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Power harassment (power harassment) has become a problem in many companies. It is imperative for companies to take some measures to prevent power harassment. However, since the perception of power harassment differs from person to person, simply calling for the prevention of power harassment at the discretion of each individual cannot be expected to have a clear effect. It is important for companies to provide a list of NG words and behaviors. This article will provide a list of specific words and phrases that constitute power harassment, and explain how to make them known within the company through harassment training. Table of Contents 01Speaking in a manner that constitutes power harassment Speaking in an intimidating manner Persistently harassing Scolding in front of others Making offensive phone calls or e-mails 02[By genre] List of words that constitute power harassment that you should be aware of Words that threaten the other party Words that insult the other party Harsh and abusive language 03How to make the list of words that constitute power harassment known in the company? Features of Harassment Training Advantages of In-House Harassment Training 04Prevent damage from power harassment by making the list of words that constitute power harassment known to all employees. Speak in a manner that constitutes power harassment In order to correct power harassment, it is first necessary to understand what kind of speech and behavior constitutes power harassment. Below is an explanation of the types of speech that may constitute power harassment that can occur in the normal course of business. Speaking in an intimidating manner Speaking in an intimidating manner constitutes power harassment. Specific examples of NG behavior include "raising one's voice," "glaring at the other person," and "hitting things while talking. If you are using slightly stronger words or attitudes to instruct subordinates, you should review your actions. These behaviors are considered to be beyond the scope of instruction necessary for work. They may cause your subordinate to feel fear and become deflated. Whatever the reason, it is not advisable to treat subordinates in this manner. Persistent harassment Repeatedly harassing a subordinate with malicious intent is also undesirable. It is not acceptable to repeat offensive words or actions over and over again. It is also advisable to avoid persistent mention of a subordinate's past mistakes. The pain of repeated harassment may drive the subordinate into a corner. There have been many cases of subordinates suffering from mental health problems or resigning from their jobs due to such power harassment. Scolding in front of others Scolding in front of others also constitutes power harassment. As an example, scolding or insulting in front of coworkers is not acceptable. It is also considered wrong to leave a person standing in front of others for an extended period of time. Although scolding may be used as part of instruction, it is counterproductive to instill stress and fear in subordinates. It also has the disadvantage that it does not make a good impression on other subordinates who are watching the situation, leading to a deterioration of the workplace atmosphere. Making aggressive phone calls or e-mails Power harassment can also occur in language used in non-face-to-face communication, such as phone calls and e-mails. Examples of abuse include verbally abusing someone over the phone or sending offensive e-mails. Be aware of cases in which reprimands are made by sending e-mails to multiple people to make an example of the harasser. Back to Table of Contents List of Words that are Power Harassment Words to Be Aware of It is important to remember the specific words that constitute power harassment so that you do not become an unintentional perpetrator of power harassment. In addition, in order to correct power harassment in your company, you are required to be aware of specific examples of power harassment words. Below is a list of power harassment terms by genre that you should be aware of. Words that threaten others Words that imply harm or intimidate others are considered power harassment. Typical examples are as follows I'm going to fire you. Are you willing to be removed from the project? I won't let you become a permanent employee with this performance. You won't get another contract renewal. If you want to quit your job, you'll have to pay me Fat Fat Fat Fat. You're not allowed to use your paid time off. These words can make the victim feel that his or her position in the company is in danger. If you use your power to threaten your subordinates, you cannot expect to build a good relationship of trust. There is a possibility that the subordinate will claim compensation for damages for the threat. Words that insult the other party Words that denigrate the personality of the other party fall under the category of power harassment without exception. The following are examples of NG words. Salary thief Useless You worked less than a new hire. You should have hired better people You're making things difficult for everyone I've never seen anyone who can't do his job like this You'll never be able to do it anyway Even if the purpose is to instruct a subordinate, there is clearly no justification for choosing these words. In some cases, they may be libelous or insulting. In addition, words that discriminate against a person's sexual orientation, gender identity, or nationality are considered power harassment. As an example, words such as "Don't you understand Japanese?" should not be used. In recent years, sensitivity to such slurs has increased worldwide. Even if the speaker intends it as a trivial joke, it can turn out to be a big problem, so care should be taken. Severe verbal abuse Swearing and abusive language inappropriate for the workplace fall under the category of power harassment. Similarly, language that disparages physical characteristics is also not acceptable. The following expressions should generally not be used. Idiot Idiot idiot fat ugly old man old lady Retarded incompetent disgusting Even if the perpetrator intends it to be a joke, if the victim feels mental distress or discomfort, it may be recognized as power harassment. Back to Table of Contents How do I make the list of words that constitute power harassment known in my company? To prevent power harassment in your company, it is recommended to conduct harassment training. It is also possible to disseminate a list of power harassment words that should not be used. Below we explain the features of harassment training and how to conduct harassment training in-house. Characteristics of Harassment Training Harassment training is a training program designed to prevent harassment within a company, including power harassment, sexual harassment, and moral harassment. Participants learn the basics of harassment, how to deal with harassment at the consultation counter, and how to create a workplace environment for prevention. Harassment can occur at all levels. Therefore, it is important to have a wide range of employees, not only those in management positions, participate in harassment training. By having the entire company participate in harassment training, it will be easier to create a corporate culture that is less prone to harassment. Advantages of In-House Harassment Training In addition to using an outside service, there are other ways to conduct harassment training in-house. The ability to create unique training content suited to your company's operations is a typical advantage of in-house harassment training. A list of words that constitute power harassment can be presented and disseminated internally. Another advantage is the ease of reviewing and brushing up training content. There are a variety of ways to produce harassment training in-house, and the use of an e-learning system is one of the most common methods. E-learning is also ideal for remote workers, as it allows them to study from anywhere. Back to Table of Contents Let's Prevent Power Harassment by Making the List of Words that Constitute Power Harassment Public Knowledge In some cases of power harassment, the perpetrator is aware that he or she was "giving guidance necessary for work" or "making a joke. However, these often develop into serious power harassment cases. In order to prevent power harassment, it is important for companies to provide NG lists, rather than leaving it to the judgment of each employee. Define within the company the words that constitute power harassment by manner of speaking and by genre. In this case, it is not only the management level that needs to be informed. Spread the word to all levels of management, and make company-wide efforts to prevent power harassment. Please use the harassment training contents of "learningBOX ON" when you inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

