operate the system. It should also be noted that the system is not completely free, as development costs must also be taken into consideration. Development using open source If you want to make the operation cost free by developing the software in-house without using other companies' services, development using open source is also recommended. Since the base platform is already available, even if you lack technical skills, you can develop with a certain level of skill. In this case, choose a highly secure platform based on the characteristics of open source software, which can be freely edited and shared by anyone. This is a very important item from the viewpoint of preventing damage caused by malware. Back to Table of Contents What to Consider When Implementing a Free LMS Although many partially free LMSs have been released, you may face unexpected problems if you do not understand the precautions to take when introducing a free LMS. To ensure smooth operation, please review the following precautions before introducing a free LMS. Confirm the number of people who can use the system Most free LMSs have a limit to the number of people who can use the system. The number of users varies from service to service, but most do not support a large number of users (10 or more), so they are not suitable for use by companies of a certain size. It is advisable to check in advance how many people the system can accommodate. Check the period of use. When using a free LMS, it is also important to check the usage period. Some LMSs are only free for one month, so if you fail to check, you may end up paying a monthly fee after you sign the contract and find out that there is a fee. Make sure to check in advance how long you can use the service for free. Check the functions When introducing a free LMS, make sure that it has functions that match your company's objectives and uses. Select the LMS that best suits your company's needs. Also, which devices, such as PCs, tablets, and smartphones, are supported by the system will also vary. We recommend that you also consider the learning environment for your students before selecting a system. Back to Table of Contents Try a Free Version of the LMS as a Test Many companies are using LMSs to facilitate student learning. Although there are some limitations in terms of functionality and duration, why not try a free LMS first as a test? After you determine that it is practical, you can proceed to consider whether or not you should spend the money. With our LMS "learningBOX", almost all functions can be used indefinitely and free of charge for up to 10 accounts. Anyone can use it easily, so please feel free to start with a free trial. We also recommend this! Also read Back to Table of Contents

In contrast to face-to-face learning, where the instructor and student meet at a specific location, online learning, where the learning is conducted on the web, is gaining recognition and adoption year after year. Some managers and educators may want to know how to compare online learning services. In this article, we will provide an overview of online learning, its types, and points of comparison. If you are interested in enhancing your company's internal education system, please continue reading to the end. What is Online Learning? Online learning is a learning method in which learning is conducted over a network using devices such as PCs, tablets and smartphones. There are several forms, such as on-demand delivery and real-time live delivery, which can be used according to the purpose. In the past, the instructor and students had to gather at a predetermined time and place to study. In recent years, however, online learning has become increasingly popular, allowing students to learn from anywhere in the world as long as they have an Internet environment and a device. The appeal of online learning is that it is not limited to companies; services for elementary school students and junior and senior high school students are also expanding, allowing students to choose the content that best fits their needs. Back to Table of Contents Types of Online Learning Online learning can be divided into two main types: on-demand delivery and live delivery. Other types of learning are characterized by communication between students. Let us now explain the different types of online learning. Learning through video content (on-demand delivery) Learning by video content (on-demand delivery) is a learning method that uses pre-made video content. On-demand delivery offers the convenience of being able to study at any time of the day, as long as it is convenient for the student. In addition, students can watch and review the content as many times as they like to deepen their learning. On-demand delivery can be used for a variety of purposes, such as "reviewing content already studied online," "preparing for in-depth study in the main class by studying online in advance," and "making up for missed classes. Online real-time learning (live streaming) Online real-time learning (live streaming) is a real-time learning method using services such as Zoom, Skype, and Google Meet. The appeal of this method is that it allows students to learn in a way that is similar to an actual lecture or class, so they can deepen their learning while experiencing a more live learning experience. The main uses of live streaming are "to take a class at school at home" and "to learn English from an instructor living overseas. Another advantage is that there is no editing work required for on-demand delivery. Group Learning Online learning is also used for group learning using tools such as Zoom. There are several types of group learning, such as "multiple people discussing a single topic," "creating a deliverable," etc., and they are characterized by the fact that they aim to utilize knowledge, understand diversity, and promote communication. Back to Table of Contents Comparison Points for Choosing Online Learning For those who are considering implementing an online learning service, here are some points to compare when selecting a service. The key points include how extensive the content is for both the learner and the administrator. If you are not sure how to choose the right service, or if you want to know the selection criteria, please refer to the following information. Degree of learning content When introducing an online learning service, make sure that the content is appropriate for the learning objectives. New employee training for new recruits should provide systematic and comprehensive learning of the skills required for working adults, while training for managers should concentrate on management knowledge, and so on. It is important to check whether or not learning contents are prepared in line with the individual objectives. Quality of the management system The quality of the management system is also an important point of comparison. The content of the management system will greatly affect the smoothness of feedback to students, grade management, and so on. It is important to choose a service that meets your objectives after checking the functions of the system, such as whether it has course management functions such as reminding students who have not taken classes, and whether it has functions for conducting tests and questionnaires. Cost-effectiveness When implementing an online learning service, it is essential to calculate the cost-effectiveness of the service. When a company provides learning to its employees, the underlying desire is to improve employee performance. In other words, the main purpose of online learning