Case Study Released: Hokkaido Gas's Full-Scale DX Talent Development to Achieve 'Challenge 2030' Mid-Term Management Plan
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.
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- 📰 Published: May 25, 2026 at 19:00
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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- Advanced technical development: Creation of a search system using Python to automatically organize historical documents, allowing employees to retrieve answers and original sources via an AI chat interface.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.
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.
FAQ
北海道ガスが実施したDX人材育成プログラムの期間はどれくらいですか？
約4.5ヶ月間にわたり実施されました。
DX人材育成プログラムで実施された学習手法は何ですか？
実業務の課題をテーマにした課題解決型学習（PBL：Project-Based Learning）です。
プログラムを通じてどのような成果物が作られましたか？
緊急保安業務の効率化アプリや、社内資料検索システムなどのプロトタイプが開発されました。
プログラムの大きな特徴は何ですか？
集合研修だけでなく、期間中にコンサルタントによる1時間ずつの個別相談ミーティング（伴走支援）を実施したことです。
北海道ガスがDX人材育成に踏み切った背景は何ですか？
全社アンケートでDX人材の不足が判明し、スキル不足や組織文化の壁など、個人任せでは乗り越えられない課題を解決する必要があったためです。