Education System Product List and Ranking from 12 Manufacturers, Suppliers and Companies

Technical inheritance and employee training system "HIKIDAS"

Create an educational system with videos and draw out the potential of individuals on the ground! HIKIDAS is a video editing and learning software.

"HIKIDAS" is a system tool aimed at technical inheritance and employee training. Growth for both individuals and organizations does not happen in a day. Education incurs significant costs and time. We offer "HIKIDAS" as a service to efficiently visualize the know-how of skilled workers and draw out individual capabilities, transforming them into organizational competitiveness. Let's achieve value enhancement and business growth through the following three steps. Step 1: "Editing Function"… With intuitive operability, anyone can easily create and edit videos. - Dual Screen Editing… Easy comparison with dual screen playback - Painting Tool… Visualizing issues and problems through voice input - LAP Time Measurement for visualizing work efficiency Step 2: "Learning Function"… An integrated e-learning function that can be created online. - No app required; it can be used with an internet connection. - Multi-device compatible, allowing participation via smartphones and tablets. Step 3: "Creating an Educational Framework"… We support the establishment of the HIKIDAS operational framework. - We assist in solving customer challenges with the know-how cultivated by Tanak.

Company：タナック大阪本社
Price：Other

Other PCs and OA equipment
Education System

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[New Product] VR Accident Experience and Safety Education Lookca Introduction Video Now Available

A new product from Tsukushi Workshop for safety education at factory sites! The VR accident experience and safety education Lookca allows users to virtually experience accidents in factory settings through five different content pieces.

【New Product】VR Accident Experience and Safety Education Lookca is a new product designed to prevent workplace accidents that can occur on factory sites. Through head-mounted displays and VR, users can realistically experience why accidents happen and what the perspective of actual victims was, making it useful for safety education on construction sites. A promotional video is currently available. ■Features - Easy VR experience anywhere with just a head-mounted display and headphones - Virtual experiences of various situations with five different contents - The head-mounted display is standalone, allowing users to start at their own pace ◎ For more details, please refer to the PDF document or feel free to contact us.

Company：つくし工房
Price：Other

others
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Virtual On-Site Experience Construction Management Education System "Site Trainer"

A construction management education system created by eight general contractors: a completely new system that allows learning on-site knowledge and experience in a "game-like" manner.

The "On-site Trainer" is a construction management education system developed as educational content using the knowledge and know-how from eight general contractors. It allows users to learn various construction management techniques within a virtual construction site. By experiencing many virtual construction sites in a short period, it is possible to acquire the "ability to identify problems on-site (awareness skills)" that is difficult to learn through text and videos alone. ▼ Main Features - Move around the site using an avatar in S-frame/RC-frame environments: "Experiential learning in a virtual site" - Includes 60 quizzes and 240 drills: "Progress while answering questions" - Significantly reduces the burden on educators: "Convenient course and progress management" - Supports the creation of unique content: "Add original educational content"

Company：コンピュータシステム研究所
Price：Other

Employee training
Education System

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Hygiene Education System "e-Learning Hygiene Management Education System"

Education system utilizing the internet and digital devices.

The "e-Learning Hygiene Management Education System" is an educational system that enables reliable hygiene management training. It offers a range of learning courses tailored to different levels, from newcomers to veterans, with content updated and added regularly. As long as there is an internet connection, employees can study at their own pace according to their shifts. Additionally, we can customize the learning content based on your business type and requirements. Please feel free to consult us about multilingual support. 【Features】 ■ Learn anytime, anywhere ■ Level-specific education ■ Repetitive learning and testing functions ■ Customization *For more details, please download the PDF or feel free to contact us.

Company：ライオンハイジーン
Price：Other

E-learning
Employee training
Education System

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Experience labor accidents in VR! "Meiden VR Safety Experience Education"

Recreating disaster scenarios in a virtual space (VR). By experiencing accidents in a realistic way, we can enhance sensitivity to danger and contribute to safety education for preventing workplace accidents.

