Company Profile REVIC Global supports a wide range of companies by providing a one-stop service that promises everything from building educational systems to providing a wide range of content and optimal operation for each company. We also introduce the details of our services and examples of operation. Request Form What you'll learn in this document Revic Global Company Profile Services provided by REVIC Global LMS provision and planning and operation support Providing educational content Original teaching materials production Examples of customers using our services REVIC GLOBAL's Major Customers ■ Total 8 pages Handling of personal information in the document request 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) Personal Information Protection Manager Kashiwagi Osamu Conservation Manager Affiliation REVIC GLOBAL Inc. Management Department Contact details for the conservation manager TEL:03-6824-9781 3. Purpose of Use of Personal Information Notification of how to download the materials you requested Responses to inquiries 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 nature of 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. Cases where personal information is acquired in a manner that is not easily recognizable 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 completely guarantee security. Please be aware of this in advance.

PC/IT Skills Improvement 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 These are learning materials optimized for learning the best software to improve PC/IT skills that are deeply related to the efficiency of work within the company. We have prepared learning materials for software that is essential for any job, such as Word, Excel, and PowerPoint, as well as software that is difficult to master, such as Access. Lineup Not only will you learn the essential software for business, such as the Microsoft Office series, but you will also acquire knowledge of computer network theory and specific equipment configurations. Microsoft Word 2013 for Everyone 1 person/3 months/3,300 yen In this first volume, you will learn the basic operations of Word 2013. You will learn how to format characters and paragraphs, and how to arrange the layout and appearance of text. In the second volume, you will learn how to make your Word 2013 documents look even better. You will learn how to edit tables and insert photos and shapes, and create business documents and neighborhood association announcements. What you'll learn ＜Volume 1＞ Introduction 1. Basic operations of Word 2013 2. Basics of input operations 3. Text formatting 4. Paragraph formatting 5. Printing and Exporting Introduction 1. Using templates 2. Headers and Footers 3. Creating and editing tables 4. Inserting an image 5. Drawing shapes Microsoft Word 2019 for Dummies 1 person/3 months/3,300 yen In the first volume, you will learn the basic functions for creating documents, such as entering and converting characters, and formatting paragraphs. In the second volume, you will learn convenient functions that can be used for business and leisure, such as creating documents using tables and using shapes and photos. What you'll learn ＜Volume 1＞ Introduction 1. Word screen layout 2. Basics of character input operations 3. Text formatting 4. Paragraph formatting 5. Printing Introduction 1. Creating a table 2. Table Settings 3. Shapes and Text Boxes 4. Inserting and editing images 5. Useful features to improve appearance Introduction to network construction 1 person/3 months/3,300 yen This course is aimed at network development engineers and those aspiring to become network development engineers, and covers the basics of network construction, concepts, and necessary procedures. What you'll learn What is a network? Network equipment 1 Network equipment 2 Network construction step 1 Network construction step 2 Maintenance No Image Introduction to System Specifications 1 person/3 months/3,300 yen You can learn about the various specifications required for system development, which is essential for engineers who develop systems and those aspiring to become engineers. What you'll learn [I. Basics of specifications] 1. Role of specifications [I. Basics of specifications] 2. Specifications for each process [I. Basics of specifications] 3. How to write specifications [I. Basics of specifications] 4. Review of specifications [I. Basics of specifications] 5. Specifications Management [II. Specifications for each process] 6. Requirement specifications and requirements definition documents [II. Specifications for each process] 7. Overview Specifications [II. Specifications for each process] 8. External Specifications [II. Specifications for each process] 9. Internal Specifications [II. Specifications for each process] 10. Program Specifications [II. Specifications for each process] 11. Test Specification [III. Conclusion] 12.Management of specifications after system completion No Image Introduction to System Auditing 1 person/3 months/3,300 yen For engineers who develop systems and those aspiring to become engineers, this course will teach the basics, concepts, and necessary procedures of system auditing. What you'll learn Overview of system audits (What is a system audit?) Overview of System Audits (System Audit Standards) Overview of system audits (system audit methods) Overview of system audits (basic terms for system audits) System audit implementation (audit plan) System audit implementation (audit implementation) System audit implementation (audit report) System audit implementation (improvement guidance (follow-up)) No Image Introduction to system operations management 1 person/3 months/3,300 yen This course is aimed at engineers who develop systems and those aspiring to become engineers, and covers the basics of system operation management, concepts, and necessary procedures. What you'll learn The role of system operations management Dealing with Disasters Safety measures Security measures Performance improvements System Expansion/Migration System configuration and fault history management Support desk operation No Image Introduction to System Development 1 person/3 months/3,300 yen You can learn about the general flow and basics of system development, which are essential for engineers who develop systems and those aspiring to become engineers. What you'll learn [I. What is system development?] 1. System definition [I. What is system development?] 2. System development flow [I. What is system development?] 3. Documentation and Review [I. What is system development?] 