We will be exhibiting at the 24th Mechanical Components Technology Exhibition from February 26 to 28, 2020.

Solve your problems with fine burr removal and surface treatment all at once! Uniform processing without deformation, dents, or distortion. Ideal for mass production of tiny parts.

"SEP processing" is a surface treatment technology that allows for the dissolution of surfaces by simply immersing products in a special liquid, enabling the removal of burrs and adjustment of surface roughness. Since it does not apply external shocks such as vibration or friction, it can process thin and fine parts without deformation, dents, or distortion. It accommodates a wide range of metals, including iron and stainless steel, and can uniformly treat difficult-to-polish areas such as grooves, tiny holes, and uneven surfaces. It solves delicate burr issues that have been previously given up on, such as "difficulty in processing fine burrs," "complex shapes or thin materials that bend or deform," and "difficulty in finishing the roughness of deep holes or the inner diameter surfaces of pipes." It contributes to the miniaturization of parts. 【Features】 - Can process thin sheets without deformation, dents, or distortion - Simultaneously removes fine burrs, polishes, and cleans - Addresses the removal of fine cracks and unevenness on part surfaces - Dimensional changes before and after processing can be managed in microns - Can also be utilized for contamination and dust removal ★ If you are interested in prototypes, please feel free to contact us! ★ *For more details, please refer to the PDF materials or feel free to contact us.*

• Processing Contract
• Other surface treatment equipment

A surface treatment that results in a dense, tightly adhering film with few oxides and pores!

HVOF (High Velocity Oxygen Fuel) refers to high-velocity flame spraying, which is one method of thermal spraying. Unlike conventional spraying methods, the particle velocity is extremely high, resulting in a dense and well-adhered coating with fewer oxides and pores. Additionally, the flame temperature of HVOF is approximately 2400–2600K, which reduces the decomposition of WC, allowing WC cermet coatings to be sprayed in areas where wear resistance is required. 【Features】 ■ The mixed gas of oxygen and fuel (kerosene) burns in the combustion chamber. ■ The combustion flame is constricted by the nozzle, and the moment it exits into the atmosphere, it undergoes rapid gas expansion, becoming a high-temperature, supersonic jet. ■ The spraying material introduced into the combustion flame is melted and sprayed onto the substrate at supersonic speeds to form a coating. ■ The flame temperature is approximately 2400–2600K, which reduces the decomposition of WC. *For more details, please refer to the PDF document or feel free to contact us.

• Surface treatment contract service

In recent years, the pharmaceutical and medical industries have faced urgent challenges, including the digitization of standard operating procedures (SOPs) and the strengthening of continuous education and human resource development. In this webinar, we will introduce a comprehensive system that not only streamlines operations but also consistently supports education and human resource development by integrating Agatha's SOP management cloud solution "Agatha SOP" with "Ave-TMS," a training management system provided by BIO-TREND BIOPRODUCTS, with whom Agatha has recently signed a distribution agreement. [Program] Part 1: 14:00 - 14:20 "Introduction to Agatha Solutions" Agatha Inc. Sales & Marketing Department, Quality Group Part 2: 14:20 - 15:00 "Ave-TMS Demo Presentation" BIO-TREND BIOPRODUCTS Project Manager, Choi Woo-Chun *For Q&A, please fill out the survey displayed after the webinar, and we will respond later.

[Speaker] Toshio Kawamoto, Managing Director / Head of Cross Creation Group, NTT Data Management Research Institute, Business Transformation Unit, and Co-representative of Social Innovation Alliance Japan Denmark Takaaki Sukegawa, Senior Manager [Lecture Items] 1. Competitiveness and Governance in the Post-Generative AI Era - Toshio Kawamoto [13:00 - 14:00] 1. Introduction to NTT Data Management Research Institute 2. Major countries' perspectives on AI utilization 3. Considerations for companies when building AI governance 4. Examples of AI governance construction in Japan 5. Introduction of our company's achievements in related projects 6. Q&A / Business card exchange 2. On-Site AI Risk Management in Europe ~Introduction to Trends in AI Utilization in Europe and Advanced Centralized AI Risk Management Solutions~ - Takaaki Sukegawa [14:10 - 15:10] 1. Overview of centralized AI risk management 2. Detailed approach 3. Introduction of case studies applying the approach 4. Q&A / Business card exchange

[Speaker] Daiki Suzuki, Senior Researcher, Nature and Climate Division, SOMPO Institute Plus Inc. [Key Lecture Content] As we enter 2025, global environmental and sustainability regulations are at a turning point. There are rapid movements of backlash, such as the retreat of U.S. climate policy under the second Trump administration and the simplification of regulations symbolized by the EU's omnibus bill. While the situation is difficult to predict, long-term demands such as investor expectations and decarbonization continue, and in Japan, the mandatory disclosure of sustainability is steadily progressing. In this lecture, we will overview the complex domestic and international situations surrounding sustainability and explore the direction companies should take in the future, incorporating case analyses. [Lecture Topics] 1. Overview of sustainability regulations 2. Unchanging expectations of capital markets and long-term trends 3. Detailed analysis of regional regulations 4. New regulatory frontiers 5. Direction of corporate responses, etc. 6. Q&A

[Instructor] Attorney Shinya Tsuchiya, Ishizaki & Yamanaka Law Office [Key Lecture Content] When various problematic behaviors occur among employees, such as poor work attitude, harassment, and lack of cooperation, if the employer mismanages the response, it can not only significantly disrupt workplace order and operational efficiency but also potentially invalidate the legal effectiveness of disciplinary actions or personnel measures taken against the employee in question. To avoid such risks, appropriate and consistent responses based on employment regulations and internal systems are required. On the other hand, dealing with "problematic employees" often places a significant psychological and practical burden on busy supervisors and HR personnel. In order to maintain smooth business operations, it has become essential to provide support to those responding and to prepare as an organization. In this seminar, we will systematically organize practical knowledge that is useful in the field, focusing on legal points and practical strategies to consider when responding to various types of "problematic employees" that have recently become more apparent, while assuming specific scenarios.

[Instructor] Takahisa Saito, Human Resources Consultant, Saito Social Insurance and Labor Office [Key Lecture Content] Human resource systems support the foundation of an organization. However, if the operation is neglected, the system itself will collapse. There are various systems, but among them, the "grade system, evaluation system, and wage system" can be considered the three major elements. We must design these three major elements with operational considerations in mind. In other words, it is important that the system is easy for management to operate. There is no need to overthink it. Additionally, as work style reforms progress, we must also consider the response to equal pay for equal work. I believe that what lies ahead after organizing the current situation is the "limited regular employee" system. In this seminar, we will share anticipated information and provide clear explanations. Furthermore, for those attending in person, meaningful information exchange is possible through mutual confirmation during Q&A sessions. [Lecture Items] 1. Trends and Perspectives Surrounding Human Resources 2. Basics of the Grade System 3. Basics of the Evaluation System 4. Basics of the Wage System 5. Considering Equal Pay and Job-Based Employment 6. Q&A / Business Card Exchange