This is a safety education program that allows participants to experience accidents that occur on production and construction sites while simultaneously checking for hazardous elements. ■ 3-Axis VR Simulator ■ In conjunction with VR visuals, it reproduces tilting, shaking, and impact. By "experiencing" various dangers, it aims to enhance the safety awareness of participants. 【Features】　◎ Vibration and impact are conveyed through the linkage of visuals and the platform 　◎ Experience realistic workplace accidents 　◎ Safer education is possible with safety guards 　◎ Available for rental starting from one month ■ Subscription Service ■ We offer a subscription service that allows you to utilize VR safety experience education content at a fixed rate anytime. We provide a "Premium Plan" that allows access to all content and a "Content Selection Plan" that lets you choose specific content. With over 35 types of rich content, we prevent monotony in safety education. 【Features】　◎ Always access the latest content 　◎ Choose a subscription plan that fits your needs 　◎ Easily implement planned safety education 　◎ Over 35 types of rich content available *For more details, please download the PDF or feel free to contact us.

Company：明電システムソリューション
Price：Other

VR/AR
Education System

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Technical inheritance and employee training system "HIKIDAS e-Learning"

An educational system that makes the workplace happy, 'HIKIDAS e-Learning' - Learn through videos and unlock your potential!

"HIKIDAS e-Learning" is an e-learning system aimed at technology transfer and employee training. We have prepared an e-learning system with proven results in educational institutions, specifically for the manufacturing industry. It is a cloud-based learning system that pursues the latest know-how and ease of use. Anyone can easily use it, making it suitable for in-house training, onboarding new employees, and transferring skills from experienced workers. The administrator and learner screens can be managed separately, allowing for proper management, evaluation, and operation of learning and training. We offer plans based on the number of users, making it accessible for both small and large enterprises.

Company：タナック大阪本社
Price：Other

E-learning
Education System

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Accurate and faster repair response!

Delivering products that start up normally to customers who request repairs as soon as possible!

At the Sannix Service Center, we are making various efforts to deliver products that start up normally to customers who request repairs as soon as possible. We are working on an internal information sharing system and regular meetings to improve the skills of engineers involved in building various internal systems and tasks, as well as to enhance repair techniques. Additionally, we can provide manufacturers with valuable information from the accumulation of repair-related data that can assist in product improvements and the development of new products. 【Education and Training System】 ■ Manners Education ■ Product Repair Education ■ Personal Information Handling Operational Standards Education ■ Sannix Repair Business Related Systems ■ Internal Repair Staff Meetings *For more details, please refer to the catalog or feel free to contact us.

Company：サンニクス
Price：Other

Heating and cooling equipment and facilities
maintenance
Education System

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Bridge Construction VR Safety Education System

No computer needed, can be executed standalone! Useful for raising safety awareness.

The "Bridge Construction VR Safety Education System" recreates the conditions of bridge construction in a VR space, allowing players to experience actual accidents in a highly immersive and realistic environment. This helps improve hazard prediction levels and safety awareness on real job sites. A significant proportion of labor accidents are caused by tasks such as rigging, crane operations, and working at heights, leading to incidents like being caught or entangled, falls, and slips. Please feel free to contact us if you are interested. 【Features】 ■ No computer required ■ Can be run as a standalone application *For more details, please download the PDF or feel free to contact us.

Company：オフィスケイワン
Price：Other

VR/AR
Safety and consumables
Bridge Construction
Education System

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[Presentation of Materials] Understandable through Manga! 'Efficient Technology Transfer for Generation Z'

I want to efficiently communicate with Generation Z! Introducing the challenges and solutions of technology transfer in the manufacturing industry through manga! Also featuring a video education system that aids in talent development!

