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What is the newcomer training curriculum that steadily develops human resources? A newcomer training curriculum is essential for new employees to play an active role in a company. By effectively incorporating a newcomer training curriculum, you can expect immediate success and improve the retention rate of new employees. In this issue, we would like to take a closer look at a curriculum for new recruits that will help them grow steadily, while touching on the key points and tips for curriculum design. We hope that those who are in charge of human resources and education at companies will find this information useful. Table of Contents 1. What is the importance of an educational curriculum? 2. Key points for curriculum design (by timing) 3. tips for effective curriculum design for newcomer education 4. educational means of curriculum 5. summary What is the importance of an educational curriculum? Curriculum is very important not only for improving employees' abilities, but also for "sharing goals. By sharing goals, "what should be done now" becomes clear, and new employees become more motivated, which in turn leads to a higher retention rate in the company. If the curriculum does not have a clear objective, the recipients may not be able to shake off the feeling that they are being forced to do something, and the training may be ineffective. In addition, by improving the quality of the curriculum, it can be expected that the corporate philosophy will permeate and the credibility of the company will be enhanced. It is important to design a thorough curriculum so that the participants will be able to work immediately in the future. Points of Curriculum Design (by timing) Curriculum design points to keep in mind are different for each of the following three timings. Before joining the company Three months after the employee joins the company After arrival on site Let's look at each timing in detail. Before Hiring The key to pre-employment is to set goals and timelines. When considering your goals, focus on what knowledge and skills you want the new employee to acquire. By defining your "ideal new employee," you will have a clear goal and know what steps you need to take to train them to get there. It is also important to understand how the new employee feels about the training before joining the company. Three Months After Hiring Three months after employment, it is recommended that basic knowledge and business manners be confirmed during the new employee training. Specifically, we will educate them on areas that are necessary in any company, such as greetings and language. Consider a practical curriculum, incorporating case studies and role-playing as appropriate. After three months of employment, we also recommend that you take an e-learning course. Assigning them assignments and having them submit reports on how to perform their jobs and practice telephone etiquette can provide a variety of learning experiences. After arriving at the job site By the time the trainees arrive on site, they will already have a solid foundation. Have them perform practical work and hold follow-up interviews. If any problems or issues are found, it is necessary to correct the trajectory so that the company will be able to reach its goals. It is also important to provide training in line with the manual, such as sharing the management philosophy, vision, and values, after the employee assumes his/her new position at the site. Tips for Effective Curriculum Design for New Employee Training Effective curriculum design for new employee training can improve the performance of new employees. The following five tips will help you do just that. Consider the purpose of new employee training First, think about the purpose of the new employee training: "Why are we doing this?" The first thing to think about is the purpose of the new employee training program. There are two types of objectives: short-term and medium- to long-term. The short-term objective is to "have the new employee become an immediate asset to the company so that it can generate profits. Specialized business skills and business etiquette fall under the short-term objective. On the other hand, the perspective necessary for establishing long-term objectives is "What is the development of abilities necessary for the growth of the company? For long-term objectives, the key is to cultivate problem-solving skills and the ability to disseminate information. Conduct internal hearings After conducting internal hearings, design the curriculum. This is because it is necessary to make a list of skills that you want new employees to acquire in order to create a curriculum. By interviewing members of the departments to which new employees will be assigned in the future, you can get a clear idea of what to include in the curriculum. We also recommend interviewing new employees. You may be able to obtain information on what they wanted to be taught in the training and what they found difficult to understand, which will be useful in designing the curriculum in the future. Define the implementation period Curriculums should be designed for a specific period of time. A curriculum designed for a long period of time does not necessarily lead to effective training. The appropriate length of time varies depending on the content and means of training, so it is important to set the duration according to your company's training objectives. As a general rule of thumb, most companies set a training period of approximately three months. Companies that place more emphasis on practical experience may set a time frame of only one to two weeks. It is important to consider how long it will take to achieve the objectives and design the curriculum accordingly. Identifying Current Problems When designing a curriculum, it is important to identify current problems. It is important to write down the problems that are occurring in the company in terms of human resource development and pattern out the common problems. For example, there may be problems such as "poor communication between supervisors and subordinates" or "lack of knowledge necessary for business operations. By understanding such current conditions, you will be able to identify solutions and effectively train new employees. Create a manual Create an internal manual to go along with the curriculum. This will help ensure that the curriculum has a certain standard. When new employees take the curriculum, they are often puzzled by the fact that the way they perform their work differs depending on who is teaching them. By providing manuals, you can prevent bias in the quality of training. Means of Curriculum Education The main means of curriculum education adopted by companies are as follows Group training Case studies On-the-job training E-learning Let's take a look at each of these means. Group Training Group training is a method of education that brings together employees. This method is used by many companies and has the advantage of being able to provide the same content to a large number of participants at one time. It is very effective for training new employees, but its disadvantage is that it is costly in that it takes time to prepare, and it is expensive to secure a venue and call lecturers. Case Studies Case studies are an educational tool that allows participants to think about how to solve a problem based on a scenario that might occur in their work. Often conducted in tandem with practical role-plays, case studies help develop problem-solving and analytical skills that cannot be acquired through classroom learning alone. New employees who have undergone case studies will be able to flexibly handle irregular situations that are not covered in manuals. On-the-Job Training (OJT) On-the-Job Training (OJT)" is an educational method that combines practical work and education. It takes place in the department to which you are assigned, allowing you to acquire the necessary skills and knowledge while working. While it is an effective method for developing human resources with the ability to work immediately, it has the disadvantage that the quality of the training may vary depending on the person teaching and the speed of growth may vary for the recipient. Therefore, when introducing on-the-job training, it is necessary to make adjustments such as detailed follow-up and interviews after the training. E-learning E-learning" is an educational method that uses the Internet. It has been attracting attention from companies in recent years as a method with many advantages. In addition to being able to study regardless of time and location, the quality of education is uniform, and does not vary from instructor to instructor as is the case with group training and on-the-job training. With its many possibilities, e-learning curriculum design is expected to continue to evolve in the future. Conclusion Under the theme of a curriculum for new employees that steadily develops human resources, we have introduced some key points and tips for curriculum design. When choosing an educational method, it is important to consider the purpose of employee training, whether group training is better or whether it is better to incorporate case studies. The use of e-learning, which has been attracting attention in recent years, can also be expected to help human resources grow. Our e-learning system "learningBOX" is easy to use and can be introduced at low cost, so we are sure it will be of great help to you. If you are considering curriculum design that includes e-learning, please try "learningBOX" for free. We also recommend this! Also read: "For New Employees, 7 Points for Creating a Training Curriculum"

In-house Training is the Way to Go for Small and Medium Enterprises! Human resources are very important to a company. Everyone knows the importance of human resource development, but it is also true that many small and medium-sized enterprises (SMEs) face challenges in human resource development. Compared to large companies, SMEs are smaller in size and do not yet have a complete management system in place. So what is the most effective way to develop human resources in SMEs? In this article, we will discuss the current situation of human resource development faced by SMEs and how to deal with it. Click here for Table of Contents 1. What is human resource development? 2. Current Situation of Human Resource Development in Small and Medium Enterprises: "Get used to it rather than learn it 3. 4 "Negatives" that hinder human resource development in SMEs 4. Strengths of SMEs 5. in-house production is recommended for human resource development that leverages the strengths of SMEs 6. summary What is human resource development? To begin with, human resource development refers to the development of human resources that are beneficial to a company. Without excellent human resources, a company cannot continue to operate. Therefore, effective human resource development enhances "the performance of individual employees and, in turn, the value of the company. ▼ In general, human resource development requires the following three things. To develop excellent human resources. To establish a system to sustain the company To achieve business performance. Human resource development is beneficial to both the "doer" and the "receiver. Examples of such benefits include the growth that comes from providing guidance and a mutually supportive corporate culture. Current Situation of Human Resource Development in Small and Medium Enterprises: "Get used to it rather than learn it So what is the current state of human resource development in small and medium-sized enterprises (SMEs)? One of the problems that many small and medium-sized companies face is a shortage of human resources. For this reason, many companies have adopted a method whereby employees learn their jobs through actual work. This is of course an effective method, but it is also one that requires some caution. It is a method that requires a little more practice than learning. If you have plenty of time and personnel, there is no problem with the "learn by doing" method. However, in the limited time available for training, it is impossible to "get used to it rather than learn it," in other words, to "learn by watching. If there is only a limited amount of time, it is important to convey knowledge well in advance of practice. We cannot overlook the fact that the content may vary from instructor to instructor. Furthermore, many employees feel that they are not being taught well and are being shunned in this way. This is a risky method of instruction