Your application has been accepted Seminar application accepted Thank you very much for registering for the seminar. An automatic reply email has been sent to the email address you entered, so please check it. *If you do not receive any response, we apologize for the inconvenience, but we would appreciate it if you could contact us at the address listed below. REVIC GLOBAL Co., Ltd. Sales Headquarters TEL: 03-6824-9782 E-mail: po-accountsales@revicglobal.com

Company Profile REVIC Global supports a wide range of companies by providing a one-stop service that promises everything from building educational systems to providing a wide range of content and optimal operation for each company. We also introduce the details of our services and examples of operation. Request Form What you'll learn in this document Revic Global Company Profile Services provided by REVIC Global LMS provision and planning and operation support Providing educational content Original teaching materials production Examples of customers using our services REVIC GLOBAL's Major Customers ■ Total 8 pages Handling of personal information in the document request form 1. Name of organization or name REVIC GLOBAL Co., Ltd. 2. Name or job title, affiliation and contact details of the personal information protection manager (or his/her representative) Personal Information Protection Manager Kashiwagi Osamu Conservation Manager Affiliation REVIC GLOBAL Inc. Management Department Contact details for the conservation manager TEL:03-6824-9781 3. Purpose of Use of Personal Information Notification of how to download the materials you requested Responses to inquiries Providing information on products and services, campaigns, seminars and events, etc. 4. Outsourcing of personal information handling operations We may outsource all or part of our personal information handling operations to external parties. In such cases, we will carefully select contractors on the condition that they have established and implemented a management system that can adequately protect personal information, and will conclude a non-disclosure agreement with the contractor to ensure that they strictly manage your personal information. 5. Request for disclosure of personal information You may contact our inquiry desk to make requests regarding the disclosure of your personal information (notification of the purpose of use, disclosure, correction, addition or deletion of content, suspension or erasure of use, and suspension of provision to third parties). In such cases, we will respond within a reasonable period of time after verifying your identity. Our contact details for inquiries regarding personal information are as follows: 〒105-0014 Sumitomo Real Estate Shiba Building 2nd Building, 4th Floor, 1-5-9 Shiba, Minato-ku, Tokyo REVIC Global Co., Ltd. Administration Department Personal Information Inquiry Section TEL: 03-6824-9781 (reception hours 10:00-17:30) *Inquiries received on Saturdays, Sundays, national holidays, the New Year holidays, Golden Week, and during the summer holidays will be processed on the next business day. 6. Voluntary nature of provision of personal information Whether or not you provide your personal information to us is up to you, but please note that if you do not provide your personal information, we may not be able to provide you with appropriate services. 7. Cases where personal information is acquired in a manner that is not easily recognizable by the individual Cookies are used to make browsing our website more convenient when you return to our website, and do not infringe on your privacy or have any adverse effects on your computer. Additionally, our website uses the SSL (Secure Socket Layer) data encryption system for all areas where personal information is entered. Furthermore, we have taken measures such as installing a firewall to protect information on the website. However, due to the nature of Internet communications, we cannot completely guarantee security. Please be aware of this in advance.

Electronic Announcement Company Overview Corporate philosophy and message from the president Major Customers Electronic Announcement About REVIC Global Please click here to view and download electronic notice materials. *Adobe Acrobat Reader is required to view the materials. 2023 48th term financial results announcement.pdf 2023 48th term financial results announcement.pdf Monday, November 21, 2023 Merger Public Notice.pdf 2022 47th term financial results announcement.pdf 2021 46th term financial results announcement.pdf 2020 45th term financial results announcement.pdf 2019 44th term financial results announcement.pdf 2018 43rd term financial results announcement.pdf March 15, 2016 (Tuesday) Regarding partial corrections to the "Notice of the 40th Ordinary General Meeting of Shareholders" (epc_20160315.pdf/85.1KB) Friday, November 20, 2015 Notice of Reduction in Amount of Capital (epc_20151120.pdf/85.1KB) Wednesday, November 18, 2015 Notice of amendment to the Articles of Incorporation (no stock certificates issued) (epc_20151118.pdf/20.7KB)