In the manufacturing industry, the following concerns are common: ◎ Employees with skills are busy, and the training of new hires is not progressing... ◎ There are issues with the training environment on-site, leading to a high turnover rate... The company where the protagonist works is facing similar challenges and has been asked to analyze the reasons why the transfer of skills on-site is not progressing. What causes did the protagonist uncover while listening to the voices from the field? And what is the secret strategy for successfully transferring skills? 【Summary of the Manga】 The company where the protagonist works seems to be struggling with the transfer of skills as well. ■ An analysis of the causes reveals various issues highlighted by the voices from the field! ■ What is the secret to solving the challenges of on-site training that the protagonist discovered? ■ Not only does it enable the transfer of skills, but it may also lead to improvements in the turnover rate! *You can view the manga immediately from the "PDF Download." The document also includes an introduction to the features of the video education system "tebiki."

Company：Tebiki
Price：Other

Manual Creation
Education System

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[Column] ➀ The company is a human zoo.

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■ A company is a human zoo, designed to collapse. The characteristics of various organizations, such as sports and hobbies, are fundamentally similar in that they gather people with similar values. For example, if friends from a recreational baseball team discuss going camping, the conversation quickly comes together. However, a corporate organization is characterized by the gathering of people with differing values, backgrounds, ages, and genders. Therefore, unless there is an intention to unify the organization, it will not function as a cohesive entity. In other words, if left unattended, a company is inevitably designed to collapse. ■ A company will not run smoothly if nothing is done. People with different backgrounds and differing values regarding likes and dislikes happen to live in the same area and come together to form an organization under conditions where they can compromise on treatment. This is the case for many small and medium-sized enterprises. While a group of animals in a zoo lives based on natural coexistence, when humans become like a zoo, they forget their own productivity and complain about low evaluations, or say they don't get along with certain individuals, or act freely despite company policies being presented. Many companies are in a state of neglect. In other words, it is more effective to consider company management methods based on the premise that a company will not run smoothly if nothing is done.

Company：マイスター・コンサルタンツ
Price：Other

Employee training
E-learning
Education System

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Personality Type-Based Management Education System "AI for Managers"

It diagnoses what kind of language and values the worker has and provides information.

"AI for Managers" is a management education system categorized by personality types, equipped with a feature that guides managers in their communication with subordinates, developed with the supervision of active social insurance labor consultants and small business consultants (patent application filed: Application No. 2021-75604). It improves the human resource challenges, which are a management issue, through nine types of interactions based on psychology. By enhancing interactions among employees, engagement increases, leading to improved performance. Please feel free to contact us if you have any inquiries. [For such workplaces, managers include:] - Chain businesses such as mobile phone shops, convenience stores, and beauty salons - Educational institutions like tutoring centers and schools - Manufacturing, sales, and retail - Financial institutions such as banks and insurance companies - Supermarkets, dry cleaners, and nursing care facilities with multiple locations *For more details, please download the PDF or feel free to contact us.

Company：ビジネス能力開発
Price：Other

Store Analysis System
Education System

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Nagoya University Web3D for Pedestrians

Pedestrian Traffic Safety Education Support System Utilizing Web3D

In recent years, the number of traffic accident victims has significantly decreased due to improvements in safety technology by automobile manufacturers and the development of Intelligent Transportation Systems (ITS). On the other hand, the number of injured individuals in traffic accidents is at an all-time high. One of the reasons for this is that while modern transportation systems are well-equipped in terms of infrastructure and facilities, they are still developing in terms of education. Additionally, the lack of awareness of traffic risks among those involved in accidents is also considered a problem. Regarding the current state of traffic safety education, drivers receive high-quality education using driving simulators in a 3D environment at driving schools. In contrast, pedestrians primarily learn through textbooks and are not provided with a favorable learning environment for traffic safety in terms of visibility and engagement. Furthermore, it is generally difficult for individuals to receive high-quality traffic education in a 3D environment on their own. Currently, there are numerous studies and systems that simulate traffic flow and environments. There are also educational software for traffic safety aimed at children using characters, and traffic education systems that provide a sense of three-dimensionality through sequential photographs; however, these, including simulators, are primarily targeted at drivers. None of these systems offer interactive 3D environment education specifically for pedestrians.

