Training follow-up system

Abstract

To provide a system for enhancing the motivation of a trainee to continuously learn in order to fix the contents of a training which the trainee has taken.SOLUTION: A training follow-up system 10 is a training follow-up system for connecting a plurality of trainees 4 on a network 2 so that the trainee 4 who has attended a training can use an electronic equipment terminal to browse information on another trainee 4, and is provided with an input part 12 for inputting information on the training attended by the trainee 4 by using the electronic equipment terminal, and a fixing attainment degree point processing part 14 for giving points to the trainee 4 according to the attainment degree of a fixing program for fixing the contents of the training attended by the trainee 4.SELECTED DRAWING: Figure 1

Description

[Technical Field]

[0001] The present invention relates to a training follow-up system. [Background technology]

[0002] Conventionally, companies have conducted training to improve the skills of their employees. For example, Patent Document 1 discloses, as a technology related to the present invention, an information processing device including: a level-setting unit that sets a target level to be achieved for a training session to be started for a subject who is scheduled to undergo predetermined human resource development for a predetermined period of time by attending multiple training sessions, based on the subject's current ability level at the start of each of the multiple training sessions, and, if the training session to be started is the second or subsequent session, based on the ability level at the start of the previous training session in addition to the current ability level; and a task-setting unit that sets a task to be performed by the subject after the completion of each of the multiple training sessions, based on the actual level that the subject has actually achieved, which is the ability level, and the target level.

[0003] Furthermore, Patent Document 2 discloses a training method including a process in which a content providing device distributes voice content including a lecture in the instructor's actual voice as an audio file or a video file to a playback device of a trainee, and sends text content including the entire lecture or a summary thereof as an email to the email address of the trainee. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] Patent No. 7485395 [Patent Document 2] Japanese Patent Application Laid-Open No. 2008-233571 Summary of the Invention [Problem to be solved by the invention]

[0005] It is important that participants retain the content of the training after taking it, but it can be a hassle for participants to repeatedly study the content themselves in order to retain it. Therefore, there is a need for the development of a system that will increase participants' motivation to study in order to retain the content of the training.

[0006] An object of the present invention is to provide a system that increases the motivation of participants to continue learning in order to solidify the content of the training they have received. [Means for solving the problem]

[0007] The training follow-up system of the present invention is a training follow-up system that connects multiple trainees on a network so that trainees who have taken a training course can use their electronic device terminals to view information about other trainees, and is characterized by comprising an input unit that allows the trainees to input information about the training they have taken using their electronic device terminals, and a retention achievement point processing unit that awards points to the trainees according to their level of achievement in a retention program for helping them retain the content of the training they have taken.

[0008] In the training follow-up system according to the present invention, the input unit preferably allows the trainee to input information about a recommended training from among a plurality of trainings.

[0009] In addition, it is preferable that the training follow-up system according to the present invention further comprises a recommended points processing unit that awards points to the trainee who has input information about the recommended training in accordance with the input content of the information.

[0010] Furthermore, in the training follow-up system of the present invention, it is preferable that the participants are employees of a company, the training is content for employee education of the company, and the system further comprises an investment return measurement unit that calculates the rate at which all participants achieve their training goals upon completion of the training, and measures the return on investment for the training based on an evaluation value obtained from (cost invested in the training × training goal achievement rate) / (training time × number of participants).

[0011] In addition, in the training follow-up system of the present invention, it is preferable that the investment return measurement unit measures the training investment return by comparing the evaluation value with the labor cost per unit time of the company's average annual salary. [Effects of the Invention]

[0012] According to the present invention, it is possible to increase the motivation of participants to continue studying in order to solidify the contents of the training. [Brief explanation of the drawings]