4. Development model [II. System development process] 5. System proposal [II. System development process] 6. Design process [II. System development process] 7. Program Development [II. System development process] 8. Testing [III. Conclusion] No Image Microsoft Word 2016 for Dummies 1 person/3 months/3,300 yen This course is aimed at those who are using Word 2016 for the first time, and explains basic document creation functions such as formatting characters and paragraphs, and bullet points, as well as editing functions and functions related to the layout and design of Word documents, such as how to use shapes and photos. What you'll learn ＜Volume 1＞ Introduction Basic operations in Word 2016 Basic input operations Character formatting Formatting paragraphs Bullets and Numbering Page setup and printing Introduction Creating a Table Table Settings Shapes and text boxes Inserting an image Themes and Header/Footer Microsoft Excel 2013 for Everyone 1 person/3 months/3,300 yen In the first volume, you will learn how to enter data in Excel 2013, basic worksheet operations, cell formatting, creating graphs, and printing. In the second volume, you will learn everything from entering formulas in Excel 2013 to the basic usage of IF and VLOOKUP functions, and how to create and manipulate tables. What you'll learn ＜Volume 1＞ Introduction 1.Starting Excel 2013 and screen layout 2. Basic operations for data entry 3. Basic operations on worksheets 4. Cell Formatting 5. Creating and formatting graphs 6. Printing and Page Setup Introduction 1. Entering and referencing formulas 2. How to use functions 3. IF Function 4. VLOOKUP Function 5.Database Function Microsoft Excel 2016 for Everyone 1 person/3 months/3,300 yen This course is aimed at those who are using Excel 2016 for the first time, and explains basic data entry and worksheet operations, cell formatting, graph creation, object manipulation, graph creation, aggregation using functions, basic usage of the IF function, table creation and manipulation, and printing. What you'll learn ＜Volume 1＞ Introduction Basic operations in Excel Data Entry Work with Worksheets Cell formatting Entering a formula Introduction Working with Objects Creating a graph Basic operations of functions Aggregating data using functions Conditional Logic Functions Use of tables Print settings Microsoft Excel 2019 for Everyone 1 person/3 months/3,300 yen The first volume explains basic operations such as data entry, formatting, worksheet operations, and printing settings. In the second volume, we will explain how to enter formulas, how to aggregate data using functions, basic usage of IF functions, database functions, and how to create graphs. What you'll learn ＜Volume 1＞ Introduction 1. Basic operations in Excel 2. Data Entry 3. Cell Formatting 4. Worksheet Operations 5. Working with Objects 6. Print the worksheet Introduction 1. Enter the formula 2. Basic operations of functions 3. Aggregation using functions 4. Conditional Logic Functions 5.Database Function 6. Creating a graph Microsoft PowerPoint 2013 for Everyone 1 person/3 months/3,300 yen In the first volume, you will learn the basics of how to use PowerPoint. You will also learn how to enhance your visual presentations by using shapes and graphs. In the second volume, you will learn practical ways to use PowerPoint. You will be able to create presentations that are consistent and efficient, and improve the expressiveness of your presentations. What you'll learn ＜Volume 1＞ Introduction 1. Basic operations of PowerPoint 2013 2. Basic operations of slides 3. Presentation Designs and Templates 4. Drawing function 5. Inserting various objects Introduction 1. Slide Master 2. Animation Settings 3. Screen transition effects 4.Preparing for presentation 5. Slideshow Microsoft PowerPoint 2016 for Everyone 1 person/3 months/3,300 yen Learn the basics of creating presentations using Microsoft PowerPoint 2016, including how to create a presentation, insert photos and videos, and set animations. What you'll learn ＜Volume 1＞ Introduction 1. Basic operations of PowerPoint 2016 2. Basic operations of slides 3. Photos and Videos 4. Inserting a table 5. Insert SmartArt 6.Drawing function 7. Setting up slide masters and footers 8. Animation and Transitions 9. Slideshow Microsoft PowerPoint 2019 for Dummies 1 person/3 months/3,300 yen The first volume covers everything from basic operations to creating simple presentations, techniques for clearly communicating numbers and using diagrams to make it easier to understand, and how to print and deliver presentations. In the second volume, we will explain how to get even more out of your presentations, such as using existing data and saving your presentations. What you'll learn ＜Volume 1＞ Introduction 1. Basic operations in PowerPoint 2019 2. Create a simple presentation 3. Techniques for clearly communicating numbers 4. Techniques for bringing out images 5. Techniques for communicating clearly using diagrams 6. Printing and delivering your presentation Introduction 1. A unified presentation 2. Utilizing existing data 3. Special Effects 4. Use presentations 5. Save your presentation Microsoft Access 2019 for Dummies 1 person/3 months/3,300 yen In the first volume, we will explain how to create tables, queries, and forms, three of the six objects that make up an Access database. In the second volume, we will introduce the report function for creating documents such as monthly sales reports and invoices, as well as the macro and module functions for automating processing, and explain how to create a more practical database. What you'll learn ＜Volume 1＞ Introduction 1. Creating a new database and objects 2. Table 3. Relationships and Queries 4. Forms Introduction 1. Create a report 2. Creating a Macro 3. Module Basics 4. Startup settings Please feel free to contact us for a free demo ID or to request information. Contact us

LMS「SmartSkill Campus（スマートスキル キャンパス）」を導入いただく場合の一般的な流れをご紹介いたします。検討時から運用開始後まで専任のカスタマーサクセスがサポートいたしますので、LMSの新規導入もお乗換えも安心してご相談ください。 Flow of LMS implementation We will introduce the general flow when introducing the LMS "SmartSkill Campus". A dedicated customer success team will support you from the time of consideration to after the start of operation, so please feel free to contact us whether you are introducing a new LMS or switching to another one. Flow from introduction to operation R.G. ❶ Meeting and quotation We will ask you about your company's ideas and challenges, introduce you to success stories, and provide suggestions. We can also issue you a demo ID so you can try it out. [Output] Product Introduction Feature Summary Chart Proposals tailored to your company's educational vision Demo environment provided Quotation Both ❷ Contract Inquiries and quote requests [Output] Contract or purchase order We will create scenarios for using the LMS in the real world. By organizing the target users and objectives and clarifying the scenarios for use, we can create an appropriate operational design. Why/Purpose Who is eligible and whether it is mandatory or optional? What / Learning Content When/at what time/period Where (internal or external) How/How to use LMS R.G. ❹ Integration into LMS Based on the details of your operational arrangements, our Customer Success team, who are experts on SmartSkill Campus, will propose the best way to use the LMS to improve the effectiveness of education and operations in response to the issues and operations that your company wants to achieve or solve with the LMS. [Output] Your company's own manual Feature Overview As necessary depending on R.G. ❺ System integration, customization development If there is a need to develop a UI or unique functions, we will define the requirements and proceed with development. Customization and additional function development proposals We will set up connections with various internal and external systems, such as personnel databases and talent management tools. API Integration Collaboration with Kaonavi CYDAS integration R.G. ❻ Opening your own LMS A contract will be concluded to introduce SmartSkill Campus. A template is available. We will prepare a dedicated LMS environment for your company. [Output] Administrator