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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

Explains how to cover the disadvantages of microlearning Microlearning is attracting attention as a new learning method. However, even if you are considering introducing microlearning, you may have problems understanding the specific disadvantages or cannot grasp how to solve them. Therefore, in this article, we will explain how to cover the disadvantages of microlearning. Table of Contents. 1. Characteristics of Microlearning 2. disadvantages of microlearning 3. how to cover the disadvantages of microlearning 4. summary Characteristics of Microlearning Microlearning is a study method that requires only a few minutes to complete. It is characterized by the fact that it utilizes videos, textbooks, and other online resources, and can be used at home, during commuting time, and in other spare time. It can also be viewed from mobile devices such as smartphones and tablets. In addition to the above features, it is also characterized by its game elements, such as a quiz format, making it a learning method suited to the modern learner. To briefly summarize microlearning, it is similar to e-learning in that you can study at any time you like, but it is suited to content that requires only a short amount of time per session. Disadvantages of Microlearning Even though microlearning is characterized by short study time, it also has its disadvantages. Let's take a closer look at the specifics. 1. not suitable for detailed interaction such as Q&A sessions Although it is easy to make learning a habit with the convenience of being able to use a mobile device in your spare time, it is not suitable for learning that involves question-and-answer sessions. For example, if you want to conduct learning that requires detailed question-and-answer sessions between the teacher and the learner, consider a different method. 2. difficulty in maintaining motivation Because the study is conducted in the gaps in time, such as at home or on the way to work, it is difficult to continue without initiative. Since it is difficult to maintain motivation, you may not be able to achieve the desired learning effect. 3. it is difficult to learn contents to be acquired over a long period of time Because the learning process is based on content that can be completed in a short period of time, it is not suitable for content that requires long-term learning, such as certification exams. If you want to acquire skills and knowledge over a long period of time, you will need to combine this with other learning methods. 4. interpersonal skills are difficult to hone Basically, you cannot communicate in real time. For example, learning content that requires interpersonal skills and communication, such as talking and receiving feedback, is not suitable. 5. Time and money are required for preparation. Time and money are required to implement the system. It is important to understand the preparations that must be made, such as selecting a platform, creating learning materials, and managing grades. How to cover the disadvantages of microlearning Here we explain how to cover the aforementioned disadvantages. Combine with offline learning The disadvantages of microlearning, such as the lack of question-and-answer sessions and the inability to hone interpersonal skills, can be resolved by combining it with offline learning opportunities. While utilizing microlearning as a place to learn basic knowledge, provide opportunities for communication through offline workshops and interviews. Use the appropriate microlearning service. The problems of "difficulty in maintaining motivation" and "time and cost required for implementation" can be solved by using a suitable microlearning service. For example, it is often difficult to maintain motivation with learning materials that only require reading texts. However, depending on the service, it is possible to create educational materials in the form of video delivery and quizzes, for example. Some services also provide support for creating learning materials, which can greatly reduce the time required for preparation. By choosing the right service for your company, you can save time and money. Conclusion Microlearning has disadvantages as well as advantages. In particular, if the content you want students to learn is not suitable for microlearning, it will be difficult for them to learn effectively. However, the disadvantages can be overcome by combining microlearning with offline learning or by choosing a suitable service. Therefore, if you choose to use microlearning, it is important to formulate a method to cover the disadvantages at the introduction stage. learningBOX allows anyone to create e-learning easily, even without specialized knowledge. The free plan allows up to 10 accounts to be used indefinitely, unlimitedly, and free of charge, so you can introduce the system on a trial basis first. The ability to minimize risk after implementation can be said to cover the disadvantages. ▼ We also recommend this one! Also read "How to choose a microlearning platform? Key Points Explained"

How to choose a microlearning platform? Key Points Explained Microlearning is suitable for learning in short periods of time. However, some may have trouble choosing the right platform. In fact, if you do not know what points to choose, you will incur time costs when implementing the system. Therefore, this article explains how to choose a microlearning platform. Please use it as a reference when choosing the right service for your company. Click here for Table of Contents 1. What is a microlearning platform? 