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Reasons for Training Mid-Career Hires｜Training Methods and Key Points? This article details the reasons why training is necessary for mid-career hires and effective training content. Companies often believe that training is unnecessary for mid-career hires. However, it is possible for mid-career hires to maximize their abilities if appropriate training is provided regardless of whether they are [new graduates or mid-career]. Click here for Table of Contents 1. Reasons for providing training to mid-career hires 2. training methods for mid-career hires 3. key points of mid-career training 4. streamlining employee training for mid-career hires 5. summary Reasons for providing training to mid-career hires It is easy to think that mid-career hires do not need to be trained again because they have working knowledge and experience from previous jobs. However, this biased thinking is very easy and dangerous. Let's confirm together the reasons and necessity of training even for mid-career hires. Understanding the nature of the work Job descriptions vary in detail from company to company. Even if a mid-career hire has experience in the same industry, working under the rules of the previous company may not work. In some cases, there is a hidden risk that it may lead to an early career change or resignation. Therefore, it is important to provide training to ensure that the employee understands the nature of the work. Know the company's philosophy Even for mid-career hires, joining a new company is no different from joining a new company for new graduates. By making them aware of the company's philosophy through training, it will be easier for them to understand how things work within the company. Familiarize yourself with your new workplace Compared to new graduate hires, mid-career hires do not have as many people joining the company at the same time. This makes it difficult for them to communicate with other employees, and there is concern that they may become isolated within the company. Training has the advantage of making it easier for them to become familiar with their supervisors and seniors who serve as mentors and help them become acclimated to the workplace. Training methods for mid-career hires There are three training methods for mid-career hires. Let's take a look at the characteristics of each of them: OJT, Off-JT, and e-learning. OJT On-the-job training (OJT) is a method in which training is conducted while performing work duties. You can learn skills from your supervisor while gaining on-the-job experience. This is effective when it is difficult to set aside time for training only. Off-JT Off-JT (Off the job Training) is training that takes place outside of work. For example, by going to a designated location to attend a seminar or lecture, you can improve your skills and knowledge. It is also important to understand that it is easy for mid-career hires to communicate with each other. E-learning E-learning allows you to study from home or during your commute. You can learn anytime by using your computer or smartphone. In recent years, in light of the Corona disaster, e-Learning has been attracting increasing attention as a way to provide training without gathering people together. Key Points for Training Mid-Career Workers There are three key points to consider when conducting training for mid-career hires. Let's look at the details. Establish the purpose and duration of the training It is important to determine the content of training with a purpose in mind. For example, it is important to understand factors such as what kind of career you want the mid-career employee to develop and what kind of skills the mid-career employee himself/herself would like to acquire. By determining the period of time until the objectives are achieved, it will be easier to set the direction of the training content. Conduct a proper evaluation. When you have conducted the training, be sure to conduct a correct evaluation. While it is necessary to make a comprehensive judgment that includes both subjective and objective factors, an ambiguous evaluation will be counterproductive. For this reason, it is advisable to clearly communicate the evaluation criteria to some extent prior to the training. Communicate. Be proactive in your communication and follow up with them. This is because compared to new graduates, mid-career hires are less likely to receive detailed guidance, and there are cases where training proceeds without resolving questions. Streamline employee training for mid-career hires. In order to conduct employee training efficiently, it is advisable to adopt the concept of DX (Digital Transformation). DX refers to the concept of "making people's lives better through the penetration of IT. Human Resource Development for the Corona Disaster Changing with DX DX has changed human resource development in Corona Disaster. For example, online e-learning and webinars (web-based seminars) are being used. Rather than training personnel through group training, online training is attracting attention in recent years because it can be conducted while preventing infectious diseases. Effects of Human Resource Development Expected from DX Mid-career hires may have skills and business manners, but they also have different ways of thinking. To help mid-career hires quickly become familiar with the company's philosophy and policies while utilizing their own experience, and to enable them to play an active role in the company with high aspirations, human resource development using DX should be utilized. Offline training with DX allows you to learn a unified training program. Even if there is a lack of understanding or the content is not fully integrated, the same content can be taught over and over again to ensure a consistent understanding. This minimizes problems such as mid-career hires having difficulty adjusting to the company or having a different impression of the company than they had expected. In addition, with online training by DX, training can be conducted remotely and in person. This allows you to recognize issues and concerns that mid-career hires may have that you could not find in offline training, and quickly correct course corrections. Other expected human resource development benefits of DX are also beneficial to the company, as it allows for flexible selection of location and time compared to traditional on-site training, thereby reducing expenses and labor costs. Conclusion Mid-career hires should be trained using a different approach to training than new hires. Even mid-career hires with strong backgrounds and skills may not always fit in well at a new company. Adopt training methods that are appropriate for your company and support your mid-career hires to maximize their abilities. learningBOX has been implemented by a wide variety of companies. For more information, please click here to see learningBOX case studies. learningBOX also offers a [free plan] that allows you to use up to 10 accounts indefinitely, including the administrator. If you are at all interested, please try our learningBOX! We also recommend this! Also read "How to create a training program for human resource development and the necessity of such a program"

Why e-Learning is Effective in Solving Human Resource Development Issues Human resources, or "human assets," are important to a company. If appropriate training can be provided to each employee, it will improve the productivity of the entire company and prevent turnover. However, even if they understand the importance of such human resource development, many managers may be concerned that they do not know what kind of human resource development they should actually conduct. In this article, we will explain the issues involved in human resource development and specific training methods. With reference to this article, let's grasp the merits and demerits of human resource development and learn what training method is best for your company. Click here for Table of Contents 1. What are the challenges in human resource development? 2. What are the key points when considering human resource development? 3. concrete means of human resources development 4. introduction of e-learning is effective for human resource development Conclusion What are the challenges in human resource development? Many companies have challenges in human resource development, but often feel that their education staff is not as effective as they would like. If "education and training" is continued without seeing the issues in human resource development, the recipients may feel that the training is "not very meaningful. This leads to a vicious cycle of training. Here we introduce three concrete measures to address human resource development issues. Establish a system that allows time for training. First, prepare a system that allows you to spend time on training. In Japan, where a shortage of human resources is lamented due to the declining birthrate, most employees are unable to spend sufficient time on training due to the heavy workload of each individual employee. If the employees have to work overtime to find time for human resource development, the training cannot be expected to be fully effective. Therefore, a system must be established in which training is considered part of the business and time can be spent on it. Companies need to reform their overall work style by establishing a department that specializes in human resource development, or by reviewing the duties of employees who are also in charge of training. 