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

企業における人的資本価値の向上を目指し、育成課題を解決するための教育インフラ（LMS）や映像教材、教材制作支援を行っています。 Company Overview Company Overview Corporate philosophy and message from the president Major Customers Electronic Announcement Revic, a pioneer in human resource training videos Educational production business (planning and designing human resource training programs) Educational materials production business (e-learning, DVD education materials production, educational material translation, etc.) Learning portal business (creation and operation of learning portals, etc.) Video content business (custom-made video teaching materials, etc.) Anger management qualification and membership business for individuals Anger management training for corporate clients Revic, a pioneer in human resource training videos Trade name REVIC GLOBAL Co., Ltd. Business location Tokyo, Shanghai Head Office Location Sumitomo Real Estate Shiba Building 2, 4th floor, 1-5-9 Shiba, Minato-ku, Tokyo Management Team President and CEO: Osamu Kashiwagi Director: Shintaro Nakamura Director: Seiichi Goto Director: Junji Takeshita Director Hiroshi Hayashiyama Audit & Supervisory Board Member Kumi Matsumoto 60,000,000 yen Capital Major Shareholders Terrace 1 Co., Ltd. Permits and licenses ISO/IEC 27001:2013 /JIS Q 27001:2014 (JQA-IM0730), Privacy Mark (21000023(09)) Access location Sumitomo Real Estate Shiba Building 2, 4th floor, 1-5-9 Shiba, Minato-ku, Tokyo Nearest station 7 minutes walk from Hamamatsucho Station on the JR and Tokyo Monorail lines 7 minutes walk from Daimon Station on the Asakusa and Oedo lines 8 minutes walk from Shibakoen Station on the Mita line Revic, a pioneer in human resource training videos Revic, a pioneer in human resource training videos REVIC Co., Ltd. was a company with a wealth of educational content and resources for training and human resources consultation. Its main business was "planning and producing in-company training," "planning, producing, selling and renting training videos and PR videos," and "planning and producing e-learning content." In particular, the company owns the copyrights to 400 video content titles and has a sales lineup of 20,000 titles, providing a wealth of business content. The company is also proactive in developing custom-made training content, and has a track record of doing business with 16,000 companies, including the rental business of educational videos. Revic, a pioneer in human resource training videos REVIC Co., Ltd. was a company with a wealth of educational content and resources for training and human resources consultation. Its main business was "planning and producing in-company training," "planning, producing, selling and renting training videos and PR videos," and "planning and producing e-learning content." In particular, the company owns the copyrights to 400 video content titles and has a sales lineup of 20,000 titles, providing a wealth of business content. The company is also proactive in developing custom-made training content, and has a track record of doing business with 16,000 companies, including the rental business of educational videos. 　主要顧客　→ 　事例紹介　→ History Supporting global manufacturers by training national staff and helping them acquire specialized trade knowledge SmartSkill Campus 従業員のスキルアップを戦略的に支援するための多彩な機能を実装しています。 専任のカスタマーサクセスが、活用方法や仕組み化を共に考え実行します。 view more タレントマネジメントシステム SmartSkill HCE 人事戦略の可視化と、LMS自動連動によるパーソナライズ化された学習の提供により、「一人ひとりのキャリア形成」と「組織目標」を同時に達成。人的資本経営の推進と企業価値の向上に寄与します。 view more AIロープレ SmartSkill Talk 時間と場所を選ばず実施できるAIとの対話型ロープレで、早期戦力化を実現します。 view more eラーニングコンテンツ 導入実績15,000社以上。 豊富なコンテンツラインナップにより、教育施策実現を支援します。 view more オリジナル教材制作 受託教材制作実績1,000本組以上。 お客様独自の知識・ノウハウを、工夫を凝らしメディア教材化します。 view more 会員向けビジネス動画サイト SmartSkill VideoLibrary 会員サービス事業を展開する企業向けのビジネススキル動画配信サービスです。 会員数の増加と会員満足度の向上に寄与します。 view more アンガーマネジメント研修 日本アンガーマネジメント協会から 講師を派遣し、研修を実施します。 心理的安全性の高い職場づくり、コミュニケーションや人間関係の円滑化による生産性向上に貢献します。 view more 個人向け アンガーマネジメント 資格取得支援 日本アンガーマネジメント協会の認定講師となる資格取得支援を実施しています。 資格を取得いただくと、社内講師としても活躍できます。 view more History 月間 200 万名 ※2026年2月時点 アクティブユーザー 450 社 ※2026年1月時点 導入社数 97.1 % ※2026年1月時点 継続利用率 99.96 % ※2025年度実績 稼働率 3 万名／社 ※2026年1月時点 同時接続可能数 80 ％以上 ※導入企業のうち、従業員数 1,000名以上の企業が占める割合 ／2025年11月時点 大企業の利用率 年間 50 機能超 ※2025年度実績 機能アップデート ユーザー10,000ID以上の企業の 86.7 ％ ※2025年11月時点 ログイン率 23 言語 ※2026年1月時点 UI対応言語数 8 年 ※2026年2月時点 AI機能実装歴 14 年 ※日本サーバー利用 ※2026年2月時点 AWSサーバー利用歴 無制限 ※2026年2月時点 ストレージ容量 History 2005 2006 2007 2008 2009 2010 2011 2012 2015 2016 2017 2018 2019 2020 REVIC Co., Ltd. and D2E2 Co., Ltd. merge to form REVIC Global Co., Ltd. Established a sales office in Beijing, China, and launched an e-learning business targeting Japanese, European and American companies based in China. Launched "New Knowledge Basket", a learning portal service exclusively for companies. Launch of "Narebasnet", a corporate video distribution service for the purpose of transferring and sharing knowledge within companies and developing human resources "Narrebasnet" gained 20,000 students within one month of launching the service Free distribution of our business videos begins on Yahoo! Video site REVIC Global's Beijing branch obtained ISO 9001:2000 certification. Launch of "Jinzai Ikusei.NET", an information site for strengthening people and organizations Partnered with Business Breakthrough to start online video distribution for business use Privacy Mark certification obtained Head office relocated to Higashi-Ikebukuro, Toshima-ku Launch of "SmartSkill", a human resource development support service for acquiring practical human skills Obtained ISO/IEC27001 certification, an international standard for information security management systems (ISMS). Launched the "In-house New Employee Training Support Program" that combines training of in-house instructors and training materials "Management Practice Case Drama" was recognized as a work selected by the Ministry of Education, Culture, Sports, Science and Technology in the educational video review system. Formed capital and business alliance with Withas Co., Ltd. (affiliated subsidiary) Official release of cloud-based multilingual e-learning system "SmartSkill Global" Participated in the first human resource development conference in the Asia-Pacific region, "ASTD STADA Asia Pacific Conference" Head office relocated to Hamamatsucho, Minato Ward Established a local subsidiary, Shanghai LEBIK Technology Co., Ltd., in Shanghai to strengthen services in the Chinese market. Official release of "SmartSkillCampus", an integrated talent development platform covering the entire world A studio capable of video compositing and live streaming will be set up at the headquarters Five educational content titles released All you need for personnel evaluation This is all you need for labor management Pre-departure training: China Pre-departure training: India Basics of Business Presentations in English SmartSkillCampus releases new feature "API integration" Release of educational content "Easy-to-understand Information Security Course" SmartSkillCampus releases new features Group company (role administrator) authority Customer reviews Recommendations Released "Micro version of Smart OJT Library," a lineup of educational content with 364 programs Two educational content titles released Human Resource Management Work etiquette Exhibiting at "Learning Innovation 2018" Exhibiting at "Kansai HR EXPO 2018" SmartSkillCampus releases new feature "Tighter IP address restrictions" Four educational content titles released Case studies on "how to work as a member of society" Anti-harassment course Key points for implementing goal management Micro version of Smart OJT Library MBO Basic Exhibiting at "Learning Innovation 2019" Exhibiting at the "e-Learning Trend Fair" Exhibiting at the "e-Learning Awards 2019 Forum" Established intermediate holding company "Terrace 1 Co., Ltd." Two educational content titles released Teleworking tips (for all employees) Speed up your work

