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Information leaks by companies are often caused by a lack of employee literacy, and information security education is becoming increasingly important. When trying to establish knowledge through in-house training, we recommend the use of an e-learning system. This article provides examples of content and how to select services when conducting information security training via e-learning. We also introduce services and materials that are useful for creating content. Types of e-learning content for information security training Information security training is generally provided through group training or e-learning. There are many learning areas in e-learning content for information security training, so select and prepare appropriate content in consideration of the purpose of the training and budget. Examples of Information Security e-Learning Content Security incidents, including personal information leaks, can occur regardless of the nature of the business. Factors that may cause such incidents range from loss of information assets to cyber attacks. Therefore, when conducting information security training, it is advisable to target all employees, regardless of contract type or position. The following is a list of examples of e-learning content for information security training. Understanding the Personal Information Protection Law and proper handling of personal information Rules and risks of using social networking services Compliance Targeted Attack Email Threats and Response Measures Importance of information asset and device management Recent examples of information security incidents ID and password management Importance of supply chain security Security Risks in Using Cloud Services Back to Table of Contents How to Select E-Learning Content for Information Security Training Various services offer e-learning for information security training. What criteria should be used to select the right one to use for employee training and to improve the security awareness of the entire company? Here, we explain the key points for selecting e-Learning for information security training. Is the learning area general-purpose or specialized? E-learning learning areas can be divided into "general-purpose" and "specialized" depending on the service offered. General-purpose The general-purpose type is characterized by offering a wide range of learning areas that are in high demand by companies. Content includes not only information security training, but also business manner training and harassment training. If you want to choose from a wide range of options according to the needs of the moment, the general-purpose type is recommended. Specialized type The specialized type is characterized by providing specialized content in a particular field of study. Therefore, the specialized type is recommended when you want to increase the quality and frequency of training in a specific field of study. For example, a typical example is a case in which a company has a policy to intensively reinforce training related to information security over the medium to long term. Select a service that offers the learning areas you want to focus on according to your company's issues related to information security. Is content customization flexible? E-learning services differ in their customizability depending on the provider. Specifically, e-learning services can be categorized into two types: those in which the original content created by the provider is used without editing, and those in which the content is customized for the company's own use. To optimize the content of information security training for your company, it is recommended to introduce a service that offers flexible content customization. Employee literacy and the know-how required for business operations differ from organization to organization. By choosing a service with excellent customizability, you can improve the training content according to the employees' level of understanding and the status of their participation, thereby enabling continuous information security education. Is the fee structure and amount appropriate for your budget? The type and amount of fees for e-learning services vary from provider to provider. Some offer free e-learning services, some charge a monthly subscription fee, some only require an initial fee, and some charge a fee for each course taken. When introducing an e-learning service, be sure to set aside a budget in advance and confirm that the type and amount of fees for the service you are considering using are commensurate with your budget. It is also important to take advantage of free trials to determine if the service is easy to use and cost-effective. Back to Table of Contents Useful Information for E-Learning Information Security Training Finally, here are some useful contents and services for conducting information security training via e-learning. Select the most appropriate service based on the functionality you require, the scale of use, and the frequency of use. IPA "Information Security Measures Support Site The IPA (Information-technology Promotion Agency, Japan), under the jurisdiction of the Ministry of Economy, Trade and Industry, makes materials on information security measures available to the public. The page introduces specific security measures according to the purpose and situation, such as web conferencing, teleworking, and long vacations. It can also be downloaded and used as training materials or handouts. You may want to take a look at this page, as it can be easily viewed without the need to log in. Reference] Guidebook for Countermeasures | IPA Information-technology Promotion Agency, Japan Ministry of Internal Affairs and Communications "Cyber Security Site for Citizens This is a website of the Ministry of Internal Affairs and Communications (MIC) that provides basic knowledge of information security and countermeasures. For countermeasures in companies and organizations, the curriculum is divided by roles, such as executives, employees, and information management personnel, and is designed to be easy to use for company-wide training programs. The page also includes videos and documents of past online courses on information security measures, and PDF documents can be downloaded and distributed, which will be helpful in consolidating knowledge. Reference] Cyber Security Site for Citizens｜Ministry of Internal Affairs and Communications e-learning system "learningBOX learningBOX is a learning management system that allows you to conduct employee training online. It covers all the functions required for e-learning, including the creation of teaching materials and tests, grading, and management of course histories, and is useful for in-house production of information security training. In addition, "learningBOX ON" makes it possible to add existing training content to the learningBOX. In addition to information security training, content such as harassment training, business manner training, and compliance training is available free of charge, and original learning courses can be easily designed by combining them with in-house content. Up to 10 accounts are available free of charge, so please feel free to try it out when conducting information security training via e-learning. Back to Table of Contents Conduct Information Security Training via e-Learning to Improve Learning Efficiency In this issue, we have explained how to select content and services when conducting information security training via e-learning. In today's world where information management risks are becoming more complex and diverse, companies are required to actively invest in information security measures. In-house training is one type of such training, and e-learning makes it possible to provide content tailored to the literacy and hierarchy of employees. By implementing information security training via e-learning, you can both consolidate knowledge and improve learning efficiency. In addition to information security training, learningBOX ON also offers free access to essential in-house training content, such as harassment and compliance training, for use in your in-house training programs. ▼ We also recommend this one! Also read Back to Table of Contents

Thank you for using learningBOX. Today, learningBOX has been upgraded from Ver. 2.19 to Ver. 2.20. Let us introduce you to the various new features. Recommended New Features Diagnostic Tests Trends in the user's personality and characteristics can be evaluated. The created diagnostic test can be linked to a score sheet to display multiple data in a single graph. In addition to the user himself/herself, evaluations from groups and others can also be set. ➡For details, please refer to "Diagnostic Tests". Video and Slide Settings You can create presentation materials that display PDFs and images along with videos. ➡For details, please refer to "Video and Slide Settings". For a list of the new functions added this time, please download and check it below. ➡List of New Functions Others For more detailed information or questions, please contact our CS Sales Team. Inquiry Form We will continue to listen to our customers' voices and improve our functions to make your use of our products even more comfortable. We look forward to your continued support of LearningBOX/QuizGenerator.