Today, harassment in the workplace has become a social problem, and "power harassment" is a typical form of harassment. There are several types of power harassment, and "not giving work to employees" is sometimes referred to as power harassment, but some may wonder if it really constitutes power harassment. If you want to understand whether denying work to an employee constitutes power harassment, check out the types and definitions of power harassment. In this article, we will thoroughly explain the definition and classification of power harassment as well as the risks of leaving power harassment unchecked. Table of Contents 01What is Power Harassment? Definition and Classification Mental Assault Violation of individuality Excessive demands Under-demanding (not giving work) 02Risks of neglecting power harassment, including "not giving work Productivity declines Leads to an exodus of human resources Company's reputation will be damaged 03What companies can do to prevent power harassment Ensure smooth communication on a daily basis Establish a consultation service Raise awareness of power harassment among employees 04Conclusion What is Power Harassment? Definition and Classification The Ministry of Health, Labor and Welfare (MHLW) defines power harassment as all of the following three types of harassment that take place in the workplace. (1) Behavior based on a superior relationship (2) Anything that goes beyond what is necessary and reasonable in the course of work (iii) Those that are detrimental to the working environment of the worker Akarui Shokuba Ouen Dan, Ministry of Health, Labor and Welfare｜"Basic Information on Harassment" Definition of Power Harassment There are various types of power harassment. In order to deepen understanding of power harassment, here are some of the types of power harassment. Mental Assault This is power harassment that damages the victim not through physical attacks but through mental attacks such as ignoring the victim. Examples include abusing a particular employee in front of a large group of other employees or insulting an employee who makes a mistake. If the instruction is beneficial to the subordinate, it will not be perceived as power harassment. However, an attack that is so offensive that the victim complains of emotional stress constitutes power harassment. Invasion of privacy Invading an employee's privacy also constitutes power harassment. Forcing employees to participate in company events even though they are free to do so, or asking for private information are examples of infringement of individuality. Also, persistently asking an employee why he or she is getting paid is also an infringement of the individual. Excessive demands Making demands that are clearly impossible to fulfill despite a lack of ability is also a form of power harassment. Giving a new employee, who has just joined the company, a job that can only be done with two to three years of experience is an example of excessive demands. Also, implicitly encouraging employees to work on their days off or to do something that is not directly related to the nature of their work is also an example of excessive demands. Under-demanding (not giving work) Contrary to excessive demands, under-demand, such as not giving work to an employee, is also considered power harassment. An employee hired as an engineer who does odd jobs all day long is under-demanding. In some cases, the employee is made to do simple labor for long hours. It is also a rare case where an employee is not given even a simple job. Back to Table of Contents Risks of Neglected Power Harassment, Including "Don't Give Me a Job" There are many risks to a company in allowing power harassment, including "not giving a job," to go unchecked. Let's review three of the possible risks. Reduced productivity. If power harassment is left unchecked in a company, there is a risk of reduced productivity at work. If a supervisor has a coercive or intimidating attitude toward his or her subordinates, the subordinates have to work in the face of the supervisor and may not be able to concentrate on their work. It is not uncommon for even one perpetrator of power harassment to increase the number of victims to several. If several people cannot concentrate on their work due to poor relationships, productivity will also decrease. Leading to an exodus of human resources There is also a risk of human resource exodus if power harassment is left unchecked. If companies do not take adequate measures, victims of power harassment will become exhausted both physically and mentally, increasing the likelihood that they will choose to leave the company. If the exodus of employees continues, companies will have to hire people again, leading to an increased workload. The company's reputation will suffer. Today, word of mouth about companies can be viewed on the Internet. Some employees who have left a company because of power harassment may post bad reviews of the company on word-of-mouth sites. Most of the people who read the bad reviews will have a negative image of the company, and the company's reputation will naturally deteriorate, which will affect the company's management. Back to Table of Contents What Companies Can Do to Prevent Power Harassment Power harassment, if left unchecked, can lead to various risks and have many negative effects on companies. In order to prevent damage caused by power harassment, it is important for companies to have a system in place. The following is an explanation of three measures that companies can take. Keep in mind smooth communication on a daily basis The most important point to prevent power harassment is to have smooth communication with employees on a daily basis. In a work environment where employees do not communicate well with each other, mutual trust may not be built. As a result, there may be cases where an unexpected comment may spark power harassment. Labor and human resources personnel should actively communicate with employees by interviewing them while being considerate of the other party. Establish a consultation service It is not uncommon for victims of power harassment to be unable to talk to anyone. To prevent victims from crying themselves to sleep, it is recommended to set up a consultation service either within the company or outside the company. Just by having someone they can talk to about their problems, employees feel a great sense of security. By clearly stating the confidentiality of the content of the consultation and creating an environment where employees can feel free to consult with someone at any time, power harassment can be deterred. Rooting employee awareness of power harassment It is also an effective way to instill a definition of power harassment and communicate that power harassment is not acceptable. It is not easy for each employee to be aware of power harassment, especially in a large company. Therefore, it is advisable to respond with regular reminders. For example, one method is to review actual cases of power harassment that have occurred at meetings for each department. Even if you are told in words that "you must not engage in power harassment," some people may not really feel it. Give them a reminder so that they can better visualize what happens when they engage in power harassment. Back to Table of Contents Conclusion. Power harassment within a company, if left unchecked, poses a serious risk to the company. It is important for companies to take measures to prevent power harassment, especially by not giving work to employees, because it is sometimes difficult to know when power harassment will occur. While ensuring close communication on a daily basis, embark on concrete measures such as setting up a consultation service. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

Now that compliance is considered important in management activities, many companies are promoting compliance measures as one of their issues. However, many companies have the perception that "compliance with laws and regulations is what compliance is all about," and few companies may understand the essence of compliance. In this issue, we will discuss corporate compliance in detail, touching on corporate ethics, which is important to know in order to understand compliance. If you are in charge of human resources at a company, please refer to this article. Table of Contents 01What is "compliance" in a company? 02Examples of non-compliance Failure to manage working hours Power harassment and sexual harassment Inadequate information security Fraudulent accounting Improper receipt of benefits Misrepresentation of products and services Inadequate hygiene management 03Ethics required for corporate compliance Level 1: Compliance with laws and regulations Tier 2: Compliance with company rules Tier 3: Ethical Conduct 04Why companies need compliance To fulfill social responsibility Because of the risk of administrative action To damage the corporate image 05How to prevent compliance violations Build a compliance team Implement a compliance program Care for Whistleblowers 06 Summary What is "compliance" in a company? Compliance in a company is intended to gain the trust of society and maintain corporate value. Of course, it is not wrong to understand compliance in terms of observing the laws set by the government, but in fact, it is not limited to that. Corporate compliance also includes having social good sense and acting in accordance with corporate ethics. Back to Table of Contents Examples of Non-Compliance Compliance has been attracting attention in Japan since the 1990s. The term "compliance" has become widespread, triggered by the many corporate scandals that occurred at that time. Let's take a closer look at what exactly is meant by noncompliance. Failure to manage working hours One of the most severely enforced forms of noncompliance is inadequate management of working hours (violation of the Labor Contract Law), including overtime work and nonpayment of overtime wages. Violations of these laws will result in a recommendation for corrective action in an investigation by the Labor Standards Inspection Office. Note that companies that have not concluded a 36 (sub-local) agreement are considered in violation of the law if they force employees to work more than 8 hours per day or 40 hours per week. Power Harassment and Sexual Harassment Various types of harassment, such as "power harassment" and "sexual harassment," can also be considered noncompliance. Note that harassment is not an individual issue but a company responsibility and can be pursued as a violation of the duty of care for safety. In addition, there are now a wide variety of types of harassment, and terms such as "moral harassment (moraharassment)" and "maternity harassment (materaharassment)" have emerged. All workers must deepen their understanding of harassment and take care in their work to prevent problems from occurring. Inadequate Information Security There are also compliance violations due to