2) Raise supervisors' awareness of guidance It is also important to raise supervisors' awareness of leadership. Rather than "appointing employees who have been with the company for a long time as trainers" or "leaving it to employees with good individual performance," companies must first consider the training capabilities of their supervisors. No matter how talented an individual may be, if the training is conducted by a supervisor who lacks instructional awareness and training skills, the recipient may not receive sufficient training benefits. For this reason, companies need to incorporate human resource development as a part of their evaluation. If human resource training is linked to results, those who provide guidance will be more conscious of the skills and abilities of their subordinates and the path to their goals. 3. bridging the generation gap Know the gap between generations and try to bridge it. Social conditions are constantly changing, and the training that supervisors have received in the past may not always be effective for new employees. Training for mid-career employees also differs from that for new hires. Mid-career employees may be confused by the differences from their previous jobs, so adequate training must be provided on company rules and regulations rather than business etiquette and basic knowledge. Therefore, human resource training is required according to the needs of each generation. What are the key points when considering human resource development? In light of the issues discussed above, the following is an explanation of the key points to consider when thinking about human resource development. Know the challenges and goals of each generation Keep in mind that each generation has its own challenges and goals in human resource development. Depending on the generation, training methods need to be changed flexibly. For example, the following challenges and goals are required by each generation. ■New employees Understanding of the company's management philosophy and business model Acquisition of basic business manners Motivational training ■Mid-career employees Creation of future career plans Improving specific skills such as problem-solving and presentation skills Understanding how to instruct subordinates Mid-career employees Understanding of industry trends and structure Building relationships to familiarize themselves with the environment Understanding of differences and gaps from previous jobs In fact, as a corporate human resource strategy, "recurrent education," which requires relearning once every 10 years, is attracting attention, and career design training programs by age group are being held. Human resource education in the future will require skill development for each generation. Creating Skill Maps Creating skill maps is one of the effective means in human resource education. A skill map is a list of the skills that each employee possesses after picking up the skills necessary for the job. By summarizing the skills in a list, it is possible to visualize the skills that employees need at the moment, what goals should be set for training, and so on. By visualizing the skills, specific training policies for each employee can be determined, and the aim is to improve the skills of employees through repetition. Analyze the Effectiveness of Training After the training, the effectiveness of the training should be thoroughly analyzed. A correct analysis will ensure that the training is not a mere formality, but a realistic and highly effective training program. The analysis can be divided into the company's perspective, such as the return on investment of each training program and changes in employee attitudes and behavior, and the employee's perspective, such as the level of satisfaction with the training and the degree of knowledge acquisition. Such analysis can be conducted by collecting data through comprehension tests and participant interviews. By analyzing the effects of the training, rather than simply saying that the training has been conducted, the training can be brushed up to be even more effective. All employees are aware of the importance of education. It is important for the entire company to have a strong awareness of the importance of education. Don't just leave training to the instructor. Companies can do this by conducting campaigns to encourage human resource development and educating employees about the benefits of training through internal newsletters. Also, if companies provide financial and time support for self-development seminars and learning, employees will be more willing to take the initiative in learning. The company can encourage employees to understand "Why do I need to take education and training? and create an environment that encourages employees to take training voluntarily. The company as a whole should promote education and training, rather than leaving it to individuals alone. Specific means of human resource development Now, let us look at specific means of human resource development. The advantages and disadvantages of each will be explained. Training Training is the most popular means of human resource development, as it is a way to educate a large number of employees in a single session. Training conducted by external instructors provides employees with the opportunity to learn a wide range of knowledge and skills. Group training by internal instructors is also available. The advantage of internal training is that it allows employees to acquire practical know-how at a practical level. However, since each employee is away from his or her work duties during the course of the training, it may be difficult to conduct such training in companies with frequent overtime work. Another disadvantage is the time and cost required to train internal instructors, as they are required to have a high level of instructional skills. In addition, due to the recent changes in the times, companies are now moving to switch from group training to online training. In the future, training conducted by gathering people together is likely to decrease. On-the-Job Training (OJT) OJT stands for "on-the-job training. The advantage of on-the-job training is that trainees acquire more practical skills while actually performing their jobs. The instructor also provides feedback to the trainee, thereby fostering smooth communication and human resource development expertise. The disadvantage of OJT, however, is that it requires a highly skilled instructor and places a heavy burden on the field. OJT itself does not produce direct results for the company, so the time cost for the instructor can be considered high. Self-development Self-development is an action in which employees take the initiative to improve their abilities. Examples include acquiring knowledge by reading books and attending self-development seminars. Self-enlightenment is not restricted by time or place, and employees can learn when they want to learn and improve their skills on their own initiative. However, self-education is not mandatory, and it is difficult to achieve unless employees are willing to learn on their own. Therefore, it is necessary for companies to motivate employees and make them understand the meaning of self-development. E-learning is an effective way to develop human resources. There are a number of effective means for human resource development, but all of them have disadvantages such as high cost and time constraints. We recommend the use of e-learning for this purpose. For example, online training reduces the need for space for large gatherings, travel time for participants, and transportation and lodging costs, and the cost per participant is low, making it cost-effective. Another advantage of e-learning is that each participant can take a test to check his or her knowledge at any time, and the results and degree of mastery can be checked at a glance, making it easy for the participant to realize his or her growth. Managers can also check the performance and efforts of each employee, which not only improves work efficiency, but also greatly helps in analyzing the effectiveness of training and education systems, providing education suited to each individual, and serving as a guideline for personnel evaluations. E-learning, which compensates for the disadvantages of conventional human resource development, is being increasingly introduced by companies and is becoming a popular means of human resource development. Conclusion We have explained the issues, key points, and concrete means of human resource development. All of the human resource development methods introduced here are expected to be highly effective, and can stabilize the retention rate while increasing corporate productivity. If you need to prepare in terms of time and cost, e-learning is an effective option. LearningBOX, in particular, is designed to be intuitive and user-friendly, and can be easily used anytime, anywhere. In addition, a free trial is available for up to 10 accounts, so we encourage you to take advantage of it. We also recommend this one! Also read "Thorough explanation of the basics of e-learning, how it works, and how to use it! [2020-2021]"