New contents are now available for "learningBOX ON," a service that allows you to add essential corporate training contents to your learningBOX! The new content is a collaboration with "BUSINESS LAWYERS COMPLIANCE: Learn compliance through drama" by Lawyer.com, Inc. and is designed to help students empathize with the content and keep them engaged throughout the course. ≫ For more information on BUSINESS LAWYERS COMPLIANCE × learningBOX, click here. We would like to introduce some of the contents of the program, so if you are in charge of human resources or training, please check it out. Notice We have started to provide e-learning contents on compliance in cooperation with Lawyers.com, Inc. BUSINESS LAWYERS COMPLIANCE", a video content provided by "BUSINESS LAWYERS", the largest portal site for corporate legal affairs in Japan operated by Lawyer.com Inc. Compliance" is now available on learningBOX ON to support e-learning and in-house production of in-house training programs. Back to Table of Contents What is BUSINESS LAWYERS COMPLIANCE? BUSINESS LAWYERS" is one of Japan's largest corporate law portal sites with approximately 690,000 monthly visitors. The latest legal amendments and judicial precedents are explained by 939 experienced corporate lawyers and attorneys. One of the contents is "BUSINESS LAWYERS COMPLIANCE: Learn Compliance through Drama," in which compliance issues that arise in the field of business are presented through dramas under the supervision of lawyers. The program is designed to provide a "fun" experience that has not been available in conventional training programs, while also focusing on the key training points, allowing compliance training to be conducted as if watching a drama. Back to Table of Contents Contents Here are some of the free contents of "Drama to Learn Compliance". All of the content in "Drama to Learn Compliance" is supervised by attorneys and includes commentary based on the legal system and the views of ministries and agencies. From basic knowledge of compliance to contents on fraudulent accounting, whistle-blowing, copyrights, and contracts, the dramas expand on compliance issues that are "a thing" in actual business operations. Each video is compact and condensed in its key points, and can be taken at any place and at any time, according to the timing of the individual, even during a gap in time. In addition to compliance, the videos also include content on information security and harassment, enabling the speedy creation of reliable training materials. What is Compliance｜Is your company in danger if you are not honest? Compliance in the New Era The drama on the basics of compliance is carefully explained, including the types of laws that must be observed. Management and Harassment｜Do Not Cross! Boundary line between cautionary guidance and harassment The drama about managers and harassment revolves around the difference between cautionary guidance and harassment, with "one thing" that tends to happen in the company. Information Security｜Beware of "spam mail," which can steal important information with a single click. In the drama on information security, you can learn what you should pay attention to in an easy-to-understand manner, including recent spam mail tactics. Back to Table of Contents How to Use Any user registered on learningBOX can view the free training content on learningBOX ON. Through this collaboration, users will be able to further utilize the free and paid contents of BUSINESS LAWYERS COMPLIANCE to build an efficient training program suited to their needs. Here we introduce how to use BUSINESS LAWYERS COMPLIANCE x learningBOX. If you are already using learningBOX (1) Log in to learningBOX ②Go to "Contents Management (3) Press the "+" icon for content management (4) Select "learningBOX ON" > "BUSINESS LAWYERS COMPLIANCE" > "Free Trial Course" in the menu. (5) "BUSINESS LAWYERS COMPLIANCE" will be added to the course list. New Registration 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, so please give it a try. ≫ Click here to register for free. If you are a new registrant, "BUSINESS LAWYERS COMPLIANCE" is already registered in the course list when you log in, so you can use it immediately. BUSINESS LAWYERS COMPLIANCE also offers paid content, please click here for details. Back to Table of Contents SUMMARY We introduced the new content of learningBOX ON, BUSINESS LAWYERS COMPLIANCE, which can be viewed on any device (PC, tablet, smart phone) and is recommended for companies that want to conduct compliance training from home. We also recommend this service for companies that want to conduct compliance training from home. We also recommend this service for companies that wish to conduct compliance training from home. We also recommend this! I also want to read Back to Table of Contents

Although the advent of the Internet has made information management more important than ever, there have been many cases of information leaks due to delays in response. When information leaks occur in a company, not only is the company's image tarnished, but it may also result in claims for damages and other problems that could affect the continued existence of the business. In order to reduce the above risks, it is important to take measures in advance. This article therefore explains the key points of information leakage countermeasures and the main causes of information leaks. Specific measures and points for information leaks Companies manage a great deal of highly confidential information, and once leaked, the consequences are immeasurable, including loss of trust from business partners and payment of large amounts of compensation for damages. To prevent such a situation, take measures against information leaks by referring to the following points. <Specific examples and key points of information leakage countermeasures Subject Specific examples and key points of countermeasures Employees Establish guidelines and rules Conduct regular information security training Restrict or prohibit information and equipment from being taken out or brought in Introduce a system to prevent misdirected e-mails Prohibit the easy abandonment or disposal of information Prohibits careless public dissemination of information Outsiders Keep IDs, passwords, and other information strictly confidential Install and update security software Perform regular system updates and vulnerability checks Information Leakage Countermeasures and Key Points for Employees Establish guidelines and rules In order to prevent human error, rules must be developed and implemented in accordance with company-wide guidelines. The policy indicated by management and the operational issues in the field should be reconciled in both directions. In doing so, it is a good idea to refer to the guidelines published by the Information-technology Promotion Agency, Japan (IPA). Reference: "Guidelines for Information Security Measures of Small and Medium Enterprises, Third