Column

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

What is the Curriculum Content of Newcomer Training? Explanation of points to note when creating the curriculum, etc. When developing human resources within a company, creating a curriculum for new employee training is such an important element that it can influence motivation for future work styles. However, some people may not know exactly how to create a curriculum. This article, therefore, explains how to create a curriculum for new employee training and points to keep in mind. Click here for Table of Contents 1. Contents of Curriculum for Newcomer Training 2. how to create a newcomer training curriculum 3. points to keep in mind when creating the curriculum 4. summary Contents of Newcomer Training Curriculum The curriculum for newcomer training can be broadly divided into introductory training and job-specific training. It is important to understand what you will learn in each. Introductory Training New employee training begins with a curriculum called introductory training. The content of the introductory training includes the basics such as business manners, understanding the mindset of a working member of society, knowing the company's philosophy, and communication. The content of most of the training is applicable to all types of jobs and can be adapted to any type of job, while promoting awareness as a member of society. Job-specific training This training is designed for new employees to learn about the type of work to which they will be assigned. The objective is to learn content that is similar to actual work and that can be applied to specific jobs. How to Create a Curriculum for New Employee Training Let's take a look at a detailed method for creating a curriculum for new employee training. Deciding on detailed elements such as advance preparation and setting objectives and timeframes will help ensure a smooth learning process. Confirmation of the level of the trainees As a prerequisite for creating a curriculum, it is necessary to know the level of the trainees. For example, the level of participants varies depending on whether they are new graduates, mid-career workers, or inexperienced mid-career workers. By creating a curriculum tailored to each participant's level, it is possible to provide training that is appropriate for each level. Establishing the purpose and duration of the training The purpose and duration of the training should also be decided before starting. If the objectives and duration are unclear, you may not be able to complete the curriculum process or touch on the content you want the trainees to learn. Therefore, set the duration according to your objectives. Setting Methods and Curriculum Decide on the methods that participants will learn in the newcomer training program from the following list. On-the-job training...... to learn while performing practical work Off-JT...... provides opportunities for learning outside of work Group work......Learn while communicating in groups Role-playing......Learn through simulated experiences such as customer service E-learning......Learn independently using the Internet The appropriate method varies depending on the content to be learned, the job, etc. On-the-job training for practical work, e-learning for knowledge, and so on. Before creating a curriculum, consider which method is best suited. Points to keep in mind when creating a curriculum Let's take a look at what to consider when creating a curriculum. Careful Preparation Before creating a curriculum, prepare it from multiple perspectives. For example, it is necessary to make improvements based on the good points and reflections of the previous year's curriculum. If you are going to hold a course, you need to hold the schedule of instructors and venues, and if you are going to use e-learning, you need to consider the method of delivery from the contents of the course materials. It is important to note that the preparations that must be made will differ depending on which method is used. Make the structure easy to understand. The curriculum should be structured in a way that is easy for newcomers to understand and grasp. For example, if you give them a difficult task at the beginning, it will be difficult for them to get it into their heads, so it is better to start with a mutual understanding of the corporate philosophy and business, which is less difficult. After that, it will be easier for the newcomers to learn about the details of the company's business operations, which will help them to consolidate their knowledge. Conclusion The curriculum for new employee training can be broadly divided into introductory training and job-specific training. There are also differences in learning methods, such as OJT, Off-JT, and e-learning, so choose the method that best fits your company's situation and the content you want your employees to learn. When creating, providing, and implementing a curriculum, it is important to be aware of the importance of making efforts to ensure that the content is simple and easily understood by new employees so that they can learn in an efficient manner. The learning BOX offers a wide variety of contents to suit different uses and purposes, and it is also possible to review what has been learned in a quiz format. We are also skilled at creating mid- to long-term curricula, which is why many companies have adopted our system. Please register for a free trial. ▼ We also recommend this one! Also read "Introducing e-learning-based internal training for new hires."

