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

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

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

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

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

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

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

About this Version Upgrade Thank you for your continued use of learningBOX. Today, learningBOX has been upgraded from Ver. 2.16 to Ver. 2.17. In this article, we will provide details about Ver. 2.17.13 (released on March 9, 2022), to which various new features have been added. Click here for a list of new features and functional improvements. New Features Functional Improvements 1. expansion of course functionality 13. expansion of functionality for checking compatible devices Expansion of two-factor authentication 3. Selective content settings 15. Expansion of test mode settings 4. Gradebook 16. Permission to view group management and grade management 5. page designer 17. group batch registration and download function Breadcrumbs are added to the display. 7. Display of question answers/corrections 19. Display of detailed course descriptions 8. Message Box Management Authority 20. Video Basic Settings 9. Video time display function 21. Immediate availability of design customization 10. Automatic video playback function 22. Addition of authentication failure information to access log 11. Curriculum/course description 12. Welcome page redisplay function In this version update, the "Course Function" has been revamped, which significantly changes the way the study screen looks. Many other features have also been added, including improvements to existing functions and expansion of functions that can be linked via API. We will now introduce the 2.17 series version update in detail. Expanded course functionality The TOP of all study screens are now unified with the course materials, making them easier to customize as well as simpler looking. Headings/Clearance Conditions The existing learning control function has been completely redesigned and is now a clear condition. More complex conditions can be set than before. Selective Content Setting This function allows the learner to select only one of multiple learning materials. Gradebook Original gradebooks can now be created and distributed as content within a course. Page Designer You can now more easily change the design of pages that can be created in the Site Customizer. Media Management Videos and teaching materials can now be registered in learningBOX and used via CDN without having to upload media files for each content. Function for displaying answers to questions/corrections Answers to specific questions and corrections can be displayed. Message Box Management Authority Authorized users can send messages to groups and other users. Video Duration Display Function Video content times are now displayed on the "Find Curriculum" and "Select Course" screens. Automatic Video Continuous Playback When there are multiple video contents, they are now automatically played in succession. Curriculum/Course Descriptions Explanatory text can be displayed on the "Find Curriculum" and "Select Course" screens. Re-display of Welcome Page The welcome page can be redisplayed. Expanded functionality for checking compatible devices A [Back] button has been added to the list of compatible devices screen, as well as to automatically read the recommended environment for learningBOX. Expansion of two-factor authentication functionality Two-factor authentication can now be set for specific groups. Expansion of Test Mode Settings Test mode settings can now be configured to display more detailed results. Group Management/Grades Management Viewing Authority Member management and grade management permissions can now be allowed for viewing only. Group Batch Registration and Download Function The group CSV batch registration format has been changed to a clearer display. Breadcrumbs are now displayed in the "General Public Courses," "Select Course," and "Course Details" screens. Breadcrumbs are now displayed on the "Public Courses," "Select Course," and "Course Details" screens. Switching the display of detailed course descriptions The course and folder descriptions displayed at the top of the "Learn" screen can now be toggled on and off. Basic Video Settings Basic settings related to videos, such as the range of video double speed settings and shadows, can now be configured. This function is available for video content with MOVIE Player version 2.1.0 or higher. Design customization is now available on the same day. Design customization is now available for same-day use when ordered from the order screen. Authentication Failure Information Added to Access Log Information on authentication failures is now displayed in the access log. Miscellaneous Please contact our CS sales team if you have any questions or need more information. Inquiry Form We will continue to listen to our customers and improve the functionality of the system to make it even more comfortable to use. The new features and functional improvements added to learningBOX Ver. 2.17 are described in detail in this release note. We look forward to your continued support of learningBOX/QuizGenerator.