inadequacies in information security. Typical examples are leakage of personal information due to unauthorized removal of information by employees or hacking damage. It is feared that the recent proliferation of remote work has led to a lack of awareness regarding the handling of personal information. Companies must take thorough information security measures to prevent information leaks. Fraudulent Accounting One of the most common examples of past noncompliance is accounting irregularities, such as fictitious recording of sales and expenses and falsification of accounting documents. The circumstances leading to noncompliance vary from company to company, such as covering up the misappropriation of funds to meet sales targets or padding expenses to report lower profits for the purpose of tax evasion. All of these violations undermine the credibility of the company and can be severely punished as misstatements in securities reports or as fraud. Fraudulent Receipt Fraudulent receipt is the act of improperly receiving government subsidies or grants. In order to receive subsidies and grants, it is necessary to fulfill the conditions stipulated by each system, but there have been cases of people receiving them fraudulently by filing false reports. If this fraud is brought to light, the recipient may be required to return the amount paid, and in some cases, a surcharge may also be imposed. Misrepresentation of Products and Services Misrepresentation of goods and services (violation of the Act against Unjustifiable Premiums and Misleading Representations) is the misrepresentation of services or products to consumers through exaggerated advertising or misleading representations. Examples of such misrepresentations include selling products based on unsubstantiated data, or claiming a limited quantity but actually selling a larger quantity than that. In addition, if a company claims that a product will "surely help you lose weight" or "boost your immunity" without evidence, it may be in violation of the Pharmaceutical Affairs Control Law. Inadequate hygiene management Inadequate hygiene management is a compliance violation that is particularly problematic in restaurants. There have been many cases in the past of mass food poisoning caused by companies that prioritize profit margins and turnover rates without taking the necessary sanitary measures for food products. It is also important to note that companies that falsify the place of origin or expiration date of food products will also be severely punished. Back to Table of Contents Ethics Required for Corporate Compliance There are three levels of corporate compliance, not only legal compliance, but also corporate ethics that must be adhered to in the course of business activities. Tier 1: Compliance with Laws and Regulations The first level of ethics is the concept of acting in compliance with laws and regulations. Violations of labor contract laws and accounting irregularities, such as those described in this article, can be said to violate the first level of ethics. Many companies currently recognize that "compliance = adherence to the first level of ethics. Tier 2: Compliance with company rules The second level of ethics is the observance of company rules other than laws and regulations. The rules may vary from company to company, but they may include "do not use equipment for other purposes" or "do not bring back personal information. Although violations are not punishable by law, they are considered mandatory for all employees of a company. Tier 3: Ethical Conduct The third level is the concept of ethical behavior, which is neither legal nor statutory. It means to act properly as a human being and how one should act properly as a person working for a company. Compliance that a company should fulfill is a term that refers to the scope of compliance up to this third level. It is very important to check once again to what level of compliance your company has penetrated among its employees. Back to Table of Contents Why Companies Need Compliance So why do companies need to be compliant? Let us look at the reasons in turn. To fulfill social responsibility In order to run a business, a company needs to fulfill its Corporate Social Responsibility (CSR), as it is called. CSR is a response to the demands of society, and the term is often used in a broader sense than compliance. In other words, compliance is included in the process of promoting CSR. It is important for a company to build a better relationship with society through CSR, without giving priority only to its own profit. By doing so, the company will be evaluated as "a company with a thorough compliance system. Because of the risk of administrative penalties If a company violates compliance, it may be subject to business suspension or a business improvement order. Depending on the severity of the violation, there is also a possibility of arrest, and it is not impossible to say that there are no cases of fines or imprisonment. If a company receives an administrative sanction or penalty, it will not only be unable to conduct its business, but will also suffer a significant loss of trust in the company. For this reason, it is necessary for each and every employee to raise his or her awareness of compliance on a daily basis. Because the corporate image will be downgraded If a compliance violation is reported in newspapers or the news, the corporate image will be severely damaged. Business partners with whom you have built a good relationship may leave your company, and this may lead to consumers not buying your products or refraining from purchasing them. If the company does not take appropriate measures after a compliance violation occurs, it may be forced to downsize its business or go bankrupt in many cases. Back to Table of Contents How to Prevent Noncompliance To avoid noncompliance, companies must take thorough preventive measures. Next, let's look at some specific prevention methods. Establish a compliance team Establish a compliance team within your company. In establishing the team, it is important to make sure that the team is not only aware of "simply obeying the law," but also that they are aware of the deeper aspects of corporate ethics. The most important thing is the behavior and attitude required to adhere to social codes of conduct, which is exactly the understanding of the third level of ethics introduced in this article. In addition to the countermeasure team, it is also important to set up a consultation service where employees can feel free to discuss compliance violations within the company. Implement a compliance program Implementing a compliance program is another effective preventive measure. A compliance program is a framework or plan that a company creates to ensure compliance with laws and regulations and ethical corporate activities. Specifically, a compliance program may include the establishment of a compliance committee and the deliberation of plans and cases. Once the program is implemented, it is necessary to ensure that information is shared within the company and that it is thoroughly disseminated. Care for Whistleblowers Whistleblowers must be protected in order to ensure safe and preventative compliance. Whistleblowers are not a hindrance to the company, but rather a resource that can lead the company in a better direction. In a workplace where whistleblowers are identified and disadvantaged by their reporting, no one will care when something goes wrong. The Whistleblower Protection Act was created to ensure that employees who report whistleblowing are not disadvantaged. Companies should share the Whistleblower Protection Act throughout the company and be aware of the importance of respecting and caring for whistleblowers. Back to Table of Contents Conclusion In this article, we have explained corporate ethics and compliance. Compliance is often used in place of the term "legal compliance," but it includes not only the observance of laws, but also the observance of ethics and morals. Let's take the time to deepen the proper understanding of compliance within the company to determine what kind of behavior and attitude is desirable as a person who should be involved in society. Please use the compliance training contents of "learningBOX ON" to inform your employees about compliance. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Compliance training and harassment training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

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Compliance considerations are essential for a company to remain in business for a long time. However, many people may wonder what compliance means in the first place. To ensure that compliance violations do not occur within your company, it is important to have a firm grasp of what compliance means. In this issue, we will introduce the details of compliance management, the background of its importance, and examples of violations. We will also introduce how to implement compliance management and points to keep in mind when doing so. Table of Contents 01What is Compliance Management? Background of Importance Advantages of Strengthening Compliance 02Examples of non-compliance Violation of the Labor Standards Law Leakage of personal information Harassment 03How to Implement Compliance Management Identify potential risks in business processes Conduct compliance training Conduct a review of the company culture Appropriately manage documents, etc. Establish a compliance consultation desk 04Points to consider when implementing compliance management Exercise leadership by management Develop dedicated compliance staff 05Summary What is Compliance Management? Background of Importance The word "compliance" means "observance of laws and regulations," and compliance management refers to management that observes laws and regulations and practices them while respecting corporate ethics. In order for a company to continue its business, it is important to