What is the purpose of having people learn English in human resource development and what are the key points for successful learning? It is assumed that English learning will become necessary when expanding operations overseas or handling English-language work. However, many people do not know how to proceed with learning English efficiently. This article details the key points for successful English learning and the characteristics of each training style. Improve your English language skills by effectively implementing the training method that best suits your objectives. Click here for Table of Contents 1. Purpose of English language training for corporate human resource development 2. features of each English training style 3. key points for successful English language training 4. what is the e-learning method? 5. summary Purposes of having companies learn English for human resource development There are three main purposes for companies to have their employees learn English for human resource development. It is important to study English for each of these purposes. 1. improving employees' English skills If there are plans for overseas assignments in the future or for inbound measures, companies will need to improve the English language skills of their employees. This is because English proficiency must be improved in order to communicate effectively with foreign countries. 2. handling English work Many companies want their employees to learn English through human resource development if they want to handle English-language work. This is because even if the work has been done only in Japanese, there is a possibility that English work will increase when doing business jointly with foreign companies. 3. overseas business expansion When expanding business overseas, employees will be required to have a high level of English proficiency. In addition to basic English proficiency, standards for skills such as the four English language skills (reading, writing, speaking, and listening) must also be established within the company. Features of Each English Training Style Let's take a look at four different styles of English language training. The appropriate training style depends on the content and duration you want your students to learn. Dispatch of Instructors In the dispatch-type training, an instructor is invited to the company for a specific date, time, and period to conduct an English course. Since an outside instructor is invited to the company, preparations are required to welcome the instructor. Short-term Study Abroad Short-term study abroad is a method in which employees attend a language school to improve their English skills in a short period of time. This is an effective way to have employees acquire a high level of English in a short period of time, as they can spend their days immersed in English. Online Training Also known as e-learning, this is a method of having employees learn English online. This is a training style that is easy to use even when employees are busy with their work, as they can study from home or on the way to work and can study for as little as a few dozen minutes a day. Blended Learning Blended learning is a learning method that combines e-learning and face-to-face learning. The advantage of this method is that it facilitates efficient learning, with e-learning for basic learning and face-to-face learning for learning that requires communication. Key Points for Successful English Training Let's take a look at three key points for successful English language training. Clarify the purpose of learning English The company must clearly communicate the purpose and reasons for learning English. If this is not communicated, employees will not be motivated to learn and will be more likely to fail. In addition, discussing the company's future prospects with them will also increase their motivation. Provide training that is appropriate for the purpose and goal. The training style differs depending on the purpose and goal. For example, if you plan to expand business overseas within three months, business-level English proficiency is necessary. In the case of an overseas assignment, if the employee cannot speak daily conversation, he or she will have difficulty in daily life. Therefore, companies must provide learning content that meets their objectives. Provide support for continuous learning Continuous learning is essential to learning English. In order for students to continue learning, companies need to provide a support system. Consider offering support such as subsidies for expenses and the ability to ask questions and seek advice easily. What is the e-learning learning method? E-learning is a method in which a company delivers learning materials and employees study online at home or other locations. The format can be freely decided by each company. For example, video-based courses, quizzes, essay questions, and tests can be used, so you can choose the format that best suits the content you want your employees to learn. This is also an effective learning method for those who do not have the time or money to afford training courses or short-term study abroad programs. Conclusion When learning English, you should choose a training method after clarifying your purpose and reason for studying English. Instructor-led courses and short-term study abroad programs are an efficient way to learn English. However, if you are too busy with your work to take a course or short-term study abroad program, you may need to consider using an online e-learning program. Please consider the time and cost involved before making an efficient English study plan. After learning English, it is also important to carry out your work using English. LearningBOX offers a wide range of contents to meet your needs and objectives, so you can use learningBOX to simulate and train your employees to perform tasks in English. Try it out first by registering for free. ▼ We also recommend this one! Also read "Using eLearning to Create an English Course Study"

About this Version Upgrade Thank you for using learningBOX, our e-learning creation system. Today, learningBOX has been upgraded from Ver. 2.14 to Ver. 2.15. This article provides details about Ver. 2.15.10 (released on August 25, 2021), to which various new features have been added. Click here for a list of new features and functional improvements. New Functions Functional Improvements 1. site customizer 5. alerts for terminals logged in with non-recommended environment 2. Handwritten image creation and submission function (quiz/report) 6. Limit on the number of group account registrations 3. Badge list display function 7. CSV batch registration [Authorization function 4. Spot contracts In this version upgrade, a new "Site Customizer" has been developed, which has been requested for some time. Many other features have been added, including improvements to existing functions. We will now introduce the details of the 2.15 series version upgrade. Site Customizer This function allows you to customize the basic information, design, and side menu of your site by yourself. This feature is available only for customers who have signed up for a shared server/design customization or a dedicated server. Handwritten image creation and submission function (quiz/report) A new function has been added to [Quiz/Test] and [Report Assignment] in Content Management. This function allows learners to submit their own handwriting and illustrations as answers. Badge List Display Function This function allows learners to view a list of badges they have earned. Spot Contracts A "spot add order" has been added to temporarily increase the number of account registrations (users) during the contract period of current plans. This allows administrators to add additional account registrations from within learningBOX without waiting for the end of the paid plan contract. Alerts to terminals logged in with non-recommended environments This function displays an alert only the first time a device is accessed from an OS/browser other than those recommended by the company. Limit on the number of registered accounts in a group You can limit the number of accounts registered in a group. This can be set by a user with group management authority. CSV Batch Registration (Administrative Authority) Users can now be granted administrative privileges through CSV batch registration. Others 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' voices and improve our functions to make your use of our products even more comfortable. Thank you for your continued support of LearningBOX/QuizGenerator.