In today's society, digitalization is required in all aspects of life. Education is no exception. In 2021, also known as the "First Year of ICT," full-fledged learning has begun with the GIGA School concept. One of the main features of the school is that one information terminal is distributed to each child. So, what are the advantages and disadvantages of introducing information terminals to ICT education? Let's check them out along with some points to keep in mind when introducing them to the educational field. What is the GIGA School Concept? The GIGA School Concept is an initiative by the Ministry of Education, Culture, Sports, Science and Technology to provide elementary and junior high school students with one learning terminal per student and a high-speed network environment at school. GIGA stands for "Global and Innovation Gateway for All," meaning "an innovative gateway to the world for all students. The goal of this initiative is to provide each diverse child with an education that is individually optimized and fosters creativity. Originally planned to be developed gradually over a five-year period beginning in FY 2019, the GIGA Schools Initiative has been accelerated significantly and rapidly in response to the spread of the new coronavirus infection. Back to Table of Contents 3 Reasons Why Tablets Are Used in Education Tablets are the main devices used by students in ICT education. There are three reasons for this. Reason 1: They can be carried around without burden. Since it is expected to be used both at school and at home, it is necessary to carry the device with them. Compared to PCs, tablets are lightweight and relatively small, so even lower elementary school students can carry them around without any burden. Reason #2: Intuitive operation Tablet devices can be operated by touching the screen without using a keyboard. Students today are accustomed to using smartphones on a daily basis and are accustomed to operating panels. With tablets, there is no need to teach them how to operate the device from scratch, and they can operate it intuitively. Reason #3: Easy to obtain learning effects Tablet devices can be used for learning materials with colored graphics and animations. This makes it possible to hold the children's interest and provide them with easy-to-understand lessons. Back to Table of Contents Advantages of Incorporating Tablets into ICT Education What are the advantages of introducing tablet devices to ICT education? Let's check from two perspectives: the students' side and the teachers' side. Student's side (1) Expanding the range of classes The use of tablets will enable unprecedented lessons using video and audio, greatly expanding the range of classes. The use of projectors and electronic blackboards will further increase opportunities to use teaching materials other than textbooks. (2) Increased motivation for learning There is a possibility that students will be able to deepen their understanding of the content that they could not understand just by reading the text in textbooks. Using a tablet device, students can obtain composite information from both visual and auditory sources, which increases their understanding as well as their motivation. (3) Become more proactive One of the advantages of using a tablet device is that students can deepen their knowledge by conducting their own research on the content they are interested in. Students can focus their research on what they are interested in, allowing them to take the initiative in their own learning. Teachers (1) Efficient teaching By changing the distribution of handouts in class to PDF distribution and the board to an electronic blackboard, it is possible to reduce the time and effort required to prepare for class. (2) Easier information sharing among teachers If the teaching materials are for tablet devices, information can be easily shared among teachers using the cloud. (3) Easy to utilize as data Class content and student progress can be easily handled as data. By accumulating this data, it can also be used as a clue when considering future policies. Back to Table of Contents Disadvantages of Incorporating Tablets into ICT Education Of course, ICT education is not all about benefits; there are also concerns about the introduction of ICT education. On the student side May not be able to concentrate Less likely to write on paper eyesight gets worse The use of tablet devices, which provide access to so much information one after the other, may cause some students to lose focus. If students no longer need to write on the board in their notebooks and have fewer opportunities to write, this may have some long-term effects. Another concern is dry eyes and poor eyesight caused by looking at the device for long periods of time. [On the faculty side If the tablet device malfunctions, it will be difficult to continue teaching. There is a risk of class content and student grades being leaked to outside parties. If you rely too heavily on tablet devices, it will be difficult to continue teaching if a device malfunctions. It is necessary to decide in advance what to do in the event of a problem. There is also an undeniable risk that class content and students' personal information may be leaked from the Internet. It is necessary to take all possible security measures. Back to Table of Contents Points to Consider When Introducing Tablet Terminals While tablet-based instruction can be engaging and effective for students, care must be taken when introducing it. The most important thing to keep in mind is that security management must be thorough. Particular attention must be paid to personal information, and an environment must be created where information cannot be leaked. Let's build an optimal and safe setting environment. It is also recommended to set age-appropriate rules for usage for children. For lower elementary school students, this should be a good opportunity to gradually increase their Internet literacy, starting with how to handle the Internet. In doing so, parents and guardians should also be informed of the rules. Back to Table of Contents Examples of ICT Education Shinagawa Shoei Elementary School Each student is lent an iPad, and "Information Programming Education," in which students can learn everything from simple operations to programming, is conducted once a week. The iPads are also used effectively in a variety of subjects to encourage independent and inquiry-based learning. [Reference] https://www.shinagawa-shouei.ac.jp/primaryschool/feature/intelligence/ Nihon University Fujisawa Elementary School Our goal is not only to use computers and information networks in the classroom, but also to enable each student to use computers as tools and to properly utilize information networks in order to live in the global society of the future. Reference] http://fujisawa.es.nihon-u.ac.jp/education/ict/ Back to Table of Contents SUMMARY The trend toward ICT in education will not stop and will continue to accelerate. However, please note that ICT education is not unconditionally good. Without a clear vision of what to do, it will be difficult to realize effective ICT education for both students and teachers. It is also important that teachers are properly prepared for this purpose. If you are considering e-learning as part of your ICT education, we recommend our e-learning system, learningBOX. It is intuitive and easy to use, and even elementary school students can easily utilize it. In addition, the simultaneous distribution of teaching materials and grade management can be done all at once, leading to increased work efficiency. Please try the free plan first to see how easy it is to use. ▼ We also recommend this one! Also read. Back to Table of Contents