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

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

Case Study - Mitsui Sumitomo Insurance Co., Ltd. Mitsui Sumitomo Insurance Co., Ltd. is a member of the MS&AD Insurance Group, a world-leading insurance and financial group and the No. 1 non-life insurance group in Japan, and is a company that handles non-life insurance, which is its core business. In order to realize the ideal society, we face social issues that impede it, quickly identify and communicate the various risks that arise from them, prevent the occurrence of risks, reduce the impact of risks, and provide various products and services to reduce the economic burden when risks become a reality. The company handles both corporate and individual defined contribution pension plans, but for corporate defined contribution pension plans (corporate DC), it primarily supports "medium-sized and small businesses." We spoke with Noda and Hashimoto from the Personal Financial Services Department/Defined Contribution Pension Team about the behind-the-scenes system that supports the management and administration of Mitsui Sumitomo Insurance's defined contribution pension plans. *Department names are as of the time of the interview in June 2023. As an organization that manages defined contribution pension plans, we propose system designs, explain the systems to employees, and support applications to obtain approval from the Ministry of Health, Labor and Welfare. Corporate defined contribution pensions (corporate DC) are a system in which the employer pays the premiums and the employees themselves manage the funds. Since it is difficult to expect employees with no investment experience and no prior knowledge to "manage the funds at their own risk starting tomorrow and build up assets for their retirement benefits and retirement," employers who introduce corporate DC plans are legally required to make an "effort" to provide investment education to their employees. Initially, we only provided services in the form of face-to-face seminars by dispatching lecturers to companies. Later, in response to requests from companies for assistance with those who were unable to attend seminars or for whom it was difficult to dispatch lecturers to remote locations, we added a service menu that provided seminar content on DVDs and other media. However, media such as DVDs require inventory, so even if we wanted to revise the content, we could not respond immediately, which was an issue, so we began considering the following measures. We have investment education content for people who are thinking of joining a corporate DC plan, as well as continuing education content for people who are already members but would like to refresh their knowledge or find out more about the DC plan. The investment education content includes information on what a corporate DC is, how to manage it, and the procedures for its use. The continuing education content goes into more detail and provides detailed information on the features of each investment product. Back to list Providing investment education to companies that have introduced defined contribution pension plans Could you please tell us about the defined contribution pension services offered by Mitsui Sumitomo Insurance? Consideration and implementation of LMS (Learning Management System) You currently provide investment education services through e-learning, but how did you do it prior to that? When we began considering this in 2014, the internet and smartphones were already widespread, and we discussed how e-learning would be easy to use for employees of the companies that adopted it, so we decided to provide the service as one of the pillars of investment education. With DVDs, companies have to purchase one and watch it together, but e-learning has the advantage that you can study on your own. Therefore, we have decided to provide investment education tools in two forms: seminars and e-learning. During the period when it was difficult to hold seminars due to the COVID-19 pandemic, companies often chose e-learning, and we felt that it was extremely important for us, as an operations management institution, to have multiple investment education tools. How did you select your e-learning vendor? Our selection criteria were whether the company could provide the services we wanted, whether the administrative burden on the companies that would actually use the system would be minimal, and whether the company had a strong track record in e-learning operations. Of course, because it would be used by a variety of companies, it differs from the usual use of LMS, so it was also essential that the system had functions such as the ability to manage courses for each company. After comparing several companies, your company (REVIC Global) was not actually the cheapest in terms of cost. In the end, in addition to the selection points I mentioned earlier, I decided to go with your company because I heard good reviews from companies that use your services and because your support system is well-developed. We consulted extensively on the design of the administrative flow, and were able to achieve simple operations with minimal administrative burden for both the client and our company. Investment education using SmartSkill Campus and feedback from companies using the service What exactly does SmartSkill Campus involve? What kind of feedback have you received from companies that use the service? Employees who have taken the course have told us that they are happy that they can take the course at their own timing and speed, and that they can review the material as many times as they like during the course period. Company representatives have also said that they are very grateful that each employee can progress through the course until they complete the final confirmation test, and that even if someone has not progressed, they can check their progress and provide support. Over the past few years, we have issued an average of 1,000 IDs per year, and there are companies that take the course on a regular basis, so we feel that it is a tool that receives stable support. Creating e-learning content that is easy to understand