World History Memorization Method Using E-Learning: A Super Efficient Study Method to Win the Exam This is Kidaoka, Marketing Manager. This article is recommended for those who want to improve their score in world history. By changing the way you remember world history a little, you can improve the efficiency of your study. Let's aim to improve your score in world history by using the study methods introduced in this article! Table of Contents 1. Thorough analysis and explanation of how to memorize world history 2. Recommended learning tools that anyone can use for free 3. e-learning study using learningBOX 4. summary Thorough analysis and explanation of how to memorize world history World history is a subject that requires memorizing many words and keywords. For this reason, many students feel that world history is a subject they are not good at. However, it is also a subject in which you can achieve results in a short period of time by learning the correct way to study world history and putting it into practice. Here are three ways of thinking and learning to memorize world history efficiently. 1. Confirm the importance of "output" in your studies Output is essential to study and improve your ability. Of course, it is important to read books, attend lectures, and accumulate knowledge through input. However, if you focus only on input and do not output, your ability to think may deteriorate. As is common in memorizing subjects, it is very important to repeatedly move in and out of input and output. ⇒It has been proven that repetitive learning that is learned over and over again is transferred from short-term memory to long-term memory, making it easier to recall. (This is called the "rehearsal effect"). ▼ Memory retention is determined by output! Dr. Karpik's experiments on memory No.2 Doing a question-and-answer session Humans tend to basically "just read" in a sinking manner, and it is difficult to memorize. In world history, where the amount of knowledge to memorize is enormous, it is very important to consolidate each piece of knowledge. By reviewing the questions and answers in the "Question and Answer" section, you will be able to answer questions such as, "Who is this person? What does this word mean? and "What does this word mean? The ultimate goal in studying world history is to understand the flow of history and the cause-and-effect relationship of each event. The foundation is an accurate knowledge of historical terms and their meanings. 3. how to use time for memorization The key to memorizing world history is to repeat it over and over again. Therefore, time is inevitably required for learning. The point is to make effective use of your spare time. According to a Panasonic Corporation survey of 640 men and women in their 20s to 50s, the average gap time is 1 hour and 9 minutes per day. Even a small amount of spare time can add up to a huge amount of time. Even if it is only one hour every day, it amounts to 360 hours in one year, or 7200 hours in 20 years. Recommended learning tools that anyone can use for free Have you ever heard of a learning method called eLearning learning? E-learning is an online learning method. learningBOX learningBOX is an e-learning system that allows anyone to easily create a learning environment on the Internet. learningBOX can easily export data from the delivery system, LMS (Learning Management System). The learning history file stores data necessary for learning management, such as learning progress (not yet / in progress / completed, etc.), time of implementation, time required, and test scores. LearningBOX can also convert this performance data into numerical values and display them in a graph. ▼ Benefits for learners 1. You can study anytime, anywhere, and at your own time. 2. study according to one's level of understanding and progress 3. Easy to grasp the data of your performance and to manage your grades 4. You can take as many preparatory, review, and re-study courses as you like. Because you can study at your own pace and repeat as many times as you like, learningBOX is a very suitable learning method for qualification acquisition, preparation for entrance examinations, and overcoming weak subjects. E-learning study using learningBOX Here are some examples of actual use of the learningBOX content functions. Here is a video of a learner actually solving a problem You can also easily create question-and-answer problems on the web learningBOX makes it easy to create original questions and exams for study. Using the quiz function of learningBOX, you can set the difficulty level of questions, such as test mode with a time limit, display of correct/incorrect and pass/fail decisions after all the questions have been solved, and so on. The design is extremely simple, with users simply entering question text, answers, and explanations from a dedicated creation form. Anyone can easily create test preparation questions, even those who are not good at using computers. ⇒For more detailed information on how to use learningBOX, please refer to this page. Memorize key points with worm-eaten notebooks The functions of learningBOX include a variety of functions to help learners memorize and contents to promote self-study efficiently. With MUSHIBUKI Notebook, you can easily create and edit your own original memorization materials by adding bug-eaten enclosure lines to the content you want to memorize. It takes time and effort to create questions, I can't get around to creating sentences in question form, and I want to be able to easily check what I've memorized and review it over and over again." Mushiken Notebook is the perfect learning tool for those who have these problems. ⇒For more detailed information on how to use Mushiken Notebook, please click here. Conclusion In this article, we have introduced learningBOX, which is a recommended learning method for those who want to improve their scores in world history and can be used free of charge by anyone. The functions of learningBOX are just as rich and complete as the functions that help learners memorize and the contents that help them study on their own more efficiently. Our e-learning system features a design design that is easy to set up even for first-time users. LearningBOX also offers a free plan that can be used for an unlimited period of time. This plan allows up to 10 users, including the administrator, to use almost all features for free, with the exception of optional features that require a fee. Please take this opportunity to try our learningBOX. We also recommend this plan! Also read "Learning English with e-Learning Learning System