Edition" (Information-technology Promotion Agency, Japan) Information security education should be conducted regularly. It is also important to conduct regular information security training to increase employees' knowledge and awareness of information security. Regardless of the nature of their work, employees should always be aware of the risk of information leaks, which will lead to an increase in their security awareness. It is easier to avoid risks if all employees involved in the business are targeted for training, regardless of the type of contract. Restrict or prohibit the taking out and bringing in of information and equipment To prevent information leaks due to loss or theft, it is important to restrict or prohibit the taking out of information assets and the bringing in of personal belongings. Operational rules should also be established in preparation for cases where taking out or bringing in information is unavoidable or when telework is introduced. Specifically, this may include obtaining permission from the responsible person, limiting the information and devices for which permission is granted, and so on. Introduce a system to prevent misdirected e-mails. To prevent information leakage due to misdirected e-mails or incomplete attachments, it is effective to introduce a system to prevent misdirected e-mails. The system is equipped with functions such as automatic sending after approval by the superior, automatic CC of the recipient, and reconfirmation before sending, and helps strengthen the information management system. Prohibit easy abandonment or disposal of information. To prevent the leakage of confidential information, it is necessary to prohibit the easy abandonment or disposal of information. If information is left in a state where it can be accessed by anyone, or if information is disposed of in a state where it can be retrieved or read, it may be used by a malicious third party. Establish rules such as not leaving documents and computers visible to outside parties when away from the office, and physically destroying electronic media and credit cards when disposing of them. Prohibit inadvertent public disclosure of information. Even if information is handled and disposed of properly, there are cases in which an employee's unspoken comments can lead to information leaks. Specifically, there may be cases where information obtained within the company is leaked through social networking sites, blogs, or in conversations with employees of other companies. Therefore, it is important to instruct employees to ensure confidentiality when conducting in-house training on information security. Back to Table of Contents Information Leakage Countermeasures and Key Points for Outsiders Strictly manage information such as IDs and passwords To avoid increasingly sophisticated external attacks, it is important to strengthen ID and password management. Thoroughly implement basic measures such as not using easy-to-guess character strings such as names, not using them repeatedly, and not managing them in locations that are visible from the outside. Install and update security software. Security software is an effective measure to prevent personal information leaks due to cyber-attacks, as it can deal with new methods that are difficult to deal with using standard OS functions, thereby reducing the risk of security incidents. It is also important to update the definition files to keep up with the ever-evolving methods and viruses. Regularly update your system and check for vulnerabilities. External attacks often target vulnerabilities in systems and applications. Therefore, to prevent information leaks by outsiders, system updates and vulnerability checks must be performed on a regular basis. In the unlikely event that a vulnerability is discovered, after confirming the degree of danger and impact, take appropriate action by installing new security tools or suspending or modifying the use of the system. Back to Table of Contents Major Causes and Incidents of Information Leakage The main causes of information leaks can be categorized as human error or intentional misconduct by internal staff and malicious attacks from outside. Here, we provide specific examples of each and the causes of occurrence. <Causes, sources, and contributing factors for information leaks Classification Main cause Source Cause of Occurrence Internal Human error Lost or misplaced Careless conversations or social networking Mishandling of e-mails or systems Full-time employees Retirees Outsourcing Part-time workers, part-timers, etc. Contractors, etc. Carelessness Lack of knowledge, etc. Intentional Unauthorized removal Unauthorized manipulation Economic reasons Economic reasons, etc. External Malicious attacks Cyber attacks Malware infection Eavesdropping or theft Single or organized crime Single or organized criminals Domestic/international, etc. Information leakage due to internal human error Information leaks due to internal human error are mainly caused by misplaced or lost recording media such as PCs, documents, and USB memory sticks, as well as mishandling of e-mails such as wrong destinations or attached files. Information can also be leaked due to careless conversations in public places. For example, it is possible that a third party may have heard your conversation in the lounge of an office building, in an elevator, in a café, or in a pub, so be careful. Statements such as, "Our company plans to go public soon ......," or "Next year's new product will have 00 technology ......" should be avoided. Other potential sources of information leaks include inadvertent transmission on social networking sites, such as posting confidential information prior to its release or personal information about customers. Even if anonymous, be aware of the risk of identifying the sender and the organization to which the sender belongs from the content of the message. Internal Intentional Leakage of Information Internal intentional information leakage can be caused by information being taken out of the company by a retiree. This may be due to financial reasons or distrust or dissatisfaction with the organization. Information leakage due to external attack Typical causes of information leaks due to external attacks are unauthorized access and malware infection. Malware refers to malicious programs or software that cause terminal malfunctions or information leaks. It causes leakage of personal and customer information, misuse of IP addresses, and other occurrences. Please also be aware of cases where information leaks are caused by theft through office eavesdropping or illegal entry. Back to Table of Contents How to Respond and Procedures to Follow in the Event of an Information Leak In the event of an information leak, immediate action is required to minimize the damage. This section provides a step-by-step explanation of how to respond in the event of an information leak. Step 1: Confirmation of the actual