We are also commissioned to produce e-learning content. Is there anything you keep in mind when creating this content? I am conscious of how to make the content as easy to understand as possible. In 2022, I made a major revision to review all the content. Starting with the selection of the character who will lead the course, I made sure to think from the perspective of the participants, such as what kind of voice tone would be easy to listen to and not boring. In addition, subtitles have been added throughout the entire program, making it accessible to people with hearing impairments. You have been using our services since 2015, please let us know your opinion. When it comes to content production, we are not only pleased with how quickly they can produce it, but also with how they can provide us with suggestions on how to express things in a way that would be easier to understand. Creating a single piece of content is quite a difficult task, and naturally there is a discrepancy at first between what we have in mind and what your company imagines, but you communicate well so we are able to move forward toward the same goal. You were able to incorporate our requests as much as possible within the set schedule, and in the end, we wanted viewers to like the content, and the fact that you were able to respond to various requests toward that goal is the biggest reason why I think it was a good idea to use your company. Mitsui Sumitomo Insurance Co., Ltd. Effectively provide investment education to employees of companies that have introduced corporate defined contribution pension plans (corporate DC) using an LMS However, many of the companies we support are small and medium-sized enterprises, and in most cases they do not have human resources personnel with appropriate knowledge about investments, and even if they do, they cannot allocate resources to employee education. In response to this issue, as an institution that manages defined contribution pension plans, we provide investment education services to employees at the time of system introduction and when reviewing the system after a certain period of time has passed since its introduction. Previously, we revised the plan about once a year, but recently, due to changes in the asset formation environment, we need to revise the plan every few months. Previously, even making small corrections required time and money, but after consulting with your company, we changed the system to allow for timely updates, and now we have a system in place that allows us to provide our customers with the most up-to-date information possible. Is there anything you would like to achieve or challenge in the future? Mitsui Sumitomo Insurance's Future Outlook After the introduction of a corporate DC plan, we are basically on the premise of doing business with you for a long time, but by law, we are now in a position to be evaluated by companies as an operating and management institution once every five years. With the rise in awareness of asset formation in society, it is becoming difficult to receive evaluations from companies by simply providing traditional services. We need to provide new services and listen to the voices of companies and incorporate those that are most requested. SmartSkill Campus can do a variety of things, so we think it could go a step beyond investment education for defined contribution pension plans and be used as content to help corporate employees build assets for the era of 100-year lifespans. Mitsui Sumitomo Insurance's Future Outlook Company Name Mitsui Sumitomo Insurance Co., Ltd. Industry Insurance Eligibility Employees of companies that have introduced corporate DC plans assignment Education for employees of companies that have introduced corporate DC plans Reduce operational burden E-learning content production TOPICS Providing investment education to companies that have introduced defined contribution pension plans Consideration and implementation of LMS (Learning Management System) Investment education using SmartSkill Campus and feedback from companies using the service Creating e-learning content that is easy to understand Mitsui Sumitomo Insurance's Future Outlook 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 - Toyo Construction Co., Ltd. Toyo Construction Co., Ltd. was established on July 3, 1929 with the goal of reclaiming land off the coast of Naruo Village, Muko County, Hyogo Prefecture (now Nishinomiya City) and building a major industrial port and petrochemical complex. Over the 90 years since then, the company has expanded its business domains to include land-based civil engineering, architecture, overseas, and offshore wind power, while working to develop high-quality social capital that supports people's lives. Starting in fiscal 2023, the company is aiming to make further strides toward its 100th anniversary, with the theme of its medium-term management plan being "A company that takes on the challenges of going from defense to offense." Toyo Construction is a company with a diverse track record in the construction field, not only as a marine construction company but also as a general contractor. We spoke with Mr. Hara, Section Manager of the Construction Department of the Construction Business Division, about the behind-the-scenes system that supports human resource development in the Construction Business Division. *Department names are as of the time of the interview in April 2024. In addition to company-wide common education, Toyo Construction's Construction Business Headquarters and Civil Engineering Business Headquarters each focus on human resource development. The Construction Business Headquarters aims to develop "initiative people" and "creative engineers." The OJT manual used in the Construction Business Headquarters stipulates that "encourage awareness reform" and "promote active self-development" in order to take concrete actions that will lead to improved skills. To achieve this, we efficiently implement OJT and OFF-JT and actively support employees. The "10-year education program" was one of the education measures that started in 2014, and was implemented as a correspondence course. Specifically, the Construction Business Headquarters distributed assignments to the trainees through on-site OJT leaders, and the trainees were given feedback on their answers with corrections and comments, a process that continued for 10 years from the time of joining the company. However, in 2022, in light of busy work conditions on site and the 2024 problem in the construction industry (limits on overtime work), the course was changed from "required" to "optional." This resulted in the number of people submitting assignments falling by half, and a problem arose where the learning level gap between those who took the course and those who did not was widening. It is being used in two ways: to distribute the curriculum of the "10-year education program" to construction workers, and to allow people other than construction workers to take the e-learning library. The curriculum for the "10-year