[0013] [Figure 1] 1 is a diagram showing a training follow-up system according to an embodiment of the present invention; [Figure 2] 10 is a diagram showing a progress list of a program for promoting the retention of learning content after a training program is implemented in a training follow-up system according to an embodiment of the present invention. FIG. [Figure 3] FIG. 10 is a diagram showing an example of a screen of a mobile terminal of a trainee who uses the training follow-up system according to the embodiment of the present invention. [Figure 4] FIG. 10 is a diagram showing an example of a screen of a mobile terminal of a trainee who uses the training follow-up system according to the embodiment of the present invention. [Figure 5] FIG. 10 is a diagram showing an example of a screen of a mobile terminal of a trainee who uses the training follow-up system according to the embodiment of the present invention. DETAILED DESCRIPTION OF THE INVENTION

[0014] Hereinafter, embodiments of the present invention will be described in detail with reference to the accompanying drawings. In the following, similar elements in all drawings will be designated by the same reference numerals, and duplicate explanations will be omitted. Furthermore, in the description below, previously described reference numerals will be used as necessary.

[0015] Fig. 1 is a diagram showing a training follow-up system 10 according to an embodiment of the present invention. Fig. 2 is a diagram showing a progress list of a program for promoting the retention of learning content after a training program is implemented, in the training follow-up system 10 according to an embodiment of the present invention.

[0016] 3 to 5 are diagrams showing examples of screens on the mobile terminal of a trainee 4 who uses the training follow-up system 10 according to the embodiment of the present invention.

[0017] The training follow-up system 10 is a system for connecting multiple trainees 4 on a network so that trainees 4 who have attended a training course can use electronic device terminals to view information about other trainees 4.

[0018] The students 4 are employees of an organization such as a company, but may be not only full-time employees but also contract employees, temporary employees, part-time employees, etc. The electronic device terminals of the students 4 include mobile terminals such as smartphones and tablet terminals, and personal computers, but of course also include other terminals.

[0019] Training is content for educating employees of an organization such as a company. For example, the content may be training for office workers that mainly teaches bookkeeping, or training for factory workers that mainly teaches 5S.

[0020] Other content that could be considered includes, for example, business etiquette training, business mindset training, communication training, business thinking training, harassment training, compliance training, IT skills and information security training, job-specific training, management training, team building training, coaching training, OJT trainer and mentor training, personnel evaluation training, and management strategy training.

[0021] The training follow-up system 10 includes an input unit 12, a retention achievement point processing unit 14, a recommendation point processing unit 16, a return on investment measurement unit 17, and a storage unit 18. The training follow-up system 10 functions as a social networking service connected to a plurality of trainees 4 via a network 2.

[0022] The input unit 12 has a function of inputting information about the training attended by the student 4 using an electronic device terminal. The input unit 12 also inputs information about the training that the student 4 recommends from among a plurality of trainings.

[0023] Student 4 accesses the service using the Sign in and Sing up functions. While "Sign in" shown in Figure 3 is the authentication procedure for using the service, "Sing up" is the registration procedure for using the service.

[0024] In other words, "signing up" is the stage of joining, where identity information such as username (real name) and password (passcode) are registered. Then, when actually using the service, you "sign in" using these.

[0025] In principle, the nickname of the participant 4 will be displayed instead of the participant's real name, but when registering for the first time, the participant will also be required to register their real name and the name of the organization they belong to.

[0026] Note that "linkage with various SNS" shown in Fig. 3 refers to, for example, a linkage function with a commonly used social networking service. Also, as shown in Fig. 3, after student 4 signs up and then signs in, for example, as shown in the right diagram of Fig. 3, student 4's name (nickname), the number of points they have earned, and a breakdown of those points are displayed.

[0027] In addition, participant 4 uses an electronic device terminal to input information about the training he or she has taken, specifically, the date and time of the training, the name of the company providing the training, the name of the training, and comments about the training (for example, what points are recommended, etc.).

[0028] The information entered by the student 4 is recorded in the memory unit 18, and is also shared with other students 4 by displaying it via their electronic information terminals. This allows students 4 to learn about recommended training courses by looking at posts from other students 4, and they can also press "Like!" on posts from other students 4. When a "Like!" is pressed, the number of heart marks increases, as shown in the left diagram of Figure 5.