be trusted by society. However, against the backdrop of a series of corporate scandals, such as window dressing, the term "compliance" has come to be frequently heard. With the current rash of corporate scandals, a single scandal can cause significant damage to a company. On the other hand, a company that is able to manage risks against fraud will be trusted by society and its corporate value will increase. Being aware of compliance is very important in corporate management. Advantages of Strengthening Compliance There are many advantages for a company if it can strengthen compliance. Let us introduce some specific advantages. The first advantage is the ability to consider long-term profits. In many cases, management that is not conscious of compliance pursues only immediate profits. However, by being aware of compliance, one can make decisions based on sincere values and generate profits from a long-term perspective. The second benefit is that investors will appreciate the company's reputation. Some investors place a high value on "corporate social responsibility (CSR). In today's climate of intense scrutiny of corporations, companies that emphasize compliance management are evaluated by investors and have an advantage when it comes to fundraising and other situations. Back to Table of Contents Examples of Non-Compliance There are many examples of noncompliance by companies, of which we will present three. Violation of the Labor Standards Law Although reforms in work styles are currently being promoted, there are still a small number of companies that manage their businesses in violation of the Labor Standards Law, notably by working long hours and failing to pay overtime. This is one of the most common examples of noncompliance. Leakage of personal information Due to the revision of the Personal Information Protection Law, public scrutiny of the handling of personal information has become extremely strict. Even if you put a lot of effort into security measures, it is not uncommon for personal information to be leaked due to unauthorized access. Harassment There are many types of harassment, including sexual harassment and power harassment. Whether an action or speech constitutes harassment is determined by the perception of the recipient. Actions and behaviors that were not considered harassment in the past may now constitute harassment, so it is important to be very careful about what you do and say. Back to Table of Contents How to Implement Compliance Management There are many ways to implement compliance management. Here we introduce five methods. Identify potential risks in business processes Compliance violations can occur from daily business operations. Therefore, it is a good idea to start by identifying any hidden risks in daily business processes. One concrete method is to conduct interviews with employees. The key is to confirm whether or not there is any dissatisfaction with the organization, such as whether working hours are getting too long, whether the manuals are appropriate, and so on. Conduct compliance training. Conducting compliance training for all employees is an effective way to develop employees' sense of ethics and morals. Share the rules that should be followed within the company and what is considered common sense by the public. It is also essential to educate employees on knowledge of laws and regulations. Without knowledge of laws and regulations, employees may not realize that they are violating compliance. Conduct a review of the company's internal culture. Even after stressing the importance of compliance in training, it is necessary to change the mindset of employees in order to put it into practice in business situations. If employees' awareness of compliance has waned as they prioritize results, first review the company's culture. It is recommended that management communicate the importance of compliance management to employees by sending out information on how to respond when fraud is discovered. Properly manage documents, etc. When handling a large number of documents on a daily basis, documents must be properly managed. If highly confidential documents are accessible to anyone or not filed, reconsider the management method. If you are feeling the limitations of paper-based management, a paperless approach is recommended. There are many advantages, such as easy sharing and cutting printing and other costs. Establish a compliance consultation service To prevent rampant fraud in your company, set up a compliance consultation service. If there is an environment in which any wrongdoing can be brought to light from within the company, it will be possible to take prompt action when a problem arises. It is important to respect the whistleblower's wishes, for example, by not treating whistleblowers unfavorably. Back to Table of Contents Points to Consider When Implementing Compliance Management In order to implement compliance management, it is important to keep the following points in mind. The following two points should be kept in mind when implementing compliance management. Management should show leadership. If management does not demonstrate a strong commitment to implementing compliance management, employees will not recognize the importance of compliance. By ensuring that fraud will never occur, and by having management show serious leadership, employees will become more aware of the importance of compliance. Cultivate dedicated compliance personnel. To implement compliance management over the long term, develop dedicated compliance personnel in your company. While a third-party checking organization may be an option, developing a person in charge within the company in advance eliminates the need to rely on outside personnel. If possible, try to assign a dedicated person to each department by having them participate in external workshops. Back to Table of Contents Conclusion In this issue, we have provided an overview of compliance management, taking into account examples of compliance violations. In order to continue corporate activities, it is important for companies to work on strengthening compliance. Management should be aware of the importance of compliance while also working on risk management. Please use the compliance training contents of "learningBOX ON" to inform your employees about compliance within your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Compliance training and harassment training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

In recent years, "care harassment" has become a social issue. Care harassment is a type of harassment in which employees are harassed or treated unfairly by employers or supervisors when balancing work and caregiving. Although care harassment is still less well known than sexual harassment or power harassment, there are countless victims of it. Companies need to work together to prevent care harassment. In this issue, we will introduce the characteristics and specific examples of care harassment, as well as efforts that companies should make. Table of Contents 01Basic Knowledge of Care Harassment Definition of Care Harassment Examples of Care Harassment Main Causes of Care Harassment 02Legislation Related to Care Harassment Nursing care leave Nursing care leave benefits Nursing care leave Overtime work restrictions (exemption from overtime work) Measures to shorten prescribed working hours Restriction on late-night work 03What companies can do to prevent harassment Clarify company policy on harassment issues Conduct in-house training Establish a consultation counter and internal system Conduct questionnaires and hearings to understand the actual situation 04Improve understanding of care harassment through e-learning Fundamentals of Care Harassment Balancing caregiving and work requires the understanding of those around you, including your workplace. Here, we will explain the definition and specific examples of care harassment, as well as provide some background on the attention it has received in recent years. Definition of Care Harassment Care harassment is any act of harassment directed at a person who is working and caring for a family member. Harassment is harassment or offensive remarks or actions toward others. Typical examples are known as "sexual harassment (sexual harassment)," "power harassment (power harassment)," and "moral harassment (moral harassment). Care harassment is similarly often abbreviated as "care harassment. Care harassment is often received from supervisors or coworkers at the workplace and is considered a serious problem that prevents people from balancing work and caregiving. Harassment directed toward caregivers, facility users, or their families has also been identified. With the number of people certified as requiring nursing care increasing, eliminating care harassment is an issue for Japanese society as a whole. Examples of Care Harassment There are a wide variety of patterns of care harassment. For example, there are cases in which personnel evaluations are handled unfairly. Firing, suspending employment, or demoting an employee who requests nursing care leave are typical examples of care harassment in which a supervisor uses his or her superiority in the workplace to harass an employee. There are also many cases of care harassment by words and deeds rather than actions. Specifically, they may prevent employees who use nursing care leave from using the system by saying things like, "I envy you because you don't have to work overtime," "Your wife should take over your nursing care," or "Why don't you stop claiming nursing care benefits? Some people prevent the use of the nursing care leave system or use unfair words or actions against those who use the system. There have even been cases where employees who have taken nursing care leave have been denied work. As a result of such care harassment, some employees leave their jobs because they are unable to balance work and nursing care. Main Causes of Care Harassment