that can lower employee motivation and lead to early retirement. Given the declining birthrate, aging population, and decrease in the working-age population, it is imperative to increase employee retention rates. It is advisable to choose a more effective method for human resource development than "learn by doing. Four "no's" that hinder human resource development in SMEs ▼There are four main causes that prevent SMEs from developing human resources Cause 1: Lack of human resources to serve as leaders Cause 2: Lack of a human resource development mechanism Cause 3: Lack of time Cause 4: Lack of cost Let's look at each one in detail. Cause 1: Lack of human resources to provide leadership. Compared to large companies, small and medium-sized companies tend to have fewer employees and more work assigned to each employee. In addition, effective human resource development requires a solid knowledge, planning, and management, as well as the selection of methods and timeframes appropriate for each stage, such as new hires, mid-level employees, and managers. Large companies have personnel in charge of human resource development, but small and medium-sized enterprises with limited human resources have a difficult time finding a full-time person in charge of human resource development. The human resource development process is not very effective for small and medium-sized enterprises, which have limited human resources. Cause 2: Lack of a human resource development system We have confirmed that in many cases, the current situation in small and medium-sized enterprises is that employees learn their jobs through practical work. Since this method of instruction relies on the knowledge and skills of individuals, it does not accumulate know-how for human resource development. Without know-how, it is difficult to teach things systematically, and effective training and education methods cannot be selected. This may lead to inefficient human resource development. Cause 3: Lack of time The workload of the company may also prevent the employees from having time to receive training. In small and medium-sized enterprises, the business at hand inevitably takes priority, and education and training tend to be put on the back burner. In addition, those who provide training may also be burdened with other duties and may not have time for human resource development. Forcing a training program into a situation where both parties have little time to spare will not produce sufficient results. Cause 4: Lack of cost Compared to large companies, small and medium-sized enterprises (SMEs) with a weak financial base may find it difficult to raise funds for human resource development. In some cases, forcing the company to spend money on training may even jeopardize the company's very survival. Strengths of SMEs Compared to large companies, small and medium-sized enterprises (SMEs) tend to have many weaknesses. Of course, they also have many strengths. The key to effective human resource development for SMEs is to be able to leverage those strengths! So, what are these strengths? The following three are listed below. 1] Quick decision-making In large companies, when a decision is made, there is a gap between the decision makers and the people in charge on the front line, and the process takes time. In the case of small and medium-sized companies, the gap between the decision-maker and the person in charge in the field is low, and decisions can be made quickly. So good ideas can be implemented immediately without missing the timing. 2] Internal communication is easy. In large companies, the company is clearly divided into vertical divisions between supervisors and subordinates and horizontal divisions between departments, so there is little communication if different people are in charge. In small and medium-sized companies, employees are often engaged in multiple tasks, and responsibilities are not clearly divided. Also, because of their small size, employees are more open with each other and can communicate more closely. Flexibility in management Large companies require a long period of preparation to carry out large-scale projects. It takes time to actually get things moving. Small and medium-sized enterprises have smaller costs and personnel, so they can make speedy decisions on new projects and changes in direction, allowing them to be managed in a small, flexible manner. In-house production is recommended for human resource development that takes advantage of the strengths of SMEs. Small and medium-sized enterprises (SMEs) have strengths that large enterprises do not have. What kind of human resource development is best suited to take advantage of these strengths? Here, we recommend in-house production of human resource development. Do you think that in-house training is only for large companies? In-house training has attractive advantages for small and medium-sized companies as well. In fact, it is worth a try for small and medium-sized companies. Let's take a look at the benefits. ■ Training content can be optimized for your company. Unlike ready-made generic training programs, we can create training programs that are perfectly suited to your company's situation and needs. We can provide practical guidance on how to think about your company's management, how to do your job, etc. ■Content can be modified and revised changes can be made. Can be updated immediately to match the ever-changing internal structure of the company along with social conditions. Flexible management of small and medium-sized companies can be accommodated. Employees can improve their skills by taking charge of their own training. Employees who take charge of training look back on their own work and consider from the beginning how to communicate most effectively. By teaching others, they gain a deeper understanding of their work, and by gaining experience in training others, they improve their leadership and human resource development skills. ■Training know-how is accumulated. Once content is created, it is shared within the company and accumulated as know-how. Conclusion Effective human resource development is essential for all companies to survive in the coming era. In-house human resource development that meets the needs of the company will attract more and more attention in the future. You may be thinking, "We are not a big company, so it is impossible for us to do in-house training! Why don't you give it a try? What happens if we convert our current training to e-learning using learningBOX? I don't have any programming knowledge. What features does it have? Our customer support team will be happy to answer any questions or concerns you may have when introducing e-learning for the first time. First, please try our free plan to experience the many functions and ease of use of learningBOX.

Seven Points for Creating a Training Curriculum for New Employees Curriculum development is an important part of training new employees. Careful preparation is necessary to ensure that the training is fully effective. However, we understand that many people are at a loss as to "where to start" or "what kind of training is best for new employees. Without careful examination of the curriculum content, you will end up with the "usual new employee training" that is the same no matter who conducts it. In this article, we will explain the basic procedures for new employee training and how to create a curriculum, point by point. Click here for the Table of Contents 1. Basic procedures for new employee training 2. 7 points to consider when creating a new employee training curriculum 3. what to include in new employee training 4. summary Basic New Employee Training Procedures Here are the basic procedures for new employee training. Understand the skills of new employees The first step in new employee training is to understand the skills of new employees. Administrative skills, PC skills, communication skills, and other skills vary from employee to employee. Once you have an understanding of the skills of your new employees, you can include the necessary training content as appropriate. Individual skills can be determined by reviewing resumes submitted during the selection process, as well as through aptitude assessments and personality assessments. Interview each department to find out what skills they are looking for. Ask each department in advance about the abilities they are looking for. If you know what abilities are actually required in the field, you will know what you need to do in training. This will also facilitate coaching for instructors after they are assigned to OJT. Interview new employees from the previous year. Interview new hires from the previous year as well as from the department. The opinions of employees who have already undergone the training will be useful for the next new employee training. They may say, "The initial icebreaker made it easier to exchange opinions," or "The case studies were useful in the actual workplace. Positive feedback can be implemented in the next training session. An anonymous survey will also reveal areas for improvement, such as "I wish there had been more specialized learning" or "I wish the training period had been longer. Define Goals and Objectives New employee training should have clearly defined goals and objectives. Training without goals makes it difficult to evaluate each individual employee and lowers the motivation of the trainees. It is important to set goals and objectives while including items that you want new employees to learn. Review the training. It is also important to review the new employee training after it has been conducted. If the training is divided into multiple sessions, check the degree of achievement to the goal at the end of each session. If the training is not progressing as planned, you can correct the course by extending the training period or changing the content. Also, a detailed review of the effectiveness of the training will be useful for the next year's new employee training. 7 points to consider when creating a new employee training curriculum Once you know how to proceed with new employee training, it is important to create a specific curriculum. Here are 7 points to consider when creating a curriculum. Point 1] Follow-up on-the-job training OJT may be thought of as a one-on-one relationship between the onsite supervisor and the new employee, but HR should also be actively involved in the process. By conducting regular interviews with both the supervisor and the new employee, the quality of the OJT will be enhanced and the effectiveness of the OJT will be high. Also, if the on-the-job training is made an evaluation item, it will help motivate the supervisor. Point 2] Prepare a practical curriculum In addition to classroom training, prepare a more practical curriculum. Role-plays are ideal for practical training. Role-plays are used in training, in which you are assigned the role of a salesperson and a customer to learn how to exchange business cards, answer the phone, and so on. By simulating real-life situations, the trainees will be able to take the training with a sense of ownership. Point 3: Don't cram too much into the training. The content of new employee training should be carefully selected and not overcrowded. There are many things to remember, and it is easy to include too much content, but the new employee may not be able to keep up with the understanding. If the curriculum inevitably becomes too much, try to adjust the training to a longer period of time or hold follow-up training at a later date. Point 4] Adjust the schedule as early as possible. When creating a curriculum, make adjustments to the schedule as early as possible. This is because creating a curriculum requires a great deal of time, including planning, selecting instructors, and understanding their skills. Although it depends on the scale of the training program, it is best to allow three months for preparation, and to start around December of the previous year for new employee training. Point 5: Use an outside training curriculum. If preparation is too difficult, try using an outside training curriculum. Outsourcing to an external company has the advantage of saving time in preparing for the training. Outside training programs are available for training in logical thinking, time management, and specific industries, all of which are useful for improving the abilities of new employees. Point 6] Enhance online support. Online support is also useful when creating a training curriculum. Online training can be conducted without limitation on the number of trainees, and quality can be maintained