e-Learning Blog

There are several common challenges behind why employee training, which is conducted in many companies, somehow becomes a mere formality.

・Unequal Opportunities (Constraints of Time and Place)
Since group training is tied to specific times and locations, it is difficult for all employees with diverse work styles to participate. As a result, unfairness in education arises, causing gaps in knowledge levels.

・Variations in Quality and Personalization
In OJT and group training, the quality of education depends on the skills of the instructors and lecturers. Especially for delicate topics such as compliance, differences in interpretation can pose significant risks.

・Content Obsolescence and Delayed Updates
Every time there is a legal revision or a change in internal rules, thoroughly reviewing the training materials and rolling them out company-wide requires an enormous amount of effort and time. There is always a risk that updates will lag behind, causing training to continue with outdated information.

・Black Box of Effectiveness Measurement
Even after conducting training, it is difficult to accurately grasp whether the content was truly understood and whether behavior has changed. Without being able to run a data-driven PDCA cycle, planning tends to rely on intuition and experience, resulting in ad hoc measures.

・Difficult-to-See Cost Effectiveness
It is challenging to clearly demonstrate how much return has been gained against the various costs incurred by group training, leading to the issue where management views education as a cost center and finds it difficult to secure budgets.

e-learning is a powerful solution to address the challenges mentioned above. It is especially effective in education that “levels the foundation,” such as knowledge input and company-wide mandatory subjects.

2-1. Short-term Benefits: Reducing Operational Burden and Standardization

・Providing Learning Opportunities "Anytime, Anywhere"
With a smartphone or PC, individuals can proceed with learning at their own convenient timing, leading to a dramatic improvement in course completion rates. Repeated learning is also easy, which enhances knowledge retention.

・Reduction of Workload through Automation of Distribution and Aggregation Tasks
Administrative tasks such as sending notification emails, tracking course attendance, and aggregating test results can be automated. This frees staff from repetitive tasks, allowing them to focus on planning more strategic educational programs.

・Standardization of Education Quality
Well-developed e-learning content eliminates variations in quality caused by instructors and enables the provision of consistently high-standard education to all employees.

2-2. Mid- to Long-Term Benefits: Strategic Talent Development through Data Utilization

・Maximizing Training Effectiveness through "Flipped Learning"
By inputting basic knowledge in advance via e-learning, it becomes possible to focus on discussions and practical exercises during in-person training sessions through "flipped learning." This approach draws out participants' initiative and helps deepen their learning at a more profound level.

・Scientific Educational Planning Based on Learning Data
By analyzing learning logs, skill challenges across the entire organization can be objectively visualized. This enables the formulation of the next training plan based on data and the proposal of individual career paths, leading to strategic talent management.

・Rapid Content Updates and Maintaining the “Latest”
Even when there are legal revisions or changes to internal rules, you can quickly roll out the latest information company-wide simply by correcting the relevant sections. This keeps the training materials fresh at all times and reduces compliance risks.

The key to successfully implementing e-learning lies not in making grand plans, but in a small start approach of "starting small and cycling quickly."

If you try to implement it on a large scale right away, it takes time to select content and coordinate with the field, increasing the risk of becoming a mere formality. Therefore, the most effective approach is to start with mandatory themes for all employees.

Specifically, information security, compliance, and harassment prevention are optimal themes that are commonly required across all companies. These themes have clear implementation objectives and are characterized by their ease of gaining understanding from both management and the workplace.

▼Related Blogs
>What are the success points when conducting information security training with e-learning? Introducing how to choose teaching materials
>Three reasons why compliance education is important and effective educational methods
>What changes with the Customer Harassment Prevention Ordinance? Explaining the overall picture of corporate response and education

Choose content that is about 15 to 20 minutes per module and includes a test to check understanding. Short content lowers the psychological barrier to participation, and tests promote knowledge retention. This small success experience spreads the recognition within the company that "e-learning is convenient," becoming a major driving force to move on to the next step.

Once you have gained traction with a small start on company-wide mandatory themes, the next step is to expand into more strategic talent development. By providing opportunities for specialized learning tailored to employees' career paths and roles on top of the foundation of basic education, e-learning evolves into a "tool" that promotes autonomous growth.

In this phase, it is effective to expand content along two axes: "hierarchical education" and "specialized skill education."

Model Plan: Systematic Human Resource Development through e-Learning

By providing learning content tailored to employees' growth stages, you can clearly indicate career paths and lead to increased motivation and engagement in learning.

Introducing a tool like e-learning alone will not complete the transformation of employee education. To maximize its effectiveness, a company-wide effort is indispensable.

・Role of Management: Fostering a Learning Culture
It is important to send a clear message that "human resource development is an investment in the future" and to demonstrate an attitude that encourages and evaluates employees' learning. By establishing a system where learning is properly recognized, a "learning culture" will take root within the organization.

・Role of HR and Training Personnel: Redesigning the Educational Framework
They are required to redesign the overall educational framework that links the company's management strategy with talent development, determining what kind of talent to develop and how. The perspective of being a "learning partner" who supports employees is also important.

・Role of On-site Managers: Bridging Learning and Practice
It is essential to create opportunities for subordinates to apply what they have learned through e-learning in their work, ensuring that the knowledge gained does not remain as mere awareness. They are expected to support challenges and act as a bridge connecting learning to practical application.

The service designed to smoothly and cost-effectively realize everything from the "small start" explained so far to the "full-scale systematic education development" is Human Science's "e-Training Portal".

Its greatest feature lies in its overwhelming flexibility and ease of implementation.
With a clear pricing structure of 1 course, 1 month, from 1,000 yen per person (minimum usage fee of 50,000 yen), there are no costly initial fees or annual contract commitments. It is ideal for operations like “starting small and cycling quickly,” such as wanting to try only the information security training first.
This time, to meet the diverse requests of our customers, we have significantly expanded our course lineup.

・Establishing the Foundation for Compliance and Risk Management
Covers essential themes that form the foundation of corporate activities, such as information security, compliance, harassment, and personal data protection.

・Supporting Growth Across Levels from New Employees to Managers
Offering a wide range of courses from those for newcomers, such as business manners, to mid-level and managerial courses including communication, management, and business law.

・Practical IT Skills to Thrive in the DX Era
In addition to basic business skills, newly added courses such as the rapidly growing **"Generative AI Utilization Course"** support the improvement of digital literacy for all employees.

With the "e-Training Portal," you can start small with company-wide mandatory themes, experience the effectiveness, and then gradually expand the scope to include new employee training and management training from the following fiscal year, allowing for flexible planning.

Employee education is no longer a cost but a "strategic investment" to create the future of the company. As the first step, please consider the "e-Training Portal," which has significantly expanded its course lineup.

▼ For details on the e-learning training and course list (e-Training Portal), please visit here
https://hs-learning.jp/service/training-portal/