How to create and add a SCORM-compliant "Block Crashing Game"? Hello! This is Kobashifrom Development. The temperature has dropped dramatically over the past few days, and the mornings and evenings have become colder. The season is slowly turning into autumn, and the year will be over in two months at the earliest. In this article, we would like to introduce a SCORM-compliant block-crunching game that will make autumn even more enjoyable. Our e-learning system [learningBOX] is a SCORM 1.2-compliant LMS! Therefore, if you add a code to send learning data to the LMS, you can have users use it as learning materials. Click here for Table of Contents 1. What exactly is SCORM? 2. SCORM-compatible block-crunching games 3. learningBOX is an LMS that supports SCORM materials 4. summary What exactly is SCORM? SCORM is an e-learning standard that defines the specifications for combining an LMS (Learning Management System) and teaching materials. SCORM was developed by Advanced Distributed Learning in the U.S. In Japan, the Japan E-Learning Consortium certifies LMSs and content, as well as SCORM-related qualifications. SCORM-compliant materials can be used in a SCORM-compliant LMS. Purpose of SCORM ▼ SCORM has two main objectives. 1. to register teaching materials in the system 2. to exchange grades and other information between teaching materials and the system If you would like to know more about SCORM, please refer to "What is SCORM? SCORM-compliant block-crunching game The content introduced here is not so much a teaching tool as it is a game. First of all, please watch this video! About the details of the "Block Crashing Game The "Block Crashing Game" introduced here is a slightly modified version of the one published by MDN Web Docs using "Canvas". If you know some javascript and html, please give it a try. Reference: https://developer.mozilla.org/ja/docs/Games/Tutorials/2D_Breakout_game_pure_JavaScript/Mouse_controls The changes to the block-crunching game are here. The game was automatically repeated after the game was over. The game was automatically repeated after the game was finished. To make the score 100 points, the number of blocks was changed from 15 to 20 for easier calculation, and 5 points were added per block. The message at the end of the game was changed from an alert to a text display. Changed to mouse operation only. learningBOX is an LMS compatible with SCORM materials SCORM materials can be quickly reproduced by anyone who has written simple programs. You can download the block-crunching game from here. Once you have downloaded the content, let's check the actual operation on learningBOX. ⇒[download id="61379" template="Download educational materials"]. Let's check how the block-crushing game works! Try the block-breaking game from the learning screen! The learning status of the material will change to Pass or Fail. After learning, the grade data will be reflected. Checking the grade data of the block-crunching game Since learningBOX is a SCORM compliant LMS, grade data is also stored. The administrator can check the user's course history on the grade management screen, and can also download grade data in CSV format. The grading criteria for this block-crunching game is 80 points or higher for passing the course. For more information on how to view and overview the grade management, please refer to the grade management page here. Let's customize the block-crunching game! When you are learning content, you may find that you want to modify it in various ways, such as "I would like this kind of movement better here. If you have basic knowledge of Javascript, you can customize the contents to your own specifications! Example of customization) Change the passing criteria. Change the speed of the ball Change the number of blocks Change the number of blocks. Try changing the start button so that the game starts when the button is pressed. Try changing the game to a different one Please click here to read articles related to ▼SCORM materials. Summary You can create game-like flexible contents by importing handmade SCORM teaching materials. With learningBOX, you can publish your own games and set up ranking displays, etc! The "block-crushing game" introduced here is just one example, but you can publish your one-of-a-kind program on learningBOX! With learningBOX, you can create a wide variety of SCORM-compliant content simply by adding SCORM. Why don't you start by creating simple SCORM contents while having fun? Our e-learning system is easy for learners to use. If you are interested in implementing an e-learning system or using SCORM materials as learning content, please give our learningBOX a try. You can use learningBOX for up to 10 accounts for free for an unlimited period of time. ⇒Try our free plan Thank you for reading this article.

How to set up From mail so that it is not classified as spam First of all, SPF stands for "Sender Policy Framework," and is a security technology to prevent emails from being misidentified as spoofed emails. SPF settings can prevent the "From mail address change" available in the Customize and Site Customizer from preventing emails from reaching the learner. In this article, we will show you how to deal with From mail being sorted as junk mail. Click here for Table of Contents 1. What is SPF setting? 2. the procedure for SPF setting 3. summary What is SPF setting? This is a setting to explicitly state that this e-mail address is allowed to be delivered from this mail server. If an e-mail is delivered without SPF setting, it is more likely to be judged as spam because the "IP address" of the mail server from which the "domain" is sent cannot be authenticated. Therefore, by setting SPF, it proves that the From mail address is not "illegally used by a third party" and is less likely to be classified as junk mail. Procedure for SPF setting The SPF setting is not done from the earningBOX administration screen, but from the administration screen (DNS server) of the domain management company with which each company has a contract. The domain management company refers to the company you used to acquire your domain. By checking the domain part of your e-mail address, you can find out which domain management company you have contracted with. Apply for DNS settings with the domain management company You need to apply for DNS settings with your domain management company. DNS is a system for managing and operating domain names. Please refer to the page of each domain management company for the application procedure. 2. configure SPF on the DNS settings screen Our learningBOX uses "Amazon SES" mail servers. Enter the following information on the management screen of the domain management company to configure SPF settings. *As for the host part, it will be blank or @ depending on the DNS service. If your domain already has an SPF record, add an Amazon SES include statement before ~all using the following format "v=spf1 existing settings include:amazonses.com ~all" To configure SPF settings at Name.com Configure the SPF settings from the Name.com control panel. For Name.com, please refer to the support information on Name.com for details, as the setting method will vary depending on the name server you are using. Name.com Mail Marketing User Guide｜Name.com official website To configure SPF settings on Xserver SPF Settings｜XServer official website Conclusion In this issue, we introduced SPF settings to prevent From mail from being classified as spam. IT terms such as "SPF" and "DNS" may sound difficult to understand, but it is possible to prevent discrepancies in perception between administrators and learners, such as "I thought I sent a From mail, but it was classified as spam and did not reach the learner. In addition, countermeasures against "spoofed e-mails" are essential to increase the delivery rate of e-mails to learners. Among them, SPF settings are important as a mechanism to clear suspicions of abuse of e-mail addresses. The Customize and Site Customizer functions are paid options that allow you to freely change e-mail addresses including the sender (From) for each subdomain. By clarifying the sender, learners can receive e-mails with peace of mind. Please feel free to contact us if you are interested in this service.