evenly. It is also advantageous in terms of cost, as it eliminates the need for venue and transportation expenses, as is the case with group training. Adding e-learning is even more effective. It is easier to acquire knowledge and skills because learning can be conducted anywhere, without being restricted by location or time. However, it is difficult to communicate as well as in person, so it is best to use a combination of online and offline training as needed. Point 7] Create a curriculum for each stage. It is best to create a curriculum with the following three phases in mind to make the process smooth. Pre-employment training Initial training On-the-job training in the department Review the training at each stage and clarify "what effects were obtained" and "what points should be transferred to the next stage". If HR does not have a clear understanding of the training, there will be a discrepancy between the training and what the new employee expects, and the training will not be fully effective. Content to be incorporated in new employee training Let's take a look at what specific content should be included in new employee training. Mindset Training The first thing you want to include is "mindset training. Mindset training is designed to instill in employees "what is different between being a student and working in society" and "what points they should be aware of as a member of society. If they are aware of the importance of being a member of society from the very beginning, they will be more likely to accept the training that follows. Business Manner Training Business manner training teaches skills that are useful in a variety of business situations. From grooming to making a good impression, to the correct way to hand out business cards, to e-mailing, all of these skills require a lot of time and attention. Business Manners can be highly effective by introducing role-plays and case studies that provide more practical learning. Communication Skills Training Communication skills training is effective for industries that often involve working with people, such as sales and customer service. Group work is a good way to learn the importance of working as a team. It also provides an opportunity to talk with various peers in the company and strengthens horizontal ties. Training to deepen understanding of the business Training to learn about the company's business is also an important part of the program. Create a curriculum that enables you to understand not only what kind of services and products your company provides, but also how it generates revenue and its business model. Knowing the contents of the company in depth will motivate the participants to believe that the training they are receiving is necessary. Training on specialized skills and knowledge In addition to basic training, provide training on specialized skills and knowledge. By including this in the early stages of training, you can create new employees who can play an active role in the company at an early stage. Conclusion We have introduced the key points on how to proceed with new employee training and how to create a curriculum. Once new employees have a solid foundation in business and understand the company, they can be expected to be immediately effective. Rather than leaving it entirely up to the instructor, human resources should also intervene to provide support as a whole organization. If scheduling is difficult, consider outside instructors or online support. As remote training is becoming the norm, combining traditional training with e-learning can help motivate new employees. Our e-learning system "learningBOX" will surely help you improve the efficiency of your new employee training and online learning. Please try our free plan first, and then consider implementing the system. We also recommend this! Also read "[Free e-learning trial] learningBOX available for individual use

What is effective planning for human resource development? In this day and age when many companies are facing labor shortages, human resource development is an important factor for a company's survival. Many people who are in charge of education and human resources at companies may be concerned about how to develop human resources. Therefore, in this article, we will discuss the key points for creating an effective plan for human resource development. We will also explain the best training methods for acquiring skills and the key points for advancing human resource development! Please refer to this article if you are in charge of education and are having trouble with human resource development. Table of Contents What is a human resource development plan? 2. how to develop a human resource development plan 3. suitable training method for skill acquisition 4. important points in promoting human resource development 5. summary What is a human resource development plan? A human resource development plan is a development plan that is designed to develop hired employees into the kind of human resources your company needs. A human resource development plan is not essential for promoting human resource development. However, if you do not have a clear idea of how to proceed with training, there is a possibility that the training policy will become unclear within the company. It is not uncommon for employees to feel insecure when there is no established training policy. If you want to successfully promote human resource development, it is important to have a clear human resource development plan. Importance and Benefits of a Human Resource Development Plan The following are two typical examples of the "importance and benefits" of establishing a human resource development plan. ▼ You can motivate your employees. With a human resource development plan in place, employees will know what knowledge and skills they need to acquire. As a result, employees will be motivated because they will have a clear idea of what they need to do. Staying motivated when goals are unclear is not easy. A human resource development plan is important to keep employees motivated. ▼ Progress of the human resource development plan will be easier to grasp. Without a human resource development plan, it is difficult to grasp the overall picture of how to proceed with training. It will take time to confirm what training programs are currently in progress and what the issues are at this stage. However, if you have a human resource development plan in place, it will be easier to monitor progress. By having a system in place to regularly record and check progress, it is possible to make steady progress in human resource development. How to Prepare a Human Resource Development Plan When creating a human resource development plan, it is important to take into consideration the steps involved. Here, we will explain how to formulate a human resource development plan step by step. STEP 1: Clarify the type of person you are looking for First, clarify the type of person your company is looking for. It is important to match this with your company's management goals and vision. Lack of a management perspective may not lead to a human resource development plan based on a long-term perspective. If you have a management goal of "expanding the market overseas in five years," you must develop human resources who can work not only in Japan but also overseas. The key is to carefully check your company's situation and set the type of personnel you are looking for. STEP2: Set goals Once you have a clear image of the type of person you are looking for, you need to set specific goals. When setting goals, in addition to the "major goal," which is the ultimate goal, set "minor goals" to achieve the major goal. If you set too high a goal, it will be difficult to keep employees motivated. If the goals are at a level that can be reached through hard work, it will be easier for employees to achieve them. It is also important to set small goals in order to build on successes. STEP3: Understand the current situation After setting goals, try to understand the current situation. It is important to objectively grasp how much difference there is between your current situation and the situation you should be aiming for. The current situation should be periodically monitored even after the plan has been created. If the current situation is too far from the goals you have set, you must consider re-setting your goals. STEP4: Identify the skills needed. After setting goals, identify the skills needed to achieve them. By clearly presenting what skills the trainer wants the employee to acquire by when, the employee will have a clear idea of what he or she needs to do. It is recommended that more than one person conduct the identification of necessary skills. Incorporating the perspectives of different people will help prevent the necessary skills from being overlooked. STEP5: Determine training methods for acquiring skills Once the necessary skills are identified, determine the training method for acquiring the skills. While there are many ways to acquire skills, in some industries, skills can only be acquired on-the-job. After thoroughly understanding each training method, determine which method is best suited for your company, taking into account its merits and demerits. Training Methods Suitable for Skill Acquisition There are three types of training methods suitable for acquiring skills Group training Group training is a training method in which employees receive training in a lecture format in a single location. Group training is suitable for training a large number of employees at once. Currently, due to the spread of the new coronavirus, it has become difficult for large numbers of people to gather in one place. For this reason, an increasing number of companies are conducting group training online. On-the-job training methods This is a method of education through actual work experience. In many cases, this is done after training is completed, as practical training is more effective in consolidating what has been learned in the classroom. Since on-the-job training is generally conducted on a one-on-one basis, it has the advantage of being able to provide education tailored to each individual. However, since there are many cases in which the quality of training varies from educator to educator, it is important to make the human resource development plan known in advance. Education Methods Using e-Learning This refers to an education method using the Internet. Learning content is created in advance, and employees can study at any time they wish. It is not uncommon for e-learning to be introduced instead of group training as a measure to prevent the spread of new coronavirus infection. Because of its advantage of high flexibility, it is a very suitable educational method in the situation of the coronavirus disaster. Important Points in Advancing Human Resource Development When promoting human resource development, keep the following points in mind to achieve more effective training. Important Point 1: Provide regular feedback Feedback plays an important role in the development process. It is important to provide feedback based on careful observation of the employee's behavior and performance. When giving feedback, do not use negative words. Use words that motivate employees and strive to deepen the relationship of mutual trust. Key Point 2: Revise goals as necessary. Even when a human resource development plan has been carefully developed, it is not uncommon for the plan to go awry. Periodically check the progress of the plan and revise the goals if you find it difficult to train the employees as planned. If you proceed with training while the plan is not working, there is a risk that employee motivation will decline. Consideration should be given to enhance the employee's sense of self-esteem by, for example, thoroughly developing areas in which the employee excels. Conclusion In this issue, we have explained the details of human resource development plans, how to formulate such plans, and other important points in promoting human resource development. When promoting human resource development, it is important to formulate a development plan. Clarify what kind of human resources you want to develop, and then proceed with the training. The most recommended method of acquiring skills is to use e-learning. With learningBOX, in addition to creating and managing content, you can also check the level of understanding. If you want to try it out first, try the free plan, which is available for free. We also recommend this one! Also read "[Try e-learning for free] learningBOX is easy for anyone to use.