[0029] The retention achievement point processing unit 14 has a function of giving points to the trainee 4 according to the degree of achievement of a retention program for helping the trainee 4 retain the content of the training he or she has attended.

[0030] The level of achievement of the retention program refers to the level of the follow-up program that is implemented to help participants 4 retain knowledge after they have completed the training. As shown in Figure 2, there are seven levels of retention vertically, with eight levels at the final instruction level.

[0031] Specifically, the requirements are divided into three sections: "language," "content," and "practice," and points are awarded for meeting each requirement. For example, if you meet the requirements for "language," "content," and "practice" in Phase 1 two days later, you will receive 10 points, and if you meet the requirements for "language," "content," and "practice" in Phase 2 seven days later, you will receive 20 points.

[0032] In addition, if you meet the requirements for "language," "content," and "practice" in Phase 3, 30 days later, you will receive 30 points, and if you meet the requirements for "language," "content," and "practice" in Phase 4, 60 days later, you will receive 40 points.

[0033] Furthermore, if you meet the requirements for "language," "content," and "practice" in Phase 5, 90 days later, you will receive 50 points, and if you meet the requirements for "language," "content," and "practice" in Phase 6, 120 days later, you will receive 60 points.

[0034] If you meet the requirements for "language," "content," and "practice" at Phase 7, 150 days later, you will receive 70 points, and if you meet the requirements at Phase 8, 180 days later, to reach a level where you can "instruct" others on what you learned in the training program, you will receive 100 points.

[0035] As mentioned above, a certain number of points are earned each time a phase is completed. In order to earn points, after completing the consultation for the progress of the "language," "content," and "practice," the participant 4 must enter a reflective comment on the application software and receive a "Like!" from the consultant instructor.

[0036] Furthermore, "language" and "content" are managed through training textbooks and tests, while "practice" and "guidance" are managed through explanations to colleagues at work and survey results.

[0037] More specifically, we will explain the example of training for office workers, mainly teaching the basics of bookkeeping. The assumptions here are: 1. The text or slides distributed at the training will be used, 2. The text or slides will be 100 pages in total, 3. The first 15 pages of the text or slides will mainly explain the "balance sheet" and "profit and loss statement," and 4. The trainee will be Mr. A, who works in the sales department.

[0038] Regarding "language," in Phase 1 / 7, we will provide consulting to help you correctly explain in your own words (orally is also acceptable) the technical terms that appear on approximately 15 pages of the text or slide materials.

[0039] To confirm understanding, a confirmation test (10 questions in total) will be conducted, and after the consultation, participants will be able to answer up to six questions correctly on technical terms related to "balance sheets" and "income statements" up to page 15 of the text or slides.

[0040] An example of a test would be, "Question: Please explain the meaning of each of the terms asset section, liability section, and net worth section." The same confirmation test will be sent to A every day by email or other means until he can answer all 10 questions correctly by the time of the next phase, Phase 2 / 7.

[0041] Regarding the "content," in Phase 1 / 8, we will consult with you to ensure that you can correctly explain in your own words (orally is acceptable) the contents of approximately 15 pages of the text or slide materials.

[0042] To confirm understanding, a confirmation test (10 questions in total) will be conducted, and after the consultation, participants will be able to answer up to six questions correctly on the content related to the "balance sheet" and "income statement" up to page 15 of the text or slide materials.

[0043] An example of a test would be, "Question: Why is a balance sheet created?" The same confirmation test will be sent to A every day by email or other means until he can answer all 19 questions correctly by the time of the next phase, Phase 2 / 7.

[0044] Regarding "Practice," in Phase 1 / 7, we will consult with A to help him / her correctly explain (orally is also acceptable) in his / her own words the "words" and "content" that appear in the text or slide materials up to approximately page 15 to one of his / her superiors or colleagues in the same workplace.