education program" is based on a unique curriculum in which the level of difficulty changes from the first to the tenth year, and original questions and explanations have been created. Participants can learn about process management, creating construction drawings, and budget management, which will lead to the acquisition of knowledge and improvement of skills as construction workers. Back to list "10-year education program" to improve the technical skills of young people What does Toyo Construction Construction Division place emphasis on in its human resource development? Issues before implementing SmartSkill Campus Please tell us about the challenges you faced before introducing the LMS (Learning Management System) and the education you envision with the introduction of the LMS. Therefore, we decided to change all training to group training in fiscal 2023, reducing the burden on OJT leaders and headquarters staff and eliminating inconsistencies in training due to the skills of the instructors. This had the advantage of allowing participants to see each other's ways of thinking and skills, but since there is a limit to the amount of time that participants can be held up in group training, the learning time was reduced to one-third compared to the distance learning format. Based on this, in 2024, we have decided to conduct education in a hybrid format, where items where the correct answer is clear will be implemented through e-learning, and items with multiple ways of thinking and correct answers, items that require group work, and items with complex explanations will be held as group training, allowing us to distribute time and make the education more efficient without compromising the quality of the content. How to use SmartSkill Campus How are you using SmartSkill Campus? Have there been any changes before and after the introduction of SmartSkill Campus? Compared to the previous correspondence education system, this is expected to reduce the amount of editing and sending/receiving work required by head office staff by approximately 200 hours per year. It has been about a month since the release, and active participants have already started learning at SmartSkill Campus. Some managers are also taking the course themselves to help train their subordinates. Going forward, we plan to further increase utilization rates by conducting awareness-raising activities through group training and other events. Toyo Construction Co., Ltd. The shift to e-learning for engineer training measures has significantly reduced the burden on OJT staff and head office staff In the Construction Business Division, we improve the technical skills of our young employees through the "10-year education program" that develops site managers within 10 years of joining the company. In the 10 years after joining the company, employees tackle a total of 30 tasks, aiming to acquire the skills to "create a schedule," "create construction drawings and check their contents," and "create an execution budget" as on-site management methods. When selecting an LMS (Learning Management System) vendor, what points did you consider important and what aspects of the system or support structure did you evaluate? We really value the speed of response from the sales and customer success staff. It took four months from implementation to release this time, and we were grateful for the quick response that allowed us to proceed in a timely manner. In addition, the customer success staff visited our office many times to support us with the settings. I feel that Revic Global is a company that understands the requirements of its customers and supports them along the way. In order to enrich our employee training, we were considering introducing a system that would allow employees to efficiently take educational courses suited to their skills when our training manager introduced us to REVIC Global Co., Ltd. The deciding factor for adopting the system was that it met our requirements, such as the ability to make detailed settings using the test function , and that it could create an environment where employees could learn "anytime, anywhere, and as many times as they wanted," in response to requests from field staff who wanted to be able to use their smartphones or iPads to study while commuting to the office or on the go. Is there anything you would like to achieve or challenge in the future using SmartSkill Campus? There are two things I want to achieve in the future. The first is to turn technical documents into content. There are still many technical documents lying dormant within the company, such as materials used in training and the know-how of veteran employees. I would like to use the content creation function to spread them horizontally. The other is training management. We would like to use SmartSkill Campus to manage group training applications, questionnaires, and notifications and collection of pre-assignments, leading to improved work efficiency. SmartSkill Campus is multifunctional, and I think there are still many features that I have not yet mastered. I will work with the customer success representative to realize what I want to do one by one. Future outlook Evaluation of REVIC Global's solutions Please tell us about the "10-year education program" that your company is implementing. The e-learning library, which is filled with knowledge and skills necessary for working adults, includes content that can be used for on-the-job training and for training new employees, new recruits, and young staff. Therefore, the library is open to construction technical staff and staff involved in construction sales, in addition to construction staff, so that they can study the content. Company Name Toyo Construction Co., Ltd. Industry Marine civil engineering/land civil engineering/construction industry Number of people Approximately 400 people assignment Reduce the workload of training staff Creating an environment where learning can be done without time or place restrictions TOPICS "10-year education program" to improve the technical skills of young people Issues before implementing SmartSkill Campus How to use SmartSkill Campus Evaluation of REVIC Global's solutions Future outlook Functions that are being used Tests/Surveys 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 - 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