New forms of education, such as "inquiry learning" and "ICT education," are being promoted in modern educational settings. In this article, we will discuss the advantages and disadvantages of the introduction of ICT education. For those in charge of education who are considering the introduction of ICT education, it is important to understand in advance the benefits that students, teachers, and schools can gain from its introduction. Please refer to this article to deepen your understanding of ICT education! What is ICT education? ICT education refers to the use of IT technology, such as tablets and PCs, in educational settings. The introduction of tablets and electronic blackboards are familiar examples of ICT education, which makes it possible to conduct "classes that are easy to understand visually for both students and teachers through the use of digital devices. Reasons why ICT education is attracting attention One of the main reasons why ICT education is attracting attention is the promotion of the "GIGA School Concept. The "GIGA School Concept" is a plan to provide each student in elementary and junior high schools with a PC for learning and a network environment. If a "one student, one terminal" environment can be established, it is expected that teachers and students will be able to conduct interactive classes, and that education will be tailored to individual learning conditions. The ICT environment in schools varies from region to region. In addition, in the 2018 PISA (Programme for International Assessment of Student Achievement), Japan ranked last among OECD (Organization for Economic Cooperation and Development) member countries in the amount of time spent using digital devices at school. Source: Ministry of Education, Culture, Sports, Science and Technology, "Toward the Realization of the GIGA School Concept." ICT education has a significant role to play in realizing the GIGA School concept. Back to Table of Contents Advantages of ICT Education ICT education has many benefits for both students and teachers. Here are four examples of benefits. Student Benefit 1: Increased Motivation One of the benefits of ICT education from the students' perspective is increased motivation. It is difficult to motivate students in a class where they simply copy what is written on the blackboard into their notebooks. However, by using digital devices such as tablets and PCs, students can take classes with a fresh perspective. One example is a class in which students can talk with students from other countries using the video call feature provided on tablets and PCs. With the current emphasis on English and other foreign languages, tablets and PCs can be used to create stimulating lessons for students. Student Benefit 2: Learning while having fun Another advantage of ICT education is that it can convey information to others visually and audibly. For example, in mathematics, graphics can be displayed in three dimensions, and in English, students can hear the pronunciation of words spoken aloud. In classes where students only read from textbooks, it is difficult to generate discussion among students, and the teacher tends to give one-sided lessons. ICT education, however, allows for interactive lessons between teacher and students, or between students. If we can create a situation in which students can enjoy learning, it will lead to increased class satisfaction. Advantage 1 for teachers: Improved work efficiency ICT education also has the advantage of improving work efficiency for teachers. By using digital devices to conduct classes, teachers do not have to order and print textbooks. Grading assignments and other tasks can also be done online, eliminating the need to store and prepare materials. In this day and age when the burden on teachers at schools is becoming increasingly heavy, ICT education is expected to play an active role in reducing this burden. Advantage 2 for teachers: Easier information sharing One of the advantages of ICT education is that it makes it easier for teachers to share information with each other. If materials are created using software that can create documents and spreadsheets, there is no need to print documents on paper, and materials can be easily shared. In addition, visualizing the progress of classes makes it easier to collaborate with other teachers. Back to Table of Contents Disadvantages of ICT Education While ICT education has many advantages, it also has a small number of disadvantages. Two typical disadvantages are as follows Costly to introduce. Tablets and PCs are not inexpensive to purchase, and a certain cost is involved. A disadvantage of ICT education is that when digital devices are prepared for all students and teachers, a large sum of money is required at the time of introduction. In addition, it is not uncommon for digital equipment to break down. When they break down, it is necessary to have them repaired or purchase new ones. Post-installation costs must also be considered, and may be higher than anticipated. Classes will be interrupted when a problem occurs. Since an Internet environment is essential for the use of digital devices, classes must be interrupted when problems occur in the communication environment. If the Internet environment is not restored, the disadvantage is that classes cannot proceed as expected. To avoid affecting the progress of the class, you should consider what to do when the digital equipment becomes unavailable. Back to Table of Contents What is Needed to Facilitate ICT Education Although ICT education has various advantages, in many cases, if it is not fully utilized, the effects may not be realized. Clarify the purpose of implementing ICT education. It is important to implement ICT education "for the benefit of the students. Although there are aspects that may lead to a workload for teachers, it is important to clarify the purpose of implementation. Before implementing ICT education, it is necessary to consider what skills you want students to acquire and how you want them to grow through ICT education. Utilize external human resources When promoting ICT education, consider using outside resources, as the level of ICT skills varies from person to person, and teachers may not always be able to use digital devices well even if they are available. The Ministry of Education, Culture, Sports, Science and Technology (MEXT) is currently implementing the "ICT Education Advisor Dispatch Program," in which advisors provide advice on planning the ICT environment and effective teaching methods. By utilizing advisors who are already familiar with ICT education, it is expected that ICT education will proceed smoothly. Source: "ICT Education Advisor Project," Ministry of Education, Culture, Sports, Science and Technology Back to Table of Contents Examples of ICT Education ICT education is practiced in many schools and there are many examples. Here are two examples of ICT education. Example 1: Rikkyo Jogakuin Elementary School Rikkyo Jogakuin Elementary School in Tokyo is promoting ICT education under the title of "Well Learning Project. This project is based on the following three ideas A place of learning where children truly want to learn An environment where parents can feel that they want their children to study at Rikkyo Jogakuin Elementary School A place where teachers are motivated to teach children with all their heart and soul In addition to opportunities to experience nature, such as growing vegetables and planting rice, students can also learn to operate a PC. In addition, students have frequent opportunities to use digital devices, such as iPads, to present what they have learned through their studies. Source: Rikkyo Jogakuin Elementary School "Well Learning Project Example 2: N Middle School At the N Middle School, where students can study anywhere as long as they have an Internet connection, "programming study" is part of the curriculum. The purpose of programming is not just to acquire programming skills. The objective is to develop problem-solving and logical thinking skills while utilizing knowledge of programming languages. The first step is to acquire basic ICT skills such as how to use a PC. After that, students choose what they want to create (websites, games, etc.) and create it on their own. Source: "Programming Learning" at N Junior High School Back to Table of Contents SUMMARY In this issue, we have focused on the benefits of ICT education, as well as what is necessary to facilitate ICT education and examples of ICT education. ICT education has advantages for both students and teachers, and can be expected to have great effects if it is used well. However, teachers should not introduce it to make their work easier, but rather devise ways to make it more effective for their students. ▼Here's another recommendation! Also read. Back to Table of Contents

