What was the duration of the DX talent development program implemented by Hokkaido Gas?

It was conducted over approximately 4.5 months.

What learning method was used in the DX talent development program?

It was project-based learning (PBL) focused on solving real business problems.

What kind of deliverables were created through the program?

Prototypes such as an emergency security business efficiency app and an internal document search system were developed.

What was a major feature of the program?

In addition to group training, individual consultation meetings (coaching support) of one hour each were conducted by consultants throughout the period.

What was the background for Hokkaido Gas's decision to implement DX talent development?

A company-wide survey revealed a shortage of DX talent, and it was necessary to address challenges that individuals could not overcome, such as skill gaps and organizational cultural barriers.

Case Study Released: Hokkaido Gas's Full-Scale DX Talent Development to Achieve 'Challenge 2030' Mid-Term Management Plan

Published May 25, 2026 7:00 PM ・ Updated Jun 14, 2026 5:00 AM ・ 4 min read ・ Source: PR TIMES

STANDARD has released a case study on its DX talent development support for Hokkaido Gas. Through a 4.5-month practical project-based program, the initiative produced tangible results, including AI-driven efficiency in safety procedures and an automated document search system.

STANDARD, a company supporting the promotion and in-house development of digital transformation (DX) for over 1,500 major corporations, has released a case study regarding its DX talent development initiative with Hokkaido Gas.

The case study details the challenges faced by Hokkaido Gas, the output-focused program structure, and the factors behind its success.

Background and Challenges Internal surveys at Hokkaido Gas revealed a significant shortage of DX talent. Approximately 80% of managers identified a deficit, citing skill gaps, time constraints, and organizational culture as barriers. While interest in generative AI and digital tools was high, practical application remained difficult, highlighting the urgent need for structural organizational support.

Support Structure Instead of traditional lectures, the company implemented Project-Based Learning (PBL) focused on solving real-world business challenges. Over 4.5 months, 17 participants across 7 teams progressed from business analysis to PoC development. A key feature was the 'co-piloting support meetings,' where consultants provided personalized guidance to each team, significantly elevating the quality of their projects.

Achievements The program produced tangible outcomes directly tied to operations: - Efficiency in emergency security operations: Development of a prototype application utilizing generative AI to automatically display procedures and restrict progression if inputs are incomplete. - Advanced technical development: Creation of a search system using Python to automatically organize historical documents, allowing employees to retrieve answers and original sources via an AI chat interface.

Keys to Success - Goal setting based on project scale: Customizing objectives to match individual challenges. - Psychological safety and quality improvement through co-piloting: Ensuring instructors provide close support to prevent dropouts. - Engaging management: Establishing cooperation by sharing expectations and requirements before the program began.

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Source: PR TIMES
Category: News
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Case Study Released: Hokkaido Gas's Full-Scale DX Talent Development to Achieve 'Challenge 2030' Mid-Term Management Plan

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