Checking progress is important for smooth operations. Many of you may be using various tools such as Gantt charts to manage the progress of your tasks and goals. When a project is carried out by multiple people instead of individuals, managing the progress is one of the tasks. So, what are the benefits of managing progress? In this article, we will explain the benefits of visualizing progress management and what to keep in mind when introducing the system. If you are interested in making your project run more smoothly, please take a look at this article. Table of Contents 01What is progress management in the first place? What is its purpose? 02Merits of Visualization of Progress Management Early detection of problems Improves operational efficiency Deadlines can be met Cooperation within the team is created. 03Cautions for visualization of progress management Only progress is checked. There is a gap in the recognition of progress rate Few opportunities to share with the team Relationship of trust has not been established. 04The Importance of Progress Management in Employee Training Benefits for the Company Benefits for Employees 05Summary What is progress management in the first place? What is its purpose? Progress" refers to the "progress of a task or work," and "progress management" refers to "checking the progress of work and understanding any deviations from the plan. It also includes understanding problems and issues that arise during the work and taking measures to resolve them. The purpose of progress management is "to ensure that deadlines are met. Progress management makes it easy to determine how far along the process we are and how much is left to do. No matter how detailed the schedule is, projects rarely progress on schedule. The main purpose of progress management is to eliminate discrepancies between the schedule and actual progress and to meet deadlines. Failure to meet deadlines can lead to a loss of trust in the company and a decline in business performance. Progress management, which even holds the fate of a project in its hands, is now the cornerstone of project management. Simply managing progress is not enough. What is required for team projects is the introduction of "visualized" progress management that can be shared among members. Back to Table of Contents Benefits of Visualization of Progress Management Visualization of progress management is essential for a smooth project. So what are the specific benefits? Early detection of problems With visualized progress management, you can quickly detect abnormalities as they occur. Issues facing the project, such as causes of schedule delays, problems faced by each team member, and operational errors, can be clarified and addressed at an early stage. Delays in delivery and project failures can be minimized. Improved operational efficiency Visualization of progress management makes it easy for all team members to grasp the workflow of the entire project and clarify the priorities of the work. By being clearly aware of "what needs to be done now" and being able to concentrate on the necessary tasks, work can proceed efficiently and work efficiency can be improved. Meeting deadlines When progress management is visualized, each member is aware of the overall project schedule and sets his or her own schedule working backwards from it. By being aware of deadlines, each individual will be able to manage their own tasks more closely, and major delays will be eliminated. This will also make it possible to meet deadlines throughout the entire project without major delays. Cooperation within the team is created. By making progress management visible, you can easily grasp the status of your team members. Since you can see your own status and the status of others, you can cooperate with each other by accepting or delegating tasks according to each other's workloads. This also leads to the equalization of work. Back to Table of Contents Notes on Visualization of Progress Management Visualization of progress management" improves the motivation of members and the productivity of the company, but sometimes it is not as effective as expected. For individuals, using a to-do list or Gantt chart is effective, but if you have a large number of members, please note the following points. If you know of any of the following in your company, please improve them as soon as possible. Checking progress only. Without a clear understanding of the purpose of progress management, project goals will not be achieved even if progress is being managed. There is no point in managing progress with a stance of "just keeping up appearances for the time being. There is a discrepancy in the understanding of the progress rate. The progress rate is "the degree to which work is progressing. The progress rate varies greatly depending on whether it is reported subjectively by the person in charge or calculated from the number of man-hours. It is important to clarify in advance what standards are used for reporting the progress rate within the team. By unifying the reporting standards, it is possible to avoid omissions in reporting. Few opportunities to share with the team If progress is not shared among team members, they will not be able to understand each other's current status, and the overall progress of the project will be unclear. This makes it difficult to improve the productivity of the team as a whole. The easiest way to share progress is to use a whiteboard. The easiest way to share progress is to use a whiteboard, where everyone can see it and update their individual progress daily. Trust is not built. No matter how careful you are in your work, mistakes and delays will occur. Without a solid relationship of trust, such reports are difficult to bring up. It is important to create an atmosphere of mutual support within the team, where even negative things can be reported. Back to Table of Contents Importance of Progress Management in Employee Training Progress management is not only important for business operations. It is also important for internal training programs. Progress management is important not only for business operations, but also for internal training programs. Progress management in training is beneficial to both the company and the employee. Advantages for the company Track employee learning progress. Follow up with employees who are behind in their progress. Brush up the training content based on the level of understanding. By monitoring learning progress, it is possible to know the suitability of each employee. You will be able to give accurate advice to employees who are behind in their progress or who have difficulty in certain areas, thereby enhancing the relationship of trust between you and your employees. In addition, you can brush up the training content to make it more practical and appropriate after checking the level of understanding of the entire workforce. By managing the progress of training, you will be able to develop employees with practical skills in the shortest possible time. Benefits for Employees Visibility of the learning progress rate helps maintain motivation. Know your strengths and weaknesses Receive accurate advice. You will be able to monitor your own learning progress so that you can see the goals you should be aiming for, and this will increase your motivation. By keeping track of your learning progress, you can see which areas you are strong in and which areas you are weak in, allowing you to make your own study plans, such as focusing on areas you are weak in. The company can also track your weak areas, so they can give you accurate advice at the right time. Back to Table of Contents Conclusion The purpose of progress management is to meet deadlines, but the benefits do not stop there. Visualization of progress management can also improve company performance and employee motivation. Find the best progress management tool for your company. Visualization of progress management is also a great help not only for work but also for training. Our "learningBOX", which allows you to manage the progress of training, has all the functions necessary for training management, and allows you to monitor each learner's learning status and level of understanding on an individual basis. Of course, learners can also view their own performance, which can help motivate them. We also offer a free trial plan, so please feel free to try our free trial first. We also recommend this one! Also read Back to Table of Contents