If you're looking for training while teleworking, start with free e-learning The new coronavirus has caused a major change in the way employees work. Companies are rapidly adopting teleworking. Telework is expected to improve employee satisfaction and labor productivity, and is a way of working that will become increasingly common and pervasive. However, it is also true that it is weak in terms of in-house education and training for new employees. This is where "e-learning" comes in handy. E-learning is attracting attention as a system that enables effective training and education while teleworking. In this article, we will introduce how to use e-Learning free of charge while touching on its merits. Click here for Table of Contents 1. Why e-Learning is attracting attention 2. advantages of e-learning 3. main types of e-Learning 4. how to implement e-Learning for free 5. summary Why e-Learning is attracting attention The reason e-Learning is attracting attention is "changes in the way people work. Telework has become the mainstream due to the Corona Disaster, but many companies are finding it "difficult to educate and train employees" and "impossible to conduct group training and on-the-job training. Given this situation, it is important to take measures to enhance the capabilities of each employee in addition to telework in the future. E-learning" is attracting attention as one means of solving these problems. E-learning makes it easy to provide education and training in areas that are out of reach for teleworkers. Advantages of Introducing e-Learning Here are some of the benefits of implementing eLearning. Advantage 1: Learning can take place anywhere and at any time. A major advantage of e-Learning is that you can study regardless of time and place. Many e-Learning programs are compatible with smartphones, so you can study anytime, anywhere. Microlearning," or e-learning, allows you to study in as little as 5 to 15 minutes. Advantage 2: You can progress at your own pace. E-learning allows you to progress at your own pace. You can pause the study, take breaks, and divide your time into 30 minutes, an hour, an hour and a half, or even an hour and a half. Another feature of e-learning is that you can study at your own pace while thinking about how to allocate your time. Advantage 3: You can check the progress of your study. The advantage of e-Learning with an LMS (Learning Management System) is that it is easier to monitor the progress of learning. Generally, a learning management system that manages progress is called an LMS. It is difficult to manage information such as "who is making progress and how far they have gone" and "what are their grades" on paper, but with e-learning, such information can be managed centrally in data format. E-learning has many advantages for those who manage learning. Advantage 4: A wide variety of content is available. Depending on the eLearning product, the following content is available Uploading materials YouTube video distribution Lectures on VR experiences, etc. *The above is only a partial list, but we have a full range of various contents aimed at learning work processes, working manners, and business knowledge. Main types of e-learning There are the following types of e-Learning Individual Online Learning Individual Online Learning" is a method in which each employee uses educational content delivered via the Web. The advantage of this method is that it can provide learning tailored to individual issues, and can be taken at the office or even at home. Online Group Training Online group training" is a method of conducting group training online using the Web. Online training is just as effective as face-to-face training, as it allows for the communication and facilitation that is so important in group training. Online group training is also used for new employee training and on-the-job training, where face-to-face work and team discussions are often required. Mobile Learning Mobile learning is a method of learning using a smartphone or tablet. Like individual online learning, it can be used regardless of time and place, allowing even busy people to learn using their spare time during commutes or breaks. It is effective as a means of increasing the effectiveness of learning in a short period of time. Telework and telecommuting-related training Telework and telecommuting related training is an e-learning training program designed to address issues such as how to successfully promote telework and improve teamwork. The content of the training differs depending on the position of the participants, such as the ability to communicate effectively to others for members, and communication support and development skills for leaders and managers. How to introduce e-Learning at no cost It is a hurdle for companies to introduce e-Learning at a high cost. If you are considering implementing e-Learning, we recommend that you first try using free e-Learning. After learning about the functions and operability, if it is cost-effective, you can introduce it on a full-scale basis. Here we introduce how to introduce e-Learning for free. Use a system with a free plan Many e-learning systems offer a free trial plan. In most cases, the product is offered free of charge for a limited period of time and for a limited number of users, so that you can get a feel for how it works. First, check what kind of free plans are available. Developing your own e-learning program Another option is to develop your own e-learning program. The advantage of in-house development is that it is easier to design a system that is optimal for your employees without relying on other companies' e-learning systems. However, it requires more personnel, higher costs, and specialized knowledge, but if your company is familiar with the system, you can try building a system from scratch. Utilize open source We also recommend the use of open source. Open source means that the "source code," the programs that make up the software, are released to the public free of charge. The advantage is that the cost of the software can be reduced, but since it is something that everyone can touch, be very careful about security risks. Points to keep in mind when using free e-learning Free eLearning has many advantages as mentioned above, but there are also caveats. There is a limit to the number of participants. Free eLearning is generally characterized by a limit on the number of participants. The limit is usually five or ten people at the most. This may not be a problem for small to medium-sized companies, but it is difficult for large companies to use this system in earnest. There is a fixed free period. Free e-learning programs have a predetermined service period. Most are free for the first month or two of use, and if you wish to continue, you must change plans and pay for the service. If you are interested in an e-Learning system, you should know in advance how long it will be free so that you can start using it when it is fully available. Limited availability of content Be aware that free e-learning systems have a limited amount of content available. Two to three pieces of content can be used for free, but after that, you may have to pay a fee. There is a security risk. Free eLearning has a lurking security risk issue. Many e-learning programs have different security measures for free and paid versions. Therefore, it is best to avoid free versions that require registration of detailed personal information. Conclusion We have introduced the advantages of e-learning and points to keep in mind when using free e-learning. Some e-learning programs can be tried for free. First, try the free version and think about whether it is cost-effective and whether employees are satisfied with it. If you find it easy to use, we recommend switching to the paid version and implementing it in earnest. LearningBOX is an e-learning system with an established reputation for ease of use. We are sure that it will be useful for you since it can be introduced at a low cost. Please try the free plan first, and then consider introducing the system. We also recommend this! Also read "learningBOX upgraded to Ver. 2.16

In the past few years, online training for human resource development has been spreading rapidly. These days, it is not uncommon for companies to offer online training for new employees. The digitalization of education is expected to continue to be a major factor in corporate training in the future. In this article, we will once again review the advantages and disadvantages of online training and introduce the educational methods required for more effective online training. Online training is mandatory even in post-corona. The rapid spread of online training was triggered, to say the least, by the new coronavirus. However, online training and telework were not created in response to the coronavirus. Have you ever heard the term "work style reform"? The term "Workplace Reform" refers to reforms that will allow workers to choose a variety of flexible work styles that suit their individual circumstances. Even post-coronary, this should be one of the important options to support various people's work styles. It is certain that it will have a significant meaning, not only in preventing infection, but also in influencing the way we work. Back to Table of Contents What is Online Training in the First Place? Online training refers to training that can be taken from a computer or smartphone via an Internet connection, regardless of location. There are two main types of online training Live-streaming type The live delivery type is a type of training in which lectures are delivered in real time. Both the instructor and trainees are trained at the same time, and interactive communication is possible, such as questions from trainees to the instructor and discussions among trainees. ⇒This type of training is relatively similar to group training. Recording type In this type, participants watch pre-prepared content and materials, allowing them to take the training whenever they want. Recorded training does not allow for interactive communication. E-learning is generally included in this category and is suitable for individual study. Back to Table of Contents Advantages of Online Training Here are some of the benefits of online training and the advantages of online training from both the "employee and company" aspects. Benefits for Employees Prevention of Infectious Diseases The training is conducted via the Internet, so it is possible to avoid the so-called "three densities" and take the course. No.2 Knowledge is retained. Recording and videotaping are available, so you can review the parts you had difficulty understanding. Repeated viewing will increase understanding and ensure that knowledge is retained. Also, employees who were unable to attend can share the recording with others. No.3 No need to worry about travel time As long as you have an Internet environment and a computer or other device, you can take the course anywhere, so you don't have to worry about travel time to the venue. 