The first experience a new employee has with a company is the "newcomer training". It is important for them to acquire the knowledge and skills necessary for their work as they begin their careers as colleagues in the company. Did you know that this "newcomer training" is actually so influential that it can affect your motivation as a company employee in the future? In this article, we will discuss the purpose of new employee training and methods for maintaining new employee motivation. What is Newcomer Training? Newcomer training is literally training given to newly hired employees, but its content differs depending on whether the employee is a new graduate or not. This is because new graduates and mid-career hires have different levels of experience as members of society. In the case of new graduate hires For new graduate hires who have no experience as a member of society, the main focus of training is to raise their awareness from student to member of society. This includes compliance, preparedness as a member of society, basic business manners, and so on. Of course, there is also training related to specific work duties, but the most important objective is to make them aware that they have become a member of society. The main purpose of this training is to make employees aware of their status as a member of society. In the case of mid-career hires Mid-career hires with working experience have acquired business manners and other working knowledge. Companies expect mid-career hires to be ready to work immediately. Therefore, the main focus of new employee training is to convey "corporate philosophy, company-specific business knowledge, and industry information. It is important to match the experience and skills of each individual and to deepen their understanding by filling in the missing gaps. Back to Table of Contents Four Purposes of Training The primary purpose of training new recruits is to develop them into people who will be beneficial to the company. Whether you are hiring new graduates or mid-career professionals, the basic premise remains the same. What kind of training is necessary to develop such beneficial human resources? The educator should be clear about the purpose of the training: "Why are we providing training?" The training should be conducted with a clear objective in mind. If training is conducted with the mindset that "it's just something we have to do," it will naturally infect new employees. The trainer must be careful because he/she may "lower the motivation of fresh employees" without realizing it! So what exactly is the purpose of conducting training for new employees? Here are four major items as examples. Objective 1: To understand the corporate philosophy The first step for new employees is to understand the company's corporate philosophy. It is very important for them to know our philosophy and vision. The corporate philosophy is the standard for how to work at the company. Understanding them is essential to working in a way that is consistent with the company's direction. In addition, sharing the philosophy and vision leads to increased motivation. When all employees have a common purpose and work together, it is expected that results will be visibly improved. Although a corporate philosophy cannot be conveyed in a single training session, it should be communicated repeatedly so that it permeates throughout the entire company. Objective 2: To build relationships within the company As a matter of course, new employees do not know anyone around them. The purpose of training is to build new relationships within the company, such as with superiors and peers. Good human relations are a very important part of working in a company. If you can communicate easily on a daily basis, your work will run more smoothly. It is also important to have someone you can talk to when you have a problem, whether it is your boss or your peers. Having someone in the company who is on your side is a great source of reassurance and helps to prevent employee turnover. Creating opportunities for new employees to come into contact with many people during their training will lead to a comfortable work environment. Objective 3: To acquire the skills and knowledge necessary for work One of the main objectives of new employee training is to equip them with the necessary skills and knowledge for their work. If they acquire solid skills and knowledge, they will be able to start their work smoothly after the training. Basic business etiquette is also included here. Try to convey not only general knowledge, but also knowledge and skills unique to the company and its departments. In doing so, we recommend that you incorporate the real voices of employees working in the field and make the training content practical. Objective 4: To understand the rules within the company A company has its own rules and discipline. If your job requires customer service, there may be standards for attire, etc. It is not uncommon for a company to have rules for managing text and handling recording media to prevent information leaks, which can be a matter of life and death for the company. Mid-career hires may feel that their own rules are different from those of their former employers, so it is necessary to carefully explain what the rules are for. Back to Table of Contents Four Methods Used in Newcomer Training Here are four typical ways to conduct newcomer training, which can greatly affect the motivation of newcomers. Technique #1: "Group Work This is a method in which participants are divided into groups of several people to work on a task. This method is expected to foster teamwork skills as participants work together to solve problems. Technique #2: Recreation Simple games are used for "recreation. Simple and easy games that anyone can play are often used, such as "gesture games" or "message games. Recreation can be effective in relieving tension and providing an opportunity for communication. Technique #3: "Role play." Role-play" is a technique in which participants play the roles required in real business scenarios. The term "role play" is used to mean "acting out a role. This is a practical know-how that is difficult to acquire through classroom learning. Method #4 "OJT Abbreviation for "On-the-Job Training," this is a method in which experienced supervisors and senior staff provide guidance through actual work to help trainees acquire knowledge and skills. The advantage of this method is that the trainee receives guidance directly from the person who is actually doing the work. Back to Table of Contents Follow-up Important to Maintain Motivation After training, new employees are assigned to their respective departments. New employees must always feel both anticipation and anxiety in their new environment. What should senior employees and supervisors do to welcome such newcomers? First of all, the trainer should make sure that the new employee is not isolated in his/her assigned department. New employees need someone they can