2. points to consider when selecting a microlearning platform 3. application scenarios for each type of job 4. summary What is a microlearning platform? In order to implement microlearning, it is necessary to use a platform. Content managed on an optimal platform allows learners to learn comfortably and makes it easier for companies to manage grades and create questions. What is Microlearning? Microlearning is a learning material that allows students to learn in a short period of time. You can study at your favorite time using a computer, smartphone, or tablet. Compared to e-learning, microlearning is suitable for simple learning content such as memorizing vocabulary, since the time required is shorter. What is LMS? The platform that manages MicroLearning is called an LMS (Learning Management System). This is an inseparable part of the microlearning implementation. It allows centralized management of grade management, content creation, progress management, and multi-device support. Points to consider when selecting a microlearning platform Selecting a platform is an important factor when introducing microlearning. It is important to compare and examine the two to avoid "the company and the learning side did not match" after implementation. Here, we will explain the key points for selecting a microlearning platform. Free plans and free trials are also available. Does it have a proven track record? Check if the platform has a proven track record. It will be easier to introduce the platform if you can check the case studies and understand what kind of companies are using it. Is the pricing plan clear? Prices vary depending on various conditions, such as the number of learners and the type of server. When choosing a platform, it is important to carefully check if the pricing plan is clear. Is the number of users appropriate? The number of learners is also an important factor. If you only have a small group of learners and you choose a plan that can accommodate a large group, you will incur unnecessary costs. Select the appropriate platform based on the number of learners and the content of the plan. Is there an ingenious learning environment? Microlearning is a system for doing a large number of contents that can be learned in a short period of time. Therefore, a platform that offers a variety of learning methods, such as quizzes and videos, is suitable for maintaining motivation. Is there enough capacity? The amount of space available for storing learning materials varies depending on the plan. If your plan does not have enough capacity, you will not be able to distribute even if you create a large number of images and videos. Is it easy to manage? When you distribute learning content, you need to manage it. The easier the platform is to use, the less work you will have to do, including personal progress and delivery systems. Does it support multiple languages? If you want your foreign employees to use microlearning, your platform must be multilingual. Choose a platform that allows you to operate and send messages in multiple languages, including English. Is it easy for learners to use? Ease of use for learners is important to encourage them to actively engage in microlearning. It is important to incorporate the learner's point of view, such as a screen that is easy to learn on and stress-free to operate. Usage scenarios by job category Let's take a closer look at microlearning application scenarios. Instilling learning habits in all employees When developing human resources, employees need to have an attitude of learning on a regular basis. As mentioned above, microlearning is a learning material that can be learned in a short period of time, making it easy for employees to acquire an attitude of learning. Pre-Learning for Management Training Many managers are very busy and tend to find it difficult to set aside time for training due to the high cost in terms of time. However, microlearning can reduce such a burden. Microlearning is especially useful for learning basic knowledge about management and administration. Subsequent group training sessions will also proceed smoothly, as participants will have acquired basic knowledge in advance. Assistance in training new employees Since new employees have a lot to learn, microlearning can be used to support their input. This is a good learning method for learning basic knowledge such as expertise, market understanding, and business etiquette. Conclusion In microlearning, it is important to choose a platform that is easy to use. If it is not easy to use for both the company and the employees, effective learning will be difficult. Many services offer free plans and free trials, so it is easy to compare and consider. Keep the points discussed in this article in mind when selecting a microlearning platform. LearningBOX is an enjoyable learning experience for everyone from elementary school students to adults. Administrators can operate it from an intuitive administration screen, and it is an "easy-to-use platform for both parties" that requires no programming knowledge. With a track record of approximately 13,000 users, we are able to respond to a wide variety of requests. Also recommended! Also read "The hottest education trend right now! Microlearning Transforms Human Resource Education"

SDGs: Three Reasons Why E-Learning Can Contribute to the Education Goals Hello, this is Nishimura of Tatsuno Information System. This is Nishimura from Tatsuno Information Systems. Have you ever heard the term "SDGs" (SDGs) on TV or around town? It is a hot topic these days, and some of you may have difficulty hearing what the SDGs mean now. Therefore, in this article, we will provide an overview of the SDGs, especially the goals in the field of education and the role that e-learning can play. Click here for the Table of Contents 1. What are the SDGs? 2. The "Education Goals" of the SDGs 3. Three reasons why e-learning can contribute to the SDG educational goals 4. learningBOX is an LMS with all the contents necessary for school education 5. Summary What are the SDGs? The SDGs (Sustainable Development Goals) are a set of global goals to achieve a sustainable and better society under the slogan "leave no one behind. Humanity is facing numerous unprecedented challenges such as poverty, conflict, climate change, and infectious diseases. It is proposed that if this situation continues, it will be difficult for humanity to continue living in this world in a stable manner. With such a sense of crisis, people from various walks of life around the world discussed, organized