ID As necessary depending on R.G. ❼ Original content creation If there is any content that is lacking at the time of implementation, we will create it for you. Professional custom-made teaching materials customer ❽ Converting internal documents into content SmartSkill Campus has an optional content creation feature that allows you to turn your company's internal documents (PowerPoint) into e-learning content. Content Creation Features customer As necessary depending on ❾ Data Migration Design If you are switching from your current LMS, we will migrate your teaching materials and educational history data to SmartSkill Campus. We will determine the scope of the history to be migrated and migrate the history and content. We can also provide support. Both ❿ Content Registration The content you need to start with will be registered in SmartSkill Campus. Content that we handle will be registered by us, and your company's original content will be registered by you. Creating a course customer ⓫ Internal Announcement You will be responsible for informing related parties and participants about the start of the LMS. At that time, we will communicate the benefits of taking the course through actual screen images and a user guide. [Output] Operation briefing session Participant's Guide Administrator's Manual customer ⓬ LMS Settings You can narrow down the target participants, link the content, set the publication period, set the completion criteria, set the course information and promotion emails, etc. You can use the operation efficiency function to reduce the operational burden. AI Course Recommendations Web conferencing system integration Training application management customer ⓭ Start of operation Accept your students and start using SmartSkill Campus. Both ⓮ Check usage status Dedicated customer success specialist to assist with onboarding Our dedicated customer success staff will analyze usage, create reports, hold regular meetings, and listen to issues and make suggestions to help you implement the PDCA cycle, helping you achieve your LMS implementation goals. customer ❸ Operational Arrangements What is an LMS? How to choose an LMS Flow of LMS implementation LMS Security The difference between LMS and e-learning The role of LMS in human capital management FAQ FAQ SmartSkill Campus Free individual consultation and request for information REVIC Global, the company that provides SmartSkill Campus, has a proven track record of implementing LMS for many companies with advanced requirements, and is highly skilled in proposing LMS implementation and utilization support to realize customers' educational ideas. Our LMS professionals have the technical background of our own development and the know-how we have cultivated through accompanying customer success, and will help you select the appropriate LMS. You can download detailed information about SmartSkill Campus, including its service overview, strengths, our support services, global support, and benefits of implementation. Request information Request information Contact Us Business hours: 9:30-18:30 (Monday-Friday) tel 03-6824-9782 If you would like to gather information about SmartSkill Campus, request a demo, receive a quote, or discuss business with us, please contact us here. Contact Us

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

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 - 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

人的資本経営とは、経済産業省によって“人材を「資本」として捉え、その価値を最大限に引き出すことで、中長期的な企業価値向上につなげる経営のあり方”と定義づけられています。 企業が人的資本に投資し、従業員の資質や能力を最大限に引き出すことができれば、企業全体のパフォーマンスを向上させることができます。この成果は、売上や利益の向上など、企業の財務状況に良い影響を与えることが期待できます。つまり、人的資本経営とは、従業員の成長を組織全体の成長に結びつけ、企業価値の向上を目指す取り組みと言えます。 The role of LMS in human capital management To improve the value of human capital The role of LMS in human capital management Linking LMS and talent management systems to create a system for disclosing and developing human capital items The Ministry of Economy, Trade and Industry defines human capital management as "a management style that regards human resources as capital and maximizes their value, thereby increasing corporate value in the medium to long term." Human Capital What is human capital management? If a company invests in human capital and can maximize the qualities and abilities of its employees, it can improve the performance of the entire company. This outcome is expected to have a positive impact on the company's financial situation, such as increased sales and profits. In other words, human capital management is an effort to link employee growth to the growth of the entire organization and to improve corporate value. To improve the value of human capital Improving human capital value means that employees' abilities, skills, knowledge, experience, etc. improve, and their individual value increases accordingly. Human capital management aims to increase human capital value by improving abilities and skills through investment in employees. Employees with improved human capital value will be more productive and produce higher quality work results. This will improve the productivity and creativity of the entire company and strengthen its competitiveness. In addition, by providing appropriate evaluations and rewards to employees who have achieved results, employees will become even more motivated, promoting sustained improvements in human capital value. These processes complement each other and are important factors in realizing the sustainable growth and development of a company. In order to make appropriate investments in employees, it is necessary to create a talent portfolio based on the business strategy, identify the gap with the current situation, formulate a human resources strategy, and create and implement a talent development plan. LMS plays an important role in implementing human resource development and effectively supporting employee skill development and capacity building. It also allows for the centralized management and extraction of data related to human resource development required for human capital information disclosure. Career development support Learning Portal Interface Administrator Course Recommendations AI Course Recommendations Infrastructure capable of large-scale operation The role of LMS in human capital management Providing education in line with human resource development plans and capacity building systems An LMS can provide personalized learning content to each employee, allowing them to efficiently acquire the skills and knowledge they need by providing learning content that complements any skills that may be lacking. Furthermore, by using the LMS to clarify the career path that employees are aiming for and supporting them in acquiring the skills and knowledge necessary to achieve that, employees can effectively study towards their career goals. In this way, an LMS provides strong support for employee skill development and career development. SmartSkill Campus allows you to customize the UI (user interface) such as the top page for your own company. By designing the course screen so that students can see at a glance the learning content required to acquire the skills and knowledge required for their current grade and the next grade up, students can learn the content they need without getting lost. In addition, the service supports employees' career development by allowing administrators to