4. You can take the course in a relaxing environment. In many cases, participants will attend from home, allowing them to relax and take the training without having to change their usual environment. In addition, by using the chat function, the hurdles to speaking up are lowered, and questions can be asked more easily than in a group training session. Advantages for Companies Prevention of Infectious Diseases Training can be conducted by avoiding contact with people, thereby eliminating employees' concerns about infectious diseases. No. 2 Cost Reduction The Internet environment makes it possible to hold training sessions anywhere in the world. This reduces costs such as venue and transportation expenses required for group training. 3. Constant quality can be maintained. Employees who live far from the training site can take the same training, and the quality of the training can be maintained at a constant level. ⇒This will eliminate regional disparities in training. Back to Table of Contents Disadvantages of Online Training Online training has advantages as well as disadvantages, of course. Let's check this also from both the employees' and the company's point of view. Employees 1. it is difficult for participants to communicate with each other Participants attend training at different locations, making casual interaction difficult. Compared to group training, there are fewer opportunities for participants to deepen relationships and stimulate each other. Not suitable for practical training It is difficult to learn how to exchange business cards and how to handle visitors, which require actual interaction. 3. difficulty in controlling motivation Because a large part of the course is left to the student's own initiative, it is difficult to control concentration and motivation. Since the course is basically taken alone, students may feel uneasy because they do not know the other participants or the atmosphere of the place. Company It is difficult to grasp how much they understand. It is difficult to see the students' nodding and facial expressions on the PC screen, making it difficult to grasp the mood of the participants and the extent to which they are understanding the content. Back to Table of Contents What are the advantages of being offline? We have reviewed both the advantages and disadvantages of online training. Here are the advantages of offline group training. There are three main advantages of group training. Advantage 1. Increased motivation can be expected. By sharing a space, participants can connect with each other and provide a good stimulus to each other. The presence of peers can increase motivation. Advantage 2. Practical training can be provided. Participants can learn practical content, which is difficult to learn in online training. By incorporating role-playing and other methods, participants can acquire skills and knowledge in a systematic manner. Participants will acquire skills that are directly related to their work, so they can be expected to be immediately effective in their work. Advantage 3: Lecture content can be changed flexibly. Instructors can directly feel the reactions of participants and can immediately change the content to match their level of understanding. Back to Table of Contents What to Expect from Newcomer Training New hire training is literally training for newly hired employees. Among the training programs, there are some that require special attention because they are new hire training. New employee training is not just about acquiring knowledge and skills; through training, new employees can get a feel for the company's philosophy and vision, while the company can confirm each other's attitude and skills. Another important purpose of new employee training is to deepen friendships with their peers. Although it may seem surprising, a solid connection with one's peers improves the company atmosphere and also serves to prevent early turnover of new employees. Newcomer training is a solid foundation for new employees to become valuable members of your company. It is necessary to provide meaningful training for new employees so that they can grow as quickly as possible. Back to Table of Contents Hybridizing Online and Offline Blended Learning In recent years, a learning method called "Brain-Dead Learning" has been attracting a lot of attention. It is a form of learning that combines various methods and maximizes the benefits of each. This method can of course be applied to training as well. Both online training and group training have their advantages and disadvantages. Rather than sticking to one or the other, the training program of the future must understand the strengths of both, and then successfully combine and hybridize them. The importance of hybrid online and offline training is even more important for newcomer training, which covers a wide range of training content. It is important to plan and use each training program according to its purpose so that the benefits of each can be maximized. Back to Table of Contents SUMMARY We understand that many companies have adopted online training in the wake of Corona. However, even after the Corona disaster is resolved, this trend toward online training is unlikely to stop anytime soon. In the coming era, training must not be limited to the content of the past, but must combine the "advantages of online training" with the "content that can only be conveyed in group training". LearningBOX, which can be operated intuitively even without programming knowledge, can be easily used to create recorded online training programs, and can also be used for "blended learning," and many companies are using it for training new employees. With a simple registration, almost all functions are available for free for up to 10 accounts for an unlimited period of time, so please give it a try. ⇒Please try our free plan. We also recommend you to try our free plan! Also read Back to Table of Contents

7 useful features for conducting online examinations using leaningBOX! Hello, it's nice to meet you! I joined the company in April, and I am Sakatani from the Quality Control Section. It has been getting colder in the mornings and evenings recently. The other day, learningBOX was upgraded to Ver. 2.16. 2020.11.17 learningBOX upgraded to Ver. 2.16 Thank you for using learningBOX, our e-learning creation system. Today, learningBOX has been upgraded from Ver. 2.15 to Ver. 2.16. This article introduces specific new features of Ver. 2.16.7 (released on November 17, 2021), to which various new features have been added. The new, newly added features add many useful functions for conducting online examinations! So, in this article, we will introduce some of the useful features for conducting online examinations using the leaningBOX! Click here for the Table of Contents 1. only specified exams can be taken 2. specify the examinees and the examination period 3. only specified IP addresses can access the exam questions 4. additional learning contents can be added according to the results of the exam 5. check the test environment/device before the start of the test 6. no worries when the Internet connection becomes unstable 7. grade scores in Excel 8. summary Can have students take only specified exams If you assign materials to only the exams you want students to take, they will be able to view and answer only those exams to which you have assigned materials, even if there are other exams in the same folder or course! ⇒Content Assignment You can specify the examinee and the examination period. Once the open period is set, the answers can be answered during the open period. In addition, you can specify a specific group for the open period setting, so that you can extend the open period only for examinees who belong to the specified group! ⇒Publication period setting Only specified IP addresses can access the exam questions For each exam, you can designate IP addresses to be allowed to view and take the exam. This feature helps prevent cheating by allowing access to the exam questions only from the specified IP address! ⇒Access source IP restriction function Additional learning content is added based on test results. For example, "if exam A is passed, display and answer exam B", "if exam A is not passed, display and answer exam C", etc. Learning contents can be added according to exam results. ⇒Linked content setting function Can check the test environment and terminal before the test starts. The OS, browser, and version of the device used to take the test online can be specified in detail. Also, before answering the exam, you can test to see if there are any problems with communication speed and if you can hear the voice. This will prevent any problems during the test! ⇒Operation Test Settings No worries when the Internet connection becomes unstable! Even if your Internet connection suddenly becomes unstable, you will still be able to play and display audio, video, and image files. Therefore, even if communication conditions become unstable during the exam or study, you can proceed with the exam without any problems! ⇒Media Data Read Ahead Function Grades can be graded in Excel. For exams that include a report format, simply enter pass/fail and score information in the downloaded Excel file and upload it to complete the grading of the report format answers. This saves time by allowing you to grade multiple contents for multiple examinees in one batch! ⇒Report Scoring All of the above features have been added in Ver. 2.16! We have added many new features to make it easier for both test takers and test organizers to administer the examinations. If you are already using learningBOX, please upgrade your existing exams, or if you are considering creating a new exam, please register as a free administrator to experience these new features! Conclusion In addition to the new features introduced in this article, learningBOX also allows users to create exams using images, audio, and video, set limits on the number of times an exam can be taken, and easily manage test takers' scores, even if you are not very good at using a computer. In addition to the new features introduced in this report, the new features allow users to create exams using images, audio, and video, limit the number of times an exam can be taken, and manage exam results easily. Please use learningBOX when creating online examinations! For more information on how to use learningBOX to create online examinations and tests, please refer to this article. 2020.6.12 Creating online examinations and online examinations with learningBOX For those who are having trouble conducting tests and examinations at schools and cram schools due to home study. Companies or associations that are having trouble conducting scheduled examinations or certification tests due to the coronavirus! Our learningBOX may be able to solve your problems. We hope that you will consider using our LearningBOX as a reference.