issues, devised solutions, and set specific goals to be achieved by 2030. These are the Sustainable Development Goals (SDGs). The 17 goals cover a wide range of issues, including poverty, education, technological innovation, and environmental issues. ▼ The official page of the Ministry of Foreign Affairs introduces the SDGs as follows. The Sustainable Development Goals (SDGs) are the successor to the Millennium Development Goals (MDGs) formulated in 2001 and unanimously adopted by member states at the United Nations Summit in September 2015, the "2030 Agenda for Sustainable Development. The SDGs consist of 17 goals and 169 targets, and pledge to "leave no one behind" on the planet. Japan is also actively involved in the SDGs. Source: What are the Sustainable Development Goals (SDGs)? |Japan SDG Action Platform｜Ministry of Foreign Affairs of Japan Why the SDGs are a hot topic nowadays The SDGs, adopted by the United Nations in 2015, have recently been attracting increasing attention in the media. The SDGs are now attracting attention from the following three perspectives. 1. Growing awareness of the crisis shared by the world as a whole 2. Success in setting easy-to-understand goals common to developed and developing countries 3. Recognition of their importance as a business opportunity Japan's Familiar Approach to the SDGs The Japanese government also established the SDGs Promotion Headquarters in 2016 to promote SDG initiatives. The following are some of the representative initiatives. 1. Initiatives in the field of disaster prevention In the field of disaster prevention, which is close to our daily lives, Japan is actively promoting international disaster prevention cooperation in the areas of emergency relief, disaster prevention measures, and disaster recovery, based on the knowledge and reconstruction techniques cultivated through past natural disasters that Japan has experienced. At the G20 Osaka Summit in 2019, we announced the "Sendai Disaster Reduction Cooperation Initiative Phase 2". The goal was set for Japan, as an advanced disaster reduction country, to assist at least 5 million disaster victims in developing countries over a four-year period until 2022, and to promote human resource education and disaster reduction education for the next generation. 2. Initiatives in the Natural Environment In other areas, such as the marine environment, where the negative impact of plastic waste spills on marine ecosystems has become an issue, Japan, as a maritime nation, is emphasizing the conservation and sustainable use of the marine environment. At the 2019 G20 Osaka Summit, which Japan chaired, the issue of marine plastic litter was selected as one of the main issues. We called on the countries participating in the G20 to share and agree on a vision to reduce plastic litter pollution to zero by 2050. *Of the 17 SDG goals, there are many areas where Japan is providing international cooperation by utilizing its experience and expertise. Education Goals" set forth in the SDGs The fourth of the 17 goals is related to education. Under the slogan of "Quality Education for All," the goal is to realize a world in which all people have equitable access to quality education. By achieving the "10 specific indicators" set forth in this goal, the SDGs are expected to promote equal lifelong learning opportunities for people around the world. Ten Specific Indicators 4.1 By 2030, ensure that all children, regardless of gender, complete free, fair and quality primary and secondary education with appropriate and effective learning outcomes. 4.2 By 2030, ensure that all children, regardless of gender, are ready for primary education through access to quality infant development and care and preschool education. 4.3 By 2030, ensure that all people have equal access to affordable, quality technical and vocational education and higher education, including university, without distinction of gender. 4.4 By 2030, significantly increase the proportion of youth and adults equipped with the technical and vocational skills and other skills needed for employment, gainful and humane work and entrepreneurship. 4.5 By 2030, eliminate gender disparities in education and ensure equal access to all levels of education and vocational training for vulnerable groups, including persons with disabilities, indigenous peoples and vulnerable children. 4.6 By 2030, ensure that all youth and the majority of adults (both men and women) have literacy and basic numeracy skills. 4.7 By 2030, through education for sustainable development and education in sustainable lifestyles, human rights, gender equality, promotion of a culture of peace and non-violence, global citizenship, and understanding of cultural diversity and the contribution of culture to sustainable development, all learners To enable all learners to acquire the knowledge and skills necessary to promote sustainable development through education in the promotion of 4.8 Build and improve child, disability and gender sensitive educational facilities to provide safe, non-violent, inclusive and effective learning environments for all. 4.9 By 2020, significantly increase the number of scholarships for higher education in developed and other developing countries worldwide, including vocational training, information and communication technology (ICT), technology, engineering, and science programs, targeting developing countries, especially the least developed and small island developing states, and African countries. 