The Latest 2021 Edition: Challenges in Education and the Expected Role of DXing Hello! This is Nishimura from Tatsuno Information Systems. With the recent remarkable evolution of digital technology, digital transformation (DX) is being promoted in various fields. Since Corona, remote work and web conferencing have become common in our lives, and the way we work has changed dramatically. The educational field is no exception. For a long time, it has been pointed out that Japan's educational field has lagged behind in digitalization, but the Ministry of Education, Culture, Sports, Science and Technology (MEXT) has begun to seriously address this issue. In this article, we will discuss in detail the current status and challenges of DX in the field of education. Table of Contents 1. Japan's educational field lagging behind the rest of the world 2. Challenges facing the Japanese educational field and expected effects of DX 3. learningBOX is an LMS that makes it easy for anyone to start e-learning 4. summary Japan's educational scene lags behind the rest of the world According to the Ministry of Education, Culture, Sports, Science and Technology's White Paper (published at the end of July 2020), a 2018 survey conducted by the Organization for Economic Cooperation and Development (OECD) found that while students' time spent using the Internet outside of school exceeded the OECD average, the frequency with which they used computers to do homework was the lowest among OECD member countries The results were the lowest. A 2018 survey of teachers conducted by the OECD also showed that the percentage of Japanese teachers having their students use ICT for assignments and classroom activities at school was less than 20%, the lowest level among the 48 participating countries. ▼ The following is a brief summary of the reality of the Japanese educational scene The frequency of using computers for homework is the lowest among OECD member countries. The percentage of teachers who have their students use ICT is less than 20%, the lowest level among the 48 member countries. Challenges Japan faces in the field of education Many in the industry have voiced their concerns that "the supply and demand of human resources is not matching up," and that there is no time to wait for change in Japan's school education system. Modern society is highly information-oriented, and technology is advancing at an ever-increasing pace, as symbolized by advances in artificial intelligence (AI). In this ever-changing society, the traditional group, passive style, and deviation score-oriented examination system is not sufficient to solve the mismatch of human resources. What is important is an educational system that comprehensively equips students with programming thinking, information literacy, and communication skills to discover and solve problems on their own. MEXT-led GIGA School Initiative The Ministry of Education, Culture, Sports, Science and Technology (MEXT) took seriously the fact that ICT utilization is lagging behind in Japanese education and proposed the GIGA school concept in December 2019. (GIGA stands for Global and Innovation Gateway for All.) The goal of the GIGA School Initiative is to create an environment where children's learning opportunities are fairly distributed 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. The GIGA School Concept aims to create an environment where teachers can make the most of their abilities while reducing the burden on them. Specific efforts include the development of an environment that provides each student with a digital terminal and the development of a communications network for this purpose. Reforming the Japanese educational scene through ICT education ICT stands for Information and Communication Technology. ICT education" is a generic term for initiatives that utilize information and communication technology in the educational field. The term may sound formal, but it is easier to understand if you imagine a school classroom. Students write down the solution of a calculation problem on the electronic blackboard and explain how to solve it. Students create presentations on their tablets and share them with the whole class in an instant. Students submit assignments and take periodic tests on the computer, and teachers can immediately grasp the results. Educational activities that were unthinkable just a few years ago are now possible through the use of ICT. For more information on ICT education, please refer to this article. Challenges facing Japan's education field and expected effects of DX In addition to the discussion on the use of ICT, what are some of the issues facing the education field in Japan today? One of the most common issues is the "diversification of children and the increasing workload of teachers. The number of children enrolled in special-needs schools and special-needs classes in elementary and junior high schools is increasing. In addition, there are various circumstances such as support for foreign children who need Japanese language instruction and children who have not been attending school. Correspondingly, the workload of teachers has also become a major issue, as they have to "do a lot of paperwork" and "have to deal with parents. What is important in the field of education is to provide each child with equal and fair opportunities to obtain the necessary academic skills and experiences. To this end, let's review what can be achieved by DX in the education industry. Realization of individualized and optimized learning There is a growing need to provide education that is optimized for the individual, rather than providing uniform learning based on each student's proficiency and ability. ICT-based education makes it possible to analyze learning logs and other data on an individual basis to derive the most appropriate teaching materials. In addition, when a child needs support in Japanese, it can be expected that understanding will be advanced by using automatic translation technology in combination. Improved efficiency of office work ICT in the field of education streamlines manual administrative work in the process of creating questions, scoring, judging, and notifying results, etc. It also enables batch management of grade data and prevents human error. This system reduces the workload of teachers by automating routine clerical work in their extremely busy workload. Teachers can concentrate on their professional duties, such as preparing materials for classes, conducting training, and studying teaching methods, and are more likely to have more time to spend with each child individually. Improving the quality of education through the use of high-quality digital teaching materials The quality of education, which used to depend largely on the competence of teachers, can also be improved through the use of ICT. Teachers can spend more time on creating curricula and teaching materials, as they have less administrative