Case Study - ORIX Corporation ORIX Corporation has expanded into a wide range of businesses, beginning with leasing, since its founding in 1964. The company has built a unique business model that responds flexibly to the needs of society and the market and ventures into fields adjacent to its existing businesses. We believe that our greatest asset is our people, and as part of our human resources strategy we aim to "knowledge fusion" through diverse values and expertise by having employees with diverse backgrounds respect each other, and to work together to create new value and spark innovation, based on the idea of "Keep Mixed." Based on this idea, we have been working to create an environment in which all employees can thrive. We spoke with Mr. Kawazu, Mr. Nishida, and Mr. Ezaki from the Human Resources Development Team of the Group Human Resources Department about the behind-the-scenes system that supports ORIX's human resources strategy. *Department names are as of the time of the interview in June 2022. ORIX originally started as a leasing company, but gradually expanded into adjacent fields and is now involved in a variety of businesses, including airport operations. However, as the scope of its business expanded, the number of complex issues and challenges increased, making it difficult for the existing members of ORIX to promote new business ventures on their own. This is why ORIX welcomes people with diverse knowledge and experience, regardless of nationality, age, gender, or work history, including mid-career hires and working mothers, and by doing so, it is able to incorporate new ideas and constantly create new value. It was against this backdrop that the idea of "Keep Mixed" was born. There were two major issues before the introduction. The first was that there was no system in place for employees on parental leave or pre-employee candidates to freely access information from the HR department or the learning environment. The other issue was on the HR side. Until now, they had been using a different software to provide information about training, but everything else was basically managed by email or Excel, which made the work complicated. To solve these issues and improve the efficiency of their work, they decided to consider introducing an LMS (Learning Management System). First of all, the concept of the ORIX training portal is that it is a place to consolidate and distribute learning. In addition to company-wide training, the ORIX training portal also consolidates training conducted by each group company and even learning for self-improvement. In terms of diversity, the portal offers a variety of useful content, such as training for employees on parental leave. In addition, we hold "Wednesday Seminars," where we invite external lecturers about once a month to hold seminars for employees, and we also use the portal as a learning platform for those seminars. Back to list Human resource development and training centered on "Keep Mixed" ORIX develops and nurtures human resources based on the concept of "Keep Mixed." Could you tell us more about "Keep Mixed"? Does this mean that innovation comes from "human resources"? ORIX's business is not about manufacturing things, so people are the source of our power. We aim to create an environment where each individual can perform to the best of their ability by bringing together people with diverse knowledge and experience at ORIX and developing human resources based on the concept of "Keep Mixed." Consideration and implementation of LMS (Learning Management System) What challenges did you face before introducing the ORIX training portal? What were the important points you considered when selecting an LMS (Learning Management System) vendor? While it was important to streamline operations, it was also important to consider interactivity with participants (employees), such as being able to submit assignments before the training and registering organization and group information to ensure that learning is delivered accurately to target individuals, and also to cover all the items that need to be protected from a security standpoint . *Revic Global is also thorough in terms of security measures, including ISO and privacy marks. ISO/IEC 27001:2013 /JIS Q 27001:2014 (JQA-IM0730), Privacy Mark (21000023(08)) What ultimately led you to adopt REVIC GLOBAL's LMS? What was the deciding factor? The biggest deciding factor was the "operational support." It doesn't end with just introducing the system; customer success provides support by working with us to think about how to utilize the system and how to systematize it. They have a system in place where we can consult with them immediately if we run into any problems, and they also provide suggestions for improvement on each occasion, so I feel like they are helping us to develop and liven up the ORIX training portal. How long did it take to release the ORIX training portal? Also, were there any difficulties or challenges you faced when rolling this out within the group? It took about a year from when we started considering an LMS (learning management system) until we released it. Initially, each group company was using a different learning portal, so we struggled to get everyone to agree to use the "ORIX training portal." We are now taking various steps, such as holding study sessions, to ensure that the entire group can master the use of the "ORIX training portal," from launching learning courses to managing its operation. The present and future of "ORIX training portal" What kind of training specifically is provided through the ORIX training portal? How is the ORIX training portal currently being utilized? Please let us know your own thoughts and any feedback you have received from employees. Previously, training information was distributed in a scattered manner, but by introducing the ORIX training portal, each employee can easily check their own training status on their personal page . In addition, the learning content is rich, so for example, you can learn PC skills and IT skills for free, and employees introduce recommended books, so I think that an environment has been created where you can learn whenever you want to study. Currently, as the business diversifies, the skills and abilities required by each department and each company have become more detailed. We have actually heard the need for new learning themes and the need to improve skills unique to each department, so we would like to provide learning that is even more tailored to employees by creating pages for each department, while absorbing the voices of the field. Is there anything you would like to achieve or challenge in the future with ORIX training portal? In the future, I would like to create a system that allows each employee to autonomously map out their own career. For example, I would like to present a role model to help employees see what skills, knowledge, and qualifications they lack in order to pursue the career they want to pursue, and to visualize the gap between their current situation and that. I would like to use the ORIX training portal to help employees reconsider what they are lacking and provide support to fill those gaps. About REVIC Global's solutions You mentioned "operational support" as a deciding factor in introducing REVIC Global's LMS, but could you tell us more about the actual support situation? Whenever we communicate the general image of what we want to achieve with the ORIX training portal, they immediately propose the optimal solution based on the operational know-how and case studies they have accumulated up to now, which is extremely helpful. We are also grateful that they have a system in place to respond immediately to any problems we may have on a daily basis. Even for minor matters, the customer success staff are always willing to give us advice, which gives us a sense of security and makes us feel like we should give them a call first. We really feel that they are working with us to create and operate the ORIX training portal. It has been about five years since the release in 2017. What is the reason that you have been using our service for so long? REVIC Global's LMS is constantly being upgraded to meet user needs, with new features being developed one after another. I think it is precisely because they have a support system that is so attentive to their customers that they are able to listen to the voices of those in the field and turn them into reality. One of the reasons is that they respond to requests for features like this, allowing them to develop human resources in a way that is tailored to the needs of the times. I hope we can continue to work together to make the ORIX training portal even more popular. ORIX Corporation Developing diverse human resources Realizing personalized learning Company Name ORIX Corporation Industry Diversified Financial Services Industry Number of people Approximately 10,000 people assignment Group-wide education Personalized learning Developing self-reliant human resources TOPICS Human resource development and training centered on "Keep Mixed" Consideration and implementation of LMS (Learning Management System) The present and future of "ORIX training portal" About REVIC Global's solutions Functions that are being used Group training application and attendance management Obtaining security certifications Unified management of education history/attendance history Useful resources Easy to understand! LMS/e-learning study materials set of 3 For those considering introducing or switching to e-learning, you can download three consideration materials all at once. Download materials Seven points to keep in mind when selecting an LMS service We will introduce seven points to consider when choosing an LMS to develop, implement, and succeed in your company's human resource development initiatives. Download Documents Six points for successful LMS operation We will introduce some operational key points for effectively utilizing LMS and solving human resource development issues. Download Documents Please feel free to contact us with any concerns you may have regarding human resource development. Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application Free trial, quote, and inquiries Please click here to request a demo ID to try out the SmartSkill Campus features for free for two weeks, or to request a quote or other inquiries. inquiry