Have you ever heard of the term "2021 Japanese-style school education"? Most educators have heard of it, but most readers of this article have probably never heard of it, or have heard of it but do not know much about it. In this article, we will provide an easy-to-understand overview of "Japanese-style school education in 2021," from the achievements and challenges of Japanese-style school education to its future direction and basic concepts regarding the use of ICT. If you are interested in what kind of education the children who will support Japan in the future will receive, please refer to this article. About Japanese-style education at 2021 The term "2021 Japanese-style school education" originated from the Central Council for Education (Chukyo-kan), an organization of experts established by the Ministry of Education, Culture, Sports, Science and Technology. Briefly, when the Minister of Education, Culture, Sports, Science and Technology, who is in charge of educational administration, enacts an important policy, he or she first asks the Chukyo Council for its opinion in the form of a "consultation" (shimon). After repeated deliberations, the Chukyo-kyo Council publishes a report in the form of a "report. In January 2021, the Chukyo Council, which plays an important role in the future of education in Japan, issued its "Report" in the form of the phrase "Japanese-style school education in 2021. Reference] Aiming to establish a "Japanese-style school education in 2021" - Optimal individualized learning and collaborative learning that draws out the potential of all children (Report) What is Japanese-style education? So what is "2021 Japanese-style school education"? Let's take a look at the outline of this concept in accordance with the report compiled by the Central Council for Education. Even in an era that is becoming increasingly complex and unpredictable, it is necessary to ensure that children's qualities and abilities are nurtured. Steady implementation of the new Courses of Study" and "the use of ICT" are considered indispensable for their development. On top of this, new trends are emerging based on the role that Japanese school education has played to date and the results it has achieved. Based on the above, we define the school education we aim to realize throughout the 2020s as "2021 Japanese-style school education. Qualities and abilities to be fostered in the future Society is undergoing accelerating changes such as "Society 5.0" (*1), and the spread of new types of coronavirus infection is making it difficult to predict the future. What are the qualities and abilities that should be nurtured in a rapidly changing society? In the report compiled by the Council for Middle Education, the following qualities and abilities should be nurtured through the steady implementation of the new Courses of Study and the use of ICT. To enable each student to recognize his/her own goodness and potential, as well as to respect all others as valuable beings. To enable students to overcome various social changes in cooperation with diverse people, to create a rich life, and to become the creators of a sustainable society. 1 Society 5.0 refers to a new society following the hunting society (Society 1.0), agricultural society (Society 2.0), industrial society (Society 3.0), and information society (Society 4.0) (Cabinet Office: Society 5.0). Back to Table of Contents What is Japanese School Education? Before considering "Japanese-style school education in 2021," we would like to introduce what Japanese-style school education was like until the Heisei era. In its "Report," the Central Council for Education defines Japanese-style school education as school education that nurtures children's intellect, virtue, and body in an integrated manner. The three elements of knowledge, virtue, and body are as follows. Knowledge: Guarantee of learning opportunities and academic skills Virtue: Guarantee of holistic development and growth Body: Guarantee of physical and mental health After the promulgation of the "school system" in 1872 (Meiji 5), the school attendance rate was low in the early days of the compulsory education system. Under such circumstances, the common learning contents were minimal, such as reading, writing, and arithmetic, and a grading system (a thorough course-based system for advancement) was adopted. Around 1890, a curriculum was systematized to nurture knowledge, virtue, and body in an integrated manner, and the classroom was established as a group of classes. After the war, in 1945, the School Education Law established the basis of the school education system, which continues to this day with nine years of compulsory education. Furthermore, a system was established to provide a foundation for equal educational opportunities and the maintenance and improvement of educational standards, making high-quality school education available anywhere in Japan. The schools have played a major role not only in academic instruction but also in student guidance, and have provided guidance based on a comprehensive understanding of children's circumstances, thereby forming a Japanese-style school education system that nurtures knowledge, virtue, and body in an integrated manner. The report also presents the achievements and challenges of Japanese-style school education to date, so let's take a closer look. Achievements of Japanese School Education The following three points are listed as outcomes of Japanese-style school education. Top class international academics Narrowing regional differences in academic performance High level of normative and moral awareness Schools play an important role not only in academic instruction but also in student guidance. Japanese-style school education is highly regarded in other countries for its comprehensive understanding of children's situations and guidance. According to the OECD (Organization for Economic Cooperation and Development) Education Policy Review, Japanese students and adults are among the highest performing of all OECD countries, and the success of Japanese education is attributed to the extensive holistic education it provides, including school lunches and extracurricular activities. The "2049 National Survey of Academic Performance and Learning" also reports that the gap between the average percentage of correct answers in the lowest-performing prefectures and the national average is shrinking. Reference】 National Survey of School Achievement and Learning, 2049 The Role of Schools Reaffirmed by the Corona Disaster The role of schools has been reaffirmed by the temporary closure of schools due to the spread of the new coronavirus infection. The role of schools was reaffirmed in the following three areas Guarantee of Learning Opportunities and Academic Achievement Guarantee of holistic development and growth Guarantee of physical and mental health (a place where people can feel safe and connected, a safety net) The temporary school closure reminded us that schools play a role not only in guaranteeing learning opportunities and academic achievement, but also in ensuring holistic development and growth, and in playing a welfare role as a place to be and a safety net. At the same time, we can see that these three points are the strengths of conventional Japanese-style school education. Challenges Facing Japanese School Education Schools today face the following six challenges Diversification of children Decreased student motivation to learn Exhaustion of teachers due to long working hours Delayed response to the accelerated progress of informatization Impact of declining birthrate, aging population, and population decline Challenges highlighted by the spread of new coronavirus infections Many issues have been raised, including the increase in the number of students enrolled in special-needs schools and special-needs classes in elementary and junior high schools, the increase in the number of foreign students, as well as the rise in the relative poverty rate for children under 18 and the increase in the number of students who are bullied and truant from school. Under these circumstances, schools are required to provide a safe and enjoyable environment for all children to attend school, and to play an ever more important role in welfare and as a place for children to stay. Furthermore, according to a survey conducted by the Ministry of Education, Culture, Sports, Science and Technology (MEXT) on public schools during the coronavirus disaster [MEXT, "The situation of academic guidance in public schools in light of the impact of the new coronavirus infection (as of June 23, 2020) The report also found that the implementation status of "simultaneous interactive online instruction" was only 15% for public schools in each establishment unit due to insufficient ICT environment. Schools are required to make active use of ICT by students and teachers on a daily basis, and to ensure that children have learning opportunities even in times of emergency. New Movements in Japanese School Education The goal of "Japanese-style school education in 2021" is to realize a new era of school education that inherits and further develops the advantages of Japanese-style school education. The following three new movements for the future development of education are indicated. Full implementation of new curriculum guidelines Reform of work styles in schools GIGA School Concept Steady implementation of new curriculum guidelines The Courses of Study are curriculum standards established by the Ministry of Education, Culture, Sports, Science and Technology and revised every 10 years. The new curriculum will be fully implemented in elementary schools from FY2020, junior high schools from FY2021, and high schools from FY2022. Reform of Work Styles in Schools Recently, long working hours of teachers and staff have become an issue, and the Ministry of Education, Culture, Sports, Science and Technology (MEXT) is working to solve this problem. Specific efforts include thorough management of working hours, clarification and optimization of work duties, improvement of the number of teachers and staff, and expansion of the assignment of specialized staff and outside personnel. GIGA School Concept The GIGA School Initiative is an effort by the Ministry of Education, Culture, Sports, Science and Technology to provide one computer and high-speed network for every student in Japan. The reform is being promoted based on three pillars, including not only the improvement of the hardware environment, but also "software" such as digital textbooks and AI (artificial intelligence) drills that allow students to individually concentrate on areas of weakness, and the strengthening of "instructional systems" that utilize outside personnel such as local instructor training and ICT support personnel. Back to Table of Contents Japanese School Education in the 2021s In its report, the Council for Middle and Secondary Education (C.E.O.S.) stated that the type of school education it aims to realize throughout the 2020s, "Japanese-style school education in the 2021s," is "the realization of individualized, optimal learning and collaborative learning that draws out the potential of all children. The following is a summary of the three perspectives that should be realized. Three perspectives of "2021 Japanese School Education The following items are considered important for the realization of "Japanese-style school education in 2021. Children's Learning Optimal individualized learning" and "cooperative learning" are integrated and enriched. The learning style that each school aims to achieve is realized at each school level. Faculty and Staff Positively accepting changes in