Employee Retention Tool 'HR OnBoard' Surpasses 10,000 Corporate Users, Expands Features to Support Long-Term Success
'HR OnBoard', an employee retention tool by en Japan Inc., has exceeded 10,000 using companies. A major update integrates support features for second-year and older employees into the platform, providing seamless assistance tailored to young employees' growth stages. It uses AI comment analysis and an intuitive UI to detect turnover risks early.
📋 Article Processing Timeline
- 📰 Published: May 19, 2026 at 23:17
- 🔍 Collected: May 19, 2026 at 15:01
- 🤖 AI Analyzed: May 20, 2026 at 08:48 (17h 46m after Collected)
en Japan Inc. (Headquarters: Shinjuku-ku, Tokyo; Chairman and CEO: Michikatsu Ochi) announced that its employee retention tool, 'HR OnBoard' (https://on-board.io/), which visualizes post-hire turnover risks, has surpassed 10,000 corporate users.
Furthermore, the system has undergone a feature expansion. The survey and management for employees in their second year and beyond, previously offered via a separate tool ('HR OnBoard NEXT'), can now be conducted collectively on this platform. Going beyond merely expanding the target audience, the tool features a unique question design focusing on 'factors of turnover' that change between the first year and subsequent years, realizing seamless support tailored to the growth stages of young employees.
Inquiries and document requests for the service can be made here: https://lp.on-board.io/hronboard_contact.html
The Severe Reality of 'Management Losses Due to Early Turnover' Faced by 10,000 Companies
In recent years, soaring recruitment costs due to labor shortages in Japan and the impact of early turnover on corporate management have become major challenges.
According to the company's estimates, if an employee with an annual salary of 4 million yen leaves within half a year of joining, it incurs a loss of approximately 3.6 million yen per person, including recruitment expenses, training costs, and personnel costs during their tenure (Figure 1). Minimizing such 'invisible losses' and creating an environment where employees can stay and thrive is an urgent task for many companies.
In response to this situation, 'HR OnBoard,' which visualizes turnover risks and supports retention, has been utilized as a tool to standardize 'post-hire follow-ups' that tend to be dependent on individual skills. In practice, improvements have been seen, such as the average turnover rate of adopting companies dropping from 13.6% to 5.3%, suggesting the importance of continuous follow-ups based on data.
[Figure 1]
Main Features and Characteristics of 'HR OnBoard'
This service is a cloud-based platform that regularly visualizes the condition of new hires (in a pulse survey format) and enables follow-ups at appropriate times.
Achieving a '93% Average Response Rate' with Intuitive Stamp Responses
Responses can be made intuitively through a chat format and stamp selection. The system allows for immediate responses from smartphones or PCs without needing to log in, maintaining a high average response rate of 93% and enabling highly accurate data collection.
Three-Level Assessment of 'Turnover Risk' Using a Unique Algorithm
The tool employs proprietary questions and assessment logic developed based on case studies from over 3,000 companies. Based on monthly response results, it clearly displays turnover risk in three stages: 'Sunny, Cloudy, Rainy,' allowing for at-a-glance identification of targets requiring follow-up.
AI Comment Analysis and Presentation of 'Recommended Actions'
AI analyzes the content of the free comment section and automatically picks up negative signs. Furthermore, it presents 'why this assessment was made (explanation)' and 'how the person in charge of follow-up should act (recommended action),' supporting evidence-based follow-ups that are not dependent on experience.
Support for Diverse Notification Methods (SMS, Slack, LINE, Email)
Depending on the attributes of the target audience, questionnaires can be sent not only via email but also via SMS and various chat tools. This prevents missed responses on site and supports real-time condition tracking.
Seamless 'Success Support' Through System Integration
In this update, the functionality of 'HR OnBoard' has been significantly expanded. This system, which previously specialized in follow-ups for the first year of employment, can now collectively conduct surveys and operations for employees in their second year and beyond (the 'HR OnBoard NEXT' area). This enables uninterrupted, consistent support for the phased challenges faced by young employees.
Continuing 'Advanced AI Analysis' From the Second Year Onward
The AI-based free comment analysis and the integration function with the aptitude test 'Talent Analytics,' which have been provided in 'HR OnBoard,' have been expanded to surveys for the second year and beyond. The system continues to provide personalized condition assessments based on individual qualities.
Equipped with Specialized 'Annual' Questions Tailored to Changes in Turnover Risk
The perspectives that need to be monitored to deter turnover differ between the first year of employment and the second year and beyond. Rather than simply expanding the target, the tool enables highly accurate predictive detection through specialized question designs that capture turnover signs specific to each phase, ranging from 'expectation gaps' immediately after joining to 'feelings of isolation' and 'career fluctuations' in the second year and beyond.