Case Study - Meiji Yasuda Life Insurance Company Meiji Yasuda Life Insurance Company is a life insurance company with a long history and tradition stretching back approximately 140 years. It was established in January 2004 through the merger of Meiji Life Insurance and Yasuda Life Insurance. In 2017, we established a new corporate philosophy, the "Meiji Yasuda Philosophy," which aims to provide customers with "permanent peace of mind" and to become "the most people-friendly life insurance company that continues to earn the trust of its customers and be their continued choice." As part of our human resources strategy, we established an in-house university called "MY University" in 2020 with the aim of supporting each employee's independent skill and career development, and are working to strengthen our dual ladder to systematically develop both management and specialist talent to support the Group's management. We spoke with Mr. Ishida, Mr. Ishikawa, and Mr. Umeda from the Human Resources Department/Human Resources Development Group about what goes on behind the scenes of the system that supports Meiji Yasuda Life's human resources strategy. *Department names are as of the time of the interview in February 2023. Our human resources strategy is positioned as personnel management reform, and we are working on human resource development along three axes: long-term career development, developing human resources who can embody the Meiji Yasuda Philosophy, and supporting the success of each employee. Among these, we believe that the most important thing is to develop human resources who can embody the Meiji Yasuda Philosophy. Before founding MY University, education was mainly face-to-face or in-office, such as group training and video training using the company's internal network. However, as online work and teleworking rapidly became more widespread during the COVID-19 pandemic, it became necessary to adapt to the changing environment and the company began to seek new ways of providing education. The challenge at the time was to create an environment where employees could learn anytime, anywhere from their personal devices without using the company's internal network. I feel that I have been able to lay the foundation for a desire to learn. When it comes to studying or self-improvement, many employees, including myself, were unable to do so after work or on the weekends. However, by opening "MY University" on the SmartSkill Campus, we can now access it anytime, anywhere from our smartphones and watch short videos of around 10 minutes, creating an environment where employees can make effective use of their spare time, such as commuting time or waiting time, to study . The number of faculties at MY University has increased since its inception, and the number of students enrolled has also been growing. Back to list The vision of the Meiji Yasuda Philosophy Please tell us about the Meiji Yasuda Philosophy and your human resources strategy. Please tell us about the role of "MY University" in the Meiji Yasuda Philosophy. The in-house university "MY University" was established in 2020 as a fundamental framework for human resource development. Within our company, we define two types of personnel: "management personnel" who acquire broad and multifaceted knowledge and qualities to manage, and "expert personnel" who have specialized knowledge and skills in a specific field. The role of "MY University" is to provide a place for each type of personnel to grow and aim to play an active role, and we are preparing the necessary content for this purpose. For management talent, there is the "Faculty of Business Administration," where our executives and advisors can talk about their experiences in person or watch videos. For specialist talent, there are "11 specialist faculties," where specialist talent who are actually active within the company serve as professors and lecturers, and deliver live lectures or can be viewed on video. In addition, we have the Faculty of Business, where you can learn about current trends and business skills, and the Faculty of Digital Transformation and IT Literacy, where you can learn Digital Transformation and IT skills, creating a platform that serves as the "first stop" for education. Challenges faced when establishing "MY University" What challenges did you face when you founded MY University? Why did you choose SmartSkill Campus to set up "MY University"? The first is that it is very secure in terms of security. When using a new external network, we take time to check various security features, but your company (REVIC Global) already had a track record of doing business with us and there were no operational issues, so we were able to introduce it smoothly. Secondly, our requests were met precisely, and we were able to move forward with the establishment of "MY University" in the direction of what we wanted. The third advantage is that you can post your own original videos. At "MY University," we ask your company (REVIC Global) to produce videos for many of our courses, so we are now able to post a wide range of content. Effects after the establishment of "MY University" What effects have you seen from establishing "MY University"? Please let me know if you have any specific stories to share. A more personal story: when a fellow employee asked me for a vague question about how to tackle digital transformation, I introduced him to the College of Digital Transformation and IT Literacy. Rather than suddenly starting something difficult, I feel that the scope of the initiative is gradually expanding by using MY University as a springboard. In addition, our company is promoting the acquisition of IT Passport, and by now being able to take certification courses through SmartSkill Campus, we have achieved our goal of 2,000 new acquirers this fiscal year (2022). What efforts are you making to ensure that "MY University" takes root and takes root within the company? There are three main measures. The first is to prepare faculties and content that match the careers employees want to pursue and the skills they want to acquire. As for the content of the lectures, I think that the content allows employees to imagine specific careers, as the lecturers are not external lecturers but people who have actually mastered the field within the company. In addition, in fields that change quickly, such as DX and IT, we thoroughly grasp the situation and trends of the world and update the content. Your company (REVIC Global) introduces us to new content every day, which is very helpful. The second is to raise awareness of "MY University" among employees who are not familiar with it. Our company has designated the first business day of each month as "MY University" day, and is working to increase the momentum for self-improvement throughout the company. On "MY University" day, we release new content and actively disseminate information, working to create opportunities and habits for learning. Thirdly, we have made it a pre-requisite for junior staff members to watch the content of "MY University" in their hierarchical training. Young staff members are at a particularly important stage in their career planning, so we have incorporated such content into our training programs. In these cases, rather than suddenly attending lectures at the training center, they are given the necessary knowledge in advance, which increases the effectiveness of the training as an opportunity to think about their careers. About REVIC Global's solutions What do you think about REVIC Global's services after actually using them? The first advantage is the generous support provided in terms of operations. When I first started using SmartSkill Campus and was unfamiliar with how to use it, I remember that even though the manual was posted on the website, they explained how to use it to me carefully even when I contacted them by phone. After the explanation was over, they also sent me an email with instructions on the relevant parts of the manual, and I am very grateful for the kind and considerate support they provided to us. When we want to do something like this, we ask SmartSkill Campus to help us pick out several ways to achieve this from the wide range of functions it offers, and then we can make the best choice by considering the cost and ease of participation. Furthermore, when we discussed how we could create an environment where it was easy for employees to take the courses, we also expressed a desire to one day be able to take the courses via an app*, and they have begun development of this.We are very pleased to be able to receive a service that meets our needs. *Available from June 2023 The Meiji Yasuda Philosophy embodies our desire to provide "firm peace of mind, forever." We aim to be "the most people-friendly insurance company" by valuing the bonds we have with our various stakeholders, including our customers, local communities, future generations, and coworkers. The Meiji Yasuda Philosophy is positioned as the overarching concept of our company's policies and regulations - "Who we are, what we aim for, and what we value" - and it acts like a compass, allowing us to return to it in our daily work and consider whether our own actions and efforts are correct. Please let us know if there are any faculties that you are particularly interested in. As is a current trend in the world, the "Department of Digital Transformation and IT Literacy Liberal Arts" is a new field established this year (2022) and has attracted a lot of interest from staff, especially young people. I feel that their thinking is expanding beyond the traditional task of compiling and analyzing data to thinking about how to utilize and incorporate it into business. In that situation, we