services is not learning itself, but to contribute to the company through the acquisition of knowledge and skills. When selecting a service, it is important to calculate the frequency of use and the expected benefits of learning, and to verify whether these results are balanced with the cost. Select a service that offers excellent support. When comparing online learning services, it is important to choose one that offers a full range of services. Many online learning services are packaged, but if they offer a variety of options outside of the package, they will be easier to customize and use on a case-by-case basis. Even if the packaged content is excellent, there may be areas that do not fit within your objectives or company structure. In such cases, choosing a service that has a system in place to suggest improvement measures will make the operation smoother. Back to Table of Contents Points to Consider When Comparing Online Learning Since the introduction of online learning requires a certain cost, it is not easy to change the plan once it is introduced. Here we will explain some points to keep in mind when comparing online learning plans, such as clarifying the purpose of introduction and checking the contents of the plan. Clarify the purpose of introducing online learning The first point to note is to clarify the purpose of implementation before making a selection. Clarifying the axis of what online learning will be used for will highlight the type of service that should be introduced. In doing so, it is important to consider the extent to which cost, content, quality, and other factors are required. By imagining in detail the learning you want to achieve, you can choose the best system for both the student and the administrator. Check plan contents and prices Most online learning services offer several plans, depending on the content and number of people they support. Check the extent to which each plan covers the needs of your students so that you can provide them with appropriate and continuous learning. In some cases, prices can vary greatly, so we recommend that you consider plans while fully understanding their cost-effectiveness. Select a system that keeps students motivated. No matter how high the quality of the content is, it is meaningless to introduce a system if it fails to keep students motivated and their learning ends halfway through. Therefore, it is important to check whether the system includes a feedback function, a questionnaire function, a test function, and other functions that can arouse motivation. If the system does not have these functions, it is also important to consider how to cover them internally. Back to Table of Contents Choose Online Learning for Your Purpose! As remote work becomes increasingly popular, the use of online learning to facilitate learning is spreading to many companies. After clarifying what kind of content you are looking for, select a service by comparing its merits and demerits. If you are not sure which service to choose, how about our "learningBOX"? learningBOX is an e-learning system that can be easily introduced to anyone and has all the necessary functions such as creating teaching materials and managing grades. 10 accounts can be used for free for an unlimited period. Please feel free to start with a free trial. ▼Here's another recommendation! Also read Back to Table of Contents

If you work for a company, you probably have the opportunity to create or answer questionnaires within your company. If you know what is going on in your workplace, you can improve employee satisfaction and identify problems. Furthermore, the results may lead to a reduction in employee turnover. They are also useful for conducting customer satisfaction and service surveys. Surveys are essential for both internal and external use, but it is important to know the points to keep in mind when creating them. In this article, we would like to introduce in detail the points to keep in mind when creating a survey within your company. If you are creating a survey within your company or are planning to do so in the future, please take a look at this article for reference. Table of Contents 01How to Create a Questionnaire to Understand the Current State of Your Company STEP1: Set the purpose of the survey STEP2: Set the questions to be asked STEP3: Set the types of questions STEP4: Set up the order of the questions STEP5: Create the text of the questions STEP6: Prepare the options STEP7: Final confirmation 02Example of Questionnaire (Template) ①Employee satisfaction questionnaire 2) 360-degree evaluation Stress check 03Points to consider when creating an internal questionnaire Be sure to include items related to basic information. Provide "Other" as an option. Do not mix similar choices. Be aware of the two-factor theory when creating employee satisfaction questionnaires. Explain the meaning of the questionnaire to employees. 04【Reference】Request text for internal questionnaires Example 1 Example Sentence 2 05【Reference】The use of the Web is recommended for in-house surveys. Increased collection rate Resulting in cost reduction 06Summary How to create a questionnaire to understand the current situation in your company It is important to create a questionnaire that will help you understand the current situation in your company and lead to improvements in the work environment. The following is a seven-step process for creating a specific questionnaire. STEP1: Set the purpose of the survey As a prerequisite, establish the purpose of why the survey is being conducted. Are the employees familiar with the management policies? Are there any dissatisfaction with the current working style? Are human relations with superiors and subordinates good? By taking a survey, you can obtain a variety of information as described above. Setting objectives is the most important factor in understanding the current situation in the company and resolving issues. STEP2: Set the questions to be asked Based on the set objectives, consider the questions to be asked. After creating the general framework of the survey, such as whether to use a choice or descriptive format, it is easier to think about the actual questions to be asked. Try to keep the questions as small as possible, so that they can be answered in about five minutes, which will make it easier for the employees to get the content in their heads and not overload them. After the survey is completed, the data will need to be analyzed, so the questions should be designed to be easy for the creator to analyze. STEP3: Set the question types Set the type of question to be asked. The following types of questions are mainly used in in-house surveys. Radio button type Check box type Matrix type Scale Type Text Box Create your survey using a combination of types as needed. Radio Button Type Radio buttons are the most popular type of survey. It is a circular button with the middle cut out, and is used when you want respondents to answer only one question. How do you commute to the office? Walking 0 Bicycle 0 Train 0 Bus 0 Other Check box type The checkbox type is used when you want to receive multiple responses. Use the square button with the middle out to indicate "multiple responses allowed. Please tell us what stresses you out (multiple answers allowed). □ Job description □ Relationships □ Commute time □ Overtime work □ Other Scale Type The scale is a type of scale that is used when you want to check the degree of satisfaction of an employee. It is often used to find out the level of satisfaction and feedback from employees. For example, "Are you satisfied with your current salary? 