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

Last Updated： Aggregation Period:Oct 15, 2025～Nov 11, 2025
This ranking is based on the number of page views on our site.

Education System Manufacturer, Suppliers and Company Rankings

Last Updated： Aggregation Period:Oct 15, 2025～Nov 11, 2025
This ranking is based on the number of page views on our site.

  1. コンピュータシステム研究所 Miyagi//others
  2. オフィスケイワン Osaka//Other construction industries
  3. タナック 大阪本社 Osaka//others
  4. 4 つくし工房 Tokyo//others
  5. 4 名古屋大学 Aichi//Educational and Research Institutions
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Education System Product ranking

Last Updated： Aggregation Period:Oct 15, 2025～Nov 11, 2025
This ranking is based on the number of page views on our site.

  1. Virtual On-Site Experience Construction Management Education System "Site Trainer" コンピュータシステム研究所
  2. Bridge Construction VR Safety Education System オフィスケイワン
  3. Technical inheritance and employee training system "HIKIDAS" タナック 大阪本社
  4. [New Product] VR Accident Experience and Safety Education Lookca Introduction Video Now Available つくし工房
  5. 4 Nagoya University Web3D for Pedestrians 名古屋大学

Education System Product List

16～29 item / All 29 items

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

[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.

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[Column] Aligning Work Quality with Social Changes Across All Employees

[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.

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

[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.*

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[Column] Conveying the Spirit of Entrepreneurship 2: Storytellers

[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.*

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

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."

  • Safety and consumables

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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.

[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.

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

[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.

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[Column] 7 Principles for Unifying Organizational Groups 2

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

[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)

[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

[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

[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

[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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[Column] You cannot become a member of a fighting group if you do not know about the company or the product.

[Column] You cannot become a member of a fighting group if you do not know about the company or the product.

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Everyone knows themselves well. There are no employees who cannot answer questions about their birth date, blood type, zodiac sign, or the origin of their name. However, when asked about the company's founding date, number of employees, annual sales, history, main bank, or the selling points of its products, few employees can answer adequately. It's not that "the grass is greener on the other side," but employees know less about their own company than the president imagines. If you think this is hard to believe, it would be beneficial to create a test from your company's brochures or website and conduct it; you will likely be astonished by the reality. When you think about it calmly, it's remarkable that small and medium-sized enterprises attempt to compete without knowing their own company’s overview or products. They waste time without any sense of problem awareness, which hinders growth. Such a group can be referred to as a rabble. In other words, they cannot be recognized as members of a fighting group. *For more details on the column, please refer to the related links. Feel free to contact us for more information.

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