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Map roles to a structured taxonomy, connect to your HRIS, and identify capability gaps with AI-assisted decision support and human review. Japanese language support is included for consistent definitions across plants and teams.
Taxonomy you can tailor
Plant, line, and job-family variants without breaking reporting.
Gap analysis with checks
Confidence signals and review queues before actions are approved.
HRIS integration-ready
Field mapping, imports, and scheduled syncs built into the workflow.
Succession planning views
Role readiness, coverage risk, and development pathways in one place.
Decision-support, not autopilot. Recommendations remain editable, reviewable, and traceable.
Taxonomy
Role to skill map
Signals
Gap confidence
Actions
Plans to review
Platform benefits
Build a shared language for capability planning, then turn it into decisions your HR and operations teams can trust. Designed for Japanese manufacturing workflows, with Japanese-language support and governance controls.
Model skills, proficiency levels, certifications, and machine-specific competencies, with approval steps to prevent drift.
Define what “good” looks like per role and level, then reuse across sites while keeping local variants explicit.
See gaps by team, line, or plant. Turn findings into targeted training plans and succession pipelines.
Bring in employee master data, org structure, and job codes from your HRIS to reduce manual maintenance and keep reporting aligned.
Data consistency
Field mapping checks and validation rules keep skills clean across sites.
Operational visibility
Heatmaps and role coverage views stay aligned with real org changes.
Tip: Start with one plant and a small set of roles, then expand with governed templates to avoid taxonomy sprawl.
Process
We start with the inputs you already have, normalize them for human review, then produce actionable outputs for role readiness, skill gap priorities, and succession planning. Implementation is designed for mid-sized manufacturing teams, with Japanese-language labels and approval workflows.
Most teams go live in 6–8 weeks with an initial taxonomy, then expand by plant, job family, or certification track.
Clear inputs, transparent normalization, and outputs you can operationalize.
Bring what you already maintain. We combine structured HR fields with shop-floor reality.
We standardize labels and relationships so stakeholders can approve what will be used for planning.
Once the taxonomy is approved, it becomes the backbone for consistent analysis and reporting.
We make it sustainable: clear ownership, versioning, and a cadence that matches your change rate.
Want to see a sample workflow?
Jump to pricing and packaging to understand what’s included, or read the FAQ for limitations and data requirements.
Data exchange
Choose the lightest option that fits your internal controls. We support one-time imports for onboarding, and repeatable sync patterns for ongoing workforce planning. Vendor configuration differs by HRIS and by instance, so we validate the available export fields and identifiers before starting.
Start with CSV, move to SFTP for scheduled drops, or use API for near real-time updates. All options are designed to keep source-of-truth ownership with your HRIS.
CSV import
Template-based uploads for initial taxonomy and employee baselines.
SFTP drop
Scheduled file delivery with controlled access and auditability.
API integration
Field-mapped sync with versioned schemas and change tracking.
Even within the same HRIS product, enabled modules, custom fields, and security roles can change what’s accessible. We provide a short discovery checklist and confirm what your instance can export or expose before we commit to timelines.
See integration FAQsPricing preview
Choose a starting tier, then we size the rollout for your factories, roles, and HRIS landscape. All tiers include Japanese UI and taxonomy governance tools for mid-sized manufacturing teams.
Implementation is quoted separately when needed, and we’ll confirm a delivery plan before any work starts.
For a single business unit rollout
¥480k–¥900k
per month, billed annually*
For multi-plant reporting and HR collaboration
¥980k–¥1.8M
per month, billed annually*
For strict security and complex data environments
Custom
quote after scoping
Prefer a quick estimate?
Send headcount, sites, and HRIS name. We reply with a scoped range and next steps.
Request estimateFAQ
Use the filter to quickly find what stakeholders typically ask during procurement, HRIS integration, and factory pilot planning. If you don’t see your question, request a demo and we’ll share a fit-check plan.
Tip: filtering hides non-matching items, it doesn’t change any data.
The model flags likely gaps based on your taxonomy, role definitions, proficiency scales, and evidence from HRIS or assessments. It cannot “discover” skills that are not represented in your framework, and it may over/under-estimate when data is sparse. We recommend a human review step for critical roles and using confidence indicators to prioritize validation.
For deeper detail on inputs and checks, see AI-driven gap analysis for factory roles.
Typical inputs include employee identifiers, job/grade, site/line assignment, training history, certifications, and assessment results. You control what fields are imported. We support least-privilege access, encrypted transport, and data retention aligned to your rollout plan. For security expectations and controls, see Security & Trust.
Most teams run a pilot in 4 to 8 weeks: taxonomy setup, role mapping, data import, then a first gap review with HR and plant leadership. A broader rollout typically follows in phases by site or job family, depending on how many roles and skill evidence sources you want connected.
Yes. We typically start with file-based imports to validate field mapping, then move to scheduled sync where it makes sense. We’ll align identifiers (employee, org, role) and define a sync cadence that matches your reporting cycle, while keeping auditability for changes.
Integration steps are summarized in HRIS mapping and sync guide.
Yes. The UI and taxonomy content support Japanese, including job titles and skill statements. We also support bilingual taxonomies when you need alignment across HQ and overseas sites. During implementation, we’ll standardize naming rules to reduce duplicates and ambiguous skill labels.
We design the first rollout around decisions managers already make: training priorities, line lead readiness, and coverage for critical roles. The system shows the evidence behind gaps and keeps a clear “review and confirm” path so supervisors can approve changes. That approach improves adoption and makes succession planning discussions more concrete.
Looking for taxonomy examples? Read templates and examples.
Demo request
Tell us your plant size and HRIS environment. We will reply within 2 business days to schedule a walkthrough in Japanese or English.
Insights for manufacturing HR teams
Practical guides on building skills taxonomies, validating gap analysis, and integrating with HRIS workflows in Japan.
A structured approach to role families, proficiency levels, and governance so your taxonomy stays usable across plants and departments.
Read article
What to feed the model, how to validate outputs, and how to turn gaps into training and succession actions.
A checklist for clean data mapping, staged imports, and reliable sync cadence without disrupting HR operations.