Case Study
Taisei Corporation:
In addition to promoting corporate culture reform, personnel system reform, and work style reform, the company continues to actively invest in human capital, including enhancing training systems, providing detailed follow-ups for young employees, and promoting diverse work styles. As part of these efforts, 'HR OnBoard'
Furthermore, the system has undergone a feature expansion. The survey and management for employees in their second year and beyond, previously offered via a separate tool ('HR OnBoard NEXT'), can now be conducted collectively on this platform. Going beyond merely expanding the target audience, the tool features a unique question design focusing on 'factors of turnover' that change between the first year and subsequent years, realizing seamless support tailored to the growth stages of young employees.
Inquiries and document requests for the service can be made here: https://lp.on-board.io/hronboard_contact.html
The Severe Reality of 'Management Losses Due to Early Turnover' Faced by 10,000 Companies
In recent years, soaring recruitment costs due to labor shortages in Japan and the impact of early turnover on corporate management have become major challenges.
According to the company's estimates, if an employee with an annual salary of 4 million yen leaves within half a year of joining, it incurs a loss of approximately 3.6 million yen per person, including recruitment expenses, training costs, and personnel costs during their tenure (Figure 1). Minimizing such 'invisible losses' and creating an environment where employees can stay and thrive is an urgent task for many companies.
In response to this situation, 'HR OnBoard,' which visualizes turnover risks and supports retention, has been utilized as a tool to standardize 'post-hire follow-ups' that tend to be dependent on individual skills. In practice, improvements have been seen, such as the average turnover rate of adopting companies dropping from 13.6% to 5.3%, suggesting the importance of continuous follow-ups based on data.
[Figure 1]
Main Features and Characteristics of 'HR OnBoard'
This service is a cloud-based platform that regularly visualizes the condition of new hires (in a pulse survey format) and enables follow-ups at appropriate times.
Achieving a '93% Average Response Rate' with Intuitive Stamp Responses
Responses can be made intuitively through a chat format and stamp selection. The system allows for immediate responses from smartphones or PCs without needing to log in, maintaining a high average response rate of 93% and enabling highly accurate data collection.
Three-Level Assessment of 'Turnover Risk' Using a Unique Algorithm
The tool employs proprietary questions and assessment logic developed based on case studies from over 3,000 companies. Based on monthly response results, it clearly displays turnover risk in three stages: 'Sunny, Cloudy, Rainy,' allowing for at-a-glance identification of targets requiring follow-up.
AI Comment Analysis and Presentation of 'Recommended Actions'
AI analyzes the content of the free comment section and automatically picks up negative signs. Furthermore, it presents 'why this assessment was made (explanation)' and 'how the person in charge of follow-up should act (recommended action),' supporting evidence-based follow-ups that are not dependent on experience.
Support for Diverse Notification Methods (SMS, Slack, LINE, Email)
Depending on the attributes of the target audience, questionnaires can be sent not only via email but also via SMS and various chat tools. This prevents missed responses on site and supports real-time condition tracking.
Seamless 'Success Support' Through System Integration
In this update, the functionality of 'HR OnBoard' has been significantly expanded. This system, which previously specialized in follow-ups for the first year of employment, can now collectively conduct surveys and operations for employees in their second year and beyond (the 'HR OnBoard NEXT' area). This enables uninterrupted, consistent support for the phased challenges faced by young employees.
Continuing 'Advanced AI Analysis' From the Second Year Onward
The AI-based free comment analysis and the integration function with the aptitude test 'Talent Analytics,' which have been provided in 'HR OnBoard,' have been expanded to surveys for the second year and beyond. The system continues to provide personalized condition assessments based on individual qualities.
Equipped with Specialized 'Annual' Questions Tailored to Changes in Turnover Risk
The perspectives that need to be monitored to deter turnover differ between the first year of employment and the second year and beyond. Rather than simply expanding the target, the tool enables highly accurate predictive detection through specialized question designs that capture turnover signs specific to each phase, ranging from 'expectation gaps' immediately after joining to 'feelings of isolation' and 'career fluctuations' in the second year and beyond.
Case Study
Taisei Corporation:
In addition to promoting corporate culture reform, personnel system reform, and work style reform, the company continues to actively invest in human capital, including enhancing training systems, providing detailed follow-ups for young employees, and promoting diverse work styles. As part of these efforts, 'HR OnBoard'
FAQ
Who is the main target audience for HR OnBoard?
In addition to first-year new and mid-career hires, the recent update includes employees in their second year and beyond.
How is the turnover risk assessed?
Based on monthly survey responses, the turnover risk is clearly displayed in three stages: 'Sunny, Cloudy, Rainy'.
Are there specific effects from implementation?
There is a track record of the average turnover rate of adopting companies dropping from 13.6% to 5.3%.