work to do. In addition, the quality of education can be expected to improve as the students' learning status can be monitored statistically and in detail. learningBOX is an LMS that makes it easy for anyone to start e-learning. learningBOX is an e-learning system that was created with a focus on making it easy for anyone to build a web-based learning environment. It is easy to use in terms of both cost and operation. It is a learning management system (LMS) that covers all the functions required for school education, such as creating learning materials, creating tests, grading, and managing grades, and can create e-learning materials with a focus on price and ease of use. Easy operation without IT expertise Even those who are not good at operating a PC can easily add content to learningBOX using a dedicated creation form, and it can also be set up to distribute the content to different groups. Detailed settings can be configured for each user, such as course settings, learner group management, and the ability to distribute learning materials to different groups. Easily available for as little as ¥33,000 per year for 100 accounts! Our greatest advantage is that our prices are the lowest in the industry. Most e-learning systems on the market today are very expensive and are mainly designed for large corporations. With our Starter Plan, 100 users can use e-learning for as little as 33,000 yen per year (plus tax), or 2,500 yen per month. The learningBOX concept is a "cheap and easy-to-use" system. About the free learningBOX plan With the exception of optional features that require a fee, almost all functions of learningBOX are free of charge for up to 10 users, including the administrator. For those in charge of school education who are considering implementing this system! Please take this opportunity to try our learningBOX. Conclusion Japan is lagging behind the rest of the world in the field of DX in education, but with the Corona disaster, reforms are not waiting for long. The educational field is steadily beginning to change thanks to the strong promotion by the Ministry of Education, Culture, Sports, Science and Technology (MEXT), which has finally started to get serious about the issue. On the other hand, the diversity of students and the chronic high workload of teachers in Japan's education field remain major issues. The use of ICT is not an objective, but an educational means to provide each child with equal and fair opportunities to obtain the necessary academic skills and experiences. ▼ We also recommend this! Also read "[2021 Preliminary Report] Corporate Commitment to DX Accelerated by Corona Disaster"

What is Online Training for New Employee Development? Benefits and Challenges Explained Due to the impact of the new coronavirus, an increasing number of companies are introducing online training for new employees. However, some companies may be unsure of the benefits and challenges of introducing such training. In this article, we will discuss the benefits and challenges of online training. Click here for Table of Contents 1. why online training is used for new employees 2. advantages of online training for new employees 3. challenges of online training for new employees 4. how to solve the challenges of online training for new employees 5. summary Why Online is Used for New Employee Training Online training is being used for new employee training. In the past, training for new employees was often conducted in the form of group training, in which a large number of people learned at the same time in seminars and study groups. However, in recent years, due to the impact of the new coronavirus, online training has been used to reduce the risk of infection. In addition to allowing new employees to learn at home, the online training style has the advantage of avoiding crowds of people with a high risk of infection. Advantages of Online Training for New Employees On this page you will find the advantages of online training for new employees. No need to gather a large number of people at a venue When using online training, there is no need to gather new employees at a venue. This not only prevents the spread of the new coronavirus, as mentioned above, but also eliminates the need to prepare a venue that can accommodate a large number of new employees. Reduced costs Compared to conventional training sessions and study groups, online training does not incur venue and transportation costs, thus enabling cost reductions. Training costs per employee According to the survey organization, the training cost per employee in 2019 was 39,841 yen, an increase of 151 TP2T from the previous year. In the field of education and training, the highest rate of implementation is for "training of new employees," followed by the trend of introducing training for enrolled employees, such as "mental education," "communication education," and "career training. The increase in the number of training programs as well as the variety of content is expected to lead to an upward trend in corporate training costs. Market Price of Online Training The average price for online training and seminars is 3,390 yen per person. Costs vary depending on the content of the seminar, but it is possible to reduce costs by changing some of the in-house training to online. Company Name Price per person SAKU-SAKU Testing 429 yen Employee Training VA Plus 495 yen Scoo 1,500 yen BizUp Research Institute 5,280 yen Recruit 15,000 yen Neo Career 20,000 yen The above data is calculated based on our own research. They can review as many times as they want. If the training is difficult, it is likely that some new employees will not be able to keep up with it. However, with online training, not only can they review the videos and texts as many times as they want, but they can also keep track of who is learning and how far they have progressed, making it easier to provide support tailored to their level of learning. This is also beneficial to the instructor, as not many companies have the resources to devote to training. Therefore, the ability to provide not only training but also follow-up support online is a big advantage for mentors (teachers) who are busy in the field. Challenges of Online Training for New Employees Let's now look at some of the challenges of online training. Lack of communication can easily lead to a lack of communication. E-learning in online training is a style of watching delivered videos and reading texts. Therefore, without ingenuity, communication with supervisors and colleagues may decrease. Difficult to measure new employees' abilities Online training makes it difficult to gauge the abilities of new employees. Even if the progress of study can be checked, it is difficult to know how much understanding has been