Case Study - Oita Bank Ltd. Oita Bank's brand slogan is "We want to share your excitement," and the bank contributes to the prosperity of the local community by providing comprehensive financial services to the people of its hometown of Oita Prefecture and other areas that serve as the basis for the bank's existence. As the changes in the environment surrounding regional financial institutions become more severe, Oita Bank sees change as an opportunity and is taking on the challenge to fulfill its mission and role as a regional bank. One example of this is supporting the establishment of a regional trading company, OitaMade Co., Ltd., to promote the charms of Oita Prefecture, such as its warm climate, abundant nature such as the sea and mountains, and the fresh and safe ingredients grown there, both domestically and internationally. This initiative reflects Oita Bank's desire to "develop the region with unprecedented ideas!" in order to promote regional revitalization as part of regional revitalization. We spoke with Mr. Shuto and Mr. Hirata from the Human Resources Development Department about the behind-the-scenes system that supports the training of Oita Bank's creative thinking and adventurous spirit. *Department names are as of the time of the interview in January 2024. Our bank's approach to career development is to expect each employee to hone their expertise and carve out their own career path in order to realize the person they want to be and the job they want to do. In order to realize this vision of human resources, we have set up a concept called the "Human Resources Strategy Grand Design," and are working to build a foundation for developing self-reliant employees and strengthen a system in which human resources with diverse skills can thrive. One of our major goals under the "Human Resources Strategy Grand Design" is for each employee to play a leading role in creating diverse career paths and honing their expertise in line with each career path. In fiscal year 2022, we established the "Corporate University (D-Career Academy)" as a framework for "supporting the career development of employees (clarifying who they want to be)" and "developing specialized skills (increasing what they can do)." When establishing the in-house university, we were able to create a training/seminar system linked to the Career Development Program (hereinafter referred to as CDP), but the challenge was to "visualize" the self-development content linked to the CDP in order to realize each employee's career vision (desired state) and to create an "environment where they can learn easily anytime, anywhere." The site mainly contains internal documents such as administrative procedure manuals and other business knowledge, as well as e-learning content (videos and materials) on various business operations. Our bank has adopted the concept of "Self-Career Check," which allows each employee to carve out their own career, and we have created an environment where employees can begin learning about any field of work that interests them "anytime, anywhere, at their leisure." Back to list Through "career development support" and "support for the development of specialized skills," we aim to create value for customers and increase employee engagement in tandem Oita Bank has a brand slogan of "We want to share our emotions." Please tell us about the type of person you are looking for in a bank employee and your human resources strategy to achieve that. Issues before implementing SmartSkill Campus and key points for selecting an LMS Please tell us about the challenges you faced before introducing an LMS (Learning Management System) and the background to its implementation. When considering introducing a new system, we spoke with many system vendors. We came across REVIC Global and found them to be the company that best sympathized with what our bank wanted to achieve. This was the main reason we decided to introduce them to our bank. How did you select your LMS vendor? Please let us know if there were any points you considered important when making your selection. The selection was mainly based on the internet and referrals from other companies. The most important point to consider was whether or not the API could be linked to the talent management system that our bank had already implemented. How to use Progress Navi (SmartSkill Campus) What kind of education does "Progress Navi" based on SmartSkill Campus provide specifically? "Progress Navi" supports optimal skills development according to the ability level of each employee, but what is the system that implements this? In our bank's CDP (Career Development Program) system, the capabilities of each employee are quantified as a comprehensive "ability level" along three axes: knowledge, skills, and experience. Based on each employee's ability level, Progress Navi can recommend the necessary training curriculum to further strengthen strengths or overcome weaknesses, creating a system in which each employee can proceed with the optimal ability development suited to them. Ability level assessments are carried out within the talent management system (internal name: D-CareerBOX) provided by Sidus Corporation, and by linking D-CareerBOX with Progress Navi, we are able to efficiently provide this support for ability development. Oita Bank has also introduced the SmartSkill Campus app. Please tell us the purpose of introducing this system and the feedback from bank employees who are actually using it. Oita Bank Ltd. By linking LMS and Talemanagement, we can provide optimal skills development support according to the skill levels of bank employees. We believe that by supporting career development (realizing the person you want to be) and professional skills development (increasing what you can do), we can create value for customers and increase employee engagement in tandem. Recently, an increasing number of bank employees do not have PCs at home, so in promoting Progress Navi within the bank, one of the most important themes was "easy access from smartphones." In that sense, I feel that the existence of the app has made a huge contribution to increasing the penetration rate of Progress Navi . The UI is simple and easy to understand, and the ease of use has been well received by people of all ages. When analyzing the number of accesses, more than 80% are accessed from smartphones, so there is no doubt that the app is playing a role in promoting the use of Progress Navi. Please tell us what you appreciate about the system or support structure. To be honest, we (the staff of the Human Resources Development Department) do not have a deep understanding of many aspects of the system, so when we encounter problems with operation or want to realize something new, support from the beginning is essential. In that respect, REVIC Global has a team of two staff members who are quick to consult with us about even the smallest of issues, respond quickly, and understand what we want to convey as if they were "hearing a little, knowing ten things," so we are able to use the service without any problems. In addition, we receive regular analysis reports on usage to promote the use and dissemination of the system within the bank, so we would like to continue to work with them to build an even better system. Is there anything you would like to achieve or challenge with "Progress Navi" in the future? Our bank aims to "foster a culture where employees can enjoy their own growth while striving for growth together." With this in mind, we added "Progress" to the name, which means "to progress and move forward," rather than simply "learning." The current training curriculum provided by Progress Navi is centered on input content such as viewing documents and videos, but in the