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Management Consulting Product List and Ranking from 31 Manufacturers, Suppliers and Companies | IPROS GMS

Last Updated： Aggregation Period:Apr 08, 2026～May 05, 2026
This ranking is based on the number of page views on our site.

Management Consulting Manufacturer, Suppliers and Company Rankings

Last Updated： Aggregation Period:Apr 08, 2026～May 05, 2026
This ranking is based on the number of page views on our site.

  1. シバタ経営 Aichi//Service Industry
  2. マイスター・コンサルタンツ Tokyo//Educational and Research Institutions
  3. プライムコンサルタント Tokyo//Service Industry
  4. 4 医食農戦略研究所 Okinawa//others
  5. 4 テクノ経営総合研究所 Osaka//Service Industry
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Management Consulting Product ranking

Last Updated： Aggregation Period:Apr 08, 2026～May 05, 2026
This ranking is based on the number of page views on our site.

  1. [Data] Right Person in the Right Place Management: Creating the Strongest Organization シバタ経営
  2. To those organizing lectures and training sessions: "Big Picture Thinking Seminar" シバタ経営
  3. Big Picture Thinking Seminar | How to Live in the Next 5 Years: Drawing a Compass for the Next 5 Years シバタ経営
  4. Management consulting services 医食農戦略研究所
  5. 4 [Seminar] Finding the Strongest Right-Hand Man シバタ経営

Management Consulting Product List

61～84 item / All 84 items

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Human Resource Management Equation: The Role of Middle Management in Setting Goals and Supporting Top Management

Human Resource Management Equation: The Role of Middle Management in Setting Goals and Supporting Top Management

An explanation of the concept of goal setting for middle management and the role of middle management in supporting top management!

The daily work of middle management is determined from the bottom up. Middle managers must decide on the operations and processes of their assigned organization, allocate tasks to their subordinates, and take responsibility for daily operations and the performance of their team. However, the role and responsibilities of middle management regarding the overall results of the organization are determined from the top down. Middle managers are expected to set their goals upward, always aligned with the overall performance of the company. Middle managers must make the goals that their department needs to achieve their own goals. For example, a sales department head should not only focus on achieving the personal sales targets set in collaboration with their subordinates or just the negotiations with their assigned clients. *For more details, please refer to the related links. Feel free to contact us for further information.*

  • Management Seminar
  • Management Consulting

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Human Resource Management Equation: Individual Self-Goal Management

Human Resource Management Equation: Individual Self-Goal Management

An explanation of "self-goal management" for each employee who embraces organizational goals and takes initiative in their actions!

Self-goal management refers to the process where individuals set their own goals and pursue and manage their progress independently. However, even though it is called self-goal management, one should not simply allow individuals to set their own goals without guidance. If this is done, each person may end up setting goals based solely on what they consider important in their own minds. Even if everyone works hard to achieve the goals they have set for themselves, it does not guarantee that the organization's goals will be met, and it may even lead to contradictions and friction. *For more details, please refer to the related links. Feel free to contact us for further information.*

  • Management Seminar
  • Management Consulting

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[Human Resource Management Equation] Setting Appropriate Performance Standards to Achieve Results

[Human Resource Management Equation] Setting Appropriate Performance Standards to Achieve Results

An explanation of work and people management to achieve results!

Every job has its own procedures (arrangements, processes). This is true no matter how simple the task may be. For example, let's say you want to make coffee at home, not instant coffee, but a delicious drip coffee. First, go to the kitchen, put mineral water on the heat, and grind the coffee beans into powder. Place the coffee powder in a filter, and when the water boils, pour it over the coffee. You should pay attention to how you pour the water, doing it slowly to allow it to bloom. At the same time, pour hot water into the cup to warm it up. When you think about it this way, making a delicious cup of coffee takes quite a bit of effort. However, if it's for your own enjoyment, you can appreciate that effort. Now, what happens when it comes to products offered to customers? *For more details, please refer to the related links. Feel free to contact us for more information.*

  • Management Seminar
  • Management Consulting

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Column: Big Picture Thinking - The "God of Victory" Residing in the Month of the Tiger

Column: Big Picture Thinking - The "God of Victory" Residing in the Month of the Tiger

About the legend of Prince Shotoku and "Tora Tora Tora," and the origins of Japanese identity!

February is known as "Tora Month." It is also a month that connects us to Bishamonten. Speaking of Bishamonten, he is known as the "God of Victory," who brings success in battles. During the Sengoku period, Uesugi Kenshin believed himself to be the incarnation of Bishamonten and fought accordingly. The character "Bi" on the banner he raised is a reflection of his unwavering faith. On the battlefield, which lies on the boundary between life and death, true victory cannot be achieved unless one has the invisible forces on their side. The sense of crisis in an era where losing meant losing everything was likely far more urgent than what we feel in modern times. *For more details on the column, please refer to the attached PDF document. For further information, feel free to download the PDF or contact us.

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  • Management consultant/Small business consultant
  • Management Consulting

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[TMS Implementation Case] Successfully achieved sales and profit targets for the first time.