situation and immediate reporting First, immediately report any signs or effects of an information leak to the person in charge. Establish a response system centered on the person in charge, as well as the policy and details of the primary response. It is important not to delete e-mails or files or perform any other unintentional operations so as not to erase evidence that may provide clues to the cause of the leak. Step 2: Initial response to prevent secondary damage Next, take emergency measures to prevent the spread of information leaks and secondary damage. Measures such as shutting down the network or suspending services will be considered. In the event of a personal information leak, the affected party may be contacted and asked to change their password or stop using the service. Step 3: Cause Investigation and Information Disclosure The next step is to investigate the cause of the information leak; from a 5W1H perspective, investigate the facts related to the information leak and try to secure evidence. When countermeasures have been clarified, companies are required to promptly disclose the information to reduce the number of similar cases of damage. Step 4: Reporting to the relevant authorities and making public announcement The next step is to consider whether or not a report or public announcement to business partners, consumers, and relevant ministries and agencies is necessary. If transaction or personal information has been leaked, unless there is a specific reason to the contrary, the basic rule is to notify business partners and the individual concerned, apologize, and alert them to the possibility of secondary damage. If individual notification is difficult due to the wide range of people involved or the number of damages, a public announcement may be made on the company's website or at a press conference. If a crime is suspected, such as a request for money or unauthorized access, promptly report the incident to the police. Step 5: Consider and implement measures to prevent recurrence Finally, measures to prevent recurrence of information leaks are examined and implemented. Also, based on the investigation report, compensation for damages to the suspect and disciplinary measures for internal staff are considered in this step. Reference] "Key Points for Responding to Information Leakage" (Information-technology Promotion Agency, Japan) Back to Table of Contents Reduce Security Risks by Implementing Information Leakage Countermeasures Information leaks are a risk that can occur in any company. Since there are various possible causes, such as inadvertence by internal employees or attacks from outside, comprehensive measures must be taken to prevent leaks before they occur. Take this opportunity to implement information leakage countermeasures and reduce security risks. Please use the "learningBOX ON" information security training program to familiarize yourself with information leakage countermeasures within 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 content created in-house. We hope you will make use of this service for your company's internal training programs, as content for information security and compliance training is available free of charge. ▼Here's another recommendation! Also read. Back to Table of Contents

New employee training is a training program that provides guidance and education to new employees to help them acquire the attitudes, knowledge, and skills needed to work. Although this is an important process for changing the mindset of students to working adults, many companies do not realize its full effectiveness. This is why we recommend the use of e-learning. In this issue, we will explain why training for new employees using e-learning is attracting attention, the benefits of implementing it, and the precautions and countermeasures to be taken. Background of the growing interest in e-learning newcomer training Demand for the use of eLearning in new employee training is increasing for many companies. eLearning Strategies Institute's research shows that the adoption rate of eLearning for new employee training will increase approximately 1.9-fold from 2018 to 2021. Reference] "Survey Report on Newcomer Training (FY2021)" (e-Learning Strategic Research Institute) One of the reasons for the increasing adoption rate of e-learning is that the spread of the new coronavirus infection has made it difficult to conduct group training that requires face-to-face interaction. With many companies introducing telework and staggered work hours, the characteristics of e-learning match the need to conduct new employee training in a non-contact manner. The use of smartphones and tablets is also a factor. e-Learning allows learners to watch courses anytime, anywhere, and at any time, as long as the administrator delivers the courses via a learning management system (LMS). e-Learning is easy to use even for new graduates who live far away from the company. E-learning is also easy to use, even for new hires who live far away, and its use in training new recruits is increasing. Back to Table of Contents Advantages of Conducting Newcomer Training through E-Learning If you are wondering how to conduct effective new employee training, we recommend using e-learning. Here we will discuss the advantages of using e-Learning for new employee training, from the perspective of both new employees and managers. Advantages from the New Employee Perspective Easy retention of knowledge through repetitive learning Because new employee training often covers a wide range of areas in a short period of time, it tends to be difficult to acquire all of the content in a single training session. Specifically, participants learn business manners, compliance, logical thinking, business document and document preparation skills, as well as legal knowledge and specialized skills. By using e-learning, you can learn repeatedly at your own convenience. You can review the content you did not fully understand or forgot at the first session and use it to consolidate your knowledge. To encourage new employees to repeat learning, we recommend choosing a system that supports easy-to-learn formats such as videos and quizzes. This will lower the barrier to learning and improve the effectiveness of the training. Easy to work at a learning pace that suits you E-learning is characterized by the ease with which learners can control their own speed and progress. You can learn at your own pace without worrying about not being able to keep up with your understanding or becoming anxious. On the other hand, in face-to-face group training, all new employees must learn at the same pace. Individual differences in understanding of the training content can easily arise, and there is a risk of stress. Opportunity to develop a habit of self-learning As working people become busy with their jobs, they tend to have fewer opportunities for continuous study. Many people start studying when they need to