future, we hope to make it a platform where employees can output and share what they have learned, allowing them to have fun while growing together. In addition, we are also considering migrating the work flow related to human resource development, which is currently carried out using a different system or paper-based, to Progress Navi in the mid-to-long term. If it becomes known that "Progress Navi is the system for skill development," we believe that an environment will be created in which everyone can focus on self-development without hesitation. Future outlook for Progress Navi (SmartSkill Campus) Evaluation of REVIC Global's solutions The biggest factor was that REVIC Global sympathized with our bank's initiatives and asked us to "make it happen together." Another major factor was that we were able to realize API integration with the talent management system that our bank had already introduced. Another important factor was the "UI design." If the user is "unreadable" or "unsure of how to use" when they try to learn, it will lead to a decrease in motivation to learn, so we paid particular attention to the "UI design." We were attracted to the fact that the SSC provided by REVIC Global has a UI design that anyone can use without a manual . In addition, the fact that it can be easily used from a smartphone app also helped us decide to introduce it, as we felt that it would be possible to create an "environment where users can easily learn anytime, anywhere." What ultimately led you to introduce SmartSkill Campus? Please tell us what made you decide. Company Name Oita Bank Ltd. Industry Banking Number of people Approximately 2,000 people assignment Visualization of self-development content linked to career development programs Creating an environment where you can learn easily anytime, anywhere TOPICS Through "career development support" and "support for the development of specialized skills," we aim to create value for customers and increase employee engagement in tandem Issues before implementing SmartSkill Campus and key points for selecting an LMS How to use Progress Navi (SmartSkill Campus) Evaluation of REVIC Global's solutions Future outlook for Progress Navi (SmartSkill Campus) Functions that are being used CYDAS integration Learning Portal Interface Administrator Course Recommendations Apps 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 - Japan Post Bank Co., Ltd. Japan Post Bank Co., Ltd. is a member of the Japan Post Group that was established in October 2007. Through its nationwide network of post offices, the bank aims to be "the most familiar and trusted bank" that provides comprehensive financial services to a wide range of individual customers. In human resource development, we encourage employees to think about their future aspirations and plan for achieving them by providing them with opportunities to become aware of and learn, thereby encouraging them to develop their careers. We also position the strengthening of basic financial skills as a pillar of human resource development, and provide a self-development environment, including assistance for obtaining qualifications, correspondence courses, and e-learning that can be accessed from home. We spoke with Mr. Noboru and Mr. Sato from the Human Resources Department/Human Resources Development Office about what goes on behind the scenes of the system that supports human resource development at Japan Post Bank. *Department names are as of the time of the interview in March 2023. Our purpose and mission is centered on "striving for the happiness of our customers and employees and contributing to the development of society and the local community." Social conditions and the environment surrounding our bank are changing rapidly, and customer needs, the roles expected of financial institutions, and the knowledge and skills required of employees are becoming more diverse and multilayered. Furthermore, as the lives and values of each employee become more diverse, we believe it is important to provide an environment in which employees can think about their careers by aligning our bank's goals with their own vision for the future, and work with a sense of fulfillment. Previously, in-house e-learning and self-development e-learning were operated on separate systems, which was time-consuming for both users and operators. In addition, the number of self-development e-learning courses was limited, so the bank was considering ways to improve convenience and expand the number of courses. In order to resolve these issues, we have decided to introduce a new e-learning system (LMS). Not only does it play a part in making training more efficient, it is also indispensable as content that supports employees in acquiring a wide range of skills. In training for specific levels or functions, knowledge is input through e-learning as preparatory study, and group training focuses on group work, which reduces the amount of time spent on training and reduces the burden on trainees. Back to list Human resource development that encourages employees to think about what they want to be in the future What points do you consider important when developing human resources? Background to the introduction of "Japan Post e-Learning" What challenges did you encounter when introducing "Japan Post e-Learning" (SmartSkill Campus)? What points did you focus on when selecting a vendor? The key points were that it met security standards, including measures against unauthorized access, allowing us to use it with peace of mind, and that it had a support system in place to smoothly manage the daily e-learning content and participant management. How to use "Japan Post e-learning" What role does "Japan Post e-Learning" play? Please tell me about the purpose and content of the required courses offered through "Japan Post e-Learning." Many of the required courses are linked to job-specific and hierarchical training, such as compliance-related courses and statutory courses required for carrying out banking operations. When we started offering courses, your company (REVIC Global) supported us with everything from photography to publishing, and they proposed optimal solutions based on their operational know-how and past cases, such as proposing course categories that would make it easier for participants to access the courses they wanted. Above all, we found it extremely helpful that they responded quickly when we had any inquiries. Please tell us some of the things you do to raise awareness among your employees. Japan Post e-learning is used for in-house training and is therefore very well known, however, the self-development content within the e-learning is still not very well known. Our bank is also concerned about how to make learning a habit, but as mentioned in the first question, we are disseminating various information within the bank to encourage independent and self-reliant career development. We disseminate information on career design, support for obtaining qualifications, distance learning support, etc. throughout the company, as well as