4.10 By 2030, significantly increase the number of quality teachers, including through international cooperation for teacher training in developing countries, especially in the least developed and small island developing states. Obstacles to the Spread of Education Many children around the world are unable to attend school and many are illiterate. There are many reasons for this, including high poverty rates and emergencies such as armed conflicts that prevent children from attending school. Gender and regional differences also lead to disparities in educational opportunities, as girls, children living in rural areas, people with disabilities, and ethnic minorities in the same country have limited access to education. Japan is no exception to the educational challenges. It is believed that solving various educational issues around the world and providing equal and inclusive quality education to all people will lead to sustainable development. Three reasons why e-learning can contribute to the SDG education goals E-Learning (e-Learning) is a form of learning that primarily uses the Internet. There are three main reasons why e-Learning can contribute to improving educational issues around the world POINT 1. Learning can take place anywhere, anytime Although an Internet environment is a prerequisite, even those who are unable to attend school in the past due to their location, work, or physical disabilities can study at their own convenient time and place. POINT 2: Uniform quality of education As long as the same learning materials are used, the quality of education is uniform. The disadvantage of face-to-face learning is that the quality of education depends on the quality of the instructor and the number of students. e-learning does not have such concerns. POINT 3: Low-cost introduction The same material can be delivered to a large number of learners, and there is no need to secure adequate teachers and instructors or dispatch them to the areas where students are studying in order to accommodate a large number of students, thus greatly reducing costs. Functions and Features of e-Learning E-learning is a learning system that allows students to "improve their skills at their own pace without being restricted by time or location" by using electronic devices such as PCs and smartphones and the Internet. For more information on the basics of e-learning and how it works, please refer to this article. learningBOX is an LMS with all the contents necessary for school education learningBOX is a learning management system (LMS) that allows anyone to easily build e-learning. The administrator can create and register various contents on learningBOX, including learning materials such as videos and PDFs, and quizzes to check the level of understanding, and learners can then proceed with their learning on the web based on these contents. Learning history and grades are stored on the LMS, allowing administrators to evaluate and instruct learners. The greatest feature of learningBOX is that the system is simplified and simplified to reduce the usage fee and lower the hurdle for introduction to educational institutions and small and medium-sized companies that have not been able to reach e-learning until now. You can easily start e-learning from as little as 30,000 yen per year, which is 1/10 of the industry price! The biggest advantage of our e-learning learning system is the lowest price in the industry. The "Starter Plan" allows you to easily start e-learning for as low as 33,000 yen (including tax) per year for 100 people, or 5,500 yen (including tax) per month. Since its launch in Japan, the service has been used by many small and medium-sized companies and organizations, such as private cram school owners and restaurant operators, who feel that it is too expensive to introduce a major e-learning system. learningBOX is an e-learning system that allows you to check the usability of the system with a free plan. We also offer a free plan that allows you to use learningBOX for an unlimited period of time. This plan does not have the same limited functionality as the demo site. This plan allows up to 10 users, including the administrator, to use almost all functions for free, with the exception of optional features that require a fee. For more information on how to use learningBOX, please visit the learningBOX usage page. Introduction of our company's activities The Japan International Cooperation Agency (JICA) has selected our project "Basic Study on Introduction of E-learning System to Support Self-Study for Technical Education Graduation Qualification" (target country: Pakistan) as the first "SME/SDGs Business Support Project" in FY2020. JICA's "Small and Medium Enterprises and SDGs Business Support Project" aims to match the development needs of developing countries with the excellent products and technologies of Japanese private enterprises, to promote "businesses that contribute to the achievement of the SDGs (SDG businesses)" and solutions to issues faced by developing countries, and to strengthen bilateral relations and economic ties through ODA. This project aims to strengthen bilateral relations and further promote economic relations through ODA. We have selected South Asia, where the IT market is expanding, and Pakistan, with a population of 212 million and an average age of 23.5 years, as the target country because of its potential for a large market in the future. Pakistan is geographically and culturally closely connected to the Middle East, and as an e-learning systems company from Japan, we will do our utmost to support the country's IT-enabled education system. Related Blog] JICA: The first "Small and Medium Enterprises and SDGs Business Support Program" for FY2020 has been adopted. Summary The Sustainable Development Goals (SDGs) are major goals shared by people around the world to create a better world in which all people can live in peace and security. Education plays a major role in these goals, and it is believed that creating a world in which all people have equitable access to quality education will help correct poverty and disparities in employment opportunities, thereby leading to sustainable development. E-learning is a convenient and highly convenient service that allows learners to study at their convenience as long as they have an Internet environment. At the same time, however, many e-learning programs developed by private companies are very expensive. Our goal is to provide a system that allows anyone to easily build a web-based learning environment. Our goal is an e-learning system that is easy to use, both in terms of cost and operation. We hope to play a part in creating more educational opportunities, not only in Japan, but around the world.