Lack of recognition compared to other forms of harassment One of the factors that contribute to the prevalence of care harassment is the lack of awareness. Typical acts of harassment include "sexual harassment," "power harassment," "moral harassment," and "maternity harassment," and common awareness of what not to do is spreading through in-house training programs. Care harassment has only become well known in recent years, so it is not as widely recognized as the above harassment acts. Many people have never heard of it in the first place, and in some cases, unintentional words or actions can lead to care harassment. Stereotypes about caregiving remain In Japanese society, the stereotype that "caregiving should be done by women" is still deeply rooted. In recent years, women's participation in society has accelerated, and the number of households in which both husband and wife work has increased. The government is also making various efforts to realize a gender-equal society. However, social conventions and customs regarding gender roles, such as "women should do ____" and "men should do ____," have been slow to change. As a result, some people feel uncomfortable about men taking nursing care leave or try to push nursing care onto women. It is not clear when caregiving begins and ends. The beginning and end of caregiving are not clear even to those involved. Unlike childcare leave, where the employee returns to work as the child grows up, there is no clear time frame. Because of this nature of nursing care, it is not uncommon for managers and supervisors to think, "I can't entrust important work to people who are busy with nursing care," or "I want employees who don't know when they will return to work to quit. Back to Table of Contents Legal System Related to Care Harassment An understanding of the legal systems related to caregiving is essential to understanding care harassment. Here, we explain the features and conditions for using nursing care leave, nursing care leave benefits, and nursing care leave. Ministry of Health, Labour and Welfare Nursing Care Leave Nursing care leave is a support system for workers to take care of family members in need of nursing care. The Ministry of Health, Labor and Welfare (MHLW) is promoting this system to help workers balance work and nursing care. The user of nursing care leave is required to notify the employer at least two weeks prior to the start of the leave. A total of 93 days of leave can be taken per family member, and the company cannot refuse a request from a worker who meets the conditions for use. Since it is a public system, it can be used regardless of whether or not an in-house system exists. Nursing Care Leave Benefits The nursing care leave benefit is a benefit provided to certain workers who take nursing care leave. It is a benefit system based on employment insurance, and the employer applies for it at Hello Work. The monthly benefit amount is calculated as "daily wage at the start of the leave × number of days paid (30 days) × 67%," but the amount may be reduced if the worker receives a separate allowance or salary during the leave. Nursing care leave Nursing care leave is a system that allows workers to take a short leave of absence to care for a family member in need of nursing care. Like nursing care leave, it is regulated by the Child Care and Family Care Leave Law. If one person needs nursing care, the leave can be taken for 5 days/year, and if two or more people need nursing care, the leave can be taken for up to 10 days/year. It does not matter whether there is an in-house system or not, and the company cannot refuse the use of the system. Restriction on Overtime Work (Overtime Exemption) Restriction of overtime work is a system under which workers must be exempted from overtime work if they apply for it in order to care for a family member in need of nursing care. This so-called "exemption from overtime work" can basically be applied for by any worker (regardless of gender) who cares for a family member in need of care. This system is not available to daily workers, workers who have been with the company for less than one year, and workers who work two or fewer days per week. Measures to Shorten Prescribed Working Hours This system is based on the Child Care and Family Care Leave Law. If a worker applies for this system, the employer must allow the worker to work shorter hours to reduce overtime. In principle, the overtime hours are limited to 6 hours per day. Restrictions on Late-Night Work This system prohibits workers from working "late night hours" between 10:00 p.m. and 5:00 a.m. when they are taking care of a person who requires nursing care. Work during these hours is called "late-night work. This system is available to both male and female workers who care for a family member in need of care, but those who work all of their scheduled working hours during the late-night hours are not eligible to use this system. Back to Table of Contents What Companies Can Do to Prevent Care Harassment To protect workers from care harassment, it is important for companies and employers to take proactive preventive measures. Here are some care harassment prevention measures that companies should implement. Clarify company policy on harassment issues Make a statement that management and management will not tolerate care harassment. Clarifying your company's policy on harassment issues will serve as a strong deterrent. This will create an atmosphere within the company that encourages employees to take nursing care leave and leave for nursing care. In addition to helping to improve the workplace environment, it is also expected to increase employee motivation and prevent employee turnover. It is important to include anti-harassment measures in company rules, such as employment regulations, and to take strict measures in the unlikely event of an incident. Conduct in-house training It is effective to disseminate your company's policy against harassment through in-house training. Through repeated practice, employees will acquire the correct knowledge of harassment. This will help to detect and solve problems at an early stage, and will make it easier to prevent care harassment. It is also effective to change the content of training for each position, such as training for general employees and training for managers. While it is possible to outsource the implementation of training to an external vendor, an e-learning system can be used for in-house training that is best suited to your company. Establish a Consultation Desk and Internal System Establish a consultation service that is readily available to victims of harassment. Prepare a dedicated room within the company to provide consultation services while protecting the privacy of the harasser. Appoint a person who is well versed in harassment issues as the contact person. We will set up an environment in which the counselor can feel comfortable to talk with multiple counselors of both genders. Establishment of a consultation desk is an urgent necessity in the anti-harassment measures. Since simply setting up a contact point is not effective, it is also important to make employees aware of the issue by putting up in-house posters and distributing portable cards in the size of business cards. Let's make efforts to create a working environment where victims of harassment do not have to cry themselves to sleep. Conduct questionnaires and hearings to ascertain the actual situation Conduct questionnaires and hearings for employees to grasp the actual situation in the company. Analyze the results of the questionnaires and hearings to understand the actual situation and determine whether or not there is a harassment problem. By taking preventive measures after the survey is conducted, you can gain the trust of your employees. Back to Table of Contents Care Harassment is Better Understood with E-Learning With the acceleration of an aging society with a declining birthrate, it is said that an era in which balancing work and caregiving will become the norm. Care harassment may eventually become an even more serious social problem than it is today. Both companies and employees need to learn basic knowledge, appropriate responses, and preventive measures in order to be prepared. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy to add training content required by companies to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

Collaboration Content with KaWaL eLearning, Specializing in Business Skills, Now Available on learningBOX ON! LearningBOX ON, a service that allows users to add training content to learningBOX, an e-learning creation and management system, now offers long-awaited new content! The new content is a collaboration with KaWaL eLearning by Change Inc. The content is fun to learn and can be used immediately at work, and we would like to introduce some of it here. If you are in charge of human resources or training, please check it out. Notice KaWaL and learningBOX Collaboration Dialogue - In-Depth Explanation of Current Topics by Professionals - 【0th】 KaWaL and learningBOX Collaboration Dialogue We have collaborated with Change Corporation to provide a new service in e-learning materials. KaWaL eLearning, a subscription-based e-learning service specializing in business skills provided by Change, is now available on learningBOX ON! Please try out the curriculum specialized in business skills, based on our experience in training more than 1 million young people, including new employees at major companies. What is KaWaL eLearning? Change's KaWaL eLearning is a subscription e-learning service that provides only carefully selected courses in basic business skills, based on the concept of "from 'understanding' to 'learning'". KaWaL eLearning is a subscription-based e-learning service that enables users to learn the business skills and knowledge they need in a short period of time. Based on the concept that "people learn by tackling