consulted with your company (REVIC Global), with whom we were already using educational content, and learned that there was an educational platform that could be accessed from a smartphone at home, and that's how we came across SmartSkill Campus. Meiji Yasuda Life Insurance Company Developing human resources who can embody the "Meiji Yasuda Philosophy" Establishment of in-house university "MY University" Company Name Meiji Yasuda Life Insurance Company Industry Insurance Number of people Approximately 14,000 people assignment Creating an environment where you can learn anytime, anywhere TOPICS The vision of the Meiji Yasuda Philosophy Challenges faced when establishing "MY University" Effects after the establishment of "MY University" About REVIC Global's solutions Functions that are being used Multi-device compatibility Useful resources Easy to understand! LMS/e-learning study materials set of 3 For those considering introducing or switching to e-learning, you can download three consideration materials all at once. Download materials Seven points to keep in mind when selecting an LMS service We will introduce seven points to consider when choosing an LMS to develop, implement, and succeed in your company's human resource development initiatives. Download Documents Six points for successful LMS operation We will introduce some operational key points for effectively utilizing LMS and solving human resource development issues. Download Documents Please feel free to contact us with any concerns you may have regarding human resource development. Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application Free trial, quote, and inquiries Please click here to request a demo ID to try out the SmartSkill Campus features for free for two weeks, or to request a quote or other inquiries. inquiry

Case Study - Watami Co., Ltd. Since its founding in 1984, the Watami Group has been operating restaurants, home delivery, agriculture, and environmental businesses under the group slogan "Let's become the group that receives the most 'thank yous' on the planet," and by expanding the Watami Model (a circular sixth-sector industry model that utilizes renewable energy), the Group aims to build a sustainable society. We believe that each employee achieving their own dreams and goals will lead to the growth of the company, and in recent years we have been using online learning platforms to provide career support tailored to each employee. We spoke to Takagi, Yahagi, and Suzuki from the Human Resources Development Headquarters/Education Department about the behind-the-scenes system that supports human resource development at the Watami Group. *Department names are as of the time of the interview in March 2023. Since our founding, we have valued that each employee continues to pursue their dreams and goals, receives "thank yous" in the process, and grows as a person. As we aim to achieve our medium-term management plan, we believe it is important for each employee to grow as we continue to take on various business challenges. As we considered the growth of each employee, we realized that our education system was insufficient. We have traditionally held group training sessions, but when there are a large number of participants, the training tends to be general in nature, and we were unable to address the skills that each employee wanted to acquire, so we did not have a system in place to ensure that everyone was satisfied. The first was to create an environment where employees could learn online remotely . In the past two years, especially with the COVID-19 pandemic, it has become important to find ways to provide training and watch videos online, but we were able to make thorough preparations. The second is to provide timely information on messages from the president and company developments. The message from the CEO is the backbone of our company, and because there are many opportunities and frequency of information transmission, multiple media were scattered within the company, such as group newsletters and video letters, and outside the company, such as SNS. After introducing SmartSkill Campus, these pathways were organized on one site, so we were able to quickly communicate the company's movements to employees. In addition, with an emphasis on the growth of each employee, we operate the SmartSkill Campus under the website name "GROW." Back to list Watami Group's Human Resource Development What do you consider important when developing human resources? Background of SmartSkill Campus What challenges did you face when implementing SmartSkill Campus? What points did you focus on when selecting a vendor? The first is the rich lineup of content. There was a request to incorporate as many training courses as possible to acquire basic knowledge and skills within the company, and when we identified what skills were needed to advance from general employee to store manager, section manager, and department manager, we felt that it was good that various items were covered in easy-to-understand videos. The second reason is that the implementation costs were low. We were originally using a system from another company, but the problem was that the implementation costs would be high if we were to load your company's (REVIC Global) content via that company's system. By implementing SmartSkill Campus, we were able to get everything we needed, from a multi-functional learning management system to a wide range of content, all within our budget. The third point is the quick response and friendly support. There are things that can and cannot be done for anything, but they will give you a quick answer after carefully thinking about it. Also, when we first started using the service, we had many requests, but it was very helpful that the environment was easy to consult with us. How to use SmartSkill Campus How are you using SmartSkill Campus? What feedback have you received from employees about "GROW"? Over the past two years, awareness of "GROW" has increased among employees. I think the biggest achievement is that an atmosphere has taken root where if something happens, you can look for it here. Every week I transcribe the message from the president and summarize it into an easy-to-read format, and because employees are so interested in it, my motivation as the person in charge is completely different. Last year you customized your homepage. What thoughts went into that? As awareness of "GROW" has increased, we wanted to make the site more employee-friendly, so we started customizing it . We had heard that it was difficult to find where things were, so we tried to solve that problem by making it easier to understand. Specifically, because the viewing environment differs depending on the age group, we designed the site to be easy to view on both PC and smartphone . We feel that this also sent a message to our employees that we are committed to "GROW." About REVIC Global's solutions Please tell us what you appreciate about REVIC Global's support structure and systems. In terms of the support system, the quick response and friendly support that I mentioned earlier are the best. I'm also satisfied with the monthly usage report. On the system side, it has a function for questionnaires and assignment submission. When sending out information such as a message from the president, we can check the reaction of each employee, so it is also useful for measuring the effectiveness of the system. With regard to personnel transfers, we support the career paths of our employees by conducting career interviews once a year to ascertain what they want to do in the next five years, and also allowing employees to apply for the department they would like to go to through our free agent system. In the employee handbook, employees are asked to write down a five-year plan for how they would like to be in each of the six pillars of work, family, hobbies, wealth, education, and health. We picture ourselves in five years' time, clearly identify the gap between that and the present, and then work backwards to figure out what we can do today to close that gap. Managers also focus on communication so that they can become people who can guide their subordinates while supporting their dreams and goals. We conduct an employee survey of all employees once every six months, but we were finding that satisfaction with the question, "Is the in-house training comprehensive and contributing to your personal growth?" was not increasing very much. With many employees wanting to study on their own, we were looking for ways to improve the learning environment so that we could prepare them in some way, and that's how we came across your company (REVIC Global). Please tell us what you would like to achieve with "GROW" in the future. To better support the growth of each employee, we would like to make it possible to link it to promotions, demotions, and transfers to other departments. For employees who want to aim for a certain position in the future or want to work in a certain department next, we would like them to be able to see what skills they need and how they should learn them by looking at "GROW." Another thing I want to do is to communicate messages from the CEO and company activities to employees with even greater speed. I hope that by sharing new company initiatives one after another, employees will feel energized and be able to see the company's future and their own careers in sync. In the future, we will also be able to create an app*, so I'm looking forward to that as well. *Released in April 2023 Watami Co., Ltd. Career support to help each employee realize their dreams and goals Company Name Watami Co., Ltd. Industry Retail (food and beverage services) Number of people Approximately 3,000 people assignment Creating a learning environment that matches each student's career Providing information on messages from the president and company trends TOPICS Watami Group's Human Resource Development Background of SmartSkill Campus How to use SmartSkill Campus About REVIC Global's solutions Functions that are being used E-learning course Customization and additional function development proposals Multi-device compatibility Useful resources Easy to understand! LMS/e-learning study materials set of 3 For those considering introducing or switching to e-learning, you can download three consideration materials all at once. Download materials Seven points to keep in mind when selecting an LMS service We will introduce seven points to consider when choosing an LMS to develop, implement, and succeed in your company's human resource development initiatives. Download Documents Six points for successful LMS operation We will introduce some operational key points for effectively utilizing LMS and solving human resource development issues. Download Documents Please feel free to contact us with any concerns you may have regarding human resource development. Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application Free trial, quote, and inquiries Please click here to request a demo ID to try out the SmartSkill Campus features for free for two weeks, or to request a quote or other inquiries. inquiry