acquire a qualification, but are unable to make it a habit as it was when they were students. Introducing e-learning has the advantage of providing new employees with regular learning opportunities. If they are given the opportunity to develop the habit of self-study, self-improvement can be expected even after the completion of the curriculum, leading to human resource development. Advantages from a Manager's Perspective Reduces the burden of training preparation E-learning has the advantage of eliminating the need to make arrangements for instructors, reserve meeting rooms, and other preparations that are required for face-to-face group training. By using a system that allows you to start training using existing content or your own manual videos, you can reduce the burden on those who do not have a lot of time to spend on training preparation. Easy to manage learning progress Another advantage of using e-learning for new employee training is that the learner's progress can be centrally managed online. Alerts can be displayed when progress is delayed, and feedback can be given to learners whose test results are not improving, thereby reducing the burden on the administrator and increasing the effectiveness of learning. Back to Table of Contents What to Consider When Conducting Newcomer Training through E-Learning This section describes the points to keep in mind and countermeasures to take when implementing e-learning training for new employees, and how to maximize the effectiveness of e-learning by taking advantage of its merits and covering the points to be aware of. New employees tend to have a passive learning attitude. It is important to note that e-learning tends to be a training program that focuses mainly on viewing and learning. If there is little practical learning, there is a risk that opportunities to think and act spontaneously will decrease. We recommend building a training plan that combines e-learning and practical learning, such as role-playing, discussion, and on-the-job training. Difficulty in creating opportunities for communication In the case of group training, face-to-face interaction provides learners with natural opportunities to communicate with each other. However, e-learning tends to focus on self-learning, making it difficult for learners to communicate with each other. It is important to make effective use of the learning management system's internal SNS function and learning status sharing function to make it easier for new employees to interact with each other. It is necessary to provide the necessary environment for the course. E-learning is a form of learning that requires an Internet connection and a communications terminal. Therefore, if there is no telecommunication environment or equipment available to take the course comfortably, it will be necessary for the company to prepare the course environment. Specific measures that could be taken include lending tablet terminals or PCs, or downloading course materials and lessons when students arrive at the office to reduce the amount of communication space required. Back to Table of Contents Use e-Learning for New Employee Training to Get New Employees Up to Speed Quickly! In this issue, we have reported on the background, advantages, and points to note regarding the incorporation of e-learning into new employee training. Since new employee training requires learning a wide range of skills, from the basic skills necessary for working adults to practical skills, e-learning is suitable for this purpose because it allows the trainee to repeat the course at his or her own pace. Make effective use of e-learning with these points in mind, and help your new employees become competitive as soon as possible. If you are planning to implement e-learning for new employee training, please use "learningBOX". 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 accordance 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 it has been adopted by many companies for training new employees. We also offer a free plan that allows you to use almost all functions, so please feel free to contact us for more information. ▼Here's another recommendation! Also read. Back to Table of Contents

Thank you for your continued patronage of our services. Please be advised that the specifications of some functions will be changed starting with the Ver. 2.20 release scheduled to be implemented in early December, 2022. Please refer to the following for details. Change in the method of re-uploading video materials MOVIE-3.0.0 will be the latest and stable version along with the addition of new functions for video materials. How to re-upload videos from Series 3 or later To re-upload a video, right-click Content Management > Video Materials, go to Video Slide Settings, delete the original video, and upload it. Add "PayPal Subscription" as a payment method PayPal Subscription" has been added as a new payment method when subscribing to a paid plan. Expanded functions of administrative privileges When downloading users (downloading registered user information), it is now possible to download information on administrative privileges that have been granted. In addition, an item for administrative privileges has been newly added to the CSV format used when registering users in batches. Change in Recommended Environment Support for some OS/browsers has been discontinued. For details, please refer to the notice of recommended environment change here.

Thank you for using our services. We will discontinue support for the following OS/browsers after the major version upgrade to Ver. 2.20 scheduled on December 14, 2022 (Wed.). Please see below for details. ■Out of supported OS: Android8, macOS11, iOS/iPadOS14 Supported browsers: iOS/Chrome Please note the following information after the support ends. If you use an environment other than the recommended environment, our service may not operate properly. We therefore ask that you use our recommended environment. Please check the recommended environment for learningBOX Ver2.20 here. https://learningbox.online/requirements/requirements-220/ Please also note the following After the end of support, you will not be able to configure the OS/browser settings in the settings of the devices that can be used for logging in. The OS/browser setting will determine whether login is possible or not according to the device setting. If you have registered the combination of iOS and Chrome in the settings for devices that can log in, the settings will be automatically disabled after the version is upgraded. Please consider changing the settings in advance or reviewing the settings of the login-enabled devices if necessary. For details on how to change the settings, please refer to the Login Enabled Device Settings. We apologize for any inconvenience this may cause you, but we appreciate your understanding and cooperation so that you can continue to use our service with peace of mind after the update.