challenges," the collaborative content is not a one-size-fits-all learning style, but rather a learning style that incorporates mechanisms that allow participants to create and repeat deliverables. Introduction to Content Here we introduce some of the free content of KaWaL eLearning. Special attention has been paid to the "video presentation" so that even those of a generation accustomed to watching videos can enjoy watching them to the end. The videos are designed to be sympathetic and dramatic, to put the viewer in the world of picture books, to have comedians appear in the videos, to make them look like quiz shows, etc. All the content is presented in a way that suits each learning element. All content is characterized by a "problem-oriented" style, with worksheets provided for immediate practice after watching the videos, and output to maximize the learning effect. Any user registered with learningBOX can view the free training content on learningBOX ON. Through this collaboration, users will be able to further utilize the free and paid content of KaWaL eLearning to build an efficient training program suited to their needs. Business Communication Limited Publication URL: [KaWaL] Business Communication "Listening This is a careful explanation of the three necessary attitudes of a member of society. The concepts of "purposefulness" for proactive work, "cost consciousness" for efficient work, and "partner consciousness" for smooth sharing and collaboration are introduced in an easy-to-understand, drama-style format. The contents are not only for new employees, but also for all workers, so please take a look. Remote Work Manners Limited URL: [KaWaL] Remote Work Manners Manners exist even in remote work, which has been increasing in recent years. It is important to know the minimum etiquette so that you can work comfortably. The quiz format allows you to learn while having fun, and it would be good for multiple people to work on the task. Please take a look at the other recommended videos on this site. ⇒Other collaboration videos are being updated one after another! How to use KaWaL × learningBOX Here is how to use KaWaL × learningBOX. If you are already using learningBOX (1) Log in to learningBOX Go to "Contents Management Press the "+" icon for content management. (4) Select "learningBOX ON" > "KaWaL eLearning" > "Free Trial Course" in the menu. KaWaL eLearning" will be added to the list of (5) courses. New registrations If you have not yet registered with learningBOX, you can use almost all functions (excluding paid options) for free and indefinitely for up to 10 people. ⇒Click here to register for free. If you are a new registrant, please log in and "KaWaL eLearning" will be preregistered in the course list for immediate use. Paid content is also available for KaWaL eLearning, please click here for details. Summary We have introduced the new learningBOX ON content, KaWaL eLearning, which is fun to learn and use at work. Based on our experience in training more than 1 million young people, we asked ourselves, "How can we get people to watch the videos all the way through? What are the important learning elements for behavior change? We hope you will take note of our careful explanation of what the keywords for learning are and why they are necessary. We hope you will take advantage of the possibility of creating your own original courses by combining KaWaL eLearning content with your own content.    

In the workplace, overtime work (overtime) may be required due to work-related circumstances. Among such cases, those that intentionally force employees to work overtime by taking advantage of a superior relationship may fall under the category of "power harassment. In addition, depending on the employee's situation, it may not be possible to order overtime work. This article explains the relationship between forced overtime work and power harassment that should be noted in the workplace and the measures companies should take to prevent power harassment. Table of Contents 01The Relationship between Forced Overtime Work and Power Harassment Forced Overtime Work May Be Power Harassment Specific Examples of Conduct Constituting Power Harassment in Relation to Forced Overtime Work 02Can you force employees to work overtime? Conditions for issuing overtime work orders Workers who cannot be ordered to work overtime Cases in which compulsory overtime work is illegal 03What companies can do to prevent power harassment regarding overtime work Conduct harassment training and make it known The top management of the organization sends out a message Set up a consultation desk Deal with problems strictly when they occur 04Use e-learning for awareness-raising activities related to power harassment, such as forced overtime work! Relationship between forced overtime and power harassment Overtime work means working in excess of the company's designated working hours (prescribed working hours) or the working hours set by law (legal working hours). Forcing employees to work overtime may be considered power harassment, so please review the following points. Forcing employees to work overtime may be considered power harassment. According to the definition by the Ministry of Health, Labor and Welfare, power harassment in the workplace meets the following three conditions: (1) words and actions based on a superior relationship, (2) those that go beyond what is necessary and reasonable in the course of work, and (3) those that harm the worker's working environment. Source: "Definition of Harassment," Akarui Shokuba Ouen Dan, Ministry of Health, Labor and Welfare Power harassment in the workplace generally takes advantage of differences in position, such as from a superior to a subordinate or from a senior to a junior. In such hierarchical relationships, it is easy to give unreasonable overtime work orders to those who are in a weaker position. If the overtime work is forced under the above conditions, it may be evaluated as power harassment. Particular attention should be paid when a person in a superior position, such as a supervisor or leader, orders subordinates to work overtime. Specific examples of acts constituting power harassment regarding forced overtime work Overtime work may occur even in the normal scope of work. Among such cases, what constitutes unreasonable compulsion to work overtime is when a worker is forced to work overtime by intentionally assigning an unacceptably large amount of work that cannot be completed. Simply having a large amount of work does not constitute power harassment. Forcing employees to work overtime for which they do not receive extra pay (service overtime) also constitutes power harassment. Violations that force employees to work overtime after they have turned off their time cards also constitute forced service overtime and must be avoided. Another example is ordering employees to work overtime by asking them to do work that is not necessary. Forcing employees to work a large amount of work at the last minute or forcing them to work overtime when they know they have private plans may also be considered unreasonable instructions. If a worker takes advantage of his or her superior position to engage in such behavior and cause physical or emotional distress to the worker, it may be considered power harassment. Back to Table of Contents Can I be forced to work overtime? Certain conditions must be met in order to issue an overtime order on the job. In addition, there are cases where overtime orders cannot be issued depending on the worker's situation, so it is important to keep in mind the cases where it is illegal to do so. Conditions for issuing an overtime order In order for an employer to order overtime work in excess of the legal working hours, the following three conditions must be met. A 36 Agreement (labor-management agreement based on Article 36 of the Labor Standards Law) has been concluded. Notification has been made to the administrative authorities There are provisions regarding overtime work in the work rules or labor contract. However, if there is a valid reason on the part of the worker, it is possible to refuse an overtime order. For example, if a worker has a health problem such as poor physical condition or injury, he/she may refuse to work overtime. Workers who cannot be ordered to work overtime Workers who are pregnant or have given birth for less than one year Women who are pregnant or have given birth for less than one year are called "expectant mothers. Employers cannot order overtime, work on holidays, or late-night work when requested by pregnant or nursing women. Workers caring for a family member If a worker is caring for a family member who lives with the worker, the employer is limited to ordering overtime work upon request from the worker. Overtime in excess of 24 hours per month or 150 hours per year cannot be ordered. Workers caring for preschool children A preschool child is a child who has not yet reached the age to attend elementary school. Employers are not allowed to order overtime work in excess of 24 hours per month or 150 hours per year if requested by a worker caring for a preschool child. Workers raising children under 3 years of age Employers may not order overtime work upon request from a worker raising a child under 3 years of age. The worker may refuse to work in excess of the scheduled working hours. Cases in which forced overtime work is illegal 36 Agreement is not in place Forcing workers to work overtime without a 36 Agreement is a violation of the Labor Standards Law, and is punishable by imprisonment for not more than six months or a fine of not more than 300,000 yen (Article 119, Item 1 of the Labor Standards Law). No overtime work is specified in the labor contract. In cases where the labor contract clearly states that there is no overtime work, it is legally impossible to order overtime work. If overtime is ordered, it is considered a violation of the Labor Standards Law. Overtime