[0045] To confirm that the information has been retained, a questionnaire (10 questions in total) is administered to a random supervisor or colleague in the same workplace, and confirmation is made by answering Yes or No to see if A can explain up to six questions about the technical terms and content related to the "balance sheet" and "income statement" on up to page 15 of the text or slide deck in relation to A's responsibilities.

[0046] An example of a questionnaire might be, "Question: Your colleague, Mr. A, recently attended a training course on "Introduction to Bookkeeping" at Company X. Please help us by answering the questionnaire to confirm whether Mr. A has absorbed the training content. We have also received approval for this activity from your company's Human Resources Department. We appreciate your cooperation. Is your colleague, Mr. A, able to explain to his colleagues the significance of referring to the balance sheets of other companies in his daily work?"

[0047] In the next phase, Phase 2 / 7, the same survey will be administered to the same person, and in order to ensure that all 10 questions are answered with "OK," Mr. A will be urged daily by email or other means to make behavioral changes at work regarding the survey items.

[0048] Regarding "guidance," taking into account the consolidation of all phases, we will consult with A to enable him to give correct guidance (orally acceptable) in his own words to any one subordinate or junior in the same workplace.

[0049] To confirm that the information has been retained, a questionnaire (10 questions in total) is given to one subordinate or junior colleague from the same workplace, and it is confirmed that A has been able to provide instruction on up to 8 questions, relating the terminology and content of up to 100 pages of text or slide materials to A's responsibilities.

[0050] An example of a questionnaire would be, "Question: Your boss, Mr. A, recently attended a training course on "Introduction to Bookkeeping" at Company X. Please help us by answering this questionnaire to confirm whether Mr. A has absorbed the training content. We have also received approval for this activity from your company's Human Resources Department. We appreciate your cooperation. Did your boss, Mr. A, give you clear instructions on why you refer to other companies' balance sheets in your daily work?"

[0051] After the consultation is completed, if the effectiveness of the consultation is confirmed (verbally acceptable) by the human resources department or management, the "guidance" phase will be considered to have been established.

[0052] We will explain this as an example of training for factory workers, mainly focusing on learning an introduction to 5S. The assumptions are that 1. the text or slides distributed at the training will be used, 2. the text or slides will be 100 pages in total, 3. the first 15 pages of the text or slides will mainly explain the "definition of 5S", and 4. the trainee will be Mr. B, who works in the manufacturing department.

[0053] Regarding "language," in Phase 1 / 7, we will consult with you to ensure that you can correctly explain in your own words (orally is also acceptable) the technical terms that appear in the text or slide materials up to approximately page 15.

[0054] To confirm that the information has been retained, a confirmation test (10 questions in total) will be conducted, and after the consultation, participants will be able to answer up to six questions correctly regarding technical terms related to the "Definition of 5S" up to page 15 of the text or slide materials.

[0055] An example of a test is, "Question: Please explain the meaning of the five S's." The same confirmation test will be sent to B every day by email or other means until he can answer all 10 questions correctly by the time of the next phase, Phase 2 / 7.

[0056] Regarding the "content," in Phase 1 / 8, we will consult with you to ensure that you can correctly explain in your own words (orally is acceptable) the contents of approximately 15 pages of the text or slide materials.

[0057] To confirm that the information has been understood, a confirmation test (10 questions in total) will be conducted, and after the consultation, participants will be able to answer up to six questions correctly on the content related to the "Definition of 5S" up to page 15 of the text or slide materials.

[0058] An example of a test would be, "Question: Why is it necessary to carry out 5S?" The same confirmation test will be sent to B every day by email or other means until he can answer all 10 questions correctly by the time of the next stage, Phase 2 / 7.

[0059] In "Practice," in Phase 1 / 7, we will consult with Mr. B to help him explain (orally) in his own words the "words" and "content" that appear in the text or slide materials up to approximately page 15 to a supervisor or colleague of his choice in the same workplace.

[0060] To confirm that the knowledge has been retained, a questionnaire (10 questions in total) is given to one supervisor or colleague in the same workplace, and confirmation is made by answering Yes or No to see if B can explain up to six questions relating the terminology and content related to the "5S definition" on page 15 of the text or slide materials to B's job responsibilities.

