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consultant Product List and Ranking from 20 Manufacturers, Suppliers and Companies

Last Updated： Aggregation Period:Aug 27, 2025～Sep 23, 2025
This ranking is based on the number of page views on our site.

consultant Manufacturer, Suppliers and Company Rankings

Last Updated： Aggregation Period:Aug 27, 2025～Sep 23, 2025
This ranking is based on the number of page views on our site.

  1. Ｌ＆Ｐ Chiba//environment
  2. 神谷機工 本社 Osaka//Other manufacturing
  3. 日本環境アメニティ Tokyo//Building materials, supplies and fixtures
  4. 4 創友 Kochi//environment
  5. 4 リバイタライズ Osaka//Chemical
Go to Company Ranking

consultant Product ranking

Last Updated： Aggregation Period:Aug 27, 2025～Sep 23, 2025
This ranking is based on the number of page views on our site.

  1. "Solar Power Generation System Design Consultant" capable of creating CAD drawings. Ｌ＆Ｐ
  2. Blade Consultant 神谷機工 本社
  3. Plant Factory Business Consultant アグリライト研究所
  4. Consultant for small and medium-sized enterprises セイワシステム 八尾オフィス
  5. 4 Efforts by Furutani Industries to Improve Quality フルタニ産業 システム事業部

consultant Product List

46～51 item / All 51 items

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What is a wage table that can respond to economic fluctuations? ★ Human Resource Management Equation - 12 ★

What is a wage table that can respond to economic fluctuations? ★ Human Resource Management Equation - 12 ★

Introducing the concept of wage tables and particularly the wage logic to respond to the deflationary era♪

The wage table must clearly determine each person's base salary based on the grade and performance decided according to individual roles and responsibilities. First, it is necessary to understand what "base salary" actually is... The base salary referred to here is not constructed from various wage components like age-based pay, skill-based pay, or performance-based pay. Instead, it refers to a single wage item that represents the "compensation for work" (which is a cost for the company). We explain the concept of the wage table and the wage logic that can respond to unpredictable economic fluctuations. *For detailed content of the article, please refer to the related links. For more information, feel free to contact us.*

  • Management Seminar

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Zone-based wage table reflecting performance evaluation ★Human Resource Management Equation★

Zone-based wage table reflecting performance evaluation ★Human Resource Management Equation★

I will introduce the features of the "zone-based wage table," which can realize a performance-based wage system that is acceptable to everyone.

Characteristics of Zone-Type Wage Tables Compared to Other Common Wage Tables (1) Balanced Salary Increases and Decreases - A system is incorporated that realizes wage levels corresponding to performance evaluations S, A, B, C, and D. Whether increasing or decreasing wages, by using a system that gradually approaches the wage ceiling based on performance evaluations S, A, B, C, and D, balanced salary increases and decreases can be carried out without difficulty, preventing excessive fluctuations in wages. ★ This allows for the realization of a merit-based wage system that is sufficiently convincing from the perspective of everyday life. (2) Ability to Forecast Salary Increase Resources - The resources for annual salary increases can be easily estimated. Not only can the basic salary determination process be clearly explained, but it also encourages lower-paid employees to aspire for salary increases while promoting discipline and a sense of urgency among higher-paid employees, thus motivating each individual. *For detailed content of the article, please refer to the related links. For more information, feel free to contact us.

  • Management Seminar

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Human Resource Management Equation: Performance-Based Bonuses

Human Resource Management Equation: Performance-Based Bonuses

Let's take a little break from discussing monthly base salary and allowances, and share some thoughts on bonuses!

It seems that many companies still determine the amount of bonuses based on a certain number of months' worth of wages. This approach tends to legitimize and promote the idea of bonuses as an entitlement, which does not effectively encourage a sense of participation in management and results in significant losses in terms of talent management. On the other hand, it appears that there are also an increasing number of companies that offer no bonuses at all. While this may be unavoidable given the tough business environment, it seems necessary to find some creative solutions rather than applying a blanket policy of zero bonuses. *For more details, please refer to the related links. Feel free to contact us for more information.*

  • Management Seminar

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The necessity of a better reward system from the "Human Resource Management Equation."

The necessity of a better reward system from the "Human Resource Management Equation."

A compensation system that can be understood and accepted by the majority of organizational members, from executives to individual staff, is required!

Whether it is wages or bonuses, there are no scientific laws or truths regarding how they should be distributed. What exists is the decision-making process on how to rationally and optimally redistribute the income obtained from external sources within the organization, based on political and overall judgments, as well as the selection of methods and know-how. The same applies to structuring the organization. Someone must make personnel decisions. It is a very difficult task, but someone must exercise that authority. *For more detailed information, please refer to the related links. Feel free to contact us for further inquiries.

  • Management Seminar

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[Case] Examination and formulation of management strategy utilizing the "thinking process."

[Case] Examination and formulation of management strategy utilizing the "thinking process."

Consultants navigate the creation of specific execution plans! ~Introduction of consulting case studies~

We would like to introduce a case where we assisted Company S, engaged in precision parts manufacturing, in clarifying the root causes of various issues they were facing and finding fundamental solutions. The company urgently needed to review its overall strategy due to rapid changes in the market environment and the aging of core personnel. Through our consulting, we provided a basic lecture on strategy formulation, allowing them to observe various phenomena as they are, calmly understand their structure and causes, and consider the next improvement measures. 【Case Overview】 ■ Background and Challenges - They believed that formulating a medium- to long-term strategy with a future-oriented perspective was essential. ■ Results - They were able to clearly understand the current situation and grasp the root causes. - They were able to have a reform plan that they were confident would succeed. *For more details, please refer to the related links or feel free to contact us.

  • Management consultant/Small business consultant

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Gikitake Engineering Office

Gikitake Engineering Office

Contributing to the preservation of the global environment through technology, safety, management, environmental management, and energy diagnostics.

Processing content, main products and technology features: No information available. Technical, safety, management, and environmental consultant. Utilizing experience as a project manager (design, manufacturing, construction) and various qualifications, providing comprehensive support for small and medium-sized enterprises in technology, safety, management, environmental management, and energy diagnostics.

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