勤次郎 List of Products and Services

Employment, personnel, health, and employee master data collaborate to streamline payroll management. It can automatically calculate various conditions such as overtime, deductions, and social insurance, achieving reduced working hours and preventing errors. 【What is the Universal Kinjiro Series?】 It is an HRM solution that integrates employment, payroll, personnel, and health management. It automates employee turnover analysis and health check predictions using AI, as well as complex legal compliance, achieving seamless data visualization. By supporting health management that accommodates diverse working styles, it accelerates human capital management and supports sustainable corporate growth.

Many companies have improved their business challenges through the introduction of Universal Kinjiro! Here, we present some case studies. 1. Manufacturing Industry Phiten Corporation Concern: Want to respond flexibly to system changes After Implementation: Increased flexibility in settings due to legal revisions and changes in employment regulations! 2. Information and Communication Industry Miroku Information Service Co., Ltd. Concern: Want to reduce labor risks After Implementation: Both employees and managers can easily check work conditions. 3. Retail and Wholesale Industry Hello Day Co., Ltd. Concern: Shift creation is complicated After Implementation: Shift patterns reduced dramatically from over 5000 to just 10! 4. Medical and Welfare Industry Yujikai Medical Corporation, Sasaki Hospital Concern: Many manual tasks After Implementation: Able to move away from paper and Excel-based management. 5. Construction Industry Takaya Co., Ltd. Concern: System operation is complicated After Implementation: Intuitive screen operations have reduced inquiries from employees! 6. Transportation Industry Donan Isaribi Railway Co., Ltd. Concern: Complex work patterns After Implementation: Flexible responses to 24-hour shifts and rotating shifts are now possible. Detailed materials introducing each case are currently available. Please take a look!

Over 5,500 companies have adopted it! 1.58 million licenses issued! More than 60 industries are utilizing it! An HRM solution that realizes work style reform and health management. The features of the Universal Kinjiro series lie in its robust data integration for work, payroll, human resources, and health management. It seamlessly integrates labor data that tends to be scattered, improving operational efficiency. Furthermore, the system connects people and users, bringing new insights to the organization. This connection creates a positive cycle of increased productivity and sustainable growth for companies. For more details, please refer to the catalog. 【Value Provided】 1. Flexibility that supports every workplace It flexibly accommodates the unique rules of specific fields such as healthcare and nursing without customization. Settings tailored for telework and diverse shifts are achieved within standard functions. 2. Transforming scattered data into "organizational assets" Previously disconnected information is linked, visualizing hidden organizational challenges. AI detects signs of turnover risk and health issues in advance. 3. Promoting employee autonomy in health The dedicated app "Health x Life" makes it fun to record steps and exercise. Health initiatives are evaluated with points, enhancing the overall well-being of the organization.

Over 5,500 companies have adopted it! 1.58 million licenses issued! More than 60 industries using it! An HRM solution that realizes work style reform and health management. "What kind of system is the Universal Kinjiro series?" "I want to get a rough overview of the four products first." This document is a summary of the key points of each function in the series, designed for those who want to know more. It's a "3-minute overview of the series." Why not start by checking out the product that interests you?

This document is a comprehensive FAQ that addresses the questions and concerns raised by many companies regarding the introduction and consideration of the Universal Kinjirō series. It clearly explains specific challenges faced by HR and labor personnel as well as the information systems department from three perspectives: "functions," "pricing," and "implementation process"!

Many companies have achieved improvements in business challenges through the introduction of Universal Kinjiro! Here are some examples. 1. Manufacturing Industry Phiten Co., Ltd. Concern: Want to respond flexibly to system changes After Implementation: Increased flexibility in settings due to legal revisions and changes in employment regulations! 2. Information and Communication Industry Miroku Information Service Co., Ltd. Concern: Want to reduce labor risks After Implementation: Both employees and managers can easily check work conditions. 3. Retail and Wholesale Industry Hello Day Co., Ltd. Concern: Shift creation is complicated After Implementation: The number of shift patterns reduced dramatically from over 5000 to just 10! 4. Medical and Welfare Industry Yujikai Medical Corporation, Sasaki Hospital Concern: Many manual tasks After Implementation: Able to move away from paper and Excel-based management. 5. Construction Industry Takaya Co., Ltd. Concern: System operation is complicated After Implementation: Reduced inquiries from employees with intuitive screen operations! 6. Transportation Industry Donan Isaribi Railway Co., Ltd. Concern: Complex working patterns After Implementation: Flexible responses to 24-hour shifts and rotating shifts became possible. Detailed materials introducing each case are currently available. Please take a look!

If you would like to know about the service overview and see actual screen images, we offer online demos. We also welcome those who want to compare with other services or just get a feel for it. Please feel free to apply. A representative will contact you within three business days. The online demo can be scheduled to accommodate your convenience.

We have compiled a checklist for HR, labor, and accounting personnel outlining the major legal amendments and system changes that will require attention after July 2026. You can review a list of items that will be useful for future preparations, including the increase in the statutory employment rate for persons with disabilities, measures against customer harassment, the expansion of social insurance coverage, and inspections of attendance data in light of the review of labor standards laws. Additionally, for systems that have already been implemented, there is an "Operational Confirmation Checklist" to verify whether regulation revisions, payroll calculations, internal communication, and inquiry responses are being effectively managed. Please make use of this checklist to prevent any oversights in responding to legal amendments and to organize the state of internal preparations.