the environment and continuing to learn throughout his teaching life. Serves as a teacher who maximizes each child's learning Has the ability to act as a companion to support children's independent learning Environment that supports children's learning and faculty ICT environments are enhancing instruction and support and streamlining school operations in schools across Japan. The school education environment that supports learning in the new era is being developed. An attractive educational environment has been realized even in areas with declining populations. The emphasis is on breaking away from the "correctness principle" and "peer pressure" that have been practiced in the social structure up until now, and facing the diversity of each child, to realize school education that makes each child the subject of its own education. Reference] Aiming to Establish "2021 Japanese School Education" (Report) [General Commentary]|Ministry of Education, Culture, Sports, Science and Technology Children's Learning in Japanese School Education in 2021 At first glance, "individualized optimal learning" and "collaborative learning" may seem to be contradictory, but the report indicates that the best of both is to be combined appropriately. Individualized Optimal Learning To enhance "individualized instruction" by improving instructional methods and systems, as well as to promote the use of ICT environment and the development of a detailed instructional system with a small number of students. Collaborative learning In order to ensure that "individualized learning" does not fall into "isolated learning," through inquiry-based learning and experiential activities, etc., students should respect others as valuable while collaborating with others to create better learning through the combination of different ways of thinking. In order to realize these two types of learning, ICT is mentioned as being indispensable, and it can be said that schools are about to change. Back to Table of Contents Future Directions for the Construction of "2021 Japanese School Education In order to nurture the intellect, virtue, and body of all children in an integrated manner, regardless of regional differences or the economic status of their families, the role that Japanese-style school education has played in the past must be carried on. In order to realize the "Japanese-style school education of 2021," the following reforms are necessary. Refine, reduce, and focus the scope, content, and amount of work, roles, and guidance that schools and teachers should provide. Support children's growth through cooperation and collaboration between schools and local communities An education that does not fall into a "dichotomy", but rather combines the advantages of both in an appropriate manner. The report calls for the steady promotion of the PDCA cycle for these education policies, and states that the Central Council for Education will conduct necessary verification mainly by the Elementary and Secondary Education Subcommittee. Six Directions for Reform The following six specific directions have been identified for the realization of "individualized optimal learning" and "collaborative learning" that will bring out the potential of all children. To improve the quality, diversity, and inclusiveness of schooling and to achieve equal opportunity in education. Achieve school management through collaboration and sharing of responsibilities Achieve optimal combination of existing practices and ICT Appropriate combination of course completion, acquisition, etc. Guaranteeing learning overcoming infectious diseases, disasters, etc. Achieve sustainable and attractive school education in the midst of changing social structures While looking to the future, it is also necessary to consider how to allocate schools, maintain facilities, and collaborate among schools in order to provide high-quality and attractive school education in rural areas. Back to Table of Contents Basic Idea of ICT Application in "2021 Japanese School Education ICT is essential as a fundamental tool for school education. Based on the basic concept of optimally combining existing practices with ICT, the following three points are considered important for realizing school education appropriate for the Society 5.0 era. Resolve various issues in school education and improve the quality of education Be aware of the PDCA cycle and conduct appropriate effectiveness verification and analysis Be careful not to make the use of ICT an end in itself. As Japanese school education has lagged far behind internationally in the use of ICT, it will be necessary to resolve various issues and make significant changes in school education in the future to improve the quality of education. Reference] Aiming to Establish "2021 Japanese School Education" (Report) [Summary] Ministry of Education, Culture, Sports, Science and Technology Quality Improvement of School Education Based on the basic concept of ICT utilization, the following three specific directions are provided to improve the quality of school education. (1) Use of ICT to improve the quality of school education Utilize ICT to improve classes to realize independent, interactive, and deep learning, as well as to implement learning activities that were not possible before and to enhance learning outside of school, such as at home. Provide guidance that is tailored to each student, including detailed support for students with special needs and advanced learning opportunities that develop individual talents. (2) Improvement of teachers' qualifications and abilities for the use of ICT Achieve an environment in which teachers can acquire the necessary qualities and abilities through overall teacher training and development. Teacher training colleges and faculties will play a central role in building a teacher training model that responds to the new era, as well as a network of teachers who are constantly working to improve their teaching. (3) ICT environment development Terminals deployed under the GIGA School concept are assumed to access the cloud and utilize various services. It is hoped that each school (elementary, middle, and high school) will have one terminal per student and that students will be able to bring their own terminals home. It is important to utilize "one terminal per student" for the nine years of compulsory education, to accumulate, analyze, and utilize learning histories, and to enhance detailed guidance according to the characteristics of each student and his/her level of learning retention. It will also be necessary to systematically improve systems, facilities, and equipment to support learning in the new era, including measures to ensure physical distance based on "new lifestyles," a new guidance system, and the securing of human resources for teachers. Back to Table of Contents SUMMARY In summary, "Japanese-style school education in 2021" can be expressed as "Japanese-style school education + new movements = Japanese-style school education in 2021. In addition, it can be said that "Japanese-style school education in Reiwa" is to utilize ICT to realize individualized and optimal learning and collaborative learning that draws out the potential of all children. The overview of "Japanese-style school education in 2021" that we have introduced here may provide a hint for those who are involved in not only school education but also various types of education to think about the future of education. We recommend the e-learning system "learningBOX" for the realization of Japanese-style school education in 2021. learningBOX has all the functions for creating and distributing teaching materials, managing grades, and managing students. We recommend that anyone can easily build a web-based learning environment. We also offer a free plan, so you can easily try out the system to see what kind of effect it will have on your students. If you are interested in improving the quality of education through digitization while reducing the burden on teachers, please try the free trial first. ▼ We also recommend this one! Also read. Back to Table of Contents

What is "microlearning," a hot topic nowadays? Microlearning" is now attracting attention as a new method of human resource development, as e-learning has become a common method of human resource development. Many people may be familiar with the term "microlearning," but most probably do not know the details. In this article, we will provide an overview of microlearning and its characteristics. We will also introduce some examples of microlearning applications and points to enhance the effectiveness of learning. Table of Contents 1. What is Microlearning? 2. characteristics of microlearning 3. situations in which microlearning is used in the corporate world 4. points to enhance the effectiveness of microlearning 5. summary What is microlearning? Microlearning refers to a style of learning that takes as little as five minutes rather than longer periods of time, such as 30 minutes to an hour. Types of learning styles range from simply watching videos to quiz-based learning. Microlearning is attracting attention because of the millennial generation that entered society after the year 2000. Millennials are accustomed to digital devices and the Internet, and many of them use Internet devices in learning situations. Microlearning is a good match for millennials and is likely to be used in more situations in the future. *Millennial Generation: The term "millennial generation" refers to those born after 1981 and who became adults or working adults in the early 2000s. Relationship between Micro-Learning and e-Learning Traditional e-learning has been incompatible with microlearning because of the long learning content time. Today, however, more and more people have smartphones and other mobile devices such as tablets. Microlearning's greatest feature is its "easy, no-load, easy-to-continue" learning style, which fits the lifestyles of modern people. It is a learning style that could become an important future educational trend in today's busy society. Features of Microlearning As for the characteristics of microlearning, here are three advantages and two disadvantages of microlearning. Advantages of Microlearning The three main advantages of microlearning are Advantage #1: Learning content is easier to retain A major advantage of microlearning is that the content is easier to retain. It is said that reviewing the same content over and over again is effective for retention. Microlearning content is short and easy to review over and over again. Another advantage is that you can check whether you have understood what you have learned through quizzes and other activities. In order to consolidate what you have learned, it is important to have output as well as input. Microlearning, which allows students to practice both, is expected to help them retain what they have learned. Advantage #2: You can study at any time you want Microlearning allows you to study at your favorite time because the learning contents are subdivided. When learning on a smartphone, you can study not only in the office but also on the train to work. In addition, if you take advantage of unexpected skimming time, you will be able to acquire new knowledge even while at work. Advantage #3. Reduces the burden of creating and revising study content. Microlearning also reduces the burden of creating and revising learning content. Since the content is basically 5 to 10 minutes in length, even if revisions are necessary, they do not impose an extremely large burden. It is said that change is difficult to read in the modern age, and content once learned may become outdated in a short period of time. The