Case Study - Sumitomo Life Insurance Company Sales Training Department Since its founding in 1907, Sumitomo Life Insurance Company has supported the lives of many customers and their families through its life insurance business. In addition to providing death protection, medical and nursing care protection, and preparation for life after retirement, in 2018 the company launched a new insurance product called "Sumitomo Life Vitality" that not only "prepares" for risks but also supports "health promotion" and "reduces" risks. The company is working to further improve its products and services with the aim of contributing to the "well-being" of its customers and society. We spoke with Mr. Sakaguchi and Mr. Takeda from the Sales Training Department about the behind-the-scenes system that supports the education of sales staff, the face of Sumitomo Life. *Department names are as of the time of the interview in November 2023. In our sales field, which is the core of our company, we aim to realize the well-being of our customers and society by contributing to "health promotion with vitality at its core" based on our previous philosophy of "providing peace of mind through insurance" and by working to "provide services that support fulfilling lives." In particular, we provide continuous education to our customers over a five-year training period in order to practice consulting rooted in the social security system in order to provide insurance tailored to the life plans of each individual customer. The old learning management system (formerly S-TUBE) was a system specialized in video viewing, so it became a self-study space for people who wanted to watch, and it was difficult to ensure that students watched thoroughly. In addition, it was not possible to check the level of understanding or provide individual guidance afterwards. By introducing SmartSkill Campus, it has become possible to clearly color-code content into "what each individual must view," "what all employees must view," and "what can be viewed as self-study content." At S-TUBE (SmartSkill Campus), you can learn "educational content for sales staff." Broadly speaking, the app is equipped with "must-watch content" such as initial training for new employees, compliance and mission for all employees, and "self-study content" for self-improvement in spare time. In addition, the app also provides content for positions other than sales positions. Back to list Continuing education to practice consulting that is tailored to the lives of our customers What does the Sales Training Department at Sumitomo Life Insurance place emphasis on when training your sales staff? Issues before implementing SmartSkill Campus and key points for selecting an LMS Please tell us about the challenges you faced before introducing the LMS (Learning Management System) and the education you envisioned with the introduction of the LMS. SmartSkill Campus makes it easy to check viewing history, as well as administer tests and check results , so we have a system that can gauge individual levels of understanding. We would like to use this to provide individualized guidance in the future. What were the important points you considered when selecting an LMS (learning management system) vendor, and what ultimately led you to introduce SmartSkill Campus? The reason for selecting SmartSkill Campus is, first of all, its high versatility, including customization. Another major factor was the ease of understanding of the UI/UX on both sales terminals (tablets) and smartphones. We also highly evaluated the system infrastructure, which can operate stably even when accessed simultaneously by more than 30,000 employees , and the high searchability, which allows users to search not only titles but also words entered in the memo field of each piece of content . The initial and running costs were also extremely low compared to other companies. What ultimately made us decide to go with them was the support system and enthusiasm of the staff. We contacted the sales and customer success staff frequently, and they responded very quickly. As we continued to consider the options, we were able to build a relationship of trust. How to use S-TUBE (SmartSkill Campus), issues faced in large-scale operation and how to solve them What can you learn at S-TUBE (SmartSkill Campus)? Also, how are you using it? Currently, 35,000 people are taking courses at S-TUBE (SmartSkill Campus). What were the biggest challenges you faced operating at scale? You also customized the home page. What aspects of the UI did you devise? In terms of functionality, we recognized that the biggest issues were "stable operation of the system" and "simultaneous access" due to the large scale of operation. With your cooperation, we carried out various simulations and considered the matter, and so far we have been able to use the system without any problems. In addition, the old S-TUBE did not allow viewing on sales terminals (tablets), but with S-TUBE (SmartSkill Campus), after consultation between our system department and your company's developers, it was made possible to view the programs on sales terminals as well. In terms of UI/UX, we customized the top screen with the aim of providing good usability for all users, even though there are a wide variety of users, and ensuring searchability and the development of a navigation system that allows users to quickly find the content they want to watch . As some staff members have no concept of "scrolling," we made the layout so that the whole page can be seen at a glance, based the color scheme on yellow and orange, which are said to "lift your mood" and "improve your thinking," and emphasized the "My Page" to eliminate the problem of "not knowing what to look at." We also implemented various measures. When replacing the old S-TUBE with S-TUBE, the biggest challenge was transferring the content. The number of contents was reduced from the original 5,000 to 1,600, and we were able to complete the actual transfer work with your cooperation. To assist the relevant departments within the company, we created our own manual and gave multiple lectures via Zoom to the content creation departments, which allowed us to make the transition without any major confusion. S-TUBE (SmartSkill Campus) operational system and measures to increase awareness within the company What kind of system does your company have for operating S-TUBE (SmartSkill Campus)? With the aim of first getting the sales staff interested and excited about the product, we came up with a PR character, "S-TUBE Man," and filmed an educational video in-house. We then distributed this to all sales staff before S-TUBE went live, ensuring that everyone watched it. The first release was "We're now up and running, please log in!", and the second release was "S-TUBE has changed like this, and has improved in these ways!". The release was divided into two stages. I heard that you are doing some interesting things to notify sales staff and increase awareness. Please tell us about them. The sales staff enjoyed it, and it became a topic of conversation within the company about "Who is the S-TUBE man?", which attracted interest in S-TUBE. As a result, the login rate in the first month reached about 95%, and it is still maintained at a level of over 80%. Sumitomo Life Insurance Company Sales Training Department Replacement of LMS used by 35,000 sales staff, Through thorough viewing, the login rate in the first month was approximately 95%. Furthermore, in order to create a work environment where each employee can "work for a long time with enthusiasm," we strive to promote mutual understanding among employees through active dialogue and to ensure the well-being of our employees. After the system was introduced, a three-person operations team was put in charge of handling the system. They mainly support the management of users and content associated with joining and leaving the company and transfers, as well as the management of content registration for other departments. We also provide support for staff errors, and while the old S-TUBE system received around 30 inquiries from users per day, the frequency of inquiries has dropped to 0 to 2 or 3 at most under S-TUBE (SmartSkill Campus). Operation has been made smoother by creating manuals and delegating authority to each branch office. We extract and analyze data on the company-wide usage status, and we receive easy-to-understand data in monthly reports that allow us to grasp the status of internal usage. We also appreciate that if there is anything our operations team does not understand, we can consult with them immediately and they will respond. Please tell us what you appreciate about the system or support structure. In terms of the system, there are very few problems. The old S-TUBE system had some system problems, but REVIC Global is on standby from early in the morning during large-scale operations to prepare for any problems, so I feel very safe. Other than that , they