Seven points to keep in mind when selecting an LMS service This document introduces seven points on what kind of LMS you should choose to develop, implement, and succeed in your company's human resource development measures. Whether you are a company manager introducing an LMS for the first time or a manager considering switching LMS, we believe that by following this document, you will be able to see the "best LMS for your company." We hope you will find it useful. Request Form What you'll learn in this document What kind of LMS should you choose to develop and implement your company's human resource development initiatives and make them successful? Specific points to consider when selecting an LMS service ■ Total 14 pages Table of Contents What is "LMS"? Can the educational policies currently under review be implemented? Is there a support system in place for operations? Is the content rich? Are your security measures in place? cost LMS selection and release schedule Points to consider when switching Handling of personal information in the document request form 1. Name of organization or name REVIC GLOBAL Co., Ltd. 2. Name or job title, affiliation and contact details of the personal information protection manager (or his/her representative) Personal Information Protection Manager Kashiwagi Osamu Conservation Manager Affiliation REVIC GLOBAL Inc. Management Department Contact details for the conservation manager TEL:03-6824-9781 3. Purpose of Use of Personal Information Notification of how to download the materials you requested Responses to inquiries Providing information on products and services, campaigns, seminars and events, etc. 4. Outsourcing of personal information handling operations We may outsource all or part of our personal information handling operations to external parties. In such cases, we will carefully select contractors on the condition that they have established and implemented a management system that can adequately protect personal information, and will conclude a non-disclosure agreement with the contractor to ensure that they strictly manage your personal information. 5. Request for disclosure of personal information You may contact our inquiry desk to make requests regarding the disclosure of your personal information (notification of the purpose of use, disclosure, correction, addition or deletion of content, suspension or erasure of use, and suspension of provision to third parties). In such cases, we will respond within a reasonable period of time after verifying your identity. Our contact details for inquiries regarding personal information are as follows: 〒105-0014 Sumitomo Real Estate Shiba Building 2nd Building, 4th Floor, 1-5-9 Shiba, Minato-ku, Tokyo REVIC Global Co., Ltd. Administration Department Personal Information Inquiry Section TEL: 03-6824-9781 (reception hours 10:00-17:30) *Inquiries received on Saturdays, Sundays, national holidays, the New Year holidays, Golden Week, and during the summer holidays will be processed on the next business day. 6. Voluntary nature of provision of personal information Whether or not you provide your personal information to us is up to you, but please note that if you do not provide your personal information, we may not be able to provide you with appropriate services. 7. Cases where personal information is acquired in a manner that is not easily recognizable by the individual Cookies are used to make browsing our website more convenient when you return to our website, and do not infringe on your privacy or have any adverse effects on your computer. Additionally, our website uses the SSL (Secure Socket Layer) data encryption system for all areas where personal information is entered. Furthermore, we have taken measures such as installing a firewall to protect information on the website. However, due to the nature of Internet communications, we cannot completely guarantee security. Please be aware of this in advance.

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

DX/Technology Content Content Library Content for successful applicants Content for new employees Content for young and mid-career employees Management Content DX/Technology Content Content for sales and manufacturing MBA Training Content CSR and Compliance Training Content Qualification Content Language and Global Human Resource Development Content PC/IT Skills Improvement Content Image: DxGROW/Institution for a Global Society, Inc. We live in an age where only companies that can create new business value will survive. Until now, digital transformation (DX) and technology have been the work of the systems department, but from now on, all business people will need to understand it and put it into practice in their work. We provide content to promote DX to "all employees" and create "people and organizations that create new value." Lineup We have prepared content to promote "innovation creation" and "business efficiency" through DX and technology. DxGROW e-learning 1 person/2 months/22,000 yen (tax included) This is a course set consisting of "DxGROW DX Basics" and "DxGROW Data Science Basics." In the Society 5.0 era, it will be essential for "all employees" to understand and practice "aggressive DX," not just a select few specialists. This program will support you in taking that first step. View product introduction DxGROW DX Basic Edition 1 person/2 months/16,500 yen (tax included) Digital transformation (DX) is bringing about discontinuous changes to our lives and is also dramatically altering the structure of industry. This content allows you to learn the essence of DX in an easy-to-understand manner without any prior knowledge. View product introduction DxGROW Data Science Basics 1 person/2 months/16,500 yen (tax included) Data-based decision-making is becoming increasingly important in all business settings. Discussions based on objective evidence, such as data, are widely needed as a global standard. In this course, you will learn the basics of data science in simple terms. View product introduction Please feel free to contact us for a free demo ID or to request information. Contact us