5-point scale Satisfied 0 Somewhat satisfied 0 Neither satisfied nor dissatisfied 0 Somewhat dissatisfied 0 Dissatisfied Matrix Type The matrix type is used when multiple items are asked to be answered with the same choices. It is often used when you want to ask the same question all at once. What is important to you in your work? 5 steps Applies to Somewhat applicable Can't say either way Does not apply to me very much Does not apply to me Outcome 0 Zero Zero Zero Zero human relations 0 Zeros Zero 0 0 Welfare 0 Zero 0 0 0 Text Box Type A textbox is an open-ended type. They may be placed at the end of the survey if you want to ask a previous question in more detail, or to get free opinions. Please tell us why you answered the question as shown in Q0. STEP 4: Align the order Align your internal survey in an order that makes it easy to answer. Respondents will feel uncomfortable if they have to think carefully or if difficult questions are asked first. Therefore, questions that are difficult to answer should be placed last. Also, placing questions out of order can cause a "carryover effect," where the earlier questions affect the answers to the later questions, which can reduce the accuracy of the analysis. It is important to consider the order of the questions so that they are easy for respondents to answer and for the creator to analyze. STEP5: Create question text Create the question text according to the question type. It should be written in simple, neutral language, avoiding words that are unfamiliar to the respondent and wordy phrases. The key is to keep the questions brief and easy to understand, with only one or two lines. STEP6: Prepare options Prepare appropriate options. Generally speaking, it is advisable to prepare at least 5 questions and at most 15 questions, depending on the content of the question. Try to prepare as many options as possible, since similar options make it difficult for the respondent to answer the question. STEP7: Final confirmation After completing Steps 1 through 6, be sure to do a final check. We will check for typographical errors and omissions, and that the text is easy to understand. Especially for internal questionnaires, be careful not to create a poor quality questionnaire, as this can lead to a loss of trust among employees. Back to Table of Contents Sample Questionnaire (Template) Let's take a look at some sample templates to see what kind of questionnaires are actually used in companies. In this section, we will introduce three templates that are often used for internal questionnaires: "Employee Satisfaction Questionnaire," "360-degree evaluation," and "Stress Check. Employee Satisfaction Questionnaire 1. what is your gender? 2. What is your age? 3. 3. what department do you belong to? 4. how long have you been with us? How many years have you been with the company? 5. How challenging is your current job? 6. How satisfied are you with the relationships in your current job? 7. How satisfied are you with your current job? 8. How much would you recommend your current job to a friend? 9. How much do the following items apply to you? (e.g., "freedom and discretion," "results and cooperation," etc.) 10. 10. would you like to continue working at your current place of employment? 11. if you have any problems or requests regarding your current workplace, please feel free to write them down (free answer). (Free description) The Employee Satisfaction Questionnaire provides information on job satisfaction and ease of working. By analyzing the results, it is possible to improve the workplace environment and prevent a decline in the retention rate. (2) 360-degree evaluation 1. what is your gender? 2. what is your age? 3. what department do you belong to? 4. how long have you been with us? 4. how many years have you been with the company? (5) What is your position in relation to Mr. 00? (6) How does the following apply to Mr. 00? (6) How much do the following apply to you? (e.g., honesty, responsibility, creativity, cooperativeness, etc.) 7. Finally, please feel free to write your opinion about Mr. 00. (Free description) A 360-degree evaluation is conducted on employees with whom you have a working relationship and is a method of evaluating a specific subject. By having the subject of the evaluation viewed from the perspective of someone in a different position, information about the subject's abilities and skills can be gathered. The questionnaire also has the advantage of providing an objective evaluation and allowing the employee to notice areas for improvement. Stress Check Please put a "0" in the most applicable item. 4. A. I would like to ask you about your job. (applies Somewhat applies Somewhat does not apply Not applicable) 　　I have a lot of work 2. it requires constant concentration 3. I can work at my own pace 4. 3. I can work at my own pace 4. the work suits me, etc. B. We would like to ask you about your condition. (Always Often Sometimes Almost never) 1. 　　1. energetic 2. irritable 3. always anxious 4. lack of appetite, etc. C. Please tell us about your relationships. (Very much Quite a lot Somewhat or not at all) 1. 　　1. have you ever asked your boss for advice about work?　　2. have you ever talked to your coworkers about work?　　Have you ever consulted with a friend about work? 4.　　Have you ever talked to your family about work?　etc. D. We would like to ask you about your level of satisfaction. (Satisfied Somewhat satisfied Somewhat dissatisfied Dissatisfied) Stress checks are now mandatory in workplaces with 50 or more employees as a result of revisions to the Occupational Health and Safety Law. By conducting the questionnaire on a regular basis, we can learn about employees' mental health problems and aim to create a safe and secure work environment. Back to Table of Contents Points to Consider When Creating an Internal Questionnaire Here are five key points to look for when creating an internal questionnaire. Be sure to include items related to basic information. Include "other" as an option. Do not mix similar choices. Utilize the two-factor theory in employee satisfaction questionnaires Explain the meaning of the survey to employees. Be sure to include items related to basic information In the first half of the survey, be sure to include items related to basic information. This is because it will allow for detailed categorization of attributes and analysis of individual trends. In the case of an internal survey, this would include gender, job title, department, length of service, etc. Include "Other" in the options. The "Other" option should be included in the choices. If there is no "Other," respondents may not be able to answer any of the questions. However, if there are only a few options, most respondents will choose "Other. The key is to set an appropriate number of items and then provide an "Other" option. Do not mix similar choices. Do not include answers with similar content in the choices. For example, "friend" and "acquaintance," which can be interpreted differently by different people. Putting them in the same option may cause respondents to make different choices and reduce the accuracy of the survey. If you want to include both types of responses in the survey, it is important to use a check box type question rather than a radio button type question. Be aware of the two-factor theory in employee satisfaction surveys. When creating an internal survey, be aware of the two axes proposed by clinical psychologist Frederick Herzberg: the motivational factor and the hygiene factor. Motivational Factors Motivational factors are those