regularly update functions and are flexible in incorporating our opinions and requests. They also have an attitude of working together with us to build the system, moving forward in tandem. There were many unexpected things from the development stage, but each time they worked with us to come up with ideas to solve the problems, considered them, and led us to a solution, which we really appreciated. In terms of people, their response time is overwhelmingly fast, and their approach is very flexible. When we tell them what we want to do, they really think from our perspective and propose a solution, so we trust them very much. When introducing a system like this, I had the impression that support would be cut off abruptly after the implementation for reasons such as "that level of support is not included in the contract," but they are still the same kind and supportive people. Is there anything you would like to achieve or challenge in the future with S-TUBE (SmartSkill Campus)? With the introduction of this system, we have now created an environment for viewing video materials. In the future, we would like to provide a package of content that goes beyond just viewing videos (studying knowledge) to training (speaking skills) and testing (verifying proficiency), and create a system that can elevate the content to a level where it can actually be used by our customers. In addition, although services are currently provided only from the head office, sales challenges actually differ depending on the characteristics of each market, etc. I hope that each site will provide content tailored to their respective issues and further improve customer service. The functions have already been implemented, so I would like to make S-TUBE even more familiar to the site. I will continue to use and promote S-TUBE so that the world will become one in which education would not exist without it. Our work is based on the premise of "human-to-human warmth," but we would like to challenge ourselves to "integrate people and digital" by adding "various digital powers, including S-TUBE" to individual education, guidance, and customer service, and by connecting them together. By improving the skills of each employee, we aim to create a workplace environment where employees can continue to work enthusiastically for the long term, thereby achieving the well-being of both our customers and our employees themselves. Future outlook for S-TUBE (SmartSkill Campus) Evaluation of REVIC Global's solutions Company Name Sumitomo Life Insurance Company Industry Insurance Number of people Approximately 35,000 people assignment From a place of self-study to a place of learning that includes mandatory education Stable operation of systems in large-scale operations Viewing on a business device (tablet) TOPICS Continuing education to practice consulting that is tailored to the lives of our customers Issues before implementing SmartSkill Campus and key points for selecting an LMS How to use S-TUBE (SmartSkill Campus), issues faced in large-scale operation and how to solve them S-TUBE (SmartSkill Campus) operational system and measures to increase awareness within the company Evaluation of REVIC Global's solutions Future outlook for S-TUBE (SmartSkill Campus) Functions that are being used E-learning course Tests/Surveys Infrastructure capable of large-scale operation Course Search Learning Portal Interface Customization and additional function development proposals Useful resources Easy to understand! LMS/e-learning study materials set of 3 For those considering introducing or switching to e-learning, you can download three consideration materials all at once. Download materials Seven points to keep in mind when selecting an LMS service We will introduce seven points to consider when choosing an LMS to develop, implement, and succeed in your company's human resource development initiatives. Download Documents Six points for successful LMS operation We will introduce some operational key points for effectively utilizing LMS and solving human resource development issues. Download Documents Please feel free to contact us with any concerns you may have regarding human resource development. Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application Free trial, quote, and inquiries Please click here to request a demo ID to try out the SmartSkill Campus features for free for two weeks, or to request a quote or other inquiries. inquiry

企業における人的資本価値の向上を目指し、育成課題を解決するための教育インフラ（LMS）や映像教材、教材制作支援を行っています。 Company Overview Company Overview Corporate philosophy and message from the president Major Customers Electronic Announcement Revic, a pioneer in human resource training videos Educational production business (planning and designing human resource training programs) Educational materials production business (e-learning, DVD education materials production, educational material translation, etc.) Learning portal business (creation and operation of learning portals, etc.) Video content business (custom-made video teaching materials, etc.) Anger management qualification and membership business for individuals Anger management training for corporate clients Revic, a pioneer in human resource training videos Trade name REVIC GLOBAL Co., Ltd. Business location Tokyo, Shanghai Head Office Location Sumitomo Real Estate Shiba Building 2, 4th floor, 1-5-9 Shiba, Minato-ku, Tokyo Management Team President and CEO: Osamu Kashiwagi Director: Shintaro Nakamura Director: Seiichi Goto Director: Junji Takeshita Director Hiroshi Hayashiyama Audit & Supervisory Board Member Kumi Matsumoto 60,000,000 yen Capital Major Shareholders Terrace 1 Co., Ltd. Permits and licenses ISO/IEC 27001:2013 /JIS Q 27001:2014 (JQA-IM0730), Privacy Mark (21000023(09)) Access location Sumitomo Real Estate Shiba Building 2, 4th floor, 1-5-9 Shiba, Minato-ku, Tokyo Nearest station 7 minutes walk from Hamamatsucho Station on the JR and Tokyo Monorail lines 7 minutes walk from Daimon Station on the Asakusa and Oedo lines 8 minutes walk from Shibakoen Station on the Mita line Revic, a pioneer in human resource training videos Revic, a pioneer in human resource training videos REVIC Co., Ltd. was a company with a wealth of educational content and resources for training and human resources consultation. Its main business was "planning and producing in-company training," "planning, producing, selling and renting training videos and PR videos," and "planning and producing e-learning content." In particular, the company owns the copyrights to 400 video content titles and has a sales lineup of 20,000 titles, providing a wealth of business content. The company is also proactive in developing custom-made training content, and has a track record of doing business with 16,000 companies, including the rental business of educational videos. Revic, a pioneer in human resource training videos REVIC Co., Ltd. was a company with a wealth of educational content and resources for training and human resources consultation. Its main business was "planning and producing in-company training," "planning, producing, selling and renting training videos and PR videos," and "planning and producing e-learning content." In particular, the company owns the copyrights to 400 video content titles and has a sales lineup of 20,000 titles, providing a wealth of business content. The company is also proactive in developing custom-made training content, and has a track record of doing business with 16,000 companies, including the rental business of educational videos. 　主要顧客　→ 　事例紹介　→ History Supporting global manufacturers by training national staff and helping them acquire specialized trade knowledge SmartSkill Campus 従業員のスキルアップを戦略的に支援するための多彩な機能を実装しています。 専任のカスタマーサクセスが、活用方法や仕組み化を共に考え実行します。 view more タレントマネジメントシステム SmartSkill HCE 人事戦略の可視化と、LMS自動連動によるパーソナライズ化された学習の提供により、「一人ひとりのキャリア形成」と「組織目標」を同時に達成。人的資本経営の推進と企業価値の向上に寄与します。 view more AIロープレ SmartSkill Talk 時間と場所を選ばず実施できるAIとの対話型営業ロープレで、営業の早期戦力化を実現します。 view more eラーニングコンテンツ 導入実績15,000社以上。 豊富なコンテンツラインナップにより、教育施策実現を支援します。 view more オリジナル教材制作 受託教材制作実績1,000本組以上。 お客様独自の知識・ノウハウを、工夫を凝らしメディア教材化します。 view more 会員向けビジネス動画サイト SmartSkill VideoLibrary 会員サービス事業を展開する企業向けのビジネススキル動画配信サービスです。 会員数の増加と会員満足度の向上に寄与します。 view more アンガーマネジメント研修 日本アンガーマネジメント協会から 講師を派遣し、研修を実施します。 心理的安全性の高い職場づくり、コミュニケーションや人間関係の円滑化による生産性向上に貢献します。 view more 個人向け アンガーマネジメント 資格取得支援 日本アンガーマネジメント協会の認定講師となる資格取得支援を実施しています。 資格を取得いただくと、社内講師としても活躍できます。 view more History 450 社 ※2026年1月時点 導入社数 80 ％以上 ※導入企業のうち、従業員数 1,000名以上の企業が占める割合 ／2025年11月時点 大企業の利用率 97.1 % ※2026年1月時点 継続利用率 3 万名／社 ※2026年1月時点 同時接続可能数 ユーザー10,000ID以上の企業の 86.7 ％ ※2025年11月時点 ログイン率 99.96 % ※2025年度実績 稼働率 23 言語 ※2026年1月時点 UI対応言語数 History 2005 2006 2007 2008 2009 2010 2011 2012 2015 2016 2017 2018 2019 2020 REVIC Co., Ltd. and D2E2 Co., Ltd. merge to form REVIC Global Co., Ltd. Established a sales office in Beijing, China, and launched an e-learning business targeting Japanese, European and American companies based in China. Launched "New Knowledge Basket", a learning portal service exclusively for companies. Launch of "Narebasnet", a corporate video distribution service for the purpose of transferring and sharing knowledge within companies and developing human resources "Narrebasnet" gained 20,000 students within one month of launching the service Free distribution of our business videos begins on Yahoo! Video site REVIC Global's Beijing branch obtained ISO 9001:2000 certification. Launch of "Jinzai Ikusei.NET", an information site for strengthening people and organizations Partnered with Business Breakthrough to start online video distribution for business use Privacy Mark certification obtained Head office relocated to Higashi-Ikebukuro, Toshima-ku Launch of "SmartSkill", a human resource development support service for acquiring practical human skills Obtained ISO/IEC27001 certification, an international standard for information security management systems (ISMS). Launched the "In-house New Employee Training Support Program" that combines training of in-house instructors and training materials "Management Practice Case Drama" was