Currently, discussions are progressing towards a fundamental review of the Labor Standards Act, marking a significant turning point for HR and labor personnel. Major amendments are planned that directly impact corporate employment regulations and shift management, including the expansion of social insurance coverage for part-time and temporary workers, a ban on continuous work for more than 14 days, the obligation for work interval breaks, and the clarification of statutory holidays. This document clearly organizes the key points of the upcoming legal revisions. It explains approaches to address challenges faced by HR and labor personnel, such as the complexity of shift design, the difficulty of real-time violation detection, and concerns about payroll calculation errors. (Total of 16 pages)

This document is a dialogue between Kinjiro Co., Ltd. and Professor Akihito Shimazu from Keio University’s Faculty of Policy Management, focusing on themes of health management and improving work engagement. Please feel free to download it and use it to enhance your business and workplace environment.

Due to work style reform, the introduction of the "work interval system" is recommended as a mechanism to secure a rest period of approximately 9 to 11 hours between the end of work and the start of the next day. Additionally, due to the revision of the criteria for recognizing work-related injuries, "short work intervals" will be considered a factor of stress. On the other hand, while it has become a duty of employers in Japan since 2019, the specific effects of work intervals on stress and concrete methods to avoid worsening stress have not yet been proposed. Kinjirou Co., Ltd., which has been certified as a "Health Management Excellent Corporation (Large Corporation Division, White 500)" for nine consecutive years, conducted a survey on "the impact of work intervals on stress and improvements in work style." The results of the survey are summarized in this document, so please take a look.

In the manufacturing industry, there are many challenges related to shift work, night shifts, complex allowance calculations, labor shortages, and health risks. This document explains the operations that need to be reviewed to improve these challenges and highlights important points for improvement. Additionally, we introduce case studies of companies that have actually worked on improvements (Toyo Glass Machinery and Phiten). If you would like to reference other companies' improvement examples, please take a moment to read this.

Amid growing awareness of issues related to long working hours and concerns about the shortage of doctors, regulations on the upper limits of overtime work for physicians (levels A to C) and additional health protection measures began to be implemented in April 2024. On the other hand, physicians often have unique work systems and complicated shifts, making strict attendance management challenging. Improving the treatment of physicians requires a supporting attendance management system. This document introduces the challenges and key measures related to attendance management, taking into account the reform of physicians' working styles.

Due to the spread of telework and changes in the environment, it has become difficult to understand the mental health status of employees from the outside. How should we prevent not only absenteeism due to poor health but also a decline in productivity even when employees are present at work? This document clearly explains the background of employees' mental health issues, the losses that companies incur (such as decreased productivity and turnover), and specific methods to visualize stress check and health examination results to prevent issues before they arise.

Long working hours and stress from interpersonal relationships not only lead to employee discomfort but also directly connect to significant management risks such as turnover and decreased productivity (e.g., presenteeism). This document provides a detailed explanation of practical know-how to move away from merely implementing measures out of obligation, focusing instead on the early detection of high-stress individuals and smoothly collaborating with occupational physicians to prompt those in distress towards appropriate treatment.

Starting from September 2026, the uniform reduction guidance of "overtime limited to 45 hours per month" by the Labor Standards Inspection Office has been revised. What specifically has changed due to this revision, and what should companies prepare for? We are distributing a leaflet that explains the changes in the supervision and guidance of the Labor Standards Office, points that are easy to misunderstand, and three key points to be aware of in future operations based on this revision. Please download it from the materials request form and use it to review your operations.

In the retail industry, daily operations encompass a wide range of tasks, including creating shifts for each store, responding to sudden absences, adjusting staffing during busy periods, and managing attendance for part-time and temporary workers. This document organizes the common challenges related to human resources and store management in the retail sector and presents specific examples of operations aimed at improvement.

Starting from September 2026, the review of guidance from the Labor Standards Inspection Office has begun. The legal upper limit regulation of "45 hours of overtime per month" will not change. What has been revised is the implementation of supervisory guidance. The focus has shifted from uniform guidance that only considered "hours worked" to a system that emphasizes the verification of the implementation status of "measures to ensure health and welfare" as stipulated in the 36 Agreement. Q. Has the rule of "overtime is limited to 45 hours per month" been abolished? No, it has not been abolished. It is important to note that "the review of uniform guidance does not equal the abolition of the upper limit." The upper limit, such as within 720 hours per year under special provisions, will be maintained. Q. What is changing? It will be important to verify not only "how many hours were worked" but also whether "measures to ensure health and welfare," such as interview guidance and work interval breaks, are actually being implemented. ■ Three key points to keep in mind for business operations: 1. Ensure "implementation": Review whether the contents of the agreement are not becoming mere formalities. 2. Accurately "record": Ensure that it is possible to confirm who, when, and what measures were taken later. 3. "Prevent" long working hours: Establish a system to notice when overtime hours approach the upper limit. Detailed explanatory materials are currently available! Please check by downloading the catalog below.