Urasoe City, 901-2134,
Japan
Okinawa Swimming School Technographics
Discover the latest software purchases and digital transformation initiatives being undertaken by Okinawa Swimming School and its business and technology executives. Each quarter our research team identifies on-prem and cloud applications that are being used by the 78 Okinawa Swimming School employees from the public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources.
During our research, we have identified that Okinawa Swimming School has purchased the following applications: ASHITA-TEAM Personnel Evaluation Cloud for Performance and Goal Management in 2021, Concrete CMS for Web Content Management in 2017 and the related IT decision-makers and key stakeholders.
Our database provides customer insight and contextual information on which enterprise applications and software systems Okinawa Swimming School is running and its propensity to invest more and deepen its relationship with ASHITA-TEAM Co , Concrete CMS or identify new suppliers as part of their overall Digital and IT transformation projects to stay competitive, fend off threats from disruptive forces, or comply with internal mandates to improve overall enterprise efficiency.
We have been analyzing Okinawa Swimming School revenues, which have grown to $7.0 million in 2024, plus its IT budget and roadmap, cloud software purchases, aggregating massive amounts of data points that form the basis of our forecast assumptions for Okinawa Swimming School intention to invest in emerging technologies such as AI, Machine Learning, IoT, Blockchain, Autonomous Database or in cloud-based ERP, HCM, CRM, EPM, Procurement or Treasury applications.
HCM
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
| ASHITA-TEAM Co | Legacy | ASHITA-TEAM Personnel Evaluation Cloud | Performance and Goal Management | HCM | n/a | 2021 | 2021 |
In 2021, Okinawa Swimming School Co., Ltd. deployed ASHITA-TEAM Personnel Evaluation Cloud to introduce a formal Personnel Evaluation framework across its 78-person operation in Okinawa Prefecture, shifting from informal, discretion-based appraisal to standardized evaluation criteria. The implementation targeted people management for a leisure and hospitality operator running swimming schools and sports clubs, addressing low motivation among younger staff and unclear links between individual contribution and compensation.
The deployment was configured around explicit KPI and goal modules, numeric target tracking, and role-based evaluation criteria that converted routine tasks into measurable indicators. ASHITA-TEAM Personnel Evaluation Cloud was used to instrument reception and member retention metrics such as number of unpaid bills and withdrawal rate, and to capture qualitative behaviors through team spirit and manager assessment workflows, supporting manager-led salary decision flows and periodic calibration.
Operational coverage included company-wide rollout across reception, guidance, and pick-up sections, with HR and line management using the application to formalize evaluations for all 78 employees. A project team led by top management oversaw design and operation, and ASHITA-TEAM Co provided system design and operational support, including employee briefings and iterative adjustment of evaluation weightings based on site feedback.
Governance changes accompanied the technical deployment, with managers taking explicit responsibility for subordinate evaluations, regular study sessions to strengthen cross-functional awareness, and abolition of salary divisions by educational background to align rewards with measured contribution. The rollout included staged communication, manager calibration conversations, and continued vendor consultation to keep numerical and qualitative evaluation balance aligned with the company mission.
Measured outcomes reported by the client include a 30 to 40 percent reduction in unpaid member bills after specific numeric targets were assigned to reception staff, an improvement in withdrawal rate driven by proactive staff outreach, and faster visible changes in employee behavior and engagement. The organization reported increased motivation among younger employees and identification of previously unrecognized high performers, and it plans further organizational redesign to expand employee opportunities based on skills and aptitude identified through the Personnel Evaluation system.
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Content Management
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
| Concrete CMS | Legacy | Concrete CMS | Web Content Management | Content Management | n/a | 2017 | 2017 |
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