recognized as a work selected by the Ministry of Education, Culture, Sports, Science and Technology in the educational video review system. Formed capital and business alliance with Withas Co., Ltd. (affiliated subsidiary) Official release of cloud-based multilingual e-learning system "SmartSkill Global" Participated in the first human resource development conference in the Asia-Pacific region, "ASTD STADA Asia Pacific Conference" Head office relocated to Hamamatsucho, Minato Ward Established a local subsidiary, Shanghai LEBIK Technology Co., Ltd., in Shanghai to strengthen services in the Chinese market. Official release of "SmartSkillCampus", an integrated talent development platform covering the entire world A studio capable of video compositing and live streaming will be set up at the headquarters Five educational content titles released All you need for personnel evaluation This is all you need for labor management Pre-departure training: China Pre-departure training: India Basics of Business Presentations in English SmartSkillCampus releases new feature "API integration" Release of educational content "Easy-to-understand Information Security Course" SmartSkillCampus releases new features Group company (role administrator) authority Customer reviews Recommendations Released "Micro version of Smart OJT Library," a lineup of educational content with 364 programs Two educational content titles released Human Resource Management Work etiquette Exhibiting at "Learning Innovation 2018" Exhibiting at "Kansai HR EXPO 2018" SmartSkillCampus releases new feature "Tighter IP address restrictions" Four educational content titles released Case studies on "how to work as a member of society" Anti-harassment course Key points for implementing goal management Micro version of Smart OJT Library MBO Basic Exhibiting at "Learning Innovation 2019" Exhibiting at the "e-Learning Trend Fair" Exhibiting at the "e-Learning Awards 2019 Forum" Established intermediate holding company "Terrace 1 Co., Ltd." Two educational content titles released Teleworking tips (for all employees) Speed up your work

数万名規模の大規模運用が可能な、大企業向けの多機能型LMSです。多彩な学習の仕組みに加え、自社に合わせたカスタマイズや各種システムとの自動連携で、お客様の教育構想を実現。人的資本価値を向上します。 お問い合わせ 資料ダウンロード お問い合わせ 資料ダウンロード Major Customers SmartSkill Campus (LMS), SmartSkill VideoLibrary (OEM), e-learning content, original content production, etc. To date, we have done business with over 1,000 companies. To date, we have been doing business with over 1,000 companies through SmartSkill Campus (LMS), SmartSkill VideoLibrary (OEM), e-learning content, original content production, etc. Case Study The shift to e-learning for engineer training measures has significantly reduced the burden on OJT staff and head office staff Toyo Construction Co., Ltd. Using three different portals to develop diverse talent who can contribute in a variety of fields Higo Bank Ltd. By linking LMS and Talemanagement, we can provide optimal skills development support according to the skill levels of bank employees. Oita Bank Ltd. To date, we have been doing business with over 1,000 companies, mainly large corporations. Read the case study 詳細はこちら 詳細はこちら Click here for the talent management system "SmartSkill HCE" that puts human capital management into practice NEWS No posts published in this language yet Once posts are published, you’ll see them here. Announcement list Key points for implementing LMS for large companies Infrastructure capable of large-scale operation Implementation scale: 1,000 to over 100,000 people (median: 8,000 people). 30,000 people can connect simultaneously, unifying education management for organizations and group companies Global expansion in 66 countries Interphase is equipped with over 10 languages as standard, and is used in 66 countries around the world. Support desks are available in Japanese, English, and Chinese. Infrastructure capable of large-scale operation Obtained security-related certifications such as ISO, JIS, and Privacy Mark. Has a proven track record in operation at major financial institutions. Multifunctional Utilizing remote and mobile devices, centralized management of all training, and recommendations to increase motivation SmartSkill Campus, an LMS for large corporations, can handle learning management for tens of thousands of people, and has a robust security system and the flexibility to enable custom development. It also supports global expansion, and its extensive library of learning materials and learning management functions help employees improve their skills and careers. Features List What is LMS (SSC)? The SmartSkill Campus Advantage Customization for your company The format of education varies from company to company, and the effectiveness of the LMS will vary depending on how it is used. We will work with you to consider your issues and requests, and flexibly respond to your needs, from customizing the UI such as the top page to developing new functions. We have produced teaching materials for over 7,000 different industries and business types. We can also provide original teaching materials. Customization Development Extensive teaching materials and content development We have produced teaching materials for over 7,000 different industries and business types. We can also provide original teaching materials. E-learning materials It is possible to automatically link with the client's personnel database to reduce the workload of registering participant information, and also to link with intranets and talent management systems, enabling the sharing and utilization of information related to education. Linkage with various systems Feature details Dedicated customer success teams will support you in each phase, from understanding the functions before implementation, system design, and operational organization, to promoting learning after the start of operation, ongoing utilization reports, and identifying and addressing operational issues. Implementation support Customer Success (Implementation Support) The SmartSkill Campus Advantage We have produced teaching materials for over 7,000 different industries and business types. We can also provide original teaching materials. Customization for your company Customization for your company Customization for your company Customization for your company Customization for your company Customization for your company SmartSkill Campus Features Integrated management for large-scale operations Attendance function Learning Promotion Function Training Features Administrator Functions system Safety features Features List Solutions to promote human capital management LMS x Talent Management x AI Explore SmartSkill HCE Information LMS Introduction Seminar View all seminars LMS Column See all columns For more information, click here SmartSkill Campus feature details Download now Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application

CSR and Compliance Training Content Content Library Content for successful applicants Content for new employees Content for young and mid-career employees Management Content DX/Technology Content Content for sales and manufacturing MBA Training Content CSR and Compliance Training Content Qualification Content Language and Global Human Resource Development Content PC/IT Skills Improvement Content Many of the teaching materials released in this category have focused on basic computer-related information security knowledge and specific countermeasures that working adults should know, but our new lineup focuses on education and specific operational methods to prevent the risk of information leaks in companies, and we have developed teaching materials to help students acquire various ISO certifications to gain social credibility. We have also developed teaching materials that provide know-how on creating business continuity plans (BCPs) to help companies protect their employees in the event of disasters such as major earthquakes, damage from large typhoons caused by global warming, and epidemics. Lineup The lineup of e-learning materials in the CSR/compliance category is as follows: *The content of the teaching materials and the recommended environment for viewing them vary depending on the series, so please refer to the detailed information page for each teaching material. Improving health literacy: "e-learning physical health training" 1 person/12 months/5,500 yen The e-learning Physical Health Training is health training that focuses on physical health. It is an e-learning program that teaches the three principles of health: diet, exercise, and sleep. You will learn the correct knowledge and practical methods that you can use in your daily life to prevent lifestyle-related diseases and improve your work performance. View product introduction View product introduction "Positive Mental Health" according to Adlerian Psychology 1 person/3 months/3,850 yen This course uses an approach based on the theories of Adlerian psychology to provide teaching materials that help prevent mental health problems in business people. You will learn practical techniques to deal with the interpersonal relationships that are the source of much of the stress. BUSINESS LAWYERS COMPLIANCE This course is available for an unlimited number of participants per company for 12 months. Please contact us for pricing. Through dramatization, you can learn about compliance violations that employees are likely to fall into. The content covers everything from basic compliance themes to those required by different levels of the company, and is all supervised by lawyers. View product introduction Improving health literacy: "e-learning physical health training" 1 person/12 months/5,500 yen The e-learning Physical Health Training is health training that focuses on physical health. It is an e-learning program that teaches the three principles of health: diet, exercise, and sleep. You will learn the correct knowledge and practical methods that you can use in your daily life to prevent lifestyle-related diseases and improve your work performance. View product introduction Easy-to-understand information security