HRBrain Launches New AI Feature "HRBrain Brain": Maximizing Employee Self-Resolution and Organizational Decision-Making with Personalized Responses Based on Attribute Information and HR Data Analysis

HRBrain Inc. (Headquarters: Minato-ku, Tokyo / CEO: Hiroki Hori, hereinafter "the Company") has launched "HRBrain Brain" (hereinafter "this feature"), a new AI feature that cross-sectionally analyzes and searches accumulated HR data and internal company documents, supporting decision-making in a chat format.

This feature enables personalized responses tailored to each employee's attributes, as well as the formulation of personnel placement plans and advanced analysis, thereby maximizing organizational productivity.

Development Background

Amid growing interest in human capital management, many companies have introduced talent management systems and accumulated vast amounts of HR data. However, approximately 83% (※) of companies report that they "are not fully utilizing their data."

Furthermore, a common challenge faced by individual employees is the significant time required to identify "the information they need" or "internal rules applicable to them" from the vast amount of scattered internal documents.

To address these challenges, our company developed this feature, which seamlessly combines HR data and internal documents to enable everything from "individual self-resolution" to "providing insights for concrete policy formulation based on HR data analysis" in a conversational format. We offer a new data utilization experience that balances operational efficiency with strategic data utilization.

※Persol Research and Consulting "Survey on Digital Utilization in Human Resource Management 2020"

Feature Overview

Feature 1: Promote self-resolution with "Personalized Responses" that understand attributes

The AI instantly grasps the questioner's attributes such as "grade, position, and affiliation" based on roster information. For example, in response to a business trip expense question, it pinpoints the "accommodation limit applicable to that employee" from company-wide regulations.

Feature 2: Cross-sectional analysis of organizational data to support strategic decision-making

Provides advanced analysis functions for management and HR, targeting overall organizational HR data. Complex conditions such as attributes, skills, career history, and evaluations can be combined for search, extraction, analysis, and strategic insight generation, all within a chat interface.

Feature 3: Visualize the "basis" of answers to eliminate black box issues

By visualizing reference materials and the answer process, the opacity of generative AI is eliminated. The basis of an answer can be verified instantly and used directly as objective evidence, making it useful in situations requiring accountability, such as internal consensus building and reporting tasks.

Feature 4: Secure operation through complete inheritance of permission settings

The AI fully inherits the detailed viewing permissions set in "HRBrain," realizing optimized information access for each user. Access control to HR data is always synchronized with existing settings, preventing unintended information exposure and allowing for secure implementation even in environments handling highly confidential information, while maintaining security.

Feature 5: Seamless data updates from analysis to policy execution

Based on organizational analysis results, employee HR data can be directly updated from the chat screen. Attribute information (labeling) such as "next-generation leader candidate" or "DX talent" can be instantly completed in a conversational format.

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https://www.hrbrain.jp/brain

Problems Solved

This feature allows on-site employees to instantly identify "rules applicable to them" based on their attributes such as position and grade, in a conversational format. By significantly reducing inquiry man-hours to back-office and improving the organization's overall self-resolution capability, it creates an environment where all employees can concentrate on their essential tasks.

Furthermore, for HR and management, the AI replaces complex organizational analysis and aggregation tasks, including unstructured data, thereby contributing to faster decision-making for strategic personnel placement and promotion, as well as turnover prediction analysis. Moreover, the ability to directly update HR data from the analysis screen directly links "thinking" (analysis) to "policy execution," shortening the lead time for practical operations.

Future Outlook

This feature aims to become a decision-making partner in all business scenarios. We will continue to enhance external system integration and further improve answer accuracy, contributing to the sustainable growth of companies and the creation of organizations that maximize employee potential.

Comments from Adopting Companies

Daikyo Kensetsu Co., Ltd.

Previously, our company managed HR information across multiple platforms, requiring enormous time to extract and share necessary information from scattered sources. We also felt challenged by the inability to utilize HR data such as skills and evaluations for optimal placement, development, and assessment.

"HRBrain Brain" extracts desired information such as past evaluation results, salary information, and promotion candidates simply by asking in a chat. Furthermore, by referring not only to employee roster information but also to internal documents and general external information, it provides "concrete insights," which we believe enhances the accuracy of decision-making. We used to spend about 40 hours a month on HR data aggregation and analysis, but with the introduction of "HRBrain Brain," we anticipate halving the man-hours, leading to our decision to adopt it.

Nippon Rikuso Co., Ltd.

To achieve organizational growth, expansion, and improved employee engagement, we wanted to utilize HR data such as skills and qualifications for development, placement, and evaluation. However, in reality, HR information was scattered across various systems, Excel, and paper, making it difficult to quickly retrieve desired information and thus preventing its effective use.

Therefore, we decided to introduce "HRBrain Brain," which allows us to pick up desired information simply by asking in a chat, anticipating significant man-hour reductions. If extraction is done properly, we believe it can reduce current inquiry man-hours by over 70%.

Moreover, when questions arise regarding human capital information, such as the current ratio of female managers or achievement rates, during executive meetings, "HRBrain Brain" precisely presents the "analysis target," "referenced information," and "generation steps," including the answer process. The ability to explain not just the answer but also the detailed process to all participants was a decisive factor in our adoption.

About HRBrain

HRBrain is a cloud service that supports the resolution of all operational challenges in the HR domain and the maximization of human capital. Through functions such as talent management, performance management, labor management, learning, and surveys, it enables centralized management and utilization of HR data, supporting strategic HR promotion and management decision-making. We will continue to evolve and expand our services as a foundation that supports the future of HR and management.

HRBrain Company Overview

Company Name: HRBrain Inc.

Location: Sumitomo Fudosan Tokyo Mita Garden Tower 5F, 3-5-19 Mita, Minato-ku, Tokyo

CEO: Hiroki Hori

Established: March 1, 2016

Corporate Site: https://www.hrbrain.co.jp/

Service Site: https://www.hrbrain.jp/

HR University: https://www.hrbrain.jp/media

Human Capital TIMES: https://note.com/human_capital/