information on available e-learning programs. In addition to expanding our video courses, which are in high demand as they are expected to have a high training effect, we are also making efforts to limit the length of each video to around 5 to 10 minutes, so that employees working on the front line can take training courses in their spare time. We are currently exploring various ways to disseminate information and create mechanisms, but we are still only halfway there, so we would like to continue working on improvements in the future. About REVIC Global's solutions What do you think about REVIC Global's services after actually using them? In addition to high levels of security, we receive prompt and appropriate responses to our requests and questions, and staff are always willing to offer suggestions on how to operate the system and introduce new functions, so we feel very reassured by the system in place and can provide personal support. Please tell us about your future plans. I would like to continue to strengthen the system that allows employees to plan their own careers independently and autonomously. I would like to visualize what skills and knowledge are lacking when comparing the current situation with the future aspirations, and provide tools to fill those gaps through Japan Post e-learning. Japan Post Bank Co., Ltd. Supporting the growth of each employee so that they can maximize their capabilities and take on the challenge of financial innovation Specifically, we support employees' independent and self-directed growth and career development by providing them with opportunities to become aware of and learn about the future they want to be through training, career-related information, e-learning, etc. The biggest reason for the introduction of the LMS was that group training was no longer possible due to the COVID-19 pandemic. It was essential to convert much of our in-house training to e-learning, so our challenge was to switch to an LMS that would make it easy to register for courses and set up attendance , and reduce the amount of work required for operation. In addition, as employees were using the LMS more actively, taking self-development courses during reduced attendance times, we needed an LMS with a large capacity and no limit on the number of courses we could accommodate in order to increase the number of contents. As for self-development content, we have created an environment where employees can take a variety of courses, including courses on individual tasks created in-house, courses to learn common skills such as logical thinking, and courses to support the acquisition of various qualifications. Some courses are also available to those on parental leave and those who have received job offers, so a wide range of employees can take advantage of them. Company Name Japan Post Bank Co., Ltd. Industry Banking Number of people Approximately 16,000 people assignment Supporting employees' independent and self-directed career development Creating a self-development environment centered on strengthening financial fundamentals TOPICS Human resource development that encourages employees to think about what they want to be in the future Background to the introduction of "Japan Post e-Learning" How to use "Japan Post e-learning" About REVIC Global's solutions Functions that are being used E-learning course Blending Training 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 - ORIX Corporation ORIX Corporation has expanded into a wide range of businesses, beginning with leasing, since its founding in 1964. The company has built a unique business model that responds flexibly to the needs of society and the market and ventures into fields adjacent to its existing businesses. We believe that our greatest asset is our people, and as part of our human resources strategy we aim to "knowledge fusion" through diverse values and expertise by having employees with diverse backgrounds respect each other, and to work together to create new value and spark innovation, based on the idea of "Keep Mixed." Based on this idea, we have been working to create an environment in which all employees can thrive. We spoke with Mr. Kawazu, Mr. Nishida, and Mr. Ezaki from the Human Resources Development Team of the Group Human Resources Department about the behind-the-scenes system that supports ORIX's human resources strategy. *Department names are as of the time of the interview in June 2022. ORIX originally started as a leasing company, but gradually expanded into adjacent fields and is now involved in a variety of businesses, including airport operations. However, as the scope of its business expanded, the number of complex issues and challenges increased, making it difficult for the existing members of ORIX to promote new business ventures on their own. This is why ORIX welcomes people with diverse knowledge and experience, regardless of nationality, age, gender, or work history, including mid-career hires and working mothers, and by doing so, it is able to incorporate new ideas and constantly create new value. It was against this backdrop that the idea of "Keep Mixed" was born. There were two major issues before the introduction. The first was that there was no system in place for employees on parental leave or pre-employee candidates to freely access information from the HR department or the learning environment. The other issue was on the HR side. Until now, they had been using a different software to provide information about training, but everything else was basically managed by email or Excel, which made the work complicated. To solve these issues and improve the efficiency of their work, they decided to consider introducing an LMS (Learning Management System). First of all, the concept of the ORIX training portal is that it is a place to consolidate and distribute learning. In addition to company-wide training, the ORIX training portal also consolidates training conducted by each group company and even learning for self-improvement. In terms of diversity, the portal offers a variety of useful content, such as training for employees on parental leave. In addition, we hold "Wednesday Seminars," where we invite external lecturers about once a month to hold seminars for employees, and we also use the portal as a learning platform for those seminars. Back to list Human resource development and training centered on "Keep Mixed" ORIX develops and nurtures human resources based on the concept of "Keep Mixed." Could you tell us more about "Keep Mixed"? Does this mean that innovation comes from "human resources"? ORIX's business is not about manufacturing things, so people are the source of our power. We aim to create an environment where each individual can perform to the best of their ability by bringing together people with diverse knowledge and experience at ORIX and developing human resources based on the concept of "Keep Mixed." Consideration and implementation of LMS (Learning Management System) What challenges did you face before introducing the ORIX training portal? What were the