course 1 person/3 months/5,500 yen The content is intended to change the awareness and behavior of all employees, each and every one of them, in order to prevent information security incidents from occurring. What you'll learn Chapter 1: The latest information security trends and corporate initiatives The latest situation and importance of information security What is Information Security? Chapter 2 Information Security in the Office Information Security in the Office Using email Software/Internet Usage External intrusion Incident cases and countermeasures (office) Chapter 3 Information Security Outside the Office Information security outside the office Private matters to note Incident cases and countermeasures (outside the office) Chapter 4: Dealing with "invisible threats" lurking on the Internet Malware Targeted attacks Password list attacks Incident cases and countermeasures Improving health literacy: "e-learning physical health training" 1 person/12 months/5,500 yen The e-learning Physical Health Training is health training that focuses on physical health. It is an e-learning program that teaches the three principles of health: diet, exercise, and sleep. You will learn the correct knowledge and practical methods that you can use in your daily life to prevent lifestyle-related diseases and improve your work performance. View product introduction Improving health literacy: "e-learning physical health training" 1 person/12 months/5,500 yen The e-learning Physical Health Training is health training that focuses on physical health. It is an e-learning program that teaches the three principles of health: diet, exercise, and sleep. You will learn the correct knowledge and practical methods that you can use in your daily life to prevent lifestyle-related diseases and improve your work performance. View product introduction Anti-harassment course 1 person/3 months/11,000 yen In this course, we will learn about typical examples of "harassment" in the workplace. We will learn about typical types of harassment that can have a negative impact on the entire workplace environment, with the aim of creating a workplace environment where everyone can work comfortably. What you'll learn Chapter 1: What is harassment? Chapter 2 Power Harassment Chapter 3: What is sexual harassment? Chapter 4: What is maternity harassment? Chapter 5: What is moral harassment? "Positive Mental Health" according to Adlerian Psychology 1 person/3 months/3,850 yen This course uses an approach based on the theories of Adlerian psychology to provide teaching materials that help prevent mental health problems in business people. You will learn practical techniques to deal with the interpersonal relationships that are the source of much of the stress. What you'll learn Pre-questionnaire Chapter 1: Accepting Diversity Chapter 2 Emotions can be controlled Part 1 Chapter 3: Emotions can be controlled Part 2 Chapter 4 Emotions can be controlled Part 3 Chapter 5 Changing the way you say things can change your relationship Chapter 6: Be aware of your self-talk Chapter 7: Be purposeful Chapter 8: Exercise Initiative [Self-Determination] Part 1 Chapter 9: Exercise Initiative [Self-Determination] Part 2 Chapter 10: Understanding Cognitive Glasses (Column) Chapter 11: Recognize the value of the obvious (change your perspective) Chapter 12: Rediscovering Your Goodness, Chapter 13: Be Optimistic Chapter 14: Turning inferiority complex into your ally Part 1 Chapter 15: Turning inferiority complex into your ally Part 2 Chapter 16 What are good human relationships? (Column) Chapter 17: Cultivating a sense of community Chapter 18 How to get rid of the things you hate about yourself Chapter 19 Encourage yourself Chapter 20 Encouraging others Post-event survey "Positive Mental Health" according to Adlerian Psychology 1 person/3 months/3,850 yen This course uses an approach based on the theories of Adlerian psychology to provide teaching materials that help prevent mental health problems in business people. You will learn practical techniques to deal with the interpersonal relationships that are the source of much of the stress. What you'll learn Business and Information Security Email and Security Internet Use and Security PC Management Storage media management View product introduction Please feel free to contact us for a free demo ID or to request information. Contact us

数万名規模の大規模運用が可能な、大企業向けの多機能型LMSです。多彩な学習の仕組みに加え、自社に合わせたカスタマイズや各種システムとの自動連携で、お客様の教育構想を実現。人的資本価値を向上します。 Major Customers SmartSkill Campus (LMS), SmartSkill VideoLibrary (OEM), e-learning content, original content production, etc. To date, we have done business with over 1,000 companies. To date, we have been doing business with over 1,000 companies through SmartSkill Campus (LMS), SmartSkill VideoLibrary (OEM), e-learning content, original content production, etc. NEWS No posts published in this language yet Once posts are published, you’ll see them here. Announcement list Click here for the talent management system "SmartSkill HCE" that puts human capital management into practice Case Study The shift to e-learning for engineer training measures has significantly reduced the burden on OJT staff and head office staff Toyo Construction Co., Ltd. Using three different portals to develop diverse talent who can contribute in a variety of fields Higo Bank Ltd. By linking LMS and Talemanagement, we can provide optimal skills development support according to the skill levels of bank employees. Oita Bank Ltd. To date, we have been doing business with over 1,000 companies, mainly large corporations. Read the case study Key points for implementing LMS for large companies Infrastructure capable of large-scale operation Implementation scale: 1,000 to over 100,000 people (median: 8,000 people). 30,000 people can connect simultaneously, unifying education management for organizations and group companies Global expansion in 66 countries Interphase is equipped with over 10 languages as standard, and is used in 66 countries around the world. Support desks are available in Japanese, English, and Chinese. High-demand security Obtained security-related certifications such as ISO, JIS, and Privacy Mark. Has a proven track record in operation at major financial institutions. Multifunctional Utilizing remote and mobile devices, centralized management of all training, and recommendations to increase motivation Features List What is LMS (SSC)? SmartSkill Campus, an LMS for large corporations, can handle learning management for tens of thousands of people, and has a robust security system and the flexibility to enable custom development. It also supports global expansion, and its extensive library of learning materials and learning management functions help employees improve their skills and careers. The SmartSkill Campus Advantage The format of education varies from company to company, and the effectiveness of the LMS will vary depending on how it is used. We will work with you to consider your issues and requests, and flexibly respond to your needs, from customizing the UI such as the top page to developing new functions. Customization for your company Customization Development We have produced teaching materials for over 7,000 different industries and business types. We can also provide original teaching materials. Extensive teaching materials and content development E-learning materials It is possible to automatically link with the client's personnel database to reduce the workload of registering participant information, and also to link with intranets and talent management systems, enabling the sharing and utilization of information related to education. Linkage with various systems Feature details Dedicated customer success teams will support you in each phase, from understanding the functions before implementation, system design, and operational organization, to promoting learning after the start of operation, ongoing utilization reports, and identifying and addressing operational issues. Implementation support Customer Success (Implementation Support) SmartSkill Campus Features Integrated management for large-scale operations Attendance function Learning Promotion Function Training Features Administrator Functions system Safety features Features List Solutions to promote human capital management LMS x Talent Management x AI Explore SmartSkill HCE Information LMS Introduction Seminar View all seminars LMS Column See all columns For more information, click here SmartSkill Campus feature details Download now Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application