orders exceed the 36 Agreement or the legal limit. In principle, the 36 Agreement has an overtime work limit of 45 hours per month or 360 hours per year. 36 agreements with special provisions stipulate that overtime exceeding 45 hours per month is limited to 6 times per year. The annual limit is up to 720 hours and the monthly limit is less than 100 hours. In addition, the average overtime hours for a period of two to six months must be less than 80 hours. Overtime work in excess of the limit cannot be ordered even if a 36 Agreement or a 36 Agreement with special provisions has been concluded. Source: e-Gov "Labor Standards Law, Article 36. Back to Table of Contents What Companies Can Do to Prevent Power Harassment Related to Overtime Work The issue of power harassment related to overtime work can occur in many companies. Finally, here are some things that your company can do to protect an appropriate working environment. Conduct harassment training to raise awareness Conduct in-house training to acquire correct knowledge about power harassment and to detect problems at an early stage. In doing so, you may want to distinguish training content by job level or position. You can also prepare separate programs for managers, general employees, persons in charge of harassment counseling, persons in charge of personnel and labor affairs, and so on. Message from the top management of the organization It is important for the top management of an organization to recognize the importance of power harassment prevention and to show a positive attitude toward it. It is necessary for the top management to clearly indicate that they themselves place importance on the prevention of power harassment and make efforts to disseminate the message. Establish a consultation counter It is a good idea to set up an internal harassment consultation service and encourage employees who are suffering from harassment to use it. Ideally, the service should be able to handle a wide range of harassment issues in addition to power harassment. In addition, it is also a good idea to publicize the existence of the consultation service. Deal with problems strictly when they occur. If power harassment occurs in your company, take immediate action to stop the damage and thoroughly prevent recurrence. In some cases, it may be necessary to consider disciplinary action against the perpetrator. Consider consulting with outside experts as well. Back to Table of Contents Use e-Learning to Educate Employees about Forced Overtime Work and Other Power Harassment-Related Issues! Forced overtime work may constitute power harassment. After confirming the conditions for issuing overtime work orders, let's work systematically to prevent power harassment so that unjust orders are not issued. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Many companies are working to reduce working hours with the goal of improving the working environment. By reducing waste and improving efficiency, organizational productivity can be expected to increase. However, it is important to note that unreasonable shortening of working hours, such as requests for shorter hours that are not appropriate for the actual situation or excessive guidance, can lead to harassment. This article explains the basics of short-time harassment, the risks it poses to companies, and countermeasures. We hope you will find it useful. Table of Contents 01Basic Knowledge of Shorter-Time Harassment What is Shorter-Time Harassment? Problems of Short-Time Harassment 02Examples of acts that fall under the category of harassment by shortened working hours Forcing employees to take home overtime work Supervisor assigning work to subordinates Assigning work that cannot be completed in time Harshly reprimanding subordinates for not meeting quotas or deadlines 03What companies can do to prevent harassment Conduct harassment training on a regular basis Encourage communication in the workplace Establish a consultation service Introduce IT tools to improve work efficiency Explain your efforts to customers and ask for their understanding 04E-learning system that can be used to inform employees about short-time harassment Basic Knowledge of Short-Time Harassment First, we will explain the characteristics and problems of short-time harassment. Please check the basic knowledge for proper management of working hours. What is Shorter Working Hour Harassment? Short-time harassment is the practice of forcing subordinates or employees to leave work on time or prohibiting overtime work without adjusting their workload or reviewing their work style. It is sometimes abbreviated as "jitaharassment." In recent years, long working hours have become a social problem, and as more companies work to shorten working hours, jitaharassment is coming to the surface. Some companies have introduced "no overtime" or "shortened working hours" as part of measures to reform work styles, improve productivity, and achieve work-life balance, without taking into account the actual conditions at their companies. In many cases, it seems that some companies do not even recognize that they are being harassed. There is no law against such harassment. However, if a worker is forced to work shorter hours against the backdrop of a superior relationship and causes mental or physical pain, there is a risk of violating the "Revised Act on the Comprehensive Promotion of Labor Policy (Power Harassment Prevention Act). Particular attention should be paid to whether unjust instructions are being given by supervisors to subordinates or by senior employees to junior employees. Problems with Shorter Working Hours Harassment Work quality may deteriorate. In a workplace where only superficial shortening of work hours is valued, employees may become focused only on speed in their work. If clients' trust is lost due to poor quality, performance may deteriorate. Decreased employee productivity and motivation Employees may not be able to work overtime in the office due to forced shortened hours and may take work home with them for the purpose of completing their tasks. Working at home may be illegal if the employee is not paid for overtime and can also lead to a decrease in motivation. It can also affect the company's overall productivity and turnover. Burden on middle managers is likely to increase. Middle managers are often overburdened by the fact that they stand between upper management and the front lines, who are in charge of giving orders for shorter working hours. In many cases, when unreasonable shortening of work hours causes delays in the progress of subordinates' work, supervisors take on responsibility for the remaining work. Employees may suffer physical and mental health problems. The stress and fatigue caused by a deteriorating work environment gradually accumulates damage to employees' minds and bodies. Mental and physical ailments may make it difficult for the employee to continue working for a long period of time. Back to Table of Contents Specific Examples of Conduct that Constitutes Shorter-Time Harassment What specific conduct constitutes short-time harassment? Here are some specific examples of short-time harassment. Forcing employees to take home overtime work This is a case in which a worker is forced to take home work that cannot be completed within a certain period of time or to work overtime without overtime pay (service overtime). In these cases, the workload or schedule itself may be the cause. Not only does this constitute harassment, but failure to pay overtime constitutes a violation of the Labor Standards Law. Be aware that this can cause damage to the company's image and may result in penalties. Supervisor assigns work to subordinates This is a case in which a supervisor forces a subordinate to do work that cannot be completed by the deadline. As a result, subordinates are often forced to work take-home overtime or service overtime. Supervisors are supposed to adjust the workload of their subordinates so that it is appropriate, so it can be said that the management method is inappropriate. Assigning work that cannot be completed in time Assigning work that cannot be completed in a timely manner is considered harassment. When promoting shortened work hours, the workload should be reviewed, a system should be introduced, and the work approach should be adjusted. Strict reprimand for failure to meet quotas or deadlines Excessive guidance, such as harsh reprimands for failure to meet shortened work hours, also constitutes shortened work hour harassment. Reprimanding employees in public or threatening them in an intimidating manner when they fail to meet quotas or deadlines is an example of harassment. Back to Table of Contents What Companies Can Do to Combat Short-Time Harassment Finally, here are some things that companies can do to prevent the occurrence of short-time harassment. Aim for a work environment where employees can maintain their mental and physical health and achieve results. Conduct harassment training on a regular basis. A small number of companies and supervisors do not view forced shortening of hours as harassment. By holding training sessions, you can acquire correct knowledge about harassment and detect problems early. When conducting harassment training in-house, we recommend the use of an e-learning system. This system makes it easier to implement harassment training, since it can create and distribute teaching materials, manage participants, and accumulate and analyze data all in one place. Encourage communication in the workplace Short-time harassment can occur due to a lack of communication between supervisors and subordinates. The main reason is that the supervisor does not understand the workload of his/her subordinate, and only requests for shorter hours are made ahead of time. If communication between supervisors and subordinates is facilitated, it will be easier to grasp the issues at the work site and promote shorter hours. Measures that provide