Company：名古屋大学
Price：Other

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[Column] ② Companies are designed to fail.

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How many years has your company been established? According to the Small and Medium Enterprise White Paper, the survival rates of companies over ten years are as follows: the survival rate after one year (newborn) is about 72%. The survival rate after three years (kindergarten) is about 50%. The survival rate after five years (preschool) is about 40%. The survival rate after ten years (fourth grade) is about 26%. In other words, the probability of surviving for ten years is only 30%, which highlights the difficulty of survival compared to human survival rates. Looking at the trend of bankruptcies at economic turning points: - COVID-19 (2020): 7,773 cases. - Normal period (2019): 8,631 cases. - Great Earthquake (2011): 12,707 cases. - Lehman Brothers (2009): 13,306 cases. - Bubble (1987): 12,655 cases. The factors leading to bankruptcy vary with environmental changes, but bankruptcies occur in every era, regardless of whether the economy is good or bad.

Company：マイスター・コンサルタンツ
Price：Other

Employee training
E-learning
Education System

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[Column] Principles for Unifying Organizational Groups ➇

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Combat is making sure that predetermined tasks are carried out as decided. As a practical measure for performance improvement, specific tasks to be accomplished over the course of a month are determined. Accordingly, everyone carries out their roles based on this division of responsibilities, and executing the decisions as agreed upon is a crucial function of combat. Combat is about practical ability. To achieve goals, it involves creating mechanisms that compel daily work to be done and implementing methods to ensure tasks are completed. Ensuring that predetermined content is executed as agreed upon is what combat entails, along with the practical implementation of daily operations and specific strategies based on role division. It is the effort of all employees, including team leaders, to put this into practice. Companies with good performance have a high awareness of adhering to agreements. Because of this high awareness, less effort is needed to enforce compliance, allowing focus on other areas, which in turn makes it easier to improve performance. Organizations are driven by people. To make it easier for people to drive the organization, it is essential to standardize what needs to be done. Without establishing patterns for tasks, habits cannot be formed. A characteristic of teams without combat is that they may be called to action, but do not respond. Ultimately, management is a contest of practical execution. Teams that cannot perform predetermined tasks as agreed upon will not receive rewards for their performance.

Company：マイスター・コンサルタンツ
Price：Other

Employee training
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[Column] Principles for Unifying Organizational Groups 7

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Tactics are strategies for moving people and ensuring they are thoroughly understood and implemented. Tactics involve ways to move people, with the key points being management and HOW TO. The essence of management is to ensure that what has been decided is carried out as planned. HOW TO refers to know-how and the standardization of work. Organizations are driven by people. To make it easier for people to drive the organization, it is essential to patternize what needs to be done. Without establishing patterns for what needs to be done, it becomes difficult to form habits. A typical management measure for patternizing what needs to be done is the management plan and performance review. Once goals are set, we consider how to implement them and create a plan. At the stage of thoroughly communicating the specific route, procedures, arrangements, and methods toward the goal, various issues arise, such as: - Not clearly understanding how to do it - Having never done it before, etc. Thorough communication includes properly teaching how to do things. The problem with operations in small and medium-sized enterprises is standardization. Simply put, it is about not creating a divide between those who can do things and those who cannot. Companies or departments that do not achieve results tend to only create plans and face challenges without training, leading to a higher probability of failure. Taking this into account, we clarify roles and responsibilities in the 5W2H format: who will do what, by when, and how.

Company：マイスター・コンサルタンツ
Price：Other

Employee training
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[Column] Why is the speed of personal growth slower than the speed of company growth?

