Pulse AI Talent Management System Launches New Compensation Management Feature for 100 JPY/Month

Jump Start Partners (Headquarters: Yokohama, Kanagawa Prefecture; Representative Director: Tatsuhiro Ando) has released a new 'Compensation Management' feature for its talent management system for SMEs, 'Pulse AI.' This feature allows companies to centrally manage compensation data such as salaries, allowances, and bonuses, and efficiently perform salary revisions based on performance evaluations, grades, departments, and job levels.

The Compensation Management feature enables a series of compensation-related operations on the Pulse AI platform, including recording salaries, allowances, and bonuses, executing salary revisions, and reviewing compensation history. By configuring user permissions, managers can also view their subordinates' compensation information and perform revision tasks.

Pulse AI has previously provided functions such as a talent database, recruiting support, performance evaluation, and goal management. With the addition of the Compensation Management feature, a system is now in place to support the entire HR management cycle—'Recruiting -> Developing -> Evaluating -> Rewarding'—on a single platform.

[What is Pulse AI Talent Management?]
Pulse AI Talent Management is a system designed for SMEs. For 100 JPY/employee/month and zero initial costs, it helps advance various HR management tasks including talent databases, recruiting support, performance evaluation, and goal management. Furthermore, by linking with the 'Pulse AI' engagement survey, it can also assist in reducing turnover rates and managing employee health. It features a simple UI/UX, abundant customization, and high cost-performance, making it accessible and easy for any SME to adopt.

[Background of Development]
In recent years, against the backdrop of human capital management, job-based HR systems, and the review of evaluation systems, the importance of compensation management has been increasing. However, in many companies, information on salaries, allowances, and bonuses is managed in Excel or individual files. During salary revisions, there are many cases where raise or bonus amounts are decided manually while cross-referencing evaluation results, grades, departments, job titles, and past compensation history.

Such operations not only increase workload but are prone to input errors, calculation mistakes, inadequate history management, and biased judgments. The Pulse AI Compensation Management feature was developed to solve these issues and support the efficiency, visualization, and standardization of compensation revision tasks.

[Key Features of the Compensation Management Feature]
1. Centralized Management of Salaries, Allowances, and Bonuses
Companies can register and manage compensation data for each employee, including basic salary, various allowances, and bonuses. The compensation item master allows companies to set items they use, such as housing allowances, family allowances, summer bonuses, and winter bonuses, enabling flexible operation tailored to each company's compensation system.

2. Support for Salary Revisions Based on Raise Tables
On the raise table page, companies can set salary raise/cut amounts for each evaluation (rating). In addition to creating raise tables for each type of salary, allowance, or bonus, it is also possible to set detailed amounts by department, job title, and grade. This not only allows salary revisions to be completed in just a few clicks but also clarifies the criteria for reflecting evaluation results in compensation, supporting fair and convincing revisions.

3. Management of Compensation History Data
By performing salary revisions and registering (updating) compensation data, employees' compensation history is accumulated. Companies can review the transitions of monthly salaries and annual income for each employee using graphs and tables, checking if an appropriate raise curve is being realized.

[Three Methods for Salary Revision]
Companies can change compensation using the following three methods according to their operational reality:
1. Base Up (Across-the-board Increase)
A uniform salary increase can be applied to selected compensation items for all employees, or by department, job title, or grade.

2. Reflecting Evaluations in Compensation
Based on pre-registered raise tables, raise amounts according to evaluation (ratings) can be applied. Linking evaluation results with compensation revisions supports the connection between evaluation and compensation systems.

3. Individual Changes
Raise amounts can be input for each individual employee, allowing revisions tailored to each person's situation. By entering negative values, salary cuts can also be supported.

[Pricing]
To make it easy for SMEs to adopt, Pulse AI Talent Management is priced at 100 JPY per employee per month, offering high cost-performance.
100 JPY/employee/month & No initial costs.