New employee training is a training program that provides guidance and education to promote the acquisition of working attitudes, knowledge, and skills. Generally, this training is conducted for new employees who have been hired by a company for the first time as new graduates. Therefore, it is important to note that the purpose of training for mid-career employees is very different from that of training for mid-career employees who are hired for immediate employment. This article explains the purpose of training for those in charge of training new employees. We will also provide tips for setting objectives and planning in order to enhance the effectiveness of training. Four objectives of conducting new employee training (newcomer training) There are four main purposes for conducting new employee training Let's review again the role of new employee training to see why it is necessary to have new graduates attend training after they are hired. Raising awareness as a member of society New employee training conducted immediately after joining the company is meant to help new employees understand the difference between students and working adults, and to make them aware of their responsibilities and awareness as a member of society. At this stage, new employees often still feel like students because they have not yet had the experience of working as a member of society. In order for them to adapt quickly to an environment that differs from their student days and to perform their duties steadily, it is necessary to raise their awareness through training. At work, it is important to make them aware that they will continue to deal with their work and the people they interact with in the workplace for a long time, regardless of mere personal likes and dislikes. Learning basic business etiquette and business skills New employee training is an opportunity for new employees to learn basic greetings, language, telephone skills, and other business manners essential to the performance of their work. It is also an important opportunity for new employees to acquire basic business skills such as reporting, communication, and presentation skills. Depending on the type of job, it may be necessary to conduct training to acquire specialized knowledge and skills. For example, development staff may need classroom training in networking and security, while sales staff may need role-playing training in tele-appointment and sales techniques. Promoting understanding of company rules and corporate culture In order for new employees to smoothly integrate into the company, it is important to deepen their understanding of the company's unique rules, organization-specific atmosphere, and corporate philosophy. Ideally, new employees should be given training to enhance their understanding of corporate rules and corporate culture, which are difficult to grasp prior to joining a company. Adherence to company rules is essential for the smooth operation of the organization, from personal appearance while on the job to the way internal procedures are carried out. Knowing the company's corporate culture also creates a sense of working in the same organization and strengthens the bonds between employees. Promoting communication with peers and superiors Having new employees learn from each other in the same training setting encourages communication and strengthens cooperation during the same period. A major benefit of having colleagues to learn with is that motivation is increased and a desire to grow is more likely to arise. The relationships built during the training period may last long after the training and develop into a relationship where they can consult with each other about their work and share their know-how. In addition, the opportunity for support by managers and senior employees during new employee training encourages casual dialogue in the workplace, making it easier to follow up on work concerns early on in the assignment process. Back to Table of Contents Why it's Important to Clarify the Purpose of New Employee Training In order to make new employee training more effective, it is important to first clarify the purpose of the training within the company. Here we explain why you should clarify the purpose of the training in the preparation stage. It will be easier to put together an appropriate and lean training program. When conducting training for new employees, if specific and clear objectives are set, it will be easier for the human resources department to prepare training content that is both sufficient and sufficient. This will also prevent the risk of wasting time and money on training that does not meet the company's objectives. It is also possible to review the previous year's training curriculum according to the objectives and improve it to further enhance the effectiveness of the training. Easily motivates new employees to take the course If the company shares the purpose of the new employee training in advance, new employees can participate in the training with a clear understanding of why they need to engage in the training. Setting goals in line with the objectives, such as what kind of growth is expected after taking the course, will also help increase motivation. Make sure to clarify specific goals, such as the knowledge and skills to be acquired, before allowing them to participate in the training. Back to Table of Contents Points to Consider When Determining the Purpose and Plan for New Employee Training The following points should be kept in mind when determining the purpose and planning of new employee training. Finally, here are some ideas for companies that are bringing new employee training in-house. Incorporate effectiveness verification and improvement into the plan New employee training is not an end in itself. It is important for new employees to be able to practice and apply what they have learned in the training to their work in the field. To this end, it is effective to have new employees submit periodic reports reflecting on training goals and results, and to ask their supervisors to check the results. These efforts will also help in the effectiveness verification and improvement process to brush up the training content for the next and subsequent sessions. Analyze the results and challenges of past new employee training programs. To improve the current new employee training, we recommend that a survey or interview survey be conducted with employees who received training in the previous year. Questions that could be asked include "Examples of actions that led to positive results from the training," "Complaints and areas for improvement from the training," and "What was useful and what was not useful in the training. Based on the responses, it will be easier to analyze the results and issues from the previous year and reflect them in the next session. Provide opportunities for output as well as input. In order to make the most of what is learned in the new employee training program in the workplace, the trick is to give participants concrete images of situations in which they can apply what they have learned during the training. It is a good idea to provide examples of practical situations in advance, and to incorporate group work and role-playing activities that simulate practical situations. In addition, if the instructor designates the participants to answer questions during the classroom lecture, a moderate sense of tension will be maintained, and it will be easier for each participant to feel a sense of active participation. Back to Table of Contents Keep the Objectives of New Employee Training in Mind to Ensure Success In addition to the purpose and importance of new employee training (newcomer training), we have even explained the key points for determining objectives and plans. The purpose of new employee training is to raise their awareness as a member of society and help them acquire basic manners and skills. It is also important for new employees to deepen their understanding of their company and encourage communication within the company. By keeping in mind the purpose of conducting training, we aim to quickly turn new employees into competitive forces and ensure the success of human resource development. For new employee training, we recommend the business skills-focused training content of KaWaL x learningBOX. In collaboration with Change Corporation, a professional human resource development company, we have prepared a wealth of training video content that is "fun to learn and usable at work. Free trial content is available, so please feel free to contact us if you are looking for more efficient and high-quality training for new employees. ▼Here's another recommendation! Also read. Back to Table of Contents