[0061] An example of a survey might be: "Question: Your colleague, Mr. B, recently attended the "Introduction to 5S" training course at Company X. Please help us by answering the survey to see if Mr. B has absorbed the training content. We have also received approval from your company's Human Resources Department for this activity. We appreciate your cooperation. Is your colleague, Mr. B, able to explain to his colleagues the significance of practicing 5S in his daily work?"

[0062] In the next phase, Phase 2 / 7, the same survey will be administered to the same person, and in order to ensure that all 10 questions are answered with "OK," Mr. B will be urged daily by email or other means to make behavioral changes at work regarding the survey items.

[0063] Regarding "guidance," taking into account the consolidation of all phases, we will provide consultation to enable Mr. B to give correct guidance (orally acceptable) in his own words to any one subordinate or junior in the same workplace.

[0064] To confirm that the information has been retained, a questionnaire (10 questions in total) is given to one subordinate or junior colleague from the same workplace, and it is confirmed that B has been able to provide instruction on up to 8 questions, relating the terminology and content of up to 100 pages of text or slide materials to B's responsibilities.

[0065] An example of a questionnaire would be: "Question: Your senior colleague, Mr. B, recently attended the "Introduction to 5S" training course at Company X. Please help us by answering the questionnaire to confirm whether Mr. B has absorbed the training content. We have also received approval for this activity from your company's Human Resources Department. We appreciate your cooperation. Did your senior colleague, Mr. B, give you clear instructions on why you should practice 5S in your daily work?"

[0066] After the consultation is completed, if the effectiveness of the consultation is confirmed (verbally acceptable) by the human resources department or management, the "guidance" phase will be considered to have been established.

[0067] The recommendation point processing unit 16 gives points to the student 4 who has entered the information about the recommended training in accordance with the content of the information entered. For example, when the student 4 posts new training information, one point is added, and when the student 4 adds a comment, three points are added.

[0068] Let us consider an example of three participants who actually took the training. One of the three, Mr. A, only completed the Phase 1 retention consultation and therefore earned 10 points.

[0069] The other of the three, Mr. B, has completed three training courses up to Phase 8, earning 380 points x 3 = 1,140 points. The remaining one of the three, Mr. C, has completed one training course up to Phase 7 of the retention consultation, and has also completed another training course up to Phase 5 of the retention consultation, earning 280 + 150 = 430 points.

[0070] Here, A, B, and C, who may belong to the same organization or different organizations, can earn points by mutually praising the training information of their favorite person that they have shared, such as by giving a "like!"

[0071] The points acquired by the retention achievement point processing unit 14 and the recommendation point processing unit 16 can be used on e-commerce sites or exchanged for gift cards.

[0072] The investment return measurement unit 17 calculates the rate at which all participants 4 achieve their training goals upon completion of the training, and measures the training return on investment based on an evaluation value calculated by (cost invested in the training × training goal achievement rate) / (training time × number of participants).

[0073] The investment return measurement unit 17 measures the training investment return by comparing the evaluation value with the labor cost per unit time of the company's average annual salary.

[0074] The investment return measurement method for a training program by the investment return measurement unit 17 has the following six steps: In the first step, the training objective of the training program is determined.

[0075] In the second step, the following criteria will be established for the degree to which the training objectives of the training program are achieved: ◎80 points or above: The training objectives were fully achieved. ○70 to 80 points: The training objectives were achieved. △60 points or more but less than 70 points...I managed to achieve the training objectives. × Less than 60 points: It cannot be said that the training objectives were achieved.