deepened and how it will be applied to the job. Establish a schedule Create a schedule for when you want the training to be completed. Since the time required for learning varies depending on the learning method, choose a learning method that will allow you to complete the training by the deadline. No hands-on learning Online training is not suitable for hands-on learning. Even if the video or text is understandable, it is unknown whether it can be used in practical situations. How to Solve Challenges in Online Training for New Employees Let's take a look at how to solve some of the challenges in implementing online training. Introduce on-the-job training or mentoring system OJT is a style of training in which training is conducted while performing actual work duties. On the other hand, in the mentor system, a senior employee or supervisor takes care of the new employee's mental health. Both of these systems provide an environment where employees can learn while communicating and consulting. This system can be combined with online training to solve issues. Online training that combines e-learning and webinars has both one-way and two-way methods. For example, e-learning has the advantage of delivering videos and texts in one direction, allowing for review at any time. Webinars are a form of real-time online training in which you can chat with the trainer to ask questions and discuss issues if you have any. Web conferencing tools such as Zoom can also be used for two-way interaction, allowing questions to be asked freely. Since there are different types of methods that can be used for online training, they can be combined to meet their respective challenges. Conclusion Online training for new hires has many advantages. However, each learning style must be understood in order to meet the challenges. It is a good idea to determine what you want your new employees to learn and in what form, and then consider implementing online training after you have determined your goals. With "learning BOX," which has a variety of material formats, it is possible to create and deliver e-learning tailored to various online training situations by creating a wide variety of questions and materials. In addition, the intuitive design makes it easy for the instructor to use, which leads to less stress during the learning process and more effective learning. Also recommended! Also read "On the Frontiers of Online Learning! What is the LMS that Supports e-Learning [2021]?

Explanation of how to create and the need for training programs to help develop human resources. When training human resources, many companies aim to have their employees learn a great deal through training programs. When conducting training, creating a program in advance helps the learning to proceed in a systematic manner. However, some people say they do not know what kind of program to create. In this article, we will look at how to create a training program for efficient learning. Click here for the Table of Contents 1. Necessity of Training 2. what is a training program? 3. how to create a training program 4. summary Necessity of Training Regular training is necessary when trying to effectively train personnel. For example, if skills are needed, repeated training to acquire skills will make it easier to improve skills efficiently. It can also be said that if the content and direction of training for leader-managers is correct, it will benefit the company in the mid- to long-term. It can also be helpful when preventing the following cases Loss of trust due to information leaks caused by erroneous transmissions Leakage of information due to erroneous transmission is a typical example of a mistake that tends to occur when sending e-mails by hand. For example, if double and triple checks are thoroughly performed on the recipient and contents of the e-mail, this is a typical example of a mistake that would not occur. Massive damage caused by taking data out of a computer If a PC that is prohibited from being taken out of the office is taken out and lost, it can cause a huge amount of damage. This can also be prevented by thorough equipment management and a company security system. Training can raise awareness of the risks by making employees aware of the risks. What is a training program? In order to ensure that the training program runs smoothly, here are some points to keep in mind when creating each training program, including who to train and what kind of training to provide. Have new employees learn basic skills. New employees need to learn not only the content of their jobs, but also the basic rules of being a member of society, such as how to answer the phone and send e-mails. When creating a training program for new employees, include basic working skills in the training content. Help them learn the content of their work duties. The work content to be included in the training program will vary depending on the position of the employee. The content of training will vary depending on the position of the new employee, mid-career employee, or mid-career hire, as well as the type of industry. For example, if you are in general affairs, you will need to learn the rules and management methods related to attendance, and if you are in sales, you will need to learn the details of products. Since each company will have even more detailed differences in job content, uniqueness is required. Before considering a training program, it is important to determine the details of the job you want the participants to learn. How to Create a Training Program The training program should be created in the following way. By defining goals and study methods, it is possible to make the training program more effective. Have goals. Clearly state what you want your employees to be like when they complete the training. For example, "I want them to know basic business manners as a member of society" or "I want them to learn all the features of our products" are clear goals. Define the study method Study methods include on-the-job training (OJT), off-the-job training (Off-JT), and self-education (self-learning through books, etc.). Each method has its own merits and demerits, so choose the one that best suits your goals. Establish a schedule Create a schedule for when you want to complete the training. Since the time required for learning varies depending on the learning method, choose a learning method that will allow you to complete the training by the deadline. Determine your budget. Some training methods will cost more than others. For example, off-JT tends to be costly in various aspects, including venue costs, transportation expenses, and fees for instructors. Also, for self-development, it is necessary to consider covering the cost of books purchased by the employees