fact that it is easy to flexibly modify the learning content in accordance with the changing times is an advantage that helps maintain the quality of the content. Disadvantages of Microlearning Microlearning has disadvantages as well as advantages. The two main disadvantages are as follows Disadvantage #1: Not suitable for long-term learning Microlearning is not suitable for long-term learning because the learning content is segmented. For example, Microlearning can handle content that can be learned in a short period of time, such as studying English vocabulary. However, content that requires a large amount of time may not be fully understood. Microlearning is also not suitable for learning that requires face-to-face communication. Disadvantage #2: Difficult to explain detailed content Microlearning also makes it difficult to explain detailed content. When explaining complex management theories in detail, it is necessary to take measures such as breaking up long videos into several videos. However, watching 5- to 10-minute videos spread over several videos leads to an increased burden on the learner. When explaining detailed content, e-learning is effective. Scenes in which microlearning is used by corporations Microlearning, like e-learning, is often used in the corporate sector. Here are two examples of situations where microlearning is used in the corporate environment. In-house education and training for new employees Microlearning is often used to educate new employees who need to learn many things, such as basic business etiquette and knowledge about the industry. When there are many items to learn, it becomes difficult to understand with long videos such as e-learning. However, with short videos like microlearning, learners can learn each item at their own pace. Especially for content that is difficult to visualize in a classroom setting, such as exchanging business cards, videos will make it easier to deepen understanding. Education and guidance for managers Microlearning is used not only for new employees, but also for managers. Unlike new employees, managers require a wide range of knowledge, including management skills. However, managers are often very busy, and it is difficult for them to set aside time for training. Microlearning, which allows employees to learn at their own pace, makes it easier for even the busiest managers to make progress. Tips for Improving the Effectiveness of Micro-Learning If you want to increase the effectiveness of microlearning, you should keep in mind the key points before implementing microlearning. The key points to enhance the effectiveness of microlearning are as follows Use an appropriate delivery system When implementing microlearning, it is important to choose a delivery system carefully. If you choose a delivery system that is difficult to use, you will have to spend a lot of time creating and modifying questions, and your learners may feel stressed. If you are considering using a delivery system, check if a free trial is available. We recommend that you first try the system once and then carefully consider whether or not it will have the desired effect. Conclusion In this issue, we have explained the details of microlearning, including its features and points to enhance its effectiveness. Since microlearning has a high affinity with e-learning, a high learning effect can be expected by using both in a well-balanced manner. Our e-learning system, learningBOX, does not require any programming knowledge and can be operated intuitively. Please try our free plan first to experience the ease of use. We also recommend this one! Also read "How to Choose a Microlearning Platform? Key Points Explained"

Points to keep in mind when creating content for e-learning. Over the past few years, e-learning has become an increasingly popular option for employee training. It is now easy to set up and create original e-Learning content in-house without relying on a vendor. In-house content can be matched to your company's training and lead to significant cost savings. In this article, we will discuss what is required for effective eLearning content. Click here for Table of Contents 1. 3 Key Points Required for E-Learning Content that is Easy to Attend 2. 5 Steps to Creating Effective E-Learning Content 3. continuous improvement is necessary for good e-learning content 4. summary 3 key elements for easy-to-learn e-learning content If you were appointed as the person in charge of creating original e-learning content for your company, what would be your main concern? How do you create questions and programs? or "How do I create content that is easy to understand?" How do I create content that is easy to understand? The biggest difference between traditional training and e-learning is that you cannot see what the participants are doing. You cannot see the students' motivation or level of understanding, which you can get a sense of if you are in the same place. The biggest concern for the trainer is "Are they listening and understanding? The disadvantage of e-learning is that it is difficult to know if the students are listening and understanding the material. How to compensate for this disadvantage of e-learning is the key to easy-to-learn content. The following three things are necessary for easy-to-learn content. 1: Ease of understanding 2. Ease of learning 3. Ease of updating Let's look at some more specifics. No.1: Ease of understanding First of all, the content must be "easy to understand. Is the information to be conveyed well organized? Create content that is intuitive and easy to understand by using consistent text, the right amount of text, and the beautiful appearance and colors of the content itself. Use images, photos, and graphs to make the content even easier to read and understand. Materials with animations and audio can increase learning efficiency and retention. Smart-looking materials not only improve comprehension, but also motivate students. No.2: Ease of learning It is also important to be able to feel the effects of solid learning. The "ease of acquisition" of learning content helps knowledge to stick and prevents motivation from waning. A one-way classroom lecture is not as effective as face-to-face training. Clarify "what is understood" and "what is not understood," and let the trainees know how much they understand at this point in time. It is important to conduct a "confirmation test" before and after the training to visibly show how much knowledge has been gained and how much has been retained. 3: Ease of updating Better content needs to be updated regularly in response to changes in the company environment and student response. Outdated information can confuse and demotivate students. One of the advantages of creating e-learning content in-house is the ability to revise and update the content in-house. It is recommended that manuscripts, illustrations, and data used for content be created and managed in anticipation of updates. Five Steps to Effective e-Learning Creation Now that we have identified what is needed for eLearning content that is easy to take, let's look at the actual steps for creating content. Creating effective eLearning requires the following five steps STEP 1] Establish the target audience and goals of the training First, determine the target audience for the training. The knowledge and experience required for training new employees and brushing up existing employees are different. For training to be highly effective, it is necessary to use different content for each level. Once the target audience for training is determined, set goals. What knowledge and skills do you want them to acquire through the training? E-learning materials are difficult to learn if the objectives are unclear. Set goals that are as simple, specific, and easy to understand as possible. We recommend that you focus on how much of the training content was absorbed, rather than just the number of hours of training taken. STEP2] Consider appropriate content to achieve the goals. Once the target audience and goals have been determined, the next step is to determine the content of the training. From the very beginning, calculate how much volume and how much time will be required to achieve the set goals. The content should be able to steadily step up step by step, taking advantage of the benefits of e-learning. If you create content "sort of" without a solid consideration at this stage, you will end up with content that you will not be able to learn. Content composition, devices to be used for the course, methods of expression such as video, test specifications, etc. are also considered at this stage. STEP 3] Create e-learning content This is where you actually start creating the content. In general, the following are commonly used. Animation Animation Still images such as PowerPoints and PDFs Make it possible to analyze data such as learning logs, questionnaires, and confirmation tests after the course, which will lead to future improvements in e-learning content. Analyze these data carefully to "visualize" the effectiveness of the training. Measuring specifically how much was achieved against goals will lead to the success of the training. STEP 4] Actually conduct the training. Conduct the training using the content you have created. Remember to follow up with the trainees to ensure that they do not lose motivation, such as by using confirmation tests and talking to them about their progress in person rather than online. STEP5] If necessary, revise and improve the e-learning content. After the course, have you achieved the goals you initially set? If not, analyze the content and improve it. A good way to do this is to conduct a satisfaction survey among the participants. If a variety of factors make the training content unsuitable, revise it as soon as possible. Effective content requires frequent updates. Good e-learning content requires continuous improvement. E-learning content that is easy to understand, easy to learn, and easy to update does not end when it is created; it is important to constantly upgrade it in accordance with the concept of the PCDA cycle. The PCDA cycle refers to the continuous improvement of business operations by repeating the four stages of Plan (planning), Do (execution), Check (evaluation), and Act (improvement). This can be applied to "creating effective e-learning content" as follows. Plan Clarify what the e-Learning training is for and who the training is targeted at, and plan accordingly. Do (Execution) Execute the training based on the planned content. Check (Evaluation) Evaluate the training based on the level of achievement and satisfaction of the trainees. Also, analyze the evaluation and identify problem areas. Act (Improvement) Review the training content and make use of it in the next plan. Make sure you understand the tasks required for each stage, and create even more effective content. Conclusion It is natural for an educator to want to create good content with as little effort as possible. Because e-learning via the Internet can be taken anytime, anywhere, it is necessary to create content that is more relevant to students than face-to-face training. With our "learningBOX," you can set up courses, manage groups of learners, distribute materials to each group, and configure other functions to meet the needs of each user. It has been introduced in training programs at various companies because it is intuitive and easy to use, even without programming knowledge. If you are interested in e-learning education, please try the free plan and experience the ease of use. We also recommend this! Also read "Why e-Learning is effective in solving human resource development issues"