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 - 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 - 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

Language and Global Human Resource Development Content Content Library Content for successful applicants Content for new employees Content for young and mid-career employees Management Content DX/Technology Content Content for sales and manufacturing MBA Training Content CSR and Compliance Training Content Qualification Content Language and Global Human Resource Development Content PC/IT Skills Improvement Content In the global business world, a practical level of English is required for presentations, customer service, etc. Also, knowing the background of foreigners, such as their history, culture, customs, religion, and values, and conducting business with mutual understanding are important factors for being successful on a global scale. We offer courses that allow students to learn efficiently and intensively to meet their individual needs, such as TOEIC preparation, learning practical English for different situations, and understanding different cultures for those moving to Japan. Lineup We offer TOEIC preparation courses to improve your basic English skills and improve your score, practical English for use in the workplace such as presentations and customer service, and courses for expatriates to help them succeed overseas. All you need to know about bank counter operations in English 1 person/6 months/11,000 yen "English for Banking" focuses on the common activities of foreign visitors to Japan, such as foreign currency exchange, international remittances, and account opening, which are all common activities that are undertaken when visiting a bank in recent years, and contains content that can be put into practice when dealing with customers. What you'll learn Chapter 1: Why English is needed for bank counter work (10 minutes) Chapter 2 Common expressions used frequently (5 min.) Chapter 3-Ⅰ Foreign currency exchange (10 minutes) Chapter 3-II Foreign currency exchange (10 minutes) Chapter 3-III Foreign currency exchange (20 minutes) Chapter 4-Ⅰ International Remittance (8 mins) Chapter 4-II International Remittance (12 mins) Chapter 5-Ⅰ Opening an account (10 minutes) Chapter 5-II Opening an account (20 minutes) Chapter 6 Domestic Remittances (7 min.) Chapter 7 Examples and Summary (15 minutes) TOEIC®TEST Complete Achievement Series TOEIC(R)TEST Complete Achievement 470 1 person/3 months/16,500 yen In addition to approximately 300 practice questions with learning objectives based on your target score, the book includes a variety of learning programs, such as illustrated conversations and explanations, dictation, vocabulary building, and speed reading and grammar exercises with audio. What you'll learn "TOEIC(R)TEST Perfect Achievement 470" is courseware for beginners who want to break through the 400 mark on the TOEIC(R) test and reach the average score. The course is designed to allow for a balanced study of listening, reading, and vocabulary, making it possible to develop the overall ability required to fully achieve your target score. There is also a simple mock test included. Please try it to check your learning progress. TOEIC®TEST Complete Achievement Series TOEIC(R)TEST Complete Achievement 650 1 person/3 months/16,500 yen In addition to approximately 300 practice questions with learning objectives based on your target score, the book includes a variety of learning programs, such as illustrated conversations and explanations, dictation, vocabulary building, and speed reading and grammar exercises with audio. What you'll learn "TOEIC(R) TEST Perfect Achievement 650" is courseware for intermediate learners aiming to exceed the average score of the TOEIC(R) TEST (high 500 points). The book is structured to allow students to study listening, reading, and vocabulary in a well-balanced way, so you can develop the overall ability to achieve your target score. Simple practice tests are also included. Please try it to check your learning results. TOEIC®TEST Complete Achievement Series TOEIC(R)TEST Complete Achievement 730 1 person/3 months/16,500 yen In addition to approximately 300 practice questions with learning objectives based on your target score, the book includes a variety of learning programs, such as illustrated conversations and explanations, dictation, vocabulary building, and speed reading and grammar exercises with audio. What you'll learn "TOEIC(R) TEST Complete Achievement 730" is courseware for advanced learners aiming to achieve a TOEIC(R) score of 730 or above, which is said to be the corporate standard