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Small and medium-sized enterprises (SMEs) are under pressure and must take immediate action on human resource development as they grow and experience internal distortions. The growth of SMEs is proportional to the speed of growth of their management, but not to the speed of growth of their employees. The traditional development pattern involves assigning department heads and, if they fail, providing education, but one must realize that this approach is already too late at that point. When aiming for company sizes of 500 million to 1 billion, 1 billion to 3 billion, 3 billion to 5 billion, and 5 billion to 10 billion yen, it is necessary to change the gears of organizational management. In terms of scaling a business, just as elementary school students have food and clothing suited to their lifestyle and physique, and middle school students have food and clothing suited to theirs, the same applies to companies. No matter how similar the food is, an elementary school student does not need the same quantity as a growing middle school student. Similarly, if a company does not implement measures appropriate to its scale, it cannot operate healthily, and cracks will begin to appear everywhere. At this stage, where significant changes in steering methods are required, gaps within the company frequently occur.

Company：マイスター・コンサルタンツ
Price：Other

E-learning
Employee training
Education System

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[Column] Why are the organizations of small and medium-sized enterprises fragmented?

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This is because there is no recognition that "companies are living entities." Being disjointed means not being unified. The basic flow in organizational management is (1) purpose (2) goals (3) policies (4) organization (5) plans (6) roles (7) schedules (8) implementation (9) results (10) distribution. When replaced with management measures, this becomes management philosophy, vision, management policy, and management. Recently, small and medium-sized enterprises have been creating philosophies, drafting management plans, revising wage systems, and introducing management systems, yet they still remain disjointed. This is because each management measure is constructed on a whim, resulting in a patchwork state full of mismatches. For example, if there is no correlation between the content of the plan and the content of the personnel evaluation, even if time and effort are invested, it will ultimately fail. "Rules and standards mean crossing when the light is green and stopping when it is red," and it is because these are followed that the traffic society functions. Small and medium-sized enterprises become disjointed because they either do not have established rules and standards for operating the company, or if they do exist, only a few people know them, or even if they are known, they are not followed.

Company：マイスター・コンサルタンツ
Price：Other

E-learning
Employee training
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[Column] Aligning Work Quality with Social Changes Across All Employees

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The economic environment surrounding us has become too advanced, complex, and specialized, leading to a time when past experiences are no longer useful. In other words, we are undergoing significant changes that require us to improve the quality of our work in order to survive. This need to enhance work quality applies to all members. To achieve this, we must change the nature of our work. In addition to uniting the team, team leaders are required to take on new strategic initiatives such as product development, technology development, and sales area/channel development to bring work and performance to the team. Sub-leaders need to manage the team as representatives of the team leader. This is necessary because even if the leader engages in strategic actions, the team needs the functionality to operate effectively. If we do not cultivate individuals to take on these roles, leaders will not be able to execute strategic actions. Each member is expected to enhance their practical processing abilities. Furthermore, it is essential for all employees to take responsibility for their roles and demonstrate leadership, regardless of their position relative to others, in order to implement goals and objectives. There is a demand for the overall improvement of all employees, and it is required that the way the team operates is a collective effort from all employees.

Company：マイスター・コンサルタンツ
Price：Other

Employee training
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[Column] Characteristics of Companies Where Long-Standing Executives Are Likely to Emerge

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■A rapidly growing company The growth of a company is proportional to the growth speed of its management, but not to the growth speed of its employees. As the scale of the company grows, it is necessary to change the gears of organizational management. At that time, it is often the case that executives who have worked hard together since the founding are unable to adapt to changes in management methods such as open management, and signs of power harassment from their positions begin to emerge. ■A president who is too sentimental The management is aware that the growth of the founding executives is slow due to the company's rapid growth. A sentimental manager is patient and perseveres, but is concerned about the perspectives of mid-level and junior employees, leading to daily worries. During the growth phase of the company, where significant changes in steering methods are required for various reasons, gap phenomena frequently occur within the company. ■A company where mid-level and junior employees are growing in relation to the founding members The gap in work capabilities between the founding members and mid-level and junior employees has diminished. If the founding members lack management skills, the differences in work will disappear, making it difficult for them to maintain their positions of authority and leading to a loss of status. *For more detailed content of the column, please refer to the related link. For further inquiries, feel free to contact us.*