intentionally display "recommended courses" that reflect the company's human resource development strategy, and by using AI to provide learning content tailored to each employee, a recommendation function is also available. Implementing educational policies LMS allows you to develop and implement educational programs online, so you can also implement large-scale programs. Employees can learn anytime, anywhere, without being restricted by location or time, and can improve their skills even in between busy work schedules. In addition, an environment where they can learn as many times as they like allows employees to repeatedly review the learning content and deepen their understanding. Creating such an environment promotes the habit of learning and the development of autonomous human resources, and by allowing employees to realize their own growth, it also leads to improved engagement. SmartSkill Campus is equipped with an infrastructure that allows for large-scale operation, allowing a large number of students to simultaneously watch videos, take tests, and conduct surveys, etc. This makes it possible to implement large-scale educational initiatives. Not only is it compatible with multiple devices, but there is also a smartphone app, and by providing an environment where you can learn at your own pace, anytime, anywhere, and as many times as you like, it helps to make learning a habit and fosters the development of independent human resources. Apps Embedding in corporate culture When employees empathize with the company's mission and vision and naturally take actions to put them into practice, you can expect them to work together toward the organization's goals and act based on shared values. By using an LMS to deliver content related to the company's mission and vision, messages from the president, and the latest company trends, employees can deepen their understanding and empathy with the corporate culture and be more likely to become a part of it. SmartSkill Campus allows you to freely distribute original company videos and materials, so you can easily distribute them to all employees, such as a message from the president at the beginning of the fiscal year or in company newsletters, and you can also check the viewing history of participants and conduct surveys. Access control is possible, such as denying access from outside the company and disallowing PDF downloads, so you can safely register highly confidential content. You can also easily create content with audio by using the function that converts PowerPoint materials into e-learning content. Access Control Content Creation Features Ethics and Compliance Training Ethics and compliance education is also specified as one of the disclosure items in "ISO30414" described below. Compliance is essential for a company to maintain sustainable management and build social trust. By utilizing the LMS, we can reduce risks to your company by regularly conducting training on compliance, information security, harassment, and other issues. SmartSkill Campus can deliver content on compliance, information security, harassment, etc. We also offer general-purpose courses, so please feel free to use them. CSR and Compliance Training Content LMS in Human Capital Disclosure Initiatives What is ISO 30414, a guideline for disclosure of information on human capital? ISO30414 is a guideline for disclosure of information on human capital published by the International Organization for Standardization (ISO) in December 2018, and is also known as the "Guideline for Disclosure of Information on Human Capital." It is a compilation of guidelines for reporting on human capital to external and internal stakeholders, and consists of 11 areas and 58 items. It is up to the company to decide which items to disclose. By disclosing information in accordance with ISO30414, you can provide transparent and consistent reporting, which will help you gain the trust of external stakeholders, including investors. In addition, because ISO30414 clearly defines standards and makes it easy to quantify human capital, you can properly evaluate whether your human resources strategy is functioning in line with your business strategy, and use this information to formulate more effective strategies. ISO30414 items that can be extracted from LMS Among the items stipulated in ISO30414, typical data that can be extracted from an LMS include the following: "Ethics and Compliance" area, "Percentage of employees who have received ethics and compliance training" "9. Skills and Abilities" area, "2. Training Participation Rate" "9. Skills and Abilities" area, "3. Training hours per employee" "9. Skills and Abilities" area, "4. Training Attendance Rate by Category" In addition, various items can be extracted and compiled depending on the company's purpose for using the data, such as age, gender, disability, diversity of management, and number of subordinates per manager. Linking LMS and talent management systems to create a system for disclosing and developing human capital items The challenges of human resource development in human capital management include a lack of coordination between human capital plans and actual development activities, and the lack of automation, which places too much of a burden on human resource development staff. As a result, plans may not be realized, or they may be difficult to implement on an ongoing basis, causing them to give up. This issue can be resolved by linking the LMS with a talent management system. Linking the "talent management system," which is the basis for disclosing human capital information and formulating plans, with the "LMS (Learning Management System)," which executes training measures, enables integrated human resource management, enabling efficient planning and execution of training measures, provision of individually optimized learning, and improved engagement by visualizing career paths and growth. SmartSkill HCE SmartSkill Campus works with the new talent management system "SmartSkill HCE" to realize human capital management. SmartSkill HCE's "visualization of personnel strategies" and SmartSkill Campus's "improvement of capabilities" are automatically linked, and AI is used to "advance personnel strategies and training education," which strongly promotes human capital management. SmartSkill Campus also automatically integrates with various other talent management systems. Collaboration with Kaonavi CYDAS integration What is an LMS? How to choose an LMS Flow of LMS implementation LMS Security The difference between LMS and e-learning The role of LMS in human capital management FAQ FAQ SmartSkill Campus Free individual consultation and request for information REVIC Global, the company that provides SmartSkill Campus, has a proven track record of implementing LMS for many companies with advanced requirements, and is highly skilled in proposing LMS implementation and utilization support to realize customers' educational ideas. Our LMS professionals have the technical background of our own development and the know-how we have cultivated through accompanying customer success, and will help you select the appropriate LMS. You can download detailed information about SmartSkill Campus, including its service overview, strengths, our support services, global support, and benefits of implementation. Request information Request information Contact Us Business hours: 9:30-18:30 (Monday-Friday) tel 03-6824-9782 If you would like to gather information about SmartSkill Campus, request a demo, receive a quote, or discuss business with us, please contact us here. Contact Us

