Tokyo Gas Transforms Employee Training Platform for 80,000 Users

Transforming Employee Training: The Tokyo Gas Case

In a significant stride towards digital transformation, Tokyo Gas Corporation has revamped its employee training platform, impacting approximately 80,000 users, including its workforce and numerous partner companies. This initiative was made possible through the introduction of the Learning Management System (LMS) known as "CAREERSHIP," developed in partnership with Lightworks Co., Ltd. As industries face serious challenges such as labor shortages and the need for skill transfer, especially in sectors like energy and construction, this transformation comes at a crucial time.

Background: A Legacy System at Its Limits

Tokyo Gas has historically relied on a proprietary system developed over two decades to manage training for its employees and partner organizations. However, years of modifications have led to inefficiencies and a lack of transparency in the system. With the surge in demand for e-learning during the COVID-19 pandemic, Tokyo Gas faced the challenge of effectively managing training data, leading to fragmented record-keeping and manual double management, which overwhelmed the administration.

The Outcome: From a Training Management System to a Knowledge-Sharing Platform

In February 2024, Tokyo Gas rolled out "CAREERSHIP," affectionately nicknamed "CAMPUS." This new initiative has yielded impressive outcomes across several key areas:

1. Centralized Management for Enhanced Training

The new system allows for the centralized management of over 80,000 user IDs, integrating the training data for Tokyo Gas employees, partners, and related companies into one platform. This comprehensive system streamlines the entire training process, from enrollment to history management and testing, significantly reducing administrative burdens. As a result, it has led to improved quality of personnel across the entire supply chain and made skills levels more transparent.

2. Cost Reduction and Improved Learning Opportunities

One of the main shifts was moving from outsourced e-learning content creation to in-house production, allowing for rapid adaptations to sudden changes, such as gas price updates. This agility has not only slashed external costs but established a year-round access model for e-learning, enabling employees to learn at their own pace, thereby alleviating congestion in popular training sessions that previously faced overwhelming demand.

3. Evolution into a Comprehensive Knowledge-Sharing Infrastructure

Additionally, various training types, including compliance and self-development workshops, have been integrated into the CAMPUS platform. The system can now also effectively distribute detailed operational manuals; thus, it has transcended merely a training tool to become a full-fledged infrastructure for knowledge sharing within the organization.

A Model for Future DX in Employee Development

Tokyo Gas's case is not just about implementing a new system but illustrates a strategic model to tackle deep-rooted challenges within crucial industries, such as workforce shortages, skill transfer issues, and legacy systems. By leveraging SaaS solutions, the company is not only transforming its operational processes but also enhancing the training landscape across the entire supply chain, which is vital for industry-wide competitiveness.

Lightworks Co., Ltd remains committed to supporting continuous growth in companies through the provision of "CAREERSHIP" and enhancing the capacity for talent development.

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Tokyo Gas Corporation Case Study