Successful case of improving retention rates through video training in a high turnover rate environment.

basic information

Points to Reduce Employee Turnover Rate 1. Enhance Training Before and After Joining If new employees do not understand their tasks upon joining, they are likely to feel anxious. It is important to create an environment where they can thoroughly learn the basic job content using video training before and after joining. 2. Lower the Barriers to Learning Through Visual Methods Tasks that are difficult to understand with text-only manuals can be learned intuitively by using animations and live-action videos, allowing new employees to adapt to their work smoothly. 3. Combine Training with Practical Work By combining video training with on-the-job training (OJT), a flow can be created where employees preview through videos and then confirm through practice. This can shorten the average training period for new employees by 25% (from an average of 8 weeks before training to 6 weeks after implementation), speeding up their adaptation to work. 4. Conduct Regular Follow-Up Training If training only occurs at the time of joining, continuous growth becomes difficult. It is important to provide opportunities for skill enhancement using regular follow-up videos. Surveys should be utilized to ask questions such as "What aspects of the job are difficult?" and "What additional topics would you like to learn?" to continuously improve the training program.

Price information

The First Step in Introducing Training When introducing training to reduce turnover rates, it is effective to proceed with the following steps: 1. Analyze the main causes of turnover and identify the challenges of the educational program (Duration: approximately 2 weeks) 2. Design the curriculum for video training and create pre-employment training and basic training (Each video approximately 5-10 minutes) 3. Establish a training schedule that combines OJT (On-the-Job Training) (Recommended learning frequency: once a week) 4. Regularly conduct follow-up training to check understanding (Implement a monthly evaluation system) 5. Utilize surveys to continuously operate and improve the training program.

Price range

P3

Delivery Time

Applications/Examples of results

[Case Study] Company M's Challenge—Significantly Reducing Turnover Rate with "Video Training" Background and Issues Company M, a major automotive parts manufacturer, faced a serious problem where 30% of new employees left within a year. The following issues were identified as reasons: ● Basic knowledge acquisition lagged due to reliance solely on on-the-job training ● High difficulty of tasks led to strong anxiety about work ● Inconsistent teaching methods among instructors resulted in a lack of coherence To address these issues, Company M implemented an educational system utilizing video training. Content of the Implemented Video Training 1. Converted onboarding training into videos to help new employees understand job content in advance 2. Clearly explained work procedures using animations and live-action footage 3. Established a flow of pre-study through videos followed by practical application, combined with on-the-job training 4. Provided regular follow-up videos to support continuous learning Results of Implementation As a result of this initiative, Company M reduced its turnover rate within a year from 30% to 12% (from 45 employees leaving before training to 18 after training implementation). Additionally, in a post-training survey, 90% of new employees reported that their understanding of the work deepened and their anxiety decreased, leading to improved retention rates.