For membership service providers Portable skills to update your career anytime, anywhere in your spare time Do you have any of these concerns regarding member services? Boasting a wealth of video content and overwhelming cost performance Solved! 6 Features Easy-to-understand, comprehensive, and reliable portable skill videos You can watch up to 664 videos that are proven and highly reliable and are used for in-house training by major Japanese companies. *The number of videos is as of September 2022. A stable service infrastructure that can withstand a large number of users and accesses We use a service delivery platform that is used by over 1.7 million people every month. There are no access restrictions on simultaneous connections. New videos are added one after another, making this an evolving service that never goes out of date We will add about 30-200 new videos per year at no charge. The service guarantees updates so that members will not get bored. *The number of videos added will vary depending on the contract type. There is a customization area on the top page There is a customizable area, so you can add your own company touch by posting announcements or original content. *Top page customization is optional. Long track record of member service support It has been introduced to many member services, including research institutes, regional banks, and welfare companies. It has also been adopted by many financial institutions, so security is also assured. Easily integrate with your services Seamless screen transitions are achieved through SSO (single sign-on) integration. We also provide simple SSO, which is easy to set up. A full lineup of videos You can watch 464 videos + new videos that are proven and reliable and are used by major Japanese companies for their in-house training. This is a comprehensive lineup that includes a wide range of portable skills that can be used to educate all levels of employees, from new employees to managers, and also includes information security. Business Mind Follow the rules of the workplace … 9 videos / approx. 30 minutes motivation Jobs and Responsibilities Company Structure Company figures Basics of work and mindset case drama … 4 videos / approx. 20 minutes … 11 videos / approx. 50 minutes … 11 videos / approx. 30 minutes … 5 videos / approx. 20 minutes … 2 videos / approx. 30 minutes Business Skills Spinach, Lens, Soybean … 5 videos / approx. 20 minutes How to proceed with work Business Communications Problem Solving Time Management Business Documents … 6 videos / approx. 30 minutes … 5 videos / approx. 20 minutes … 4 videos / approx. 10 minutes … 5 videos / approx. 20 minutes … 7 videos / approx. 20 minutes Business Email Principles Fax Etiquette Idea generation method QC Basics Credit Management and Contracts … 4 videos / approx. 20 minutes … 3 videos / approx. 10 minutes … 5 videos / approx. 10 minutes … 9 videos / approx. 50 minutes … 3 videos / approx. 10 minutes Management Work Management … 9 videos / approx. 30 minutes Team Building Improvement and problem solving Development of subordinates Management Basics Diversity in the Workplace … 8 videos / approx. 40 minutes … 6 videos / approx. 20 minutes … 4 videos / approx. 30 minutes … 6 videos / approx. 20 minutes … 5 videos / approx. 30 minutes Principles of goal management Communication and leadership principles Motivation theory Evaluation points to note Coaching Basics … 6 videos / approx. 20 minutes … 15 videos / approx. 80 minutes … 9 videos / approx. 40 minutes … 9 videos / approx. 60 minutes … 6 videos / approx. 20 minutes Principles of goal setting and management Making the goal concrete Problem solving and goal achievement … 11 videos / approx. 70 minutes … 8 videos / approx. 40 minutes … 15 videos / approx. 60 minutes Business Strategy Strategic Thinking … 7 videos / approx. 40 minutes Environmental Analysis Framework Economies of scale and the experience curve Strategy Development Planning execution … 6 videos / approx. 50 minutes … 7 videos / approx. 50 minutes … 6 videos / approx. 20 minutes … 5 videos / approx. 10 minutes … 5 videos / approx. 10 minutes Management skills Company-wide strategy … 4 videos / approx. 40 minutes Business Strategy Growth Strategy and Innovation Profitability Analysis Efficiency Analysis Safety Analysis … 5 videos / approx. 50 minutes … 5 videos / approx. 30 minutes … 7 videos / approx. 40 minutes … 6 videos / approx. 40 minutes … 6 videos / approx. 50 minutes Growth Analysis … 3 videos / approx. 20 minutes SDGs What are the SDGs? … 5 videos / approx. 30 minutes Background of the need for SDGs The connection between SDGs and business … 3 videos / approx. 20 minutes … 7 videos / approx. 30 minutes Business Etiquette Knowledge for working adults … 8 videos / approx. 30 minutes Correct use of language Telephone answering Reception Business Phone Case Drama Case drama … 4 videos / approx. 20 minutes … 7 videos / approx. 20 minutes … 7 videos / approx. 20 minutes … 2 videos / approx. 30 minutes … 2 videos / approx. 30 minutes communication Business Communication Case Drama … 2 videos / approx. 20 minutes The Art of Active Listening Technology that moves people Social Style Knowing the Other/Knowing Yourself Assertive Communication … 2 videos / approx. 10 minutes … 9 videos / approx. 50 minutes … 5 videos / approx. 30 minutes … 6 videos / approx. 30 minutes … 2 videos / approx. 10 minutes negotiation The art of persuasion The art of questioning … 2 videos / approx. 10 minutes … 9 videos / approx. 20 minutes … 4 videos / approx. 20 minutes Career Design Career autonomy … 6 videos / approx. 20 minutes Career mindset Work … 12 videos / approx. 50 minutes … 6 videos / approx. 20 minutes Guidance and Development How to proceed with OJT How to proceed with coaching Study session techniques Instructional Design Training Design … 5 videos / approx. 20 minutes … 10 videos / approx. 20 minutes … 2 videos / approx. 10 minutes … 4 videos / approx. 20 minutes … 4 videos / approx. 10 minutes marketing Needs and STP 4P Strategy Brand strategy and purchasing model … 7 videos / approx. 40 minutes … 6 videos / approx. 50 minutes … 5 videos / approx. 40 minutes Logical thinking Deductive and Inductive Methods … 6 videos / approx. 20 minutes Causation MECE Logic Tree Pyramid Structure … 5 videos / approx. 20 minutes … 5 videos / approx. 20 minutes … 3 videos / approx. 10 minutes … 6 videos / approx. 20 minutes Information Security The latest information security trends and corporate initiatives … 2 videos / approx. 10 minutes Information Security in the Office Information security outside the office Dealing with "invisible threats" lurking on the Internet … 5 videos / approx. 40 minutes … 3 videos / approx. 30 minutes … 4 videos / approx. 30 minutes Creativity and Innovation Basic knowledge … 4 videos / approx. 10 minutes Dynamic Capabilities Job Theory … 8 videos / approx. 20 minutes … 6 videos / approx. 20 minutes Knowledge Creation Theory Ambidextrous management Open Innovation … 6 videos / approx. 10 minutes … 11 videos / approx. 30 minutes … 12 videos / approx. 