regular opportunities to exchange opinions, such as lunch meetings and team meetings, are also effective. Establish a consultation service To prepare for the occurrence of short-time harassment, set up a consultation service within the company. A trusted person should be put in charge of consultation, and the existence of this contact point should be made known to all employees. Using an outside consultation service is also an option. Introduce IT tools to improve operational efficiency Automating some tasks with IT tools may enable you to perform your work in a shorter time than before. For example, many companies are using IT tools such as web conferencing systems, business chat, and attendance management systems. Promote digitalization within your company to reduce the burden on your employees. Explain your efforts to customers and ask for their understanding. When reviewing your company's workload, it may be necessary to gain the understanding of your customers as well. In some cases, you may need to change existing support systems or delivery schedules. It is important to explain your future business hours and schedule and gain their understanding. Back to Table of Contents E-learning system that can be used to inform the public about short-time harassment So far, we have explained the basics of short-time harassment and its countermeasures. When promoting shorter work hours, it is essential to adjust workloads and review work styles. In many cases, however, managers themselves are not aware of the problems associated with enforcing shorter working hours. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Group training can be problematic in terms of cost and scheduling, but in recent years, e-learning training has become more common, in part because the new coronavirus has made face-to-face training itself more difficult. Conducting corporate training through e-learning not only reduces costs, but also makes operations more efficient. This article describes the learning content, typical formats, and specific methods of creating content for e-learning content, which is ideal for human resource development. Table of Contents 01Learning content of e-learning contents suitable for human resource development Training to acquire practical skills Hierarchy-specific training Theme-specific training Training to acquire qualifications 02Main Formats of E-Learning Content for Companies Online distribution format Formats of videos Cartoon and animation formats 03How to Create E-Learning Content How to create with PowerPoint How to outsource the creation How to use a dedicated e-learning system 04Efficient Human Resource Development with e-Learning Learning content of e-learning contents suitable for human resource development In order to use e-learning content for human resource development, it is important to select the most appropriate learning content. Below are some examples of e-learning content that can be used for human resource development. Training to acquire practical skills E-learning can be used for training to acquire specific practical skills, such as work procedures and work processes. Many companies use e-Learning together with OJT. The combination of on-the-job practice and manual learning is an effective and efficient way to learn. Hierarchy-specific training E-learning is also used for training by employee level. Typical examples include new employee training for younger employees and management training for managers. E-learning is unique in that it is easy to prepare individual training courses according to the level of the target employees. Training can be provided evenly to employees at all levels. Theme-specific training E-learning is also used to provide theme-specific training on knowledge and skills required in business situations. Typical examples of e-learning training include business manners, logical thinking, compliance, and harassment prevention. The advantage of e-learning is that it is more cost-effective than offline training. Training for certification acquisition E-learning can also be used for training that supports learning to acquire qualifications. In most cases, training is provided to promote the acquisition of qualifications that are essential for work or that lead to career advancement. Qualifications require continuous learning, and e-learning is an easy way to continue learning because it can be used in one's spare time. Back to Table of Contents Main Formats of Corporate E-Learning Content E-learning content comes in a variety of formats. Below are some of the most common formats used for corporate e-learning content and the characteristics of each. Online Distribution Format This is a system in which data such as teaching materials and handouts are uploaded and downloaded by participants. Word, Excel, PowerPoint, etc. are used to create teaching materials and documents. Existing data created in the past can also be used. Paper materials can also be scanned and provided as data. Video Format This type of lecture can be streamed to the instructor or recorded lecture video data can be provided. The feature of this type of video is that it allows students to learn in a manner similar to a classroom lecture, but unlike an actual lecture, it can be viewed repeatedly. The advantage is that you can watch the video until you find the solution to your problem, which makes it easier to deepen your understanding of the information. Cartoon and animation format This method uses cartoons or animations to explain training content in an easy-to-understand manner. The familiar expressions can help trainees understand the content. However, since it takes time and effort to create the materials, it is necessary to verify whether it is effective enough for the effort required. Back to Table of Contents How to Create E-Learning Content The following three methods for creating eLearning content are described below. Creating with PowerPoint Outsourcing the creation Using a dedicated e-learning system Each of these methods has its own characteristics, so choose the method that is best suited to your company. Using PowerPoint PowerPoint is a presentation software commonly used by companies. It is also used as a tool to easily create e-learning content. While other Office software can be used to create teaching materials and documents with text and diagrams, PowerPoint can also be used to create animated slides with sound and movement. The ability to easily create educational materials that deepen sensory understanding is a strength of PowerPoint. However, depending on the learning method, slides alone may not be sufficient. For example, if you want to obtain some kind of feedback from the students, such as a comprehension test, post-lecture survey, or interactive operation, PowerPoint's functionality alone will not cover it. Outsourced Creation You can also outsource the creation of e-learning content through an external service. By outsourcing to a specialized vendor, you can expect to reduce your in-house man-hours. Although outsourcing costs are incurred, in some cases this can result in cost savings because there is no need to hire specialized personnel in-house. On the other hand, the disadvantage is that it requires a lot of time and effort to modify and customize the content because it involves another company. In some cases, it may be easier to create the content smoothly by producing it in-house. When outsourcing, close communication with the production company and appropriate progress management are necessary. Using a dedicated e-learning system An e-learning system is a specialized tool that covers all aspects of e-learning content creation and operation, and is used by many companies that use e-learning for human resource development. E-learning systems are available in a wide variety of content formats and can flexibly support a wide range of curriculum. The appeal of e-learning systems is that the content required for human resource development can be prepared immediately as needed. This is expected to improve the learning effectiveness of corporate training programs. Another advantage is that you can create high-quality content in-house that would normally have to be outsourced. Many systems are offered as a monthly service, which reduces the initial cost compared to outsourcing. Since the content creation is done in-house, there are no discrepancies with the expected content, which is often the case with outsourcing. In addition, the e-learning system also allows for content management. It is possible to manage the progress of each participant, skills acquired, and the results of post-lecture surveys. The system is also equipped with a wealth of other functions that can be used appropriately to improve the efficiency of content management. Back to Table of Contents Streamline Human Resource Development with e-Learning E-learning is also used in human resource development. If you find it difficult to conduct group training due to cost issues, e-learning is recommended for human resource development. In recent years, e-learning is also required to avoid the risk of infection by the new coronavirus, as it eliminates the need for face-to-face interaction. E-learning content can be created in-house, and an e-learning system allows you to create content tailored to your company's needs without the hassle. Our "learningBOX" is an e-learning system equipped with essential functions for in-house training, such as content creation and distribution, and course participant management. Courses can be designed in line with in-house training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have been well received, and many companies have adopted it for their in-house training programs. We also offer a free plan that allows you to use almost all functions, so if you are considering human resource development through e-learning, please feel free to contact us. We also recommend this! Also read Back to Table of Contents