Company：マイスター・コンサルタンツ
Price：Other

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[Column] Conveying the Spirit of Entrepreneurship 2: Storytellers

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A lasting organization has the presence of storytellers. A representative example is the "company history." The company history is about its own past, but its purposes are twofold: 1. To leave behind examples of management decisions for those who follow, and 2. To educate and help understand how we arrived at today through the circumstances we have gone through. Through the company history, one learns the important values of the company. To put it in familiar terms, it is like a fairy tale. Every Japanese person knows "Kintaro of Ashigara Mountain." This is because it has been passed down through generations. Important matters are conveyed within the same ethnicity and inherited by the next generation. A crucial element of the mindset of like-minded individuals is identity. Growing companies have storytellers. These storytellers do not just say, "Do this" or "Do that." They help people understand why this is necessary and why that is important. It is because they can convey the reasons that people are motivated to act. Identity is the treasure box of the company that solves the "why." The storytellers of the company are you, the executives and leaders. *For more details on the column, please refer to the related links. For further inquiries, feel free to contact us.*

Company：マイスター・コンサルタンツ
Price：Other

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VR Hazard Experience and Safety Education System 'RiMM' <Demonstration Demo Available>

Experience accidents and disasters in VR. Sensations such as touch, pain, and shaking can also be recreated. There are 115 standard scenarios.

The VR Danger Experience and Safety Education System 'RiMM' allows users to experience various industry-related accidents in VR, making it easy to conduct comprehensive training. There are 115 standard scenarios available, and the use of CG visuals effectively conveys dangers in a visually understandable way. In addition to VR goggles, the system also incorporates tactile feedback, pain simulation, and motion effects, enabling a more immersive experience. Without being influenced by the experience of the training personnel, it can provide effective safety education to many employees with consistent quality. 【Recommended for the following situations】 "Safety management know-how is beginning to be lost" "The number of skilled workers is decreasing year by year" "Systematic training is not being conducted" "Communication and sharing of danger information has become difficult" ★ We are conducting demonstration demos at 5 locations in Japan and 3 locations overseas. Please feel free to contact us if you are interested. * You can view materials introducing examples of problem-solving from the "PDF Download."

Company：三徳コーポレーション情報機器部
Price：Other

Safety and consumables
Education System

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[Column] 4-4 The president of a small to medium-sized enterprise is a person who seeks speed and is considerate.

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■Managers Seek Speed They always have a sense of crisis. They feel uneasy if they are not doing something, and their thought process constantly involves identifying current issues, grappling with them, and thinking of solutions. This is why managers are often impatient and demand speed. If an employee says they will complete something in a week, they will insist it be done in three days, and they will immediately ask for updates the next day. Managers think about the company 365 days a year, 24 hours a day, and without this level of commitment, decisions do not progress. ■Managers Are Considerate People Managers are considerate individuals. If the total amount of numbers is even slightly off, they become furious; if a calendar or picture frame is crooked, they cannot rest until it is fixed; and when dining out, they pay attention to every detail of how to eat, drink, and behave. This is a result of developing correct habits. It is not just about being a good employee, but about cultivating a way of being as a sensible person. This is why they can be quite particular. This aspect also reflects the strength of a manager's responsibility. Additionally, if an employee's family has a celebration, they will quietly offer congratulations, and if there is a misfortune, they will always encourage the employee. They are considerate to ensure that employees can work comfortably.