20 minutes 464 videos + 30-200 new videos added per year! *The number of videos is as of September 2022. *The number of additional videos varies depending on the plan. The " First Addition" is available for both the Light Plan and Standard Plan, while the "Second Addition" and subsequent videos are only available for the Standard Plan. 464 videos + 30-200 new videos added per year! 464 videos + new videos An extra 30-200 per year ! We cover all levels of education, from new employees to managers. User-first UI Introducing the UI Easy to select content If there is a specific course you would like to take, you can use the "Search Box." If not, you can search for courses that suit your interests using "Popular Tags" or "Categories." Fresh every time you visit With an updatable library of "currently being watched courses" and "course rankings" that reflect the activity log, you can always encounter new courses, stimulating your motivation to learn. "Recommended content" can be set by the administrator. Useful features | Bookmark settings You can bookmark your favorite courses or courses you want to watch again later. *The data will be stored on the device you are accessing the site from. There is no association with the ID. Simple and intuitive UI The management screen has a simple and clean design. No manual is required and it can be operated intuitively. Data can be utilized Since the history of member ID usage is recorded, data such as the number of logins, number of views, and search trend words can be easily checked on the dashboard. By utilizing the data, you can support your customers and improve your company's services. What you can do on the admin screen Dashboard (Charts/Datasheets) Notification registration Recommended Course Registration Administrator Information Data-utilizable management screen Linking with your service site Seamless screen transitions with SSO (single sign-on) integration *We also provide a simple SSO that is easy to set up. Offering Plans *The number of videos is as of September 2022. Apply for a free demo ID Apply here

LMSの選び方を課題・外部システムとの連携、運用フロー、企業規模・人事体制から解説します。LMSの導入・切り替えを検討されているご担当者様向けにシステム選定のポイントをまとめます。 How to Choose an LMS What are the selection criteria for an LMS to realize your educational vision? As LMS become more multifunctional, the criteria for selecting a system are also becoming more complex. This page introduces important points to consider when selecting an LMS for those in charge of introducing an LMS for the first time or those in charge of considering switching to an LMS. Educational issues solved by LMS Each company probably defines its educational issues based on its human resources strategy, which is based on its human resources management policy and medium-term management plan, but here we will introduce three issues that we often hear about from our clients. As work styles and work locations become more diverse, more and more companies are introducing LMS to create an environment where people can learn anytime, anywhere. However, simply distributing e-learning content will not promote learning for students. Because learning can be done anytime and anywhere, it is necessary to consider "when/where/what education" will be provided in the human resources and development strategy. From a security perspective, it is not possible to provide all educational content regardless of time or place. SmartSkill Campus not only provides security and time settings tailored to the learning content, but also has many functions that allow for systems and measures for autonomous learning. Frequently asked questions from customers 1 "I want to develop educational measures that utilize online learning." In recent years, there has been a demand to effectively provide individualized training based on personnel information such as job title and skills, and to support early growth. SmartSkill Campus helps each individual achieve rapid growth by recommending learning materials that are tailored to the individual and match their own tendencies. Frequently asked questions from customers 2 "We want to realize rapid growth for each and every employee" Companies implement a variety of educational measures, such as their own education system and information, company-wide education, departmental education, and location-specific education. However, many companies face the challenge of having employees find it difficult to understand the company's overall education system and information regarding education because the information is scattered, which prevents independent learning. SmartSkill Campus has a system in place that centrally manages company-wide training, as well as training for each department and location, allowing employees to understand the company's overall training at a glance. Frequently asked questions from customers 3 "I want to inform employees of the overall picture of our training measures." The role of LMS in recent years In recent years, the LMS has become more than just a platform for providing and managing education; it has also become a major focus for implementing educational policies using data. While a talent management system compiles a database of basic personnel data, skills, experience, etc. held by a company, an LMS serves as an "education hub" that utilizes that data. SmartSkill Campus enables you to implement data-driven educational measures through automatic integration with human resources databases and talent management systems. Is it possible to implement a training curriculum? The operational tasks required for training can be complicated and put a strain on the work of training staff. By completing all the tasks related to training within the LMS, such as informing participants, managing group training applications, confirming attendance, and conducting and compiling surveys, you can simplify the process. SmartSkill Campus can streamline training operations while maintaining the same current work flow by managing training applications including supervisor approval, allowing users to apply for group training with set participant limits, and automatically updating attendance information through integration with Zoom. Are the functions and delivery format appropriate for the company's size and personnel structure? Even if there are many functions, it is necessary to verify whether the measures can be realized when incorporated into your company's human resources and training strategy and training operations methods. SmartSkill Campus not only provides the standard LMS functions required for educational initiatives, but also develops functions to meet the unique environments and needs of each company. Here we will introduce some of the essential features that are especially important when large companies introduce an LMS. To implement large-scale educational programs, tens of thousands of participants need to be able to simultaneously watch videos, take tests, and take surveys. SmartSkill Campus can flexibly increase the number of servers and performance when access increases, allowing tens of thousands of people to access the program simultaneously. Essential feature for implementing LMS 1 Concurrent access While it is necessary to create an environment where people can learn anytime, anywhere, it is also essential to protect confidential information. SmartSkill Campus allows you to set access restrictions, so you can specify the learning environment depending on the course. For example, courses that include confidential information can only be taken from the internal network, while self-development courses can be taken from both inside and outside the company. Essential features for implementing an LMS 2 Managing Access By linking with external systems such as core business systems, human resources systems, talent management systems, and other learning services, it is possible to centralize information management and automate operations. SmartSkill Campus can be linked to external systems via API integration. By automatically updating participant information and attendance history, you can keep the information up to date, and by aggregating and analyzing attendance history, including training, you can develop a data-driven human resource strategy. 