What are the human resource development challenges faced by small and medium-sized companies? Human resource development is a serious problem for small and medium-sized enterprises (SMEs). For example, there are many cases where the causes are known but not yet resolved, such as "not enough manpower," "not enough time," and "not enough money. In this article, we will touch on the human resource development challenges faced by SMEs and then explain the key points for solutions. Click here for Table of Contents 1. The reality of human resource development in SMEs 2. challenges faced by SMEs in human resource development 3. key points for effective human resource development by SMEs 4. summary Actual situation of human resource development in SMEs Some of the challenges that have arisen with regard to human resource development in SMEs include the following Many SMEs are struggling with human resource development According to a survey conducted by the Ministry of Economy, Trade and Industry, "Fiscal Year 2009 Survey on Management Human Resource Development in Small and Medium Enterprises," the number one problem that companies are facing is "securing, retaining, and developing human resources. With a ratio of approximately 60%, many SMEs are struggling with human resource development. What are the reasons for the lack of progress in human resource development? According to the above METI survey, 58.61 TP2T companies answered that they "do not conduct any special human resource development" in terms of management human resource development efforts. This means that more than half of SMEs feel that human resource development is an issue, but they do not have the time or know-how to solve it. It can be assumed that some companies are not only lacking in human resources, but are also unable to identify labor problems and issues themselves. Human Resource Development Challenges Faced by SMEs Let us now look specifically at the human resource development issues faced by small and medium-sized enterprises (SMEs) as discussed above. Lack of time to provide guidance For example, even if there is a person in charge of providing guidance, the reality is that many small- and medium-sized enterprises (SMEs) have people who are concurrently engaged in other business activities. Therefore, it is difficult to set aside time for learning again. Work content is not standardized and is person-to-person. Another issue is that teaching methods and learning contents change from person to person. In some cases, the work contents and necessary knowledge are not standardized in manuals, which may result in the inability to perform the work due to the resignation of personnel, etc. Lack of know-how on human resource development itself If management relies on manpower, it can be assumed that all employees will not be given the opportunity to learn. For example, if many employees are learning by feel while working, know-how cannot be accumulated. Also, even if people are hired, they may soon leave the company because they do not get a sense of learning. New Challenges Arising from the Corona Disaster Until a few years ago, some companies held regular training sessions to develop human resources. However, the corona disaster has made face-to-face instruction difficult. In addition, to prevent the spread of infection, it is no longer possible to gather a large number of people in one place, which has increased the number of learning opportunities lost. Source: How was in-house training conducted in 2020, when the coronary disaster suddenly struck? From What is the state of online training penetration? Key Points for Effective Human Resource Development for Small and Medium Enterprises (SMEs) Let's now look at some key points for effective human resource development for SMEs that want to give their employees learning opportunities. Visualization of training methods It is impossible to effectively develop human resources with unclear goals such as "I just want you to learn the job for now. The key is to set specific goals, such as "Once you have learned this much, learn this next item. Clarify the training methods to achieve the goals, create manuals, etc., and visualize the flow and goals of human resource development. Introduction of Off-JT Off-JT refers to having learning opportunities outside the workplace. It is a method that utilizes outside training and seminars instead of OJT, in which employees learn on the job. Demand is rising with the Corona Disaster! Training using videos Demand for training using video is rising in the Corona Disaster. By using video delivery to have students learn online, they can learn from the comfort of their own home. The use of services that can be easily created and distributed and easily accessed by learners is suitable for this purpose. Conclusion Many small and medium-sized enterprises (SMEs) face challenges in human resource development. It is also necessary to understand the current issues from various angles, such as lack of manpower, lack of time, and lack of cost. One of the problems with one-way human resource development, in which employees simply listen and learn, is that it is difficult for them to make progress in their training and for them to concentrate on their work. By using the quiz creation tool, learningBOX can be used to confirm and repeat learning through tests. By providing not only input but also output at the same time, it is possible to break away from one-way human resource development. By understanding the key points of human resource development and implementing them, you will be able to resolve issues. Therefore, it is important to be aware of the human resource development issues at your company and take the appropriate approach. We also recommend this one! Also read "[The Education Frontline] Implementing Effective Newcomer Training with Video and E-Learning"