Company：マイスター・コンサルタンツ
Price：Other

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[Column] ➇-⓶ Small Business Illness: Inability to Perform Basic Operations

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Another problem often seen in many companies is that they are not able to perform "basic actions." When you wake up in the morning, you should greet others with "Good morning," and when things are messy, you should clean up. These are the basic actions that are expected of an organizational member. If you cannot perform these basic actions naturally, like breathing in and out, you cannot become a member of the organization. What is particularly lacking is the ability to report, communicate, consult, and give instructions or orders. The inability to give instructions or orders is serious; not being able to perform the basic actions that move people leads to confusion in the workplace. Additionally, they are not able to adhere to established rules. Not following them has become a habit in itself. If there is no habit of properly doing what has been decided, any attempt to do something new will be in vain.

Company：マイスター・コンサルタンツ
Price：Other

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[Column] 7 Principles for Unifying Organizational Groups 2

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The management philosophy is the source that unifies a disparate group. Even if a family does not have a family motto, the same DNA flows through them, making it easier for the family to be cohesive. However, a company lacks this DNA, and it must be deliberately created afterward. This DNA defines the way of thinking and behavior required to work in the same company. The management philosophy acts as the roots of a tree; if they are not solid, the tree will not grow. Even if the tree has a large trunk and leaves, it will fall if the roots begin to rot. In other words, even if the management philosophy is admirable, if the actual management is done haphazardly, the visible results will not improve. It is essential to have a correct management philosophy, along with a concrete vision, policies, product strategies, tactics, and actions that are adapted to the environment. The management philosophy is the purpose of the company's existence and represents the goals and vision we aim for. To practice this goal in our daily lives, we express our everyday way of thinking and behavior in specific terms, which become the standards for action. Each individual, while engaging in their respective work, must maintain a sense of awareness and improvement, questioning whether what they are doing is truly right, and must practice in accordance with the way of thinking, attitude, and behavior outlined in the standards for action.

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[Column] Why can't things that are decided be done as decided?

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Decisions made within a company are the first step in motivating people. To achieve this, it is essential to define the specifics clearly; otherwise, people will be confused. Specific decisions should be expressed through unique names, numerical values, and goals. Furthermore, it is necessary to share the understanding of these decisions. In other words, everyone in the department must have a common understanding of what decisions need to be made this month. To ensure these decisions are implemented, it is important to prevent them from being left unaddressed and to conduct detailed checks. There are two methods to achieve this. One is to systematize the process and create individuals responsible for implementation. However, systematization often lacks a clear methodology, and the people responsible are merely told what to do by the president. Frequently, the on-site managers do not lead by example, and there is a lack of management work to enforce compliance, with no reprimands for employees who do not adhere to the decisions. As a result, a culture develops in the company where it is easier not to do anything, as there are no consequences for inaction. Conversely, in companies that adhere to their decisions, individuals are reminded by their peers when they do not comply, fostering a culture of adherence. This allows management to focus on the next steps, leading to the growth of the company.

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[Column] Development of New Businesses (1) Points of Success and Failure

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An era that demands strategy. One perspective on this is new business ventures. ■Common points of failure in new business ventures: (1) Operating in a completely unknown field, lacking knowledge and know-how. (2) Even if funds and materials are secured, there are no suitable personnel. (3) Insufficient understanding of the market and demand. (4) High risk and high return with significant investment amounts. (5) Unclear investment amount estimates. (6) Misjudgment of the timing for withdrawal. (7) Expansion into different industries based on the owner's president's unilateral decisions and personal interests. ■Success points from successful examples: (1) Related industries or business types to the current business. (2) Transitioning upstream (manufacturing) or downstream (retail). (3) Growth areas, networks, and timing that align with current trends. (4) Utilizing systems that allow for the incorporation of know-how (e.g., franchising). (5) Leveraging assets such as land, buildings, and employees from existing businesses. Relying solely on existing businesses that target the same products to the same customers makes it increasingly difficult to achieve appropriate profits. Therefore, one strategic perspective is new business ventures. When new businesses succeed, they can generate significant benefits for the company.

