BFT Releases Case Study on Engineering Training Implementation at CTC System Management (CTCS)
BFT Inc. has released a case study on the implementation of its 'BFT Dojo - Choi-Tre' engineer training service at CTC System Management (CTCS). CTCS integrates its grading system with skill checks, operating a program for 200 employees annually that combines hands-on sessions with video learning. The company reports successful systematization, with participants showing improved average skill levels over a six-month period.
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- 📰 Published: May 21, 2026 at 23:00
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BFT Inc. (HQ: Chiyoda-ku, Tokyo; CEO: Michihiro Kobayashi) has published a case study on the implementation of 'BFT Dojo - Choi-Tre' at CTC System Management (CTCS). At CTCS, they use an 'A2 baseline'—based on skill grades defined for young employees—along with semi-annual skill checks to visualize challenges. They operate a hands-on training program for 200 employees annually (100 per two-term system). As a result, the average score for 100 participants improved by 0.1 to 0.3 points over six months.
## Background
While training was progressing within individual departments at CTCS, there was a need to establish common standards company-wide to revitalize job rotations across business divisions. Therefore, the company developed the A2 baseline and is now promoting operations that visualize skills.
## Approach: Visualization (Skill Checks) x Complement (Video + Hands-on)
By visualizing challenges through semi-annual skill checks and combining hands-on training with video learning, they support the acquisition of technical domains. 'BFT Dojo - Choi-Tre' is utilized as a mechanism to complement video learning with 'hands-on learning' to deepen understanding.
## Operational Design: Selective System for 200 People Annually
During implementation, they started with a selective system that makes it easier for supervisors to encourage participation, keeping real-world operations in mind. They select 100 people every six months, operating with two terms per year to reach 200 participants annually.
## Results: Average Improvement of 0.1 to 0.3 Points Over Six Months
Skill checks are conducted based on evaluations tied to the A2 baseline, using a 4-level scale from 0 (uninformed) to 3 (can apply knowledge). Regarding 100 target participants, the average level in skill checks conducted before and after the six-month period improved by 0.1 to 0.3 points.
## Background
While training was progressing within individual departments at CTCS, there was a need to establish common standards company-wide to revitalize job rotations across business divisions. Therefore, the company developed the A2 baseline and is now promoting operations that visualize skills.
## Approach: Visualization (Skill Checks) x Complement (Video + Hands-on)
By visualizing challenges through semi-annual skill checks and combining hands-on training with video learning, they support the acquisition of technical domains. 'BFT Dojo - Choi-Tre' is utilized as a mechanism to complement video learning with 'hands-on learning' to deepen understanding.
## Operational Design: Selective System for 200 People Annually
During implementation, they started with a selective system that makes it easier for supervisors to encourage participation, keeping real-world operations in mind. They select 100 people every six months, operating with two terms per year to reach 200 participants annually.
## Results: Average Improvement of 0.1 to 0.3 Points Over Six Months
Skill checks are conducted based on evaluations tied to the A2 baseline, using a 4-level scale from 0 (uninformed) to 3 (can apply knowledge). Regarding 100 target participants, the average level in skill checks conducted before and after the six-month period improved by 0.1 to 0.3 points.
FAQ
What kind of companies is 'Choi-Tre' recommended for?
It is recommended for companies looking to systematize engineer training or improve skill levels by aligning training programs with their internal grading systems.
Why is the combination of skill checks and hands-on training effective?
It is effective because employees can identify their current challenges through skill checks, acquire knowledge through video learning, and solidify that knowledge through hands-on practice.
How often is the training conducted?
In the case of CTCS, 100 selected employees undergo training every six months, with two sessions held per year.