[TMS Implementation Case] Successfully achieved sales and profit targets for the first time.

Introduction of examples where the group's sales and profit targets were achieved.

To Japan Software Development Co., Ltd., we would like to introduce a case study of TMS implementation. The company had concerns about introducing TMS, as it would involve using the TMS tool directly in the field, which could create significant ripples in the workplace. After implementation, we received feedback that work has been standardized thanks to TMS, and it has become possible to avoid individual dependency without even being conscious of it. [Case Overview] ■ Effects - In the cloud business that has been running for 10 years, it has started to generate a stable revenue. - The atmosphere within the company has changed as the leadership has begun to actively promote TMS. *For more details, please refer to the related links or feel free to contact us.

  • Other services
  • Management Consulting

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Practical Consulting - Request for Consulting Materials

Practical Consulting - Request for Consulting Materials

We are accepting inquiries and applications for consulting.

Techno Management Research Institute has consistently provided practical consulting activities that demonstrate achievement targets with actual values within the contract period since its establishment. We deliver tangible results through solving management issues such as cost reduction and lead time shortening. We accept inquiries, detailed materials about consulting, and applications. For more information, please contact us or refer to our catalog.

  • Management consultant/Small business consultant
  • ISO-related consultant
  • Management Consulting

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[Company Interview] Domestic Company (14) Mitsubishi Plastics, Inc.

[Company Interview] Domestic Company (14) Mitsubishi Plastics, Inc.

Mitsubishi Chemical Corporation - Successful Case Studies of Manufacturing Reform

The impact of the Lehman Shock has led to sluggish sales, and the increasing inventory is putting pressure on cash flow. To promote active investment, an organization-wide inventory reduction project has been initiated. The purpose of introducing consulting is speed! We interviewed the SCM promotion department that oversees the reforms. (*Excerpt from ASAP 2012 No. 1) For more details, please contact us or refer to the catalog.

  • Management consultant/Small business consultant
  • Other services
  • ISO-related consultant
  • Management Consulting

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[Column] Why can't things that are supposed to be decided be done as decided?

[Column] Why can't things that are supposed to be decided be done as decided?

I would like to introduce a column article.

Decisions made within a company are the first step to motivating people. To achieve this, it is necessary to specify the content clearly; otherwise, people will be confused. Specific decisions should be expressed in terms of proper names, numbers, and goals. Furthermore, it is essential to share the understanding of these decisions. In other words, everyone must have a common understanding of what decisions need to be made in their department this month. To ensure these decisions are implemented, it is necessary to prevent them from being left unaddressed and to conduct detailed checks. There are two methods to achieve this. One is to systematize the process and create people who can enforce it. However, systematization often lacks a clear methodology, and the only enforcement comes from the president's constant reminders. Often, the person in charge on-site does not lead by example, and there is a lack of management work to enforce compliance, with no reprimands for employees who do not follow the decisions. As a result, a culture develops in the company where doing nothing is tolerated rather than being serious about work. Conversely, in companies that adhere to their decisions, individuals are reminded by their peers if they do not comply, fostering a culture of adherence. When this happens, management can focus on the next steps, leading to the company's growth.

  • Management Seminar
  • Management Seminar
  • Management Consulting

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[Column] How to Promote Mid-term Management Plans (3) Creating Multi-layered Performance

[Column] How to Promote Mid-term Management Plans (3) Creating Multi-layered Performance

I would like to introduce a column article.

The way small and medium-sized enterprises fight is often focused on "short-term battles." As a result, short-term strategies tend to dominate, making it difficult to succeed in mid-term developments. Realistically speaking, the driving force behind mid-term product development is also the promoter of annual performance. It is challenging to dedicate oneself solely to mid-term developments. However, if mid-term developments are not pursued, relying only on existing methods will lead to a decline of "10-20%." Therefore, it is essential to engage in both annual performance creation and mid-term development simultaneously; otherwise, there will be no growth in the mid-term. Since there is no specialized function for thinking about and implementing management strategies, a "superman" is needed temporarily to compensate for this gap. This presence creates the history of the company. They are the executives and the senior management.

  • Management Seminar
  • Management Seminar
  • Management Consulting

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[Column] There is no system for managing the organization.

[Column] There is no system for managing the organization.

I would like to introduce a column article.

As the company grows, the workload increases, but an increase in personnel does not necessarily indicate company growth. Training new employees takes time, which can lead to decreased productivity and increased waste. Managers often find themselves overwhelmed with managing their subordinates and become engrossed in on-site operations, leading to exhaustion. This phenomenon is particularly evident in growing companies, where the company may appear to be thriving, but the on-site situation is chaotic. Due to the absence of a system for managing the organization, the company functions like a collection of individual enterprises. Each time the company hits a wall in its growth process, it is necessary to reassess the approach to management. During the startup phase, the president directly manages the operations, but during a period of rapid growth, the role of department heads becomes essential. Once the company enters a stable phase, an organizational chart is established, and departments are solidified; however, it is difficult