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[Column] Exploring the Possibilities of Expansion Centered on New Business (3)

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The method of vertical expansion is fundamentally either upstream or downstream. The criteria for upstream and downstream refer to moving towards manufacturing if transitioning from the current business model, or towards retail if transitioning from the current business model. Additionally, approaching the final end user is also a perspective to consider. Upstream expansion involves entering businesses that have manufacturing or construction functions. It does not necessarily require capital investment by the company itself; instead, it can involve outsourcing or subcontracting to have manufacturing or construction capabilities while executing projects based on the company's own plans. A representative company is Uniqlo. A common example of downstream expansion is when a lumber company undertakes new residential construction or renovations and transforms into a housing company (Tama Home). Downstream expansion is a method of entering fields that are closer to consumers. Next, horizontal expansion involves entering peripheral or niche fields. For example, a housing company or construction firm may enter the remodeling sector in a separate division, or a building materials sales company may engage in termite extermination or house cleaning, all of which are expansions into peripheral fields related to housing. The key points of horizontal expansion are entering fields where a gross profit margin can be obtained (compared to the current core business) and being able to leverage existing personnel from traditional businesses. It involves entering niche areas where there are few or no existing competitors and which have future potential.

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[Column] Team Management in the 21st Century: Building Teams with Participation from All Employees

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Participation means thinking for oneself, making judgments, taking action, and taking responsibility. In contrast, mere attendance is just being present. The goals and objectives of the company and team are the same for all employees. However, the roles of the management, leaders, and members are different. There are countless themes that cannot be linked to results by just one manager or one leader. When all members think for themselves about what their team and individual roles should be, make judgments, and take action, a sense of ownership begins to emerge. This leads to a strong attachment to achieving results. Consequently, the level of joy experienced upon achievement increases. A company that can strongly feel this sense of experience becomes a "company where employees feel joy in working," and because individuals feel fulfilled by being needed by this company and team, they find happiness as workers. Members desire not only personal satisfaction gained from the company, such as rewards and promotions, but also satisfaction from achieving the company's goals and the joy of participating in that process. *For more details on the column, please refer to the related links. For further inquiries, feel free to contact us.*

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[Column] Working to Move the Team with the Team

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Teamwork refers to the ability to take individual actions while maintaining a coordinated effort as a team. The importance of teamwork lies not just in improving the relationships among the people involved, but in the fact that things that are difficult to achieve with individual abilities and strengths can be accomplished by the team. Simply gathering the necessary number of people to work does not guarantee effective teamwork. A team fundamentally begins with all members having a sense of ownership as part of the team, sharing a common purpose and goals, and collaborating on the process to achieve them. To strengthen teamwork, it is necessary to engage in team building, and there are four key points to consider: ■ Sharing purpose and goals (understanding the purpose, goals, and methods) ■ Enhancing participation motivation (understanding what one needs to do) ■ Skill development (improving one's own work capabilities) ■ Cooperation (knowing and adhering to team rules) *For more detailed information, please refer to the related links. Feel free to contact us for further inquiries.

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[Column] Principles of Combat

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Stability allows for the creation of battles. The term "base" is a commonly heard expression. The representative indicators that reflect the state of management include: ■ Stability - Represents the stability and risk level of management ■ Profitability - Represents the structure of sales and expenses to secure profits ■ Productivity - Represents the quantity and quality of sales and gross profit generated by employees ■ Turnover - Represents the turnover and utilization of goods and assets, which are one source of profit ■ Growth - Represents the degree of growth in scale compared to the past, present, and future All management indicators are based on balance. For example, when making capital investments, profitability may temporarily decline, but growth will increase. In other words, there are management indicators that are crucial at any given point due to management strategies, but when asked which is the most important among these, I am convinced that it is "stability." In battle, having something that can be read as "they should be able to do this much..." allows for the development of tactics and combat strategies. That which can be read = the base. *For more detailed content of the column, you can view it through the related links. For more information, please feel free to contact us.*

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