Case Study - Oita Bank Ltd.
Oita Bank Ltd.
By linking LMS and Talemanagement, we can provide optimal skills development support according to the skill levels of bank employees.
Oita Bank's brand slogan is "We want to share your excitement," and the bank contributes to the prosperity of the local community by providing comprehensive financial services to the people of its hometown of Oita Prefecture and other areas that serve as the basis for the bank's existence.
As the changes in the environment surrounding regional financial institutions become more severe, Oita Bank sees change as an opportunity and is taking on the challenge to fulfill its mission and role as a regional bank. One example of this is supporting the establishment of a regional trading company, OitaMade Co., Ltd., to promote the charms of Oita Prefecture, such as its warm climate, abundant nature such as the sea and mountains, and the fresh and safe ingredients grown there, both domestically and internationally. This initiative reflects Oita Bank's desire to "develop the region with unprecedented ideas!" in order to promote regional revitalization as part of regional revitalization.
We spoke with Mr. Shuto and Mr. Hirata from the Human Resources Development Department about the behind-the-scenes system that supports the training of Oita Bank's creative thinking and adventurous spirit.
*Department names are as of the time of the interview in January 2024.
Through "career development support" and "support for the development of specialized skills," we aim to create value for customers and increase employee engagement in tandem
Oita Bank has a brand slogan of "We want to share our emotions." Please tell us about the type of person you are looking for in a bank employee and your human resources strategy to achieve that.
Our bank's approach to career development is to expect each employee to hone their expertise and carve out their own career path in order to realize the person they want to be and the job they want to do.
In order to realize this vision of human resources, we have set up a concept called the "Human Resources Strategy Grand Design," and are working to build a foundation for developing self-reliant employees and strengthen a system in which human resources with diverse skills can thrive. One of our major goals under the "Human Resources Strategy Grand Design" is for each employee to play a leading role in creating diverse career paths and honing their expertise in line with each career path.
We believe that by supporting career development (realizing the person you want to be) and professional skills development (increasing what you can do), we can create value for customers and increase employee engagement in tandem.
Issues before implementing SmartSkill Campus and key points for selecting an LMS
Please tell us about the challenges you faced before introducing an LMS (Learning Management System) and the background to its implementation.
When considering introducing a new system, we spoke with many system vendors. We came across REVIC Global and found them to be the company that best sympathized with what our bank wanted to achieve. This was the main reason we decided to introduce them to our bank.
How did you select your LMS vendor?
Please let us know if there were any points you considered important when making your selection.
The selection was mainly based on the internet and referrals from other companies. The most important point to consider was whether or not the API could be linked to the talent management system that our bank had already implemented.
What ultimately led you to introduce SmartSkill Campus?
Please tell us what made you decide.
The biggest factor was that REVIC Global sympathized with our bank's initiatives and asked us to "make it happen together." Another major factor was that we were able to realize API integration with the talent management system that our bank had already introduced. Another important factor was the "UI design." If the user is "unreadable" or "unsure of how to use" when they try to learn, it will lead to a decrease in motivation to learn, so we paid particular attention to the "UI design." We were attracted to the fact that the SSC provided by REVIC Global has a UI design that anyone can use without a manual . In addition, the fact that it can be easily used from a smartphone app also helped us decide to introduce it, as we felt that it would be possible to create an "environment where users can easily learn anytime, anywhere."
How to use Progress Navi (SmartSkill Campus)
What kind of education does "Progress Navi" based on SmartSkill Campus provide specifically?
"Progress Navi" supports optimal skills development according to the ability level of each employee, but what is the system that implements this?
In our bank's CDP (Career Development Program) system, the capabilities of each employee are quantified as a comprehensive "ability level" along three axes: knowledge, skills, and experience. Based on each employee's ability level, Progress Navi can recommend the necessary training curriculum to further strengthen strengths or overcome weaknesses, creating a system in which each employee can proceed with the optimal ability development suited to them.
Ability level assessments are carried out within the talent management system (internal name: D-CareerBOX) provided by Sidus Corporation, and by linking D-CareerBOX with Progress Navi, we are able to efficiently provide this support for ability development.
Oita Bank has also introduced the SmartSkill Campus app.
Please tell us the purpose of introducing this system and the feedback from bank employees who are actually using it.
Recently, an increasing number of bank employees do not have PCs at home, so in promoting Progress Navi within the bank, one of the most important themes was "easy access from smartphones." In that sense, I feel that the existence of the app has made a huge contribution to increasing the penetration rate of Progress Navi . The UI is simple and easy to understand, and the ease of use has been well received by people of all ages. When analyzing the number of accesses, more than 80% are accessed from smartphones, so there is no doubt that the app is playing a role in promoting the use of Progress Navi.
Evaluation of REVIC Global's solutions
Future outlook for Progress Navi (SmartSkill Campus)
Is there anything you would like to achieve or challenge with "Progress Navi" in the future?
In addition, we are also considering migrating the work flow related to human resource development, which is currently carried out using a different system or paper-based, to Progress Navi in the mid-to-long term. If it becomes known that "Progress Navi is the system for skill development," we believe that an environment will be created in which everyone can focus on self-development without hesitation.
The selection was mainly based on the internet and referrals from other companies. The most important point to consider was whether or not the API could be linked to the talent management system that our bank had already implemented.
The selection was mainly based on the internet and referrals from other companies. The most important point to consider was whether or not the API could be linked to the talent management system that our bank had already implemented.
The site mainly contains internal documents such as administrative procedure manuals and other business knowledge, as well as e-learning content (videos and materials) on various business operations.
Our bank has adopted the concept of "Self-Career Check," which allows each employee to carve out their own career, and we have created an environment where employees can begin learning about any field of work that interests them "anytime, anywhere, at their leisure."
The site mainly contains internal documents such as administrative procedure manuals and other business knowledge, as well as e-learning content (videos and materials) on various business operations.
Our bank has adopted the concept of "Self-Career Check," which allows each employee to carve out their own career, and we have created an environment where employees can begin learning about any field of work that interests them "anytime, anywhere, at their leisure."
The site mainly contains internal documents such as administrative procedure manuals and other business knowledge, as well as e-learning content (videos and materials) on various business operations.
Our bank has adopted the concept of "Self-Career Check," which allows each employee to carve out their own career, and we have created an environment where employees can begin learning about any field of work that interests them "anytime, anywhere, at their leisure."
企業名
株式会社コロワイド
業種
小売業（飲食サービス業）
ご利用人数
約5,000名
課題
-
グループ共通の学習基盤構築
-
ジョブ型人事制度に対応した学習環境の整備