feel comfortable asking questions to when they are unsure about something. The presence of someone they can rely on makes the workplace easier to work in. In such an environment, motivation to work will naturally increase. During the first two to three months after being assigned to a new position, there are many things you don't understand, and you will often hit a wall. After two to three months of being assigned, it is easy to become less motivated, and employees may feel uneasy and say, "Hey, that's not what I expected. It's not what I thought it would be," some employees may feel uneasy. It is recommended that you create an opportunity to talk with the new employee once during this period. Support the new employee's motivation by reviewing his/her progress to date and setting new goals for the future. Back to Table of Contents e-Learning System to Further Enhance Newcomer Training Advantages on the newcomer's side Ability to learn at your own pace and location Practice and learn over and over again Easy to make it a habit Advantages for the Company Uniform quality of training Easy to manage learning progress Expected to reduce training costs Of course, e-learning systems also have disadvantages, such as reduced interaction among employees and difficulty in controlling motivation. If you need to train new employees efficiently in a limited amount of time, why not consider using both regular training and e-learning systems? You will be able to create a training program that makes the most of the advantages of each and compensates for the disadvantages. Back to Table of Contents SUMMARY New employee training is the foundation of a new employee's future work style and has a significant impact on motivation. The purpose of new employee training is to develop human resources that are beneficial to the company. By clearly and firmly defining the purpose of training, companies can improve the productivity of not only new employees, but also the entire organization. Online training is also a means to be considered for the quickest and most effective results. With our e-learning system, learningBOX, you can check new employees' knowledge retention from various angles. You can also easily check grades and progress, which will help increase employee motivation. This simple and intuitive system has been highly evaluated by many companies, even those with no programming knowledge. Please register for free and experience the ease of use. We also recommend this page! Also read Back to Table of Contents

Hello. Hello. My name is Nishimura. It is the end of the fiscal year and I am very busy, but I am managing. I don't know my password. One of the inquiries to the support team of learningBOX is "I forgot my password, can you tell me? I've forgotten my password. Customers may think, "If you are the service operator, you should at least know your password, right? However, in fact, we have no way of knowing what is set in the password. Passwords are hashed In learningBOX, passwords are hashed and stored. Hashing is the process of performing some operation on the original value to create a value whose characteristics are known, but whose original value is not. For example, consider a hashing function that "finds the sum of each digit for an integer. It is easy to find the left-to-right value, but not the right-to-left value, right? This is called the one-way nature of hash functions. In the above example, the left value cannot be guessed from the right value, but it is not safe for a password authentication system because the left value can be easily obtained such that the right value is the same. How difficult it is to guess the right value is said to be collision-resistant or collision-safe, and it is important to use an appropriate hash function. Stretching to buy time. Brute force attack. A so-called brute force attack, in which any password can be broken if every possible password is tried. Stretching is a method to extend the time required for this brute force attack. Modern CPUs are fast; GPUs are even faster. A GPU at the level of a mere gaming PC can do 10TFlops, or about 10 trillion calculations per second. 100,000 hash functions can be executed 100 million times per second. In other words, an 8-digit password can be broken in one second. That's not good. If alphabets and numbers are used, it might take a day or so, but it can be broken in a day. That's not good. So, there is stretching. Stretching is a method of buying time by repeatedly passing the hash function through. 1024 times will stretch one day to 1024 days. It is safe there. Salt and safe. Even though it takes 1024 days, that is on a gaming PC. If you have a $10 billion budget, you can break it. It's a piece of cake. With a budget of 10 billion yen, you can create a magic reverse dictionary, such as the Rainbow Table, which will find the hash value after stretching for all possible passwords up to 10 digits. （To counteract this, we sprinkle salt on the passwords. This will prevent a reverse lookup attack by the rainbow table. Of course, it is possible to break this password if 10 billion yen is poured in to break it, but it is a matter of balance. Online and Offline Attacks Stretching and Salt was, in fact, talking about offline attacks. An offline attack is a method in which hashed values are leaked to the outside world and a brute force password estimation is performed on the PC against the hashed values. It may sound light to say that the hashed value has been leaked, but at this point, it is an information leakage incident. It is not an incident, but an accident. It is a serious situation. In order to prevent such a situation from occurring, development processes are being established, coding rules are being thoroughly enforced, code reviews are being conducted, and vulnerability assessments are being performed. On the other hand, "online attacks" are easy to execute. An online attack is an attempt to log in by entering an ID and password at the login screen. Anyone can do it. Preventing Online Attacks: Limit the Number of Times If you make a mistake in your password N times, lock your login. Since learningBOX 2.10.x, it is possible to set a limit on the number of times a password can be mistyped. Preventing online attacks: Two-factor authentication LearningBOX can notify you by e-mail of an additional authentication key if your ID and password are entered correctly. By using this function, unauthorized login is not possible unless the login authentication is broken in the mailbox to which the authentication key is sent. Prevent online attacks: IP address restriction By signing up for learningBOX as a dedicated server, you can restrict the IP address from which you can connect. This means that you can restrict connections to only those from your company. Finally Security technology is constantly advancing. It is important not to be satisfied with what you have learned once, but to keep on acquiring new knowledge. In addition, you can efficiently acquire overarching knowledge by obtaining official certifications such as the Information Security Management Examination and the Information Technology Security Assistants Examination. Although I am also non-registered, I have taken and passed the Information Security Assistance for Information Processing exam.

This is Nishimura of the Development Department, and I have a requirement to throw a request through a proxy server in PHP, so I'll summarize the results of my investigation. Code With the following code, we can get "https://www.ugtop.com/spill.shtml" through the proxy server located at "tcp://123.123.123.123:8080". That's easy! Memo The default timeout for file_get_contents is 60 seconds, so be careful to specify an appropriate time depending on your requirements. If it is expected to take a long time to respond, it should be longer, and if it is used for life-and-death checks, it may be better to make it shorter.