Ideally, a company's human resource development should enable employees to acquire appropriate skills as their positions change. In particular, managers are required to have not only their own abilities, but also the skills to lead their subordinates and team members to achieve results. This is where the "Katz Model" framework can be utilized. In this issue, we will explain the outline of the Katz Model, how to utilize it, and points to keep in mind. Examples of training themes that can be easily implemented at each level will also be discussed, so please make use of the Katz Model in your human resource development planning. Fundamentals of the Katz Model The Katz Model is a framework used to develop and evaluate human resources, particularly at the managerial level. This section explains the meaning and components of the Katz Model. What is the Katz Model? The Katz Model is a theory that categorizes and articulates the abilities required for management positions by hierarchy and skill level. The framework divides managers into three levels: lower management, middle management, and top management. In addition, necessary business skills are divided into three categories: technical skills, human skills, and conceptual skills. This framework was proposed by American management scholar Robert L. Katz in the 1950s and continues to be used as a guideline for human resource development and organizational development. The three tiers that make up the Katz Model Top Management Top management includes the chief executive officer (CEO), chief operating officer (COO), chairman, president, and vice presidents. Since they are involved in determining management policies and strategies, they have few opportunities to give specific instructions in the field. Middle Management Middle management applies to positions such as general managers, section managers, area managers, and branch managers. They are required to understand the decisions of top management, communicate them to lower management, and facilitate the execution of business operations. Lower Management Lower management includes section chiefs, managers, chiefs, and other on-site supervisors. They are in a position to supervise members based on instructions from middle management and are involved in on-site operations. Even ordinary employees without a position are considered lower management when they are assigned as project leaders, etc. Three skills that make up the Katz Model Technical Skills Technical skills are specialized knowledge and skills for performing specific tasks. Also referred to as business execution skills, these skills include PC operation skills, bookkeeping and language qualifications, product knowledge, and the ability to make service proposals. Compared to the other two skills, technical skills tend to refer to skills that are more relevant to the workplace. Human Resource Skills Human skills are interpersonal skills. It represents the ability to build good relationships not only with superiors, subordinates, and other people in the workplace, but also with customers, consumers, and all other parties involved in work. It consists of elements such as leadership, communication, presentation, and listening skills. Conceptual Skills Conceptual skills, also described as conceptualization skills, are the skills required to understand the essence of things and make appropriate judgments. It is the ability to objectively analyze any event that needs to be addressed, such as problems that occur in organizational operations or changes in the market, and to find effective approaches. Personnel with high conceptual skills have acquired the following abilities. Logical thinking (logical thinking) Lateral thinking (horizontal thinking) Critical Thinking Multi-faceted perspective intellectual curiosity spirit of inquiry ability to apply flexibility Acceptance, etc. Back to Table of Contents How to Use the Katz Model to Develop Human Resources The following are some key points for human resource development using the Katz Model. Reflect the ideas of the Katz Model in your skill acquisition and management training methods to promote the growth of your human resources. Create a map of the abilities required at each level. First, create a map of competencies required for each level and position. The advantage of this is that employees will be more aware of the abilities they lack and those they need to improve. This can be used when setting goals and evaluating personnel performance. Prepare training programs that enable employees to acquire the three skills. <Examples of training themes based on the Katz model Technical Human conceptual Top Management Business strategy planning Business planning Financial management Risk management Advanced negotiation Organizational Development Middle management (executive/managerial level) Numerical analysis of financial statements Market analysis Leadership Leadership ・ Teaching Coaching Critical thinking Problem-solving skills Planning skills Lower management (leaders/supervisors) Computer skills Computer skills ・ Business e-mail Communication skills Listening skills Followership Harassment Logical thinking Training suitable for acquiring technical skills OJT training, in which education is conducted in parallel with on-the-job work, tends to be more suitable for acquiring technical skills. This is because practical experience tends to be more important than systematic learning of specialized skills. Create an environment where you can receive direct instruction from experienced employees. Training suitable for acquiring human skills Human skills are easily acquired through both on-the-job training and group training. in the case of on-the-job training, salespeople have the opportunity to observe and learn interpersonal negotiation skills such as negotiation and presentation skills by being on the same floor with experienced sales members. In addition, by mixing role-playing in group training, it is easier to foster a practical image. It is also recommended to take advantage of training programs offered by outside professional companies. Training suitable for acquiring conceptual skills Conceptual skills are easily acquired through group training. This is because highly abstract topics such as logical thinking and critical thinking are often easier to understand if they are learned carefully and in sequence. Group training also makes it easier to practice through group work. Planning training for each of the three hierarchical levels Training suitable for top management Training for top management focuses on improving management skills. Specifically, training in business strategy planning, financial management, risk management, negotiation, and organizational development are useful. Another advantage of participating in training programs conducted by external organizations is the opportunity to build a personal network with the management of other companies. Training suitable for middle management Leadership training, coaching training, and critical thinking training are recommended for middle management. This is because middle management needs to correctly grasp the intentions of upper management and communicate them to subordinates before taking command. In addition, in order to perform their duties smoothly, they need to deepen their understanding of the company's products, as well as have the ability to analyze markets and financial statements and other numerical analysis skills. Suitable Training for Lower Management Examples of training for lower management include training to acquire basic business skills such as PC skills, business writing skills, and logical thinking. This is because, compared to the other two levels, lower management has more opportunities to work in the field. In addition, given their position as team supervisors, it is a good idea for them to take compliance and harassment training, as well as communication training. Back to Table of Contents Points to Consider When Utilizing the Katz Model When utilizing the Katz Model, be careful not to take an overly limited view of the skills required at each level. It is important to assume the risk of misinterpretation of the Katz Model by employees and to inform them regularly. If it is difficult to acquire all skills through on-the-job training or group training, e-learning is recommended. This is suitable for cases where employees are too busy with their work to have time for group training, or where there is no suitable instructor for the content of the training, as the courses can be taken according to the individual's ability. Back to Table of Contents Introducing the Katz Model Concept to Improve the Bottom Line of Organizational Strength In this issue, we have provided basic knowledge of the Katz Model, how to utilize it for human resource development, and points to keep in mind. The Katz Model can be used to develop not only managers, but also all human resources in an organization. Let's clarify the skills that should be emphasized for each position and job title, and make use of them to improve organizational capabilities. If you want to implement training using the Katz Model through e-learning, we recommend learningBOX. learningBOX is an e-learning system equipped with essential functions for internal training, such as content creation and distribution, and course participant management. Courses can be designed according to training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have earned it a favorable reputation, 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 please feel free to contact us for more information. ▼Here's another recommendation! Also read. Back to Table of Contents