themselves. Consider online training In recent years, online training has been attracting attention. Online training is relatively inexpensive, can be conducted from the comfort of your own home, and can be repeated over and over again. Consider online training as well as in-person training. Conclusion There is no single training program, and each program has different characteristics, so instead of choosing only one of on-the-job training, off-the-job training, self-development, or online training, you can create a combination of these programs. Create a program and conduct training to ensure smooth progress toward your goals. Learning BOX" offers a wide variety of teaching material formats, and its extensive question creation system can solve the problems of creating and delivering content for those who teach. In addition, the intuitive design makes it easy for the instructor to use, reducing stress during the learning process and making learning more effective. We also recommend this one! Also read "[The Education Frontline] Implementing Effective Newcomer Training with Video and E-Learning"

What are the methods of human resource development, and what are the different types of e-learning and on-the-job training? There are a variety of methods for human resource development. Therefore, many people may not know which method to choose. In fact, each method of human resource development has different costs, timeframes, and objectives, so if you make the wrong choice, it could hinder your business operations. In this article, we will discuss the four main methods of human resource development in detail. Click here for Table of Contents 1. 2. 2 Methods of Human Resource Development 2. methods of human resource development 3. key points for selecting human resource development methods 4. summary About the two methods of human resource development When conducting human resource development, there are two main types of methods. Let's review them before considering training methods. 1. narrowly defined human resource development methods The first is human resource development that focuses on training in job content and business etiquette. Learning is conducted using methods such as holding courses or learning online. The second is a broad-based human resource development approach. The second is human resource development that broadens its perspective to areas outside of work, as shown below. It is important to understand that this method also exists. Mentoring system/teaching and coaching: ...... senior employees act as mentors for human resource development Job rotation system......Personnel assignments are periodically changed so that employees are exposed to a wide range of work duties. MBO...... is also called a management by objective system, in which employees set their own goals and are evaluated according to the degree of achievement. Any form of human resource development that is not limited to study or training is also categorized as human resource development in a broad sense. Human Resource Development Methods There are four types of human resource development methods when you want your employees to learn about business operations and business etiquette. On the Job Training (OJT) OJT (On the Job Training) is a method in which instruction is provided on the job so that employees learn job content while performing their daily duties. While this is an efficient way for employees to learn, it also places a burden on the instructor, and there is a risk of disrupting business operations. Off-JT Off-JT (Off the Job Training) differs from OJT in that it is a method of developing human resources outside of the workplace. Off-JT (Off the Job Training) is a method to develop human resources outside of work. The advantage of inviting outside instructors is that standardized knowledge can be introduced. However, since many employees must be brought together at the same location, expenses for the venue, transportation, and lecturers are required. Self-education Self-education is the act of voluntarily reading books, attending seminars, and so on. Since the learning can be left to the employees, the burden on the company is low. However, it is important to note that individual progress may vary and skills may differ. E-learning E-learning is an Internet-based learning method that does not incur the same costs as off-the-job training and is less prone to variations in skills as self-development. Another advantage of e-learning is that it can be learned in one's home time or commuting time. Key Points for Selecting a Human Resource Development Method If you can select a human resource development method that fits your company, you will be able to improve learning efficiency. Let's take a look at the points you should pay attention to when selecting a human resource development method. Time frame and budget Decide on the period of time and budget that can be allocated for learning. If you want your employees to learn the job content in a short period of time, we recommend that you have them learn intensively through off-JT or e-learning. Choose either Off-JT or e-learning depending on your budget. What you want to teach Select the method of human resource development according to what you want to teach your employees. If you want your employees to learn while communicating, consider having them learn through on-the-job training or off-the-job training, where they can interact directly with someone who can give them pointers. Personnel to be trained If the person you want to train is a new employee, off-JT or e-learning is the best method to have him/her learn the basics over time. On the other hand, for mid-career employees and mid-career hires, self-development and on-the-job training are the best methods to have them learn while performing their work duties, which reduces the burden on them. Conclusion We have explained the methods of human resource development. If you select a method suited to your company's employees, it is possible for them to learn business efficiently. Select a human resource development method by considering the cost, duration, and target audience from various perspectives. LearningBOX is a platform that is easy to use for both parties: learners, from elementary school students to adults, can enjoy learning, and administrators can create programs on the intuitive management screen without programming knowledge. With a track record of approximately 13,000 users, we are able to respond to a wide variety of requests. ▼ We also recommend this one! Also read "[2021 Update] An In-Depth Look at E-Learning Platforms"