3 Essential Features for LMS Implementation Integration with external systems Is there a support system in place for operations? After the system is introduced, preparations for the release will begin, including environment settings, content preparation, operation planning, internal notification, etc. Taking into account the company's resources, we will confirm that the necessary support system is in place, such as BPO (operational outsourcing), dedicated support that can be consulted, and technical support. SmartSkill Campus has dedicated customer success personnel who will continually provide proposals to effectively implement customers' initiatives into systems and solutions to problems. Implementation support Is there sufficient training content available? It takes a lot of work to prepare all the necessary e-learning content in-house, so it is a good idea to choose an LMS vendor that has a wide range of content. If the system comes with content that covers all levels, you can keep costs down and provide learning that is tailored to each individual. SmartSkill Campus comes with over 450 video contents (with comprehension tests/completion tests) as standard, which can be used according to customer requests. We can also suggest content based on your company's skill map, etc. List of e-learning materials Is it easy to distribute and add original content? If you want to cover cases or themes that are unique to your company, you will need to prepare original content and deploy it through the LMS. SmartSkill Campus allows you to easily create content by combining videos, tests, surveys, etc., so for example, you can record a lecture held in your company and use it as content. We also undertake contract production of original teaching materials, so we can provide a one-stop service from content production to distribution. E-learning content, videos, PDFs, etc. created in accordance with the SCORM 1.2 standard can be loaded as is without any processing, so customers switching LMS can rest assured. Custom-made teaching materials Are the security specifications and systems sufficient? An LMS that handles personnel information and confidential learning content requires a high level of security. The system's security specifications and the development and operation companies must implement sufficient security measures. What is an LMS? How to Choose an LMS Flow of LMS implementation LMS Security The difference between LMS and e-learning The role of LMS in human capital management FAQ FAQ SmartSkill Campus Free individual consultation and request for information REVIC Global, the company that provides SmartSkill Campus, has a proven track record of implementing LMS for many companies with advanced requirements, and is highly skilled in proposing LMS implementation and utilization support to realize customers' educational ideas. Our LMS professionals have the technical background of our own development and the know-how we have cultivated through accompanying customer success, and will help you select the appropriate LMS. You can download detailed information about SmartSkill Campus, including its service overview, strengths, our support services, global support, and benefits of implementation. Request information Request information Contact Us Business hours: 9:30-18:30 (Monday-Friday) tel 03-6824-9782 If you would like to gather information about SmartSkill Campus, request a demo, receive a quote, or discuss business with us, please contact us here. Contact Us

Case Study - Higo Bank Ltd. Higo Bank Ltd. has a vision of providing the best financial services and becoming a bank that is truly loved by its customers. In October 2015, we merged with Kagoshima Bank and took a new step as Kyushu Financial Group. As the environment surrounding financial institutions changes dramatically, the company is not bound by past thinking and methods, but is working to create a new, broad-based, community-based business model to achieve sustainable growth in the region, thereby contributing to the development of local customers and the economy. We spoke with Nakabayashi and Kojima of the Human Resources Development Group of the Human Resources Department about the behind-the-scenes system that supports the human resource development at Higo Bank, which has such flexible thinking and a passion for contributing to the development of the local community. *Department names are as of the time of the interview in March 2024. Kyushu Financial Group, the holding company, has set out a human capital management-based human resource development policy, which states that in order to realize our co-creation vision based on our purpose, we will develop diverse human resources who can contribute in various fields beyond the scope of finance. As a company, we place importance on providing various learning opportunities and environments that go beyond the scope of "finance" to those who want to learn, take on challenges, and grow independently. In the past, when a company offered educational opportunities to its employees, it mainly consisted of targeted training sessions where employees learned about the work they were currently responsible for. On the other hand, in response to requests for employees to take the initiative in learning a wide range of content with an eye to their future careers, we felt the need to create an environment where employees could learn of their own volition. With the aim of establishing a corporate culture of proactive learning as a form of self-development, we introduced an LMS (a separate company) in 2011 and began working to create a proactive learning environment. The portal is operated for three separate purposes: a "self-development portal" aimed at supporting proactive capacity development; an "e-learning portal" aimed at acquiring knowledge necessary for the job; and an "examination portal" to be used only for promotion examinations within the bank. SmartSkill Campus is easy to use and has many functions, so I can make effective use of it in a variety of situations! Back to list Developing diverse talent that can contribute in a variety of fields beyond finance What kind of human resource development strategy does Higo Bank have? What do you place emphasis on in that strategy? Issues before implementing SmartSkill Campus and key points for selecting an LMS What were the important points you considered when selecting an LMS (learning management system) vendor, and what ultimately led you to introduce SmartSkill Campus? When the LMS was introduced in 2011, it mainly featured teaching materials