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."
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.
LMSベンダーの選定は、どのように行いましたか？
選定にあたり、大切にしていたポイントなどありましたらお聞かせください。
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