Updated: January 28, 2022 Explanation of how to create your own e-learning materials and points to keep in mind when creating them With the spread of teleworking, many companies are thinking of using e-learning for employee training and in-house training to provide employee education with their own training videos. However, many human resource managers at such companies are probably wondering how to create videos and how to create videos with high learning effects. In this article, we will explain in detail the three options for creating e-learning, how to create your own e-learning, and key points to consider when creating e-learning. Click here for the Table of Contents Three Options for Creating E-Learning How to Create Your Own E-Learning Points to keep in mind when creating e-Learning High-quality in-house training videos by following the steps and key points when creating eLearning. Three options for e-Learning creation There are three main options for creating your own e-Learning: hiring a specialized vendor, using educational material software, or creating it yourself. The functions available and the time and cost required for implementation vary greatly depending on which method you choose, so please select the most appropriate option based on price, past results, content, and suitability for your company. (1) Requesting a specialized contractor Outsourcing to a specialist firm is the most common method of preparation. By entrusting the work to professionals with specialized knowledge and years of experience, you can create high-quality training materials without spending a lot of time and effort. In addition to filming and editing training videos, they will also listen carefully to your company's goals and plan the training materials, making it easier for you to get the best learning results from your participants. Furthermore, some companies even provide follow-up services after the introduction of e-learning, so even companies that are introducing e-learning for the first time can rest assured that they are in good hands. Although there is an initial cost, once materials are created, they can be used over and over again, so if you plan to use them over the medium to long term or distribute them to a large number of people, they are cost-effective. If the number of teaching materials you want to create is small, you will be able to reduce costs even more. (2) Utilize educational material software, etc. Tools such as e-learning material creation software and e-learning systems can be used to create educational materials that match the creator's image and objectives, without the need for specialized knowledge. There are various types of software, from simple software that supports the creation of teaching materials to software with delivery functions. Some can be easily created by simply taking pictures with a smartphone, while others can handle multiple foreign languages. In addition to original teaching materials, services that allow users to rent existing content are also attractive. There are many low-cost services that can create high-quality videos. When using educational material software, it is a good idea to choose a reliable service with a proven track record of production according to your company's budget and objectives. (3) In-house production In-house creation is a method of creating videos from scratch without using specialized support tools. Depending on the skill and knowledge of the creator, PowerPoint and video editing tools are used to create the video. The content and images of the videos can be planned and produced in-house, and the cost and number of materials to be created can be set according to the budget. This is a more cost-effective alternative to outsourcing or using educational material software. How to create your own e-learning program There are five main steps to creating your own eLearning. By understanding the process and the purpose and importance of each step beforehand, you will be able to improve the efficiency of your work and the completeness of your training videos. The five steps and the important information in each step are divided into easy-to-understand explanations, so please refer to the following procedures to get started on creating your video. STEP 1: Formulate objectives, targets, and goals Purpose You must clarify the objective of "what is the purpose of creating educational materials? By clarifying the purpose, it will be easier to plan what kind of learning content should be included. Target The target audience is defined as "who will use this material to learn. The overall image of the educational material will change depending on whether the target audience is young people such as new employees or the older generation such as managers, and whether women or men take the course most often. Goal It is also important to set "what is the goal of learning through the course material? By setting a goal, even if what you want to teach expands during the creation process, you can clarify the information and create teaching materials that are highly effective for learning. STEP2: Designing the structure of teaching materials Schedule Clarify the schedule for each step in the e-learning creation process. The schedule items include requirement definition, manuscript preparation, design document preparation, content production, and inspection. Clarify who is in charge (roles) of each process as well, so that the process can proceed efficiently. Titles It is recommended that the title be decided roughly at the beginning of the process rather than at the end. By deciding on a title, you can reorganize what you are creating content about. You can change it to a catchier title in the end, but it is better to keep it without any twists and turns at this stage. Chapters and Sections The most important step in structuring the document is to pick out the necessary items as "chapters" and "sections. The content and order of the items should be organized while considering how they can be easily conveyed to the audience. If there are too many items, it is a good idea to divide the content into sections. STEP3: Content Creation Slide Show Creation From the initial draft of the e-learning program, a slideshow is created to share the final image of the content with the people involved. We recommend using PowerPoint to create the slideshow. Drafting When creating a draft in PowerPoint, it is common to have one screen of content per page of slides. The detailed design process focuses on organizing the content of the slides and the explanatory text in the notes section. It will be difficult to concentrate on the study content if the terminology and expressions used are not consistent, so be sure to organize the content well at this stage. Filming When filming, it is important to have an idea of the location of the performers and equipment in advance to ensure efficient filming. Since it tends to be dark when filming by amateurs, lighting equipment must be provided to provide sufficient light. Rehearsals are also necessary, so be sure to allow enough time before shooting. STEP4: Confirmation of the finished product After the filming is successfully completed, we will check the finished product for any bugs in the study content and video. Since it is easy to overlook typographical errors and omissions, multiple people should carefully check the video. Having a third party check the video allows for a more objective evaluation, leading to improved quality. STEP5: After completion If there are no problems with the completed product, conduct the actual training within the company or at other locations. Get feedback from the participants by taking questionnaires, etc. By clarifying the evaluation of each item, such as whether the video was easy for the learners to view and whether the length of the content was appropriate, it will be useful for future improvements. Points to keep in mind when creating e-Learning programs By following some key points when creating e-Learning videos, such as inserting narration and adjusting the length of the content, you can create videos that are more effective for learners and easier for companies to operate. If you are unfamiliar with the tools you are using or if you are creating a video for the first time, it may take some time. The points outlined here will help you create the best possible video for your company. Inserting Figures, Tables, and Narration Inserting figures, tables, and narration can enhance the learning experience by providing visual as well as audio information. Keep text such as the ticker simple, and make it easy to read by varying the