that bring satisfaction at work. Motivation to work, such as achievement, recognition, and promotion, fall under motivational factors. By incorporating these factors into your survey, you will be able to find ways to improve employee motivation. Hygiene Factors Hygiene factors are those that bring about a sense of dissatisfaction at work. Salary, relationships, and work environment fall under the category of hygiene factors. By incorporating these factors into your survey, you will be able to clarify "where employees are dissatisfied," and if you take action, you will be able to prevent a decline in turnover. Explain the meaning of the survey to employees. Explain the meaning and purpose of conducting the survey in advance of the in-house survey. If the company's purpose is clear, employees will be more willing to cooperate with the survey. In order to get the true feelings of the employees, be sure to provide information on whether the survey will identify individuals and whether it will affect their personnel evaluation. This will increase the response rate to the survey. Back to Table of Contents Reference] Internal survey request letter Before implementing an internal survey, a preliminary request letter is necessary. A well-crafted request letter will increase the survey response rate. In this section, we will introduce an example of an internal survey request letter sent via e-mail. Example 1 Subject: [Deadline: Monday, February 12, 1:00 p.m.] Request for questionnaire To whom it may concern Thank you for your cooperation. This is 00 from the Human Resources Department. The Human Resources Department would like to request a stress check questionnaire for all employees. The questionnaire form will be sent to you via internal mail, so please take a few minutes out of your busy schedule to respond by e-mail by 1:00 p.m. on Monday, February 12, 2012. Please allow about 20 minutes for a response. Thank you for your cooperation. Example 2 Subject: Request for an internal questionnaire Dear Mr. 00 Request for cooperation in new product questionnaire The Planning Department is currently developing a new product 00. Therefore, we would like to ask you for your impression and image of the appearance of the product in 00. The questionnaire will be sent to you in the attached file, so please reply to it by internal e-mail by 4:00 p.m. on December 10 (Fri.). Please note that the questionnaire is anonymous, and your answers will not be disclosed to any third party. We appreciate your cooperation. The key points to remember when sending an internal survey are to include a closing date and the time it will take to respond. Also, as in the second example, if you include a statement regarding the handling of personal information, respondents will feel more comfortable and will be more likely to answer honestly. Since respondents will be taking time out of their busy schedules to cooperate with your survey, try to make sure that all the details are available in a single email message. Back to Table of Contents Reference] We recommend the use of the Web for in-house surveys. We recommend using the Web for in-house surveys rather than paper surveys (survey forms). In addition to making it easier to tabulate the results, the Web is more suitable for analyzing the results and identifying issues. In addition, the use of a system makes it easier to manage the progress of responses and tabulate results. Other advantages include the following Reduction of typographical errors and omissions Increased response rates resulting in cost savings There are now a variety of free web-based survey services available. Increased collection rate Web-based surveys increase the response rate. Web-based surveys are easier on respondents because they no longer have to print out a survey form and handwrite it, and busy employees can answer on their computers or smartphones while traveling or taking a break, increasing the response rate. Resulting in cost reductions Web-based surveys can lead to significant cost savings. Not only do you save on the cost of printing out the survey forms, but you also save on time since the survey can be distributed simultaneously via email address. Back to Table of Contents Conclusion We have introduced some points to keep in mind while introducing a template on how to create an internal questionnaire. The point of the survey is not only to understand the current situation in the company, but also to provide content that will lead to the resolution of current problems and issues. If you know how to create them, you can use them in a variety of situations, including customer satisfaction surveys, as well as within your company. Web-based internal questionnaires have more advantages than written ones, and are now becoming mainstream. Our e-learning system "learningBOX" also includes a questionnaire function, which is easy to use and low-cost. If you are considering creating an in-house questionnaire including e-learning, please feel free to try our free service. We also recommend this service! Also read Back to Table of Contents

The increasing digitization of all environments has led to a growing interest in ICT education in the field of education. In this context, some school and cram school managers and educators may have the idea of "promoting efficiency through the use of IT. This article will provide an overview of ICT education, examples of its use, and its merits. If you are interested in promoting IT on campus, please continue reading to the end. What is ICT Education? ICT is a term meaning "Information and Communication Technology. In other words, ICT education refers to educational methods that incorporate information and communication technology. Specifically, ICT education is realized through the use of hardware such as PCs and tablets, and software such as e-learning and video content. Back to Table of Contents Background of the Attention to ICT Education Why is ICT education spreading and what is the purpose of ICT education? Some of you may be wondering about these terms that you have been hearing in recent years. Here we will explain why ICT education is attracting so much attention. Promotion of DX One of the reasons why ICT education is attracting attention is the accelerated promotion of DX in Japan. DX aims to enrich social life by advancing information technology. As DX attracts attention, there is a growing awareness of the need to utilize IT technology in education as well. Moreover, digitization is a more pressing issue, against the backdrop of restrictions on face-to-face teaching due to the spread of the new coronavirus beginning in 2020. Reduce the burden that teachers have to carry In the field of education, the burden placed on teachers, who are burdened with a diverse range of duties, has become an issue. Not only do they have to prepare for classes and lessons, but they also have to deal with parents, serve as advisors for club activities, and respond to questionnaires from the government and the Board of Education, among other duties. In the face of these challenges, there is a movement to reduce the burden on teachers by introducing ICT education. ICT education is expected to have the potential to reduce the burden on teachers by providing one computer per teacher, incorporating video content into classes, and so on. Nurturing Children for a Digital Society In today's increasingly digitalized society, the ability to utilize information technology is becoming an essential part of a child's upbringing. In particular, the ability to utilize information is extremely important, as we