In response to the impact of the spread of the new coronavirus and changes in work styles, many companies are considering switching from group training, which requires face-to-face interaction, to e-learning. There are many different types of e-Learning for companies, depending on how the content is delivered and the area of training. In this article, we will provide an overview of e-Learning for companies, types, key points for selecting e-Learning, and tips for operation. If you are considering ways to improve the efficiency of in-house training and the effectiveness of training, please refer to this article. Types of e-learning for companies When training human resources, we recommend the use of corporate e-learning. Here is an overview of corporate e-Learning and the types of e-Learning available. What is corporate e-learning? Corporate e-Learning refers to a service that enables efficient delivery and management of in-house training online. Generally, a learning management system (LMS) is installed that enables the creation and distribution of teaching materials and visualization of learning progress, and learners access a server to take lectures. This service is used for many in-house training programs such as new employee training, compliance training, and harassment training. E-learning is in growing demand as an alternative to group training because it reduces the cost and time required to prepare for training, and because it can be taken at the learner's own pace, regardless of time or location. Companies that have increased the size of their in-house training programs, which increases the burden on trainers, travel expenses, and the cost of creating learning materials, are more likely to experience the benefits of e-learning. Four Categories of Corporate E-Learning Corporate e-Learning can be broadly classified into four categories based on the content and functions it possesses. Specifically, there are four types: general-purpose content provision type, specialized content provision type, content utilization support type, and content creation support type. It is necessary to select the appropriate service according to the issues your company faces and your budget. . Classification Characteristics General-purpose content provision type Many contents are suitable for new employee training and job-level/job-specific training. Areas include business manners, compliance, etc. Suitable when there are no training materials or resources to implement training Specialized content provision type Content is provided in specialized fields. Mainly in areas such as information security and IT skills Suitable for cases where there are no training materials or know-how in specialized areas Content utilization support type Suitable for cases where the company has its own content but is struggling in terms of operation. Strengths of the course management functions, such as comprehension tests and quizzes Content creation support type Suitable for users who want to add new content on a daily basis. Features such as the ability to take and share images and videos Back to Table of Contents What to Consider When Choosing E-Learning for Your Company Corporate eLearning is differentiated in various aspects, including cost and functionality. We will therefore explain how to choose an eLearning program for your company and what you should focus on. Does it have a full range of content suitable for the purpose of training? When implementing e-learning for companies, it is necessary to clarify the knowledge and skills to be acquired by the learners through training. Without a clear objective, it is difficult to determine what type of learning format or plan is appropriate. However, we do not recommend that you make a decision to introduce a training program based solely on whether or not it offers themes suited to your objectives. It is also important to determine the quality of the content and whether it is expected to be effective for learning. Specifically, check the quality of instructors, the number of specific examples, whether or not video materials are supported, and the abundance of videos and images. We recommend a service that allows you to check actual training content with a free trial. Can you create your own original content? The knowledge and skills required of a company's human resources differ from industry to industry. Therefore, when using e-learning for in-house training, it is important to choose a platform that allows you to create not only existing content but also your own original content. By introducing a service that is intuitive and allows users to create educational materials in a few simple steps, you can reduce the man-hours required to prepare content. In addition, if you have video materials or documents used in past training sessions, it is a good idea to choose a service that can be customized and diverted from those materials. Is it easy to manage learning progress? In e-learning, the timing and frequency of course attendance is left up to the learner. In order to reduce individual differences in understanding of training content, it is recommended to introduce a service that enables centralized management of course progress. Efficient support can be provided by displaying alerts to learners who are behind in their progress and providing feedback to employees whose test results are not satisfactory. <Tips for choosing an eLearning program for your company Points for consideration and comparison Does the system have sufficient contents suitable for the purpose of training? Does it have functions that make it easy to use the company's own content? Does it have a fee structure suitable for the number of learners and frequency of use? Is there a system to keep learners motivated? Is the system designed to be easy to use for both learners and administrators? Is the system designed to be easy to use for both learners and administrators? Can the system be used on multiple devices such as smartphones and tablets? Can we create and distribute our own original content? Can the number of users and concurrent usage be covered? Can it be used at a cost that fits within the budget plan? Does it have a good reputation among users, and have they pointed out any problems? Back to Table of Contents Key Points for Effective Operation of Corporate E-Learning What points should be considered when using e-Learning to improve training effectiveness? Here we will explain the key points for effective operation of e-Learning for companies. Combine with practical training Since e-learning mainly consists of watching videos, it is difficult for trainees to think and act independently during the training, so it is effective to provide opportunities to put the input into practice. For example, in the case of business manner training, role-playing with peers or superiors is a possible solution. Keep content updated with the latest information. To optimize training content, it is also important to regularly update content in light of legal revisions and market changes. While paper-based training materials must be revised and re-printed, e-learning allows the entire process from revision to replacement to be completed online. Follow-up is essential according to the learner's level of proficiency. Many learning management systems provide testing and survey functions related to course content. Use these functions to assess learners' proficiency levels and follow up as necessary. By proactively encouraging employees to take part in these activities, the company can expect to increase their motivation and encourage them to learn more. Back to Table of Contents Introducing Corporate E-Learning for Employee Training In this article, we have discussed the types of e-learning for companies, how to choose the right one, and key points for its operation. e-learning is becoming a standard for in-house training as a tool that can reduce training costs while increasing learning effectiveness. Why not introduce e-learning suited to your company and utilize it for employee training after understanding the key points of its operation? If you wish to incorporate e-learning into your in-house training program, please use our e-learning system, "learningBOX". learningBOX is a learning management system that provides all the functions necessary to conduct training via e-learning, including the creation and delivery of teaching materials, grading, and learning history management. We also offer a free plan that allows you to use each function for 10 accounts for free and indefinitely, so please feel free to start with a free trial. With "learningBOX ON," you can also add training content required by your company to your learningBOX. By combining harassment training, information security training, compliance training, etc., you can easily design your own original training program. ▼Here's another recommendation! Also read. Back to Table of Contents