learningBOX is an LMS (Learning Management System) that can be used flexibly not only for domestic use but also for overseas customers. This article is recommended for "companies that have foreign employees, and education staff who have trouble training foreign employees. In this article, we will introduce the language settings necessary for conducting training using learningBOX and how to send invitation e-mails in English. Use e-learning to improve the skills of your foreign employees! E-learning makes it possible to share know-how and knowledge that cannot be conveyed through words or paper alone, regardless of nationality. In recent years, with the spread of the Internet and advances in IT technology, e-learning learning using "e-learning systems" has attracted widespread attention. By utilizing e-learning adapted to mobile devices, employees can easily learn at home, on the move, or during breaks. By introducing e-learning into in-house training, you can effectively train foreign staff in your company. In order for employees to grow sustainably, it is important for companies to provide appropriate education and learning opportunities according to the "growth stage" of their employees, regardless of their culture or nationality. Here are three problems that education managers face when training foreign staff No.1 The current situation and challenges of language barriers No.2 Communication problems on the job No.3 Differences in cultural values Part 1: Language barriers and challenges Due to the language barrier, there is a challenge that verbal instructions and requests cannot be conveyed. Although an increasing number of companies are hiring foreign staff to solve labor shortages, some companies are facing various challenges, including language barriers. The inability to communicate smoothly can be very stressful for the Japanese staff working at the same site. When hiring non-Japanese staff, it is important to be prepared to accept them from their perspective. 2. Communication problems on the job Japan has a complex language structure with hiragana and katakana in addition to kanji. In Europe, China, and the U.S., many races and ethnic groups live together, and the languages and cultures of other regions are easily exchanged. Japan, however, is an island culture, and values are shared by the Japanese community. Therefore, it is difficult for foreign staff to understand ambiguous expressions unique to the Japanese language, such as "please finish as soon as possible" or "please try to accomplish as much as possible", because they tend to think that "this much can be understood without being said". 3. Differences in cultural values Trouble often arises due to differences in cultural values, such as the balance between work and private life, hierarchical relationships, and attitudes toward religion. For example, a foreign staff member may ask, "Why do you have to do this job? and the Japanese employee is miffed at the foreign staff member who asks, "Why do you have to do this job? In some cultures around the world, it is natural to clearly explain the reason or rationale for a job. If you expect people to "read the air" in the Japanese sense, it may be difficult to build a relationship of trust. Why e-Learning is effective in educating non-Japanese employees Compared to conventional group training, e-learning can be conducted without gathering people at a single location, thus reducing costs such as venue expenses. 3. Video materials can be used to visually instruct staff who do not understand Japanese about the handling of products and services and work flow. Back to Table of Contents learningBOX is an LMS that makes it easy for newcomers to start e-learning learningBOX is an e-learning system with all the content features you need to train your foreign employees. Here we introduce the functions and features of learningBOX. You can start e-learning without any specialized knowledge learningBOX can be easily created using a dedicated creation form, and you can also set up the materials to be distributed according to the learners. You can create e-learning programs without specialized knowledge, and there is a wealth of educational materials to support the implementation of your program. Up to 10 students can use the service free of charge. Our learningBOX e-learning system is easy to set up, even for first-time users. learningBOX offers a wide variety of learning materials and allows you to easily create and upload your own learning materials. In addition, learningBOX offers a free plan that allows you to use the system for an unlimited period of time. Learn about the features of learningBOX! 1) learningBOX is compatible with videos and YouTube videos. 2) Customers' existing data can be registered as PDF teaching materials by converting them to PDF. (3) Quiz and test functions can be used to conduct realistic tests and examinations on the Internet. (4) A certificate can be given to those who have completed the learning materials. 5) LearningBOX allows customers to set restrictions on the content they have created. For more information on how to use learningBOX, please refer to the "What you can do with learningBOX" section here. Back to Table of Contents How to Switch LearningBOX Languages with One-Click Ease! In the upper right corner of the learningBOX screen, there is a button that says 【Japanese】. Simply change the language from [Japanese] to [English] to switch the language in the system. Click [English] to switch the language in the system from Japanese to English. You can also change your language settings from the Edit Profile screen. Select a language and click Save to complete the setting. If you select [English] and save, the language in the system will be displayed in English from the next time you log in. Back to Table of Contents How to Send Invitation Emails to Students in English This section explains how to create an email template in English. Step 1. log in as an administrator or as a user with mail template editing privileges, and click on the Administration function on the side menu bar. Next, click on Email Settings. Step 2. Set the invitation e-mail notification to ON and click the + button under Edit Template. Step 3: Select English from the Language pull-down menu in the New Email Invitation screen. Enter the body and template name, and save it to complete the "English Invitation E-mail. If you want to use the default text, click "Reset to Default" to display the default English text. Enter any template name and save to complete. *For detailed information on how to use the mail template function, please click here. Back to Table of Contents SUMMARY In this article, we introduced "Language Switching" and "How to Send Invitation Emails in English. If you are considering e-learning for training foreign employees, please use our learningBOX. Thank you for reading this article. ▼ We also recommend this page! Also read Back to Table of Contents