本セミナーでは、商工中金様がどのように「人的資本経営」を実践しているのか、独自の「人財バランスシート」や、社員の自律的成長を支える「人づくりカレッジ」の取り組みなど、現場で生まれている工夫や成果創出に向けた取り組みのリアルをお伝えします。 また、成果創出に向けた「人づくりカレッジ」のデザイン（仕掛け・仕組み）の本質など、ここでしか聞けない貴重なお話をお届けします。 [Free seminar/archive distribution] Maximize your human capital! Talent Management x LMS Integration: The Latest in HR Strategy Practices Seminar Overview One of the biggest challenges faced by companies aiming to manage their human capital is the lack of coordination between HR strategy and human resource development. The key to solving this problem lies in the automatic integration between the talent management system and the LMS (learning management system). This integration will automate and provide personalized learning to each employee to close skills gaps. Since data is reflected in real time, this dramatically improves the efficiency of human resource development and the speed of data-based decision-making. In this seminar, we will introduce the new talent management system "SmartSkill HCE" to We will thoroughly explain the specific benefits of this collaboration and how to utilize it. For companies that want to promote employee growth and maximize their human capital, the integration of LMS and talent management systems is an essential mechanism. Please take this opportunity to experience the evolution of your human resources strategy that this collaboration will bring about. ▼Recommended for these people ・People who feel there is a lack of coordination between HR strategy and human resource development ・People who want to provide personalized learning through automation ・People who want to use data to enhance real-time decision-making *This seminar is an archived version of the seminar held on October 10th. program The need for automated integration between talent management systems and LMS in human capital management Introducing our new talent management system "SmartSkill HCE" How to solve problems and utilize automated integration between talent management systems and LMS Q&A Date and time of presentation Date and time: Thursday, October 24, 2024, 14:00-15:00 Participation fee: Free Capacity: 100 people Venue: Online (Zoom) Speakers After graduating from university, he worked at a printing company, making planning proposals to major manufacturers, and was involved in comprehensive sales ranging from the development of overseas production bases to quality control and logistics. Joined REVIC Global Co., Ltd. in 2012. Responsible for solutions sales to major financial institutions such as city banks, securities firms, non-life insurance companies, general trading companies, and global manufacturers. By creating an educational system that utilizes IT and media, we are helping to solve human resource development issues and improve in-company education. REVIC GLOBAL Co., Ltd. Chief Manager, Solution Sales Department, Sales Headquarters Inami Takki Application Form Handling of personal information on the seminar application form 1. Name of organization or name REVIC GLOBAL Co., Ltd. 2. Name or job title, affiliation and contact details of the personal information protection manager (or his/her representative) 3. Purpose of Use of Personal Information Responses to inquiries Contact regarding the seminar you have applied for Providing information on products and services, campaigns, seminars and events, etc. 4. Outsourcing of personal information handling operations We may outsource all or part of our personal information handling operations to external parties. In such cases, we will carefully select contractors on the condition that they have established and implemented a management system that can adequately protect personal information, and will conclude a non-disclosure agreement with the contractor to ensure that they strictly manage your personal information. 5. Request for disclosure of personal information You may contact our inquiry desk to make requests regarding the disclosure of your personal information (notification of the purpose of use, disclosure, correction, addition or deletion of content, suspension or erasure of use, and suspension of provision to third parties). In such cases, we will respond within a reasonable period of time after verifying your identity. Our contact details for inquiries regarding personal information are as follows: 〒105-0014 Sumitomo Real Estate Shiba Building 2nd Building, 4th Floor, 1-5-9 Shiba, Minato-ku, Tokyo REVIC Global Co., Ltd. Administration Department Personal Information Inquiry Section TEL: 03-6824-9781 (reception hours 10:00-17:30) *Inquiries received on Saturdays, Sundays, national holidays, the New Year holidays, Golden Week, and during the summer holidays will be processed on the next business day. 6. Voluntary provision of personal information Whether or not you provide your personal information to us is up to you, but please note that if you do not provide your personal information, we may not be able to provide you with appropriate services. 7. When acquiring personal information through a method that cannot be easily recognized by the individual Cookies are used to make browsing our website more convenient when you return to our website, and do not infringe on your privacy or have any adverse effects on your computer. Additionally, our website uses the SSL (Secure Socket Layer) data encryption system for all areas where personal information is entered. Furthermore, we have taken measures such as installing a firewall to protect information on the website. However, due to the nature of Internet communications, we cannot guarantee complete security. Please be aware of this in advance. Personal Information Protection Manager Kashiwagi Osamu Conservation Manager Affiliation REVIC GLOBAL Inc. Management Department Contact details for the conservation manager TEL:03-6824-9781

Case Study - Oita Bank Ltd. Case Study - Oita Bank Ltd. いつでもどこでも学べる環境の構築 課題 約14,000名様 ご利用人数 保険業 業種 明治安田生命保険相互会社 企業名 Functions that are being used CYDAS integration Learning Portal Interface Administrator Course Recommendations Apps Case Study - Oita Bank Ltd. Case Study - Oita Bank Ltd. Case Study - Oita Bank Ltd. Back to list Useful resources Easy to understand! LMS/e-learning study materials set of 3 For those considering introducing or switching to e-learning, you can download three consideration materials all at once. Download materials Seven points to keep in mind when selecting an LMS service We will introduce seven points to consider when choosing an LMS to develop, implement, and succeed in your company's human resource development initiatives. Download Documents Six points for successful LMS operation We will introduce some operational key points for effectively utilizing LMS and solving human resource development issues. Download Documents Please feel free to contact us with any concerns you may have regarding human resource development. Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application Free trial, quote, and inquiries Please click here to request a demo ID to try out the SmartSkill Campus features for free for two weeks, or to request a quote or other inquiries. inquiry

Achieve centralized management of company-wide and on-site training IMAGE PHOTO Company C, a major manufacturing company, had previously separated its company-wide training and on-site training, with each training department providing training guidance and managing the training separately, which made it difficult for participants to understand. Additionally, administrators also had operational challenges due to the inefficiency of understanding and analyzing the overall picture of the training. By introducing our multi-functional human resource development system SmartSkillCampus (LMS), the company has unified its training operations and achieved centralized management of company-wide and on-site training. It has created a "learning environment that supports autonomous career development" and an "environment in which effective and efficient educational measures can be implemented." Currently, the system is being used by approximately 35,000 people. Point Company-wide/on-site training divided into categories Transition to applying for self-development courses Providing original education for each region Unification of company-wide/on-site training - Achieving centralization of educational information - IMAGE PHOTO Point Implementing "blended education" in combination with real-life training The supervisor will follow up on the training content and progress of the subordinates on-site For training assignments, "supervisor's comments" can be entered to follow up on the training content. Realization of Trinity Education ~An environment where you can put your education into practice with the education manager/supervisor/trainees~ IMAGE PHOTO Point Assign viewing permissions for each content to internal users only or external users only Restricting content visibility by organization Guaranteed security - Display restrictions based on organization and content security level - IMAGE PHOTO Back to list Company name Industry Major manufacturing company C Manufacturing Task Content Unification of company-wide common education and on-site education Solution Centralize information related to education and create an easy-to-understand educational environment for participants (employees)

Personalized with "recommendation function" Providing educational content IMAGE PHOTO Company D, a financial company, was using an existing education system, but when it came to providing educational content, they were unsure of what each employee should learn. They have introduced our multi-functional human resource development system, SmartSkillCampus (LMS), and are using the "recommendation function" to deliver personalized information to each employee, tailored to their individual knowledge level. In addition, internal documents (notices) that could not be efficiently distributed from a security standpoint are distributed on SmartSkillCampus with security restrictions in place. By posting information that can be viewed by all employees, we aim to promote the penetration and use of the educational site. Delivery of personalized educational content -Personalization of education- Point Providing necessary educational content for each skill/role/year Personalized educational information posted as soon as you log in Categorize educational content to make it easier to choose courses IMAGE PHOTO Disseminating internal information with guaranteed security : Effective distribution of notices/manuals Point Implementing browsing restrictions using IP address restriction function Multiple PDFs can be opened at once, allowing efficient opening of large volumes of document files. A security system that constantly checks browsing history and is prepared for any emergency Consolidating information by using SmartSkillCampus to manage notifications that were previously distributed through other systems IMAGE PHOTO Educational content/video aggregation - Creating an environment that makes it easy for students to learn by consolidating information - Point Aggregate and distribute in-house training content and videos Realization of an environment where students can learn "anytime, anywhere" by supporting multiple devices such as smartphones and tablets IMAGE PHOTO Back to list Company name Industry Major financial institution A Finance Task Content Training for tens of thousands of people, including group companies Solution By creating an environment where necessary information can be obtained and shared, effective and efficient human resource development is achieved.