color, itself, and size. It is also a good idea to select the type of material to be inserted in consideration of the position and age range of the target audience. Introduce the lecturer himself/herself or his/her avatar. While it is best to keep the information on the slides simple, simply inserting figures, tables, and narration may be too simple and may not attract the interest of the audience. By having the instructor or his/her avatar appear on the slide, you can increase the appeal of the presentation to the participants and help them understand more effectively. By skillfully combining the instructor or avatar with the slide display, you can create a structure that will not bore the audience. One content should not be too long. If a single piece of content is too long, participants will not be able to concentrate. Consciously omit unnecessary content. If the video is too long, it is best to divide the video into parts and summarize the main points you want to convey in about 30 minutes. At the most, keep it within one hour. Design for ease of updating and modification. Information on the content you will be learning through e-learning evolves daily, and in the beginning, you may often find improvements and make revisions over time. It is also possible that changes, revisions, or glitches may occur in the system you are using even after the content is released. By designing the site to be easy to update and revise in anticipation of changes that may occur, it will be easier to work with later. Design for ease of updating and editing" means that the structure of the document is organized so that information is presented in a straightforward manner on each slide, and that materials such as figures, tables, and illustrations are stored in separate files. Making it easy to find areas for revision and anticipating the need for updates and revisions will make a big difference in the efficiency of later work. Devise ways to maintain motivation. In creating high quality educational materials, it is important not only to make them easy to understand, but also to make sure that knowledge is retained and motivation is maintained. In addition to simply having students listen to the material, incorporating mechanisms such as quizzes or tests to check comprehension, incentives, and Q&A time will enhance learning efficiency. Utilizing a function to view progress and correct answer rates, and setting a passing grade line should also be discussed and implemented in the planning and design stages. High-quality in-house training videos by following the procedures and key points when creating e-Learning When creating your own e-Learning videos, it is important that they are easy for participants to understand and that they keep them motivated, rather than being self-satisfying on the part of the creator. No matter how much effort has gone into the creation of the video, if the knowledge is not retained, it cannot be said to be a good teaching tool. By paying close attention to the points explained in this article, you can create effective original content. We hope you will make use of this information. We also recommend this! Also read "Introducing e-learning-based internal training for new employees."

Our e-learning system [learningBOX] is available free of charge to everyone from individuals to companies. learningBOX is an LMS with all the functions necessary to operate e-learning, such as creating teaching materials, web tests, and managing members' grades. LearningBOX is an LMS with all the functions necessary for e-learning, including the creation of teaching materials, web testing, and grade management. This article is perfect for customers who are interested in e-learning and would like to try it out! In this article, we will introduce in detail the functions and features of learningBOX, which has been utilized by many customers. E-learning can be implemented with zero IT knowledge With learningBOX, even those with no technical knowledge can start e-learning with simple mouse operations and text input. Even those who are not good at computer operations can easily manage and operate the system. Content creation follows a dedicated creation form, allowing users to intuitively learn how to operate the system through touch and feel. learningBOX has a very rich set of content functions that enhance educational effectiveness. In addition to video materials commonly used in e-learning, various content can be added that can only be set up on learningBOX, such as quiz/test functions, course functions, and report assignment creation functions. Created content can be distributed to specific members or groups set by the administrator, and the number of times a course can be taken and the period of time it can be open to the public can also be set in detail. Here are the features of learningBOX Easy creation of tests and exercises to check the effectiveness of learning Easy distribution of teaching materials via the web, eliminating the need for printing and preparation of training venues Certification tests can be created for all types of industries and fields Can use constraint bars to set course study requirements This time, we would like to show you a little bit inside the system specially for you! Here, we would like to introduce you to the quiz function, one of the most popular content functions of learningBOX. Since this is an exercise, we have created one choice question using the quiz function. If you have difficulty seeing the video, please view it in full screen. LearningBOX offers a wide variety of quiz question types, including more than 13 different types of quiz questions, such as our original fill-in-the-blanks, sorting, image selection, and listening questions, in addition to the standard multiple choice and correct/incorrect questions. Back to Table of Contents Free Plan Points LearningBOX Free Plan is a plan that allows up to 10 users including the administrator to use almost all functions free of charge, except for optional functions that require a fee. The learning materials, user data, and learning environment registered in the Free Plan can be upgraded to the paid plan. With the paid plan option, you can customize your own design, set up your own domain, and so on. *For more information about the services and fees of paid plans, please refer to the pricing plan here. The concept of learningBOX is "Changing the world with the power of EdTech. There are many people who are interested in e-learning, but who are not very good at operating a computer or setting up a system. Most of the e-learning systems available in the world are very expensive, and most of the services are mainly designed for large companies. Our goal is "a system that anyone can easily build e-learning learning"! With the spread of the coronavirus, our daily lives have changed dramatically. Although Japan is considered a technologically advanced country, the use of ICT in education lags far behind that of other countries. However, considering the future of Japan, the use of ICT in education is essential. Back to Table of Contents The Role of E-Learning in the Age of Corona New coronavirus infections are spreading around the world, and the "fifth wave" is spreading in Japan at a much faster pace than previous levels. In Japan, many companies and educational institutions are accelerating their moves to introduce e-learning. E-learning is a learning tool that can effectively support human resource education Once a learning environment has been established, e-learning can be used repeatedly. It is a learning method that is very suitable for learning qualifications, preparing for examinations, and overcoming weak subjects, as it allows students to learn at their own pace and over and over again. Here are some examples of actual companies using learningBOX Are you a person in charge of e-learning implementation? This page introduces case studies of companies and schools that are actually using learningBOX, detailing the background to the introduction of learningBOX, their problems, and the effects after the introduction. Motivation Switch Group Inc. We use learningBOX in this way! We use learningBOX for training for new employees to simulate practical work. Back to Table of Contents SUMMARY In this article, we have briefly introduced the features and functions of learningBOX. Our e-learning system is easy for learners to use. If you are considering implementing an e-learning system, please try our learningBOX and register for a free account here. Thank you for taking the time to read this paper. ▼ We also recommend this page! Also read Back to Table of Contents