[0076] The third step is to determine the number of participants in the training program. The fourth step is to measure the degree to which the training program's objectives have been achieved by combining the following methods and scaling the number of participants4 who actually participated in the training on a scale of 100 points. -Evaluation of participants' performance (content of speech) during training by the training instructor... 20 points -Trainer's evaluation of participants' performance during the training (number of comments)...10 points -Trainer's evaluation of participants' performance during the training (attitude towards the participants)... 10 points Anonymous 360-degree mutual evaluation between training participants...10 points - Did you submit the pre-training assignment to the instructor or secretariat by the deadline? - 5 points · Number of characters and length of pre-training assignments: 5 points -Pre-training assignment content...10 points · Did you submit the post-training assignment to the instructor or secretariat by the deadline? - 5 points · Number of characters and length of post-training assignments: 5 points · Post-training assignment content...10 points - Training survey results (training participants' self-assessment of their level of understanding)...10 points

[0077] The fifth step is to calculate the training goal achievement rate (those who scored 60 points or more / training participants).The sixth step is to compare (A) (training cost input × training goal achievement rate) / (training time (h) × number of training participants) with (B) the hourly labor cost based on the average annual salary of the company to which the training participants belong.

[0078] In the fifth step, if (A) ≥ (B), the current training is measured as having been worth the investment compared to the hourly labor cost of the training participants. Also, if (A) < (B), the current training is measured as having been worthless compared to the hourly labor cost of the training participants.

[0079] The storage unit 18 records information input by the trainee 4, such as information related to the training. Furthermore, functions of the training follow-up system 10 other than the storage unit 18 can be realized by either a hardware configuration or a software configuration. For example, when realized by software, these functions can be realized by application software stored in a recording medium such as RAM, ROM, or a hard disk running on a server device equipped with a CPU or MPU, RAM, ROM, etc. For example, they can function as application software installed and running on the trainee 4's smartphone, etc.

[0080] Next, we will explain the operation of the training follow-up system 10 configured as above. According to the training follow-up system 10, points are added each time a phase of the retention promotion program progresses, and these points can be used to make purchases on e-commerce sites, etc., which motivates the trainee 4 to take the initiative in progressing through the retention promotion program.

[0081] Furthermore, participants 4 can connect with other participants 4 through the training follow-up system 10, which functions as a social networking service, and share their favorite training with each other. In this case, participants 4 can earn points by writing reasons for recommending their favorite training, and can also praise each other by leaving comments on other participants 4, which has the advantage of further motivating them to complete the retention promotion program.

[0082] Furthermore, the training follow-up system 10 can use the function of the return on investment measurement unit 17 to measure whether the current training was worth investing in, by comparing it with the hourly labor costs of the training participants. This has the remarkable effect of providing a benchmark for company managers, executives, and human resources departments to use when considering future training. [Explanation of symbols]

[0083] 2 Network, 4 Participants, 10 Training follow-up system, 12 Input section, 14 Retention achievement point processing section, 16 Recommendation point processing section, 17 Return on investment measurement section, 18 Memory section.

Claims

1. A training follow-up system for connecting multiple trainees on a network so that trainees who have attended a training session can view information about other trainees using electronic device terminals, an input unit for the trainee to input information about the training he or she has attended using the electronic device terminal; a retention achievement point processing unit that gives points to the trainee according to the degree of achievement of a retention program for retaining the content of the training that the trainee has received; A training follow-up system comprising:

2. 2. The training follow-up system according to claim 1, The input unit is a training follow-up system in which the trainee inputs information about a recommended training from among a plurality of trainings.

3. 3. The training follow-up system according to claim 2, A training follow-up system comprising a recommended points processing unit that awards points to the trainee who made the input according to the input content of information about the recommended training.

4. 2. The training follow-up system according to claim 1, The participants are employees of a company, The training is content for employee education of the company, A training follow-up system characterized by comprising an investment return measurement unit that calculates the rate at which all participants achieve their training goals when they complete the training, and measures the return on investment for the training based on an evaluation value obtained by dividing (cost invested in the training x training goal achievement rate) by (training time x number of participants).

5. 5. The training follow-up system according to claim 4, A training follow-up system characterized in that the investment return measurement unit measures the training investment return by comparing the evaluation value with the labor cost per unit time of the company's average annual income.

Images