Talent Management - List of Manufacturers, Suppliers, Companies and Products

Talent Management Product List

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One-person talent management

One-person talent management

Strong performance evaluation! It has all the necessary features for talent management.

"One Person HR Talent Management" is a system suitable for performance evaluation, talent development, personnel allocation, skill management, engagement, and retention prevention. It maximizes the abilities of each employee, enhances organizational results, and efficiently supports HR tasks such as performance evaluation, KPI setting, and skill management. Additionally, it seamlessly integrates with labor and attendance management and payroll calculation systems. 【Three Key Points for Choosing Us】 ■ Extensive implementation track record ■ User-friendly system ■ Reliable and comprehensive support *For more details, please refer to the related links or feel free to contact us.

  • Personnel Information System

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HRBrain Talent Management

HRBrain Talent Management

A system that can be mastered by everyone in HR, management, and on-site! A "coaching-type" support system.

We provide "HRBrain Talent Management," which enables centralized management of human resource data and seamless utilization of that data. You can freely build your own original database. Flexible permission settings are available, allowing for information sharing with the field. Additionally, it is possible to streamline and visualize a vast amount of operational management tasks in the cloud, as well as to centrally manage and visualize skills and qualifications for the purpose of talent development. 【What can be achieved (partial list)】 ■ Analysis and utilization of human resource data ■ Streamlining of evaluation operations ■ Skill management and talent development ■ Onboarding and offboarding procedures, year-end adjustments ■ Employee satisfaction surveys and engagement improvement ■ Improvement of turnover and leave rates *For more details, please download the PDF or feel free to contact us.

  • Personnel Information System

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One Person Public Talent Management

One Person Public Talent Management

More effective personnel evaluation and talent management for public servants! A variety of templates are available.

"One Person Affairs Public Talent Management" allows for the free creation of forms and workflows, and flexibly responds to system revisions and the addition of management data. By moving away from paper and spreadsheet operations, and utilizing a wealth of templates, source input, and data utilization, it achieves efficient human resource management operations. Through the integration with One Person Affairs [Public AI], which allows for the establishment of unique knowledge for each organization, it reduces the burden of management tasks with chatbot support for goal-setting advice and statistical analysis report creation. [What our product can do] ■ A variety of templates designed for use in public institutions ■ Integration with One Person Affairs [Public AI] ■ General-purpose workflows to digitize various paper applications *For more details, please refer to the related links or feel free to contact us.

  • Personnel Information System

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How many levels in the hierarchy are appropriate?

How many levels in the hierarchy are appropriate?

Choose the better option for the present and future of your organization! Depending on the size of the company, 7 to 13 levels are common.

As criteria for categorizing levels, there are factors such as seniority, skills, and roles. Let's define the classification of levels according to the grading system used. The number of levels is generally considered to be between 7 and 13, depending on the size of the company. Consider the hierarchical structure of positions in the current company along with the anticipated structure of positions in the future company, and choose the best number for your organization now and in the future. 【Levels】 ■ Less than 100 employees: 7-8 levels ■ 100 to less than 1000 employees: 9-11 levels ■ More than 1000 employees: 10-13 levels ▼ If you want to know more about grading systems ▼ Please download the '【Complete Version】HRBrain's Manual for Designing Performance Evaluation Systems' from the link below!

  • Personnel Information System

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[Grading System] Criteria for Promotion and Demotion to Each Level

[Grading System] Criteria for Promotion and Demotion to Each Level

It is common to incorporate both on-site judgment and management judgment into the process!

There are mainly two types of definitions for promotion: the graduation method and the admission method. For lower grades, the graduation method is often used, while for higher grades, the admission method is generally applied. Regarding demotion, situations such as "no improvement seen despite multiple improvement guidance from the company" or "being significantly inappropriate" can be considered. It is also important to determine the process by which the above judgments are made. If the decision is made solely by management, there may be dissatisfaction due to a lack of understanding from the field. Therefore, it is common to incorporate both field judgment and management judgment into the process. **[Definition of Promotion]** ■ Admission Method - Partially meets the expected roles of the next higher grade + fully meets the expected roles of the current grade ■ Graduation Method: Fully meets the expected roles of the current grade ▼ If you want to know more about the grading system ▼ Please download the '【Complete Version】HRBrain Style Human Resource Evaluation System Design Manual' from the link below!

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