Are you neglecting the new employees because the site is busy? What is the system that prevents education from stopping?

basic information

Proposal for Solutions | Systematizing Video Education that Can Teach Even Without People In busy environments, it is crucial to eliminate the "personalization" of education and to have a "reusable system." The key to this is the utilization of short video materials tailored to specific tasks and situations. ● Confirm "Today's Work Points" in a video in just a few minutes each morning ● "Gap Time Learning" where you can learn one theme in one minute during breaks ● A system that allows for "relearning as many times as needed" through videos for processes with frequent mistakes By utilizing such videos, we can eliminate the issue of "not being able to educate because there is no one to teach" and create a foundation that allows newcomers to "self-drive."

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Implementation Steps | Operational Procedures to Overcome the "Personalization" of Education STEP 1 | Identify the points where newcomers typically stumble at each stage Example: Transportation procedures / Checking shelf numbers for picking / Label checks during inspection, etc. STEP 2 | Create videos for each stage and prepare an environment where they can be viewed on-site at any time Establish viewing devices and operational rules such as smartphones, tablets, and PCs. STEP 3 | Incorporate the cycle of viewing → practicing → confirming into on-site operations, establishing it as an educational system It is important to have a flow that not only allows for "doing after seeing" but also "confirming after doing."

Price range

P3

Delivery Time

Applications/Examples of results

Introduction of Success Cases | Supplementing the "lack of hands" in education with videos to improve retention rates At a daily goods logistics center, there were more than four cases in six months where new employees were "left unattended and quit" because veterans could not dedicate themselves to training. In response, we developed video materials summarizing "basic operations," "workflows," and "points of caution" in under three minutes, changing the process to viewing on a tablet before work → practicing on-site → providing feedback. As a result: ● The feeling of being "left unattended" among new employees was alleviated, reducing the turnover rate to about one-third. ● The time spent by trainers shifted from "teaching time" to "supervising time." ● Differences in teaching methods during on-the-job training were corrected, standardizing education. By systematizing "education itself" without relying on "the person teaching," we were able to simultaneously improve productivity and retention rates on-site.

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