are now inundated with a large amount of information and how to select and discard information is a key question. In order for children to acquire basic knowledge in the information society, ICT education is required to be enhanced in the field of education. Back to Table of Contents Examples of ICT Education Applications ICT education has been used in many educational settings since its introduction. In elementary schools, ICT has been introduced to all subjects, including Japanese, arithmetic, social studies, and science. For those who would like to learn more about ICT education and put it into practice, this section introduces some of the grades and subjects from the "Practical Examples of ICT in Education" published by the Ministry of Education, Culture, Sports, Science and Technology (MEXT). Second grade elementary school, Japanese In a Japanese class for 2nd grade elementary school students, tablet PCs were used to make the images of the story easier for children to understand. By watching videos of the creatures that appear in the story, it became easier for the students to imagine the experiences and feelings of the characters. This has resulted in a deeper understanding of the story and improved reading comprehension. As a specific response, one student said, "The moment I watched the video, I heard cheers from the children, and I felt their interest and interest increase. Fifth grade elementary school student, English Fifth grade elementary school English classes use English teaching materials and digital English content to increase interest. By using electronic blackboards and incorporating games and songs into the lessons, more active and motivating classes have become possible. This has resulted in effects such as motivating students to participate in activities. As a specific response, one student said, "The use of flash materials and the digital version of the English notebook enabled the language activities to develop at a high tempo, and the students were more motivated to engage in the learning activities. Sixth grade elementary school, home economics In a home economics class for sixth-grade students, students are encouraged to deepen their awareness and learning by writing menu items on enlarged images as they think about them. This has had the effect of encouraging students to think about things from a variety of perspectives by visually confirming information. One specific response was that "the students were able to deepen their thinking about the nutritionally balanced menu for one meal by sharing their opinions with each other while writing on the images on the electronic blackboard. Reference: Japan Audio Visual Education Church, "Practical Examples of ICT in Education" (Japanese only) Back to Table of Contents Benefits of ICT Education ICT education is being introduced in various places. In this context, many people may want to know the specific benefits of introducing ICT education. The major advantage of introducing ICT education is that it can improve efficiency in various situations. The following is a more detailed introduction of the advantages of introducing ICT education in four areas. Classes become easier to understand ICT content such as video, audio, and websites can be used to make classes easier to understand. If students' interest is captured by a variety of teaching materials, not just textbooks and reference books, it will be even more effective. For example, when studying history in social studies, it is necessary to understand in detail the roles played by many people. By using video content, students can smoothly understand the correlations between the figures and the historical background. The ability to realize images that have been completed only in one's mind through video and audio will be a great advantage in the study process. Improvement of learning efficiency by students The introduction of ICT education greatly enhances the effectiveness of student learning. In conventional classes, students mainly transcribe what is written on the blackboard into their notebooks. However, by sharing class content between the teacher and students via tablet devices, the time spent on notebooks can be used for other learning. Streamlining of practical work by teachers Although teachers are busy with a variety of tasks, they can expect to improve their work efficiency by adopting ICT education. For example, by using tablets to grade papers, or by replacing class content with ICT educational content, teachers will be able to spend more time on other tasks. By utilizing ICT, you can improve the quality of your classes while increasing your operational efficiency. The ability to spend more time with students is a major benefit. Easier sharing of information among teachers Tablets and smartphones make it easy for instructors to share materials used in class. Not only does this facilitate information sharing, but there is also no need to worry about loss of materials due to the elimination of paper-based media. By sharing many best practices, the quality of classes will be enhanced. Back to Table of Contents Disadvantages of ICT Education While there are many advantages to implementing ICT education, there are also disadvantages. It is important to understand which points may be obstacles. Here are four disadvantages of introducing ICT education. Certain introduction costs are required In order to introduce ICT education, both hardware and software environments must be in place. Certain costs will be incurred for electronic content to facilitate classes and the development of a communication environment. In schools with a large number of students, careful planning and budgeting are necessary. Repair and replacement costs will also arise depending on the situation. The ongoing cost of maintaining the environment may be a disadvantage. High hurdles to introduction ICT education is highly effective for student learning, but for teachers who are not good at IT operation or who feel uneasy, the introduction itself can be a high hurdle. They have to learn how to operate various devices, such as operating tablets and using learning software. Furthermore, they are also faced with the need to take appropriate action in the event of a problem, such as a sudden stop in operation, depending on the situation. In addition, the equipment must be managed on a regular basis, which may increase the burden on teachers in some cases. Learning depends on the communication environment. ICT education is basically a form of learning that takes place in an online environment. Therefore, students must always be aware of the possibility that communication problems may occur for some reason. It is also necessary to consider in advance how to respond in the event that classes are interrupted. Another issue that needs to be considered when conducting online classes is how to provide a communication environment for students. In order to establish a system in which all students can take classes, various measures, such as thorough prior notification, must be taken. Possibility of Reducing Children's Imagination It has been pointed out by some that creating an environment in which children can freely acquire information via the Internet, even for the purpose of learning, may diminish their imagination. It will be necessary to thoroughly instruct children to develop the habit of thinking for themselves first, rather than immediately looking up what they do not understand. It is also feared that by using computers and tablet terminals as the main means of communication, there will be fewer opportunities for children to write kanji characters and other characters by hand. Back to Table of Contents Consider how you will incorporate ICT education Attention to ICT education is increasing year by year, driven by the wave of IT everywhere. Let's take a moment to consider how to incorporate ICT education, taking into account the background of this growing attention and its advantages and disadvantages. If you are interested in focusing on ICT education in the future, please consider our learning management system "learningBOX". Not only can you easily register teaching materials, but you can also use the system to manage groups of students, grades, and other applications. If you are looking to improve the quality of learning while increasing operational efficiency, please contact us first for a free information request. ▼ We also recommend this one! Also read. Back to Table of Contents