for selecting employees for overseas postings. The book is structured to allow students to study listening, reading, and vocabulary in a well-balanced way, so you can develop the overall ability to achieve your target score. Simple practice tests are also included. Please try it to check your learning results. Basics of Business Presentations in English 1 person/6 months/11,000 yen In order to put English into practice, it is necessary to master the key points appropriate to each situation. This content focuses on the theme of "business presentations" and allows you to learn the key points of presentations in English through videos. What you'll learn Lesson 1 Key Elements Essential Presentation Techniques (10 min) Lesson 2: Preparing an Outline Preparation for Outlining (10 mins) Lesson 3: Preparing the Opening Preparation for the opening (15 mins) Lesson 4: Preparing the Closing Closing a presentation (10 minutes) Lesson5 Understanding Transitions Understanding Transitions (10 min) Lesson6 Preparing and Using Visual Aid Prepare visual aids (15 min.) Lesson 7 Platform Presence Stage Presence (15 mins) Lesson 8: Delivery Techniques Delivery Techniques (15 mins) Lesson9 Delivering the Opening Opening speech (15 minutes) Lesson 10: Making Transitions Making Transitions (15 minutes) Lesson11 Delivering the Closing Concluding your presentation (20 minutes) Lesson 12 Handing Questions Q&A (20 mins) Management Strengthening Program Global Leader Course Asian Version 1 person/6 months/16,500 yen As globalization advances, how can we foster trust among staff of different nationalities, genders, and values, and turn that diversity into a competitive advantage? In this course, you will learn practical know-how in communication and leadership required for Japanese people assigned overseas to lead multicultural teams. What you'll learn Introduction to Global Diversity National staff's work philosophy To build a good relationship of trust Communicate meaning Involve the other person Working in a team Collaborate Respect differences Pre-departure training: India 1 person/6 months/16,500 yen In order to build a foundation in the "fundamentals of management" such as human resources, finance, and marketing, students will also learn about the systems and society of the host country, as well as information on different cultures. What you'll learn 1. Basic information about India 2. Japanese Companies in India 3. Indian politics and policies 4. Cultural background and social environment 5. Diversity of Indians 6. Different cultures between India and Japan 7. Employment situation in India 8. Communication with Indians 9. Life on assignment in India Pre-departure training in China 1 person/6 months/16,500 yen In order to build a foundation in the "fundamentals of management" such as human resources, finance, and marketing, students will also learn about the systems and society of the host country, as well as information on different cultures. What you'll learn 1. A little business story from China 2. Preparation before moving 3. Employment situation in China 4. The joys of being posted to China 5. Tax issues when stationed abroad 6. Knowledge about Chinese law that you should know when you are stationed abroad 7. “People eat and eat heaven” China 8. Crisis management during assignment 9. Medical matters during your stay 10. Chinese Lifestyle Wisdom 11. Comments from people who have worked in China TOEIC®TEST exam preparation materials series TOEIC(R) TEST mock exam 1 person/3 months/13,200 yen "TOEIC TEST Capture Mock Exam" contains three mock exams that reproduce the TOEIC TEST as faithfully as possible. This is a complete mock exam with 200 questions and taking approximately 2 hours to complete. What you'll learn Basic operation explanation Mock Exam No. 1 Mock Exam No. 2 Mock Exam No. 3 No Image People of all levels can improve their scores and overcome their weaknesses! New TOEIC e-learning u-CAT 1 person/12 months/4,180 yen It is a system that provides effective learning for people at any level, as it uses standard mock exams to accurately analyze abilities and then provides each user with the most appropriate weak point reinforcement study. We will objectively grasp your current level and provide you with efficient learning. What you'll learn Test: Approximately 4 hours (60 minutes x 4 times) Weakness reinforcement learning: About 4.5 hours (90 minutes x 3 times) *You are free to stop and resume testing and weak point reinforcement learning at any time. No Image Please feel free to contact us for a free demo ID or to request information. Contact us

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