provided by vendors, and employees selected content to study. Although it was a new initiative at the time for providing opportunities for self-study, as the bank continued to use it, it felt that there were limitations to generic teaching materials, and it became clear that the direction was to expand the bank's unique content based on the issues facing the bank and provide appropriate content to each employee. SmartSkill Campus makes it possible to display recommended courses based on individual attributes, and to provide appropriate content to each employee. This was the deciding factor that led to the introduction of SmartSkill Campus. How to use SmartSkill Campus Higo Bank operates three portals based on SmartSkill Campus. How is your education divided? Please tell me about Higin Learning Net. Three years have passed since we introduced Higin Learning Net to realize "One to One Education" and to provide learning materials tailored to the career plans of each employee and to enrich our learning materials. Specifically , we have set up "recommended courses for you" that list educational materials that meet the conditions for each employee according to their job skill level, responsibilities, and rank, thereby supporting their independent skill development . Please tell me about the "Higin Testing System." Previously, in-house exams were taken simultaneously at a venue, but in light of the COVID-19 pandemic, we added a portal as a "dedicated in-house exam system." The introduction of this system has streamlined everything from tracking attendance status on the management screen to collating answers and printing costs, and has also significantly reduced travel costs and travel time required to take exams. When we first started operations, we were very grateful for the prompt response to our requests for the development of a timer function and an in-progress saving function . Since administrative authority is limited to only a few in-house testing personnel, the system is used separately from the e-learning system. Evaluation of REVIC Global's solutions Please tell us what you appreciate about the system or support structure. We are truly grateful for not only the regular meetings, but also for the prompt response to our sudden requests and questions. The speed at which various functions are developed is fast, and the services we receive incorporate our requests, exceeding our expectations. We have complete confidence in them! Is there anything you would like to achieve or challenge in the future at your bank? We plan to continue expanding the content of Higin Learning Net in order to develop a proactive motivation to learn and support growth. However, simply expanding the current content will result in one-way learning, so in the future, we aim to make Higin Learning Net a "place" where people can output and share their learning and grow together. And in the future, we hope that Higin Learning Net will become one of the apps that people check every day. Higo Bank Ltd. Using three different portals to develop diverse talent who can contribute in a variety of fields Please tell me about the Higin e-Learning System. We have introduced the "Higin e-Learning System," which each department has the authority to manage, to implement self-study, tests, and questionnaires aimed at acquiring knowledge necessary for work . By digitizing and managing course history and grading results, we are using this information to understand the learning status and to plan human resource development measures. In addition, each department's superior can refer to the course status of their own department, so they can check the progress and promote and follow up on the use of the system as appropriate . Future outlook 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. 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. Company Name Higo Bank Ltd. Industry Banking Number of people Approximately 3,000 people assignment Expanding original content based on issues Providing appropriate content to each employee TOPICS Developing diverse talent that can contribute in a variety of fields beyond finance Issues before implementing SmartSkill Campus and key points for selecting an LMS How to use SmartSkill Campus Evaluation of REVIC Global's solutions Future outlook Functions that are being used Administrator Course Recommendations Tests/Surveys Administrative privileges Supervisor/Mentor Menu 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

FAQ Q.Can I check the sample? A. Yes, it is possible. Please contact us using our inquiry form and state "Demo ID issuance." Q. Can I take the course on my smartphone? A. Yes, you can take the course. You can study on multiple devices, including smartphones, PCs, and tablets. Q. What is the operating environment for e-learning content? A.Please check below for the recommended environment. ■ Recommended environment for using e-learning content OS Windows 8.1, 10, Mac OS X (10.9 Intel or later) *Android 5.0 or later, iPhone4s, iPad2 or later (iOS 9.0 or later) devices (Wi-Fi environment is recommended for use.) Some Android devices may not be compatible. Please check in advance to see if you can use the service. browser Microsoft Edge, Google Chrome, Mozilla Firefox, Safari *We recommend using the latest browser. Plugins Adobe Reader Line speed (When watching on-demand video) Download speed of 700 kbps or more *Please note that even if the above operating environment is met, you may not be able to use REVIC Global's e-learning content due to factors such as your hardware, software installation status, and network environment. Q.Can I use it outside of Japan? A:Yes, it is possible. Q. Is it possible to manage students' learning progress? A: Yes, it is possible. We will issue an administrator ID to the administrator so that they can check the progress. Q.Do you have any security-related qualifications? A.We are Privacy Mark and ISO27001 certified. Q.Is there support or inquiries for students? A. Yes, there is. If you have forgotten your ID or password or are unable to log in, you can use our service counter. Q. Is it possible to enter into a non-disclosure agreement or a service outsourcing agreement? A: Yes, it is possible. How to choose an LMS Flow of LMS implementation The difference between LMS and e-learning What is an LMS? LMS Security FAQ The role of LMS in human capital management SmartSkill Campus Free individual consultation and request for information REVIC Global, the company that provides SmartSkill Campus, has a proven track record of implementing LMS for many companies with advanced requirements, and is highly skilled in proposing LMS implementation and utilization support to realize customers' educational ideas. Our LMS professionals have the technical background of our own development and the know-how we have cultivated through accompanying customer success, and will help you select the appropriate LMS. You can download detailed information about SmartSkill Campus, including its service overview, strengths, our support services, global support, and benefits of implementation. Request information Request information Contact Us Business hours: 9:30-18:30 (Monday-Friday) tel 03-6824-9782 If you would like to gather information about SmartSkill Campus, request a demo, receive a quote, or discuss business with us, please contact us here. Contact Us