With corporate competitiveness increasing in all industries and business categories, some managers and human resource managers may be thinking, "I want to put more effort into employee training than ever before. Human resource development, which bears the future of the company, must be pursued from a medium- to long-term perspective. This article provides an overview of e-learning, points to consider when introducing e-learning, and its merits, etc. If you are thinking of introducing e-learning and preparing an internal training system, please continue reading to the end. What is e-Learning? E-learning is an educational method that utilizes electronic devices and the Internet, and has been widely introduced by various companies since the 2000s. It is mainly conducted via PCs and smartphones, with video being the most common method of learning. The services and learning methods using e-Learning have been evolving year by year, and the number of companies introducing e-Learning has been increasing. Back to Table of Contents What to Consider When Implementing E-Learning With the accelerating trend toward online learning in various fields, more and more companies are introducing e-learning. Many of you may want to know what points to keep in mind when considering the introduction of e-learning. Here are three points that companies should consider when introducing e-learning. Clarify the purpose of implementation Before introducing e-learning, it is important to clarify the purpose of the introduction. If this point is unclear and you do not clarify the purpose of the introduction, you may end up "just introducing it and that's it. To avoid wasting time and money, clarify what you are implementing it for, what you want to do with it, and how it will help you achieve your objectives. Identify the target audience. When introducing e-learning, it is also important to define the target audience in advance. After selecting the target audience, such as "all employees," "new employees," or "people in specific departments," it is important to formulate what kind of learning is required for each target audience. Consider how the service or system will be used. Decide which learning management system (LMS) you will use. A variety of services and systems have been released, including those that require in-house preparation of course materials and those that come with pre-prepared materials. Therefore, you will need to carefully select a system that meets your company's training objectives. It is important to select a system that allows you to visualize what you will gain by introducing the system so that participants can learn more effectively. Back to Table of Contents e-Learning Implementation Flow From here, we will explain the specific implementation flow for those who are interested in adopting e-learning. Let's take a look at each of the necessary points from service selection to operation. If you are not sure how to proceed, or if you would like to know the step-by-step flow, please refer to this section. Service Selection First of all, it is important to clarify what the purpose of e-Learning is and how it can be used to achieve the objectives. If you do not clarify the purpose and objectives in advance, you may end up with a situation in which e-learning is only a formality, or the cost-effectiveness of e-learning is not worth it. Once you have defined your purpose and objectives, select a service while gathering information on products, implementation track record, support details, costs, and so on. We recommend that you compare not just one company, but multiple companies. Conclusion of Contract Once you have decided on the service to be introduced, contact the service provider to conclude a contract. At this point, it is important to determine the number of users, which plan to choose, and which options to add. It is necessary to coordinate with the relevant departments within the company to finalize details such as information security considerations and how the cloud service will be operated. When outsourcing, it is also advisable to work with the legal department to complete a legal check of the contract. Environment Construction Once the contract is signed, we will set up the operational environment after discussing with the service provider. When using a cloud service, there is no need to create an in-house environment on your own. However, in some cases, it may take several months to build an environment for e-learning on the company's own servers. At this point, it is important to decide whether to use only the package provided by the service provider, or to add options and other customization options. Preparation for Operation Once the environment is ready, proceed with preparations for actual operation, such as inputting user information into the system. After completing the necessary preparations, conduct an operational test. We will use the system under the assumption of actual operation and check the operation flow, while at the same time confirming that there are no deficiencies in the contents of the educational materials. Start of Operation After preparation and testing are complete, send the information and manuals to the participants and begin operation. Various problems may be found during actual use. It is important to make improvements each time and update the system to make it easier to use. Also, if you encounter an error that cannot be resolved internally, contact the service provider. It is necessary to clarify in advance whether the contact person for emergencies is the help desk or the person in charge, and to establish a system that can solve problems smoothly. Back to Table of Contents Advantages of e-Learning When considering the implementation of e-learning, we must be sure to look at the benefits gained. e-learning creates a foundation for stable and deep learning. There are many other benefits to implementing e-Learning, which we will discuss in the following three sections. Learning without being restricted by time or place One of the major advantages of e-learning is that students can learn regardless of time and place, as long as they have a system and an Internet environment. Mobile devices such as tablets and smartphones can be used for learning in any situation, such as during short periods of time while commuting. By creating an environment where students can learn anytime, anywhere, we can expect students to develop a learning habit. Unevenness in learning by instructors Because e-learning always provides the same content, learning is not affected by the instructor's level. Since there is no variation in the quality of learning and the content of instruction is homogenized, there are no learning