important points you considered when selecting an LMS (Learning Management System) vendor? While it was important to streamline operations, it was also important to consider interactivity with participants (employees), such as being able to submit assignments before the training and registering organization and group information to ensure that learning is delivered accurately to target individuals, and also to cover all the items that need to be protected from a security standpoint . *Revic Global is also thorough in terms of security measures, including ISO and privacy marks. ISO/IEC 27001:2013 /JIS Q 27001:2014 (JQA-IM0730), Privacy Mark (21000023(08)) What ultimately led you to adopt REVIC GLOBAL's LMS? What was the deciding factor? The biggest deciding factor was the "operational support." It doesn't end with just introducing the system; customer success provides support by working with us to think about how to utilize the system and how to systematize it. They have a system in place where we can consult with them immediately if we run into any problems, and they also provide suggestions for improvement on each occasion, so I feel like they are helping us to develop and liven up the ORIX training portal. How long did it take to release the ORIX training portal? Also, were there any difficulties or challenges you faced when rolling this out within the group? It took about a year from when we started considering an LMS (learning management system) until we released it. Initially, each group company was using a different learning portal, so we struggled to get everyone to agree to use the "ORIX training portal." We are now taking various steps, such as holding study sessions, to ensure that the entire group can master the use of the "ORIX training portal," from launching learning courses to managing its operation. The present and future of "ORIX training portal" What kind of training specifically is provided through the ORIX training portal? How is the ORIX training portal currently being utilized? Please let us know your own thoughts and any feedback you have received from employees. Previously, training information was distributed in a scattered manner, but by introducing the ORIX training portal, each employee can easily check their own training status on their personal page . In addition, the learning content is rich, so for example, you can learn PC skills and IT skills for free, and employees introduce recommended books, so I think that an environment has been created where you can learn whenever you want to study. Currently, as the business diversifies, the skills and abilities required by each department and each company have become more detailed. We have actually heard the need for new learning themes and the need to improve skills unique to each department, so we would like to provide learning that is even more tailored to employees by creating pages for each department, while absorbing the voices of the field. Is there anything you would like to achieve or challenge in the future with ORIX training portal? In the future, I would like to create a system that allows each employee to autonomously map out their own career. For example, I would like to present a role model to help employees see what skills, knowledge, and qualifications they lack in order to pursue the career they want to pursue, and to visualize the gap between their current situation and that. I would like to use the ORIX training portal to help employees reconsider what they are lacking and provide support to fill those gaps. About REVIC Global's solutions You mentioned "operational support" as a deciding factor in introducing REVIC Global's LMS, but could you tell us more about the actual support situation? Whenever we communicate the general image of what we want to achieve with the ORIX training portal, they immediately propose the optimal solution based on the operational know-how and case studies they have accumulated up to now, which is extremely helpful. We are also grateful that they have a system in place to respond immediately to any problems we may have on a daily basis. Even for minor matters, the customer success staff are always willing to give us advice, which gives us a sense of security and makes us feel like we should give them a call first. We really feel that they are working with us to create and operate the ORIX training portal. It has been about five years since the release in 2017. What is the reason that you have been using our service for so long? REVIC Global's LMS is constantly being upgraded to meet user needs, with new features being developed one after another. I think it is precisely because they have a support system that is so attentive to their customers that they are able to listen to the voices of those in the field and turn them into reality. One of the reasons is that they respond to requests for features like this, allowing them to develop human resources in a way that is tailored to the needs of the times. I hope we can continue to work together to make the ORIX training portal even more popular. ORIX Corporation Developing diverse human resources Realizing personalized learning Company Name ORIX Corporation Industry Diversified Financial Services Industry Number of people Approximately 10,000 people assignment Group-wide education Personalized learning Developing self-reliant human resources TOPICS Human resource development and training centered on "Keep Mixed" Consideration and implementation of LMS (Learning Management System) The present and future of "ORIX training portal" About REVIC Global's solutions Functions that are being used Group training application and attendance management Obtaining security certifications Unified management of education history/attendance history Useful resources Easy to understand! LMS/e-learning study materials set of 3 For those considering introducing or switching to e-learning, you can download three consideration materials all at once. Download materials Seven points to keep in mind when selecting an LMS service We will introduce seven points to consider when choosing an LMS to develop, implement, and succeed in your company's human resource development initiatives. Download Documents Six points for successful LMS operation We will introduce some operational key points for effectively utilizing LMS and solving human resource development issues. Download Documents Please feel free to contact us with any concerns you may have regarding human resource development. Free individual consultation We will answer any concerns or questions you may have regarding the new implementation or replacement of an LMS (Learning Management System), the selection of e-learning content, or the production of in-house training videos. Application Free trial, quote, and inquiries Please click here to request a demo ID to try out the SmartSkill Campus features for free for two weeks, or to request a quote or other inquiries. inquiry

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

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