omissions as long as the content is digested thoroughly. In addition, it is easy to change the course material according to the level and progress of the students. Students can learn higher level content step by step, for example, by deepening the content when they reach a certain standard. Progress checks and feedback are easy E-learning makes it easier to check progress and provide feedback. Students' learning status can be managed in the form of data, allowing for accurate feedback, such as advice on areas of weakness, based on test results. In addition, it is easier to check "how far students have completed their studies" from the management screen. Progress can be easily checked by both the administrator and the student, making it easier to make future study plans, etc. Back to Table of Contents Disadvantages of Implementing E-Learning While there are many advantages to implementing e-learning, there are also disadvantages, such as the need to develop the environment and learning that cannot be covered online. Before introducing e-learning, it is important to understand what points to keep in mind. Here are three disadvantages of introducing e-learning. It is necessary to build an environment on the student side When introducing e-learning, it is necessary to prepare not only the administration side, but also the students' environment by preparing tablets, PCs, and an Internet environment. Since each individual's environment is different, it is essential to prepare the environment for the students when introducing e-learning. Student motivation needs to be managed. One of the major advantages of e-learning is that students can learn at any time. However, in some cases, if students are not motivated to learn, it may be difficult for them to continue learning. Even if a deadline is set by the management, it is difficult to enforce it completely. As a result, there may be differences in progress and understanding among participants. It is very important to work out how to keep the motivation of all students at a constant level. Practical learning is difficult. Because e-learning is an online learning experience, it is not suitable for learning practical content. It is difficult to gain hands-on experience or to learn how to make something in cooperation with other participants. To compensate for this disadvantage, "blended learning," which combines online and offline learning, is becoming increasingly popular. Back to Table of Contents Raise the Level of In-House Education with e-Learning An increasing number of companies are looking to focus more on internal training through the introduction of e-learning. The main attraction of an online system is that it makes it easier to manage the progress of students. It is important to carefully consider services that meet your company's objectives. If you are interested in implementing e-learning, please consider our "learningBOX" system, which has all the functions necessary for e-learning and allows anyone to easily build a learning environment. If you are interested in raising the level of your employees by providing them with appropriate training, please contact us first by requesting our brochure. ▼ We also recommend this one! Also read. Back to Table of Contents

Advance Notice] Specification Changes for the release of learningBOX 2.17 Thank you for your continued patronage of our services. We are planning to change the specifications of some functions in the release of learningBOX Ver. 2.17, scheduled for early March 2022. This is an advance notice in connection with the specification changes. Additional information: March 15, 2022] Specification changes to page settings immediately after logging in Specification Change in Page Setup Immediately after Login If you have selected "Study" in learningBOX [Ver. 2.16], the page transition destination will be automatically changed to "Select Course" in Ver. 2.17 and later. We apologize for any inconvenience this may cause, and we appreciate your understanding. Content Management Course Functions Folders located directly under documents (top directory) in Content Management are automatically converted to courses. The learner screen 【Learn】 is also displayed in the same way, with the folder automatically converted to a course. Folders set in the [Folder shortcut function] will not be converted to courses. Course batch conversion function Once you click the Convert button from this batch conversion function, you will not be able to undo the contents. Please be careful. Do not include in constraints Starting from Ver. 2.17, "Do not include in constraints" (clip marks) will be abolished and changed to specifying what to include in constraints. The following effects will occur for materials with clip marks. The progress rate of the chart function will change. Clip marks will not be displayed. When clip-marked materials are not used with the limit bar, the clip-mark will be automatically removed. Insert function of restriction condition and title bar Constraints are renamed 【Clear Condition】and Title Bar is renamed 【Heading】, and their functions are also changed. From Ver. 2.17 or later, when setting a clear condition, the target content can be specified. More detailed clear conditions can be set than in Ver. 2.16 or earlier. The title bar is renamed to "Set Heading". From Ver. 2.17 or later, you can freely set the text color and background color of headings. Headings will also be placed on the learner screen as shown below. Please refer to the "New Feature List" page to be released after Ver. 2.17 is released for more detailed information on how to use this feature. Member Management Group batch registration/update The CSV format for group batch registration has changed. The new format allows registration with a specified hierarchical structure. For details, please refer to the "New Function List Page" to be released after Ver. 2.17 is released. Terms of Use Management Terms of Use Management Function For owners who have not set their language, a modal will be displayed to ask them to set their language. After Ver. 2.17 is released, the system will display the terms and conditions for the specified language and prompt the user to agree to the terms and conditions. Sign up for a paid plan Notice of Immediate Use of Design Customization Customers who have signed up for design customization or higher will be able to place orders on the same day from the upgrade screen of the learningBOX. Prior to Ver. 2.16, it took about one month from application to start of operation for design customization. Also, with the Site Customizer, you had to contact us and wait for the side menu settings to be completed. After the release of Ver. 2.17, you can order from the upgrade page of learningBOX and start using the software immediately. Free API Linkage After the Ver2.17 release, API integration is available free of charge with design customization or a dedicated server subscription. Prior to Ver. 2.16, API integration was charged only for the Starter Plan, but with this specification change, it is now available free of charge for all license plans. Previously, API integration was available only for Starter Plan licensees, but now it is available free of charge for all license plans. (The Standard Plan, Premium Plan, and EC Function Plan were available for free.) ) To encourage more customers to sign up for API integration and make use of learningBOX, we have made the API integration fee free of charge for all license agreements. (*Except for the free plan. Please take advantage of this opportunity to take advantage of the API integration.

How can companies reduce costs and increase efficiency? For companies, cost reduction is an indispensable element to maximize profits. However, since there are many different types of costs, it is not uncommon for companies to wonder which costs should be reduced and how to achieve cost reduction. This article will discuss specific ways in which companies can reduce costs and increase efficiency. The flow of implementing cost reductions and case studies will also be introduced, so those in charge of companies wishing to reduce costs are encouraged to refer to this article. Click here for Table of Contents Overview of Cost Reduction Flow of Implementing Cost Reduction Three ways to reduce costs Two examples of cost reduction Summary Cost Reduction Overview Cost reduction is the process of reducing wasteful expenses and costs incurred by a company in the course of its operations. Although the types of costs incurred vary from industry to industry, the following items are basically incurred as costs. Personnel costs Recruitment costs Office costs IT equipment costs Among costs, labor costs are particularly difficult to reduce. Personnel costs can be broken down into several categories, including transportation and training costs. It is not uncommon for managers to be concerned about reducing labor costs, as it is the most costly item, but also an essential part of corporate operations. Benefits of Cost Reduction There are a variety of benefits that can be realized if cost reductions can be achieved. Typical examples of benefits include ...can increase profits. Cost reduction is necessary to increase a company's profit. A company's profit is sales minus costs, and the more costs are reduced, the more profit is earned. ... leads to increased operational efficiency. Cost reductions not only increase profits, but also improve operational efficiency. Cost reduction efforts may result in the elimination of wasteful operations as a result of reviewing the way business is conducted. Increased corporate value. Costs saved by cost reduction can be allocated to new business development. If innovation can be realized, corporate value will be enhanced. Flow of Implementing Cost Reductions Cost reductions are generally implemented in the following flow. Assess the current situation and set goals Determination of plan and dissemination of goals Implementation and analysis of the plan Improvement of the plan Each of these steps is explained in detail in this section. Let's make cost reduction a reality by understanding the key points of cost reduction. STEP1: Grasp the current situation and set goals When working on cost reduction, it is important to understand what costs are currently being incurred. Without clarifying what and how much costs are being incurred, it is impossible to determine the types of costs that need to be reduced. It is important to understand the types and amounts of all costs being incurred. It is also essential to set cost reduction goals. If you proceed with cost reduction without setting goals, employees may not know how far they should go and this may lead to a loss of motivation. STEP2: Decide on a plan and communicate the goals After deciding which costs are to be reduced, a cost reduction plan is created. When creating a plan, it is important to make projections to ensure that cost reductions will not cause any disadvantages to the company. If you do not make a forecast, you may end up reducing costs that do not need to be reduced, which may in turn have a negative impact on your company. Employees should be informed of the plan. Cost reductions can sometimes cause inconvenience to employees. Communicating the reasons for and goals of the cost reductions will help employees understand and cooperate. STEP3: Implement and analyze the plan This step is to implement the plan and analyze its effectiveness. Cost reduction efforts do not always produce immediate results. Be sure to check regularly to see what results have been achieved by your efforts. It is important that the analysis of the plan be conducted in a concrete manner. Simply stating that "we did not reach the expected goals" does not clarify the next action to be taken. Make it easy for everyone to check, for example, by expressing the percentage of achievement in figures. STEP4: Improve the plan If cost reductions are not producing the desired results, efforts must be made to improve the plan. First, think of improvement plans and choose the ones that are easy to implement. When considering improvement plans, soliciting ideas from as many employees as possible may generate innovative ideas. It is also important to ask for the cooperation of employees again in situations where improvement ideas are to be implemented. Without the cooperation of each and every employee, it will be difficult to make improvements. Three ways to reduce costs There are three main ways to reduce costs. Each is detailed below. Manualize your operations If you want to proceed with cost reduction, make your operations manual. The first burden for employees is to learn their work. If the work is not manualized, the content of training may vary from trainer to trainer. As a result, employees may have questions about the content of the training, and extra time may be required to resolve them. If the work is manualized and a separate manual for training is prepared, training can be implemented relatively smoothly. Going paperless Another way to reduce expenses is to promote a paperless work environment. Costs can be reduced if IT-based business processes can be implemented, such as using chat tools and sending documents in PDF format instead of paper. However, promoting a paperless workflow tends to take time. Let's start with something easy to start with, such as proactively using lined paper. Use e-learning One way is to use e-learning so that employees can study on their own. With e-learning, learners can use digital devices such as smartphones and tablets to study when and where they want. There are many advantages, such as no need to gather employees for training and development, and no costs incurred in preparing materials. Company personnel who want to reduce training and development costs should consider using e-learning. Two Cost Reduction Case Studies When working to reduce costs, it is important to review case studies ahead of time. Here are two examples of successful cost reductions. Case 1: Big A Co. Big A Co., Ltd. is a company that operates a number of hard discount stores nationwide. The company had previously faced the problem of spending too much time on training. The company changed from paper manuals to manuals that allow users to check the contents with images and videos using smartphones, thereby reducing the amount of training time. Case 2: EarlyCross Tax Corporation EarlyCross, a licensed tax accounting firm, hired inexperienced staff and had to train them on the same content each time they were hired. Therefore, the company introduced a system that makes it easy to create manuals, and as a result, succeeded in reducing the time required for human resource development. If you want to create manuals that are easy for your employees to understand and highly effective in educating them, you can use learningBOX. learningBOX has many effective features for manual creation, including the ability to grasp the learner's learning status at a glance and the use of a quiz format to increase the learner's level of understanding. The quiz format can be used to increase learner comprehension. SUMMARY In addition to the methods and processes for reducing training and development costs, this article has also introduced the benefits of cost reduction and case studies. Cost reduction is important for companies. Cost reduction has a variety of benefits, such as increased profits and operational efficiency, so let's work on it as much as we can. Due to the impact of the new coronavirus, online education is now the mainstream. If you want to work on online education, we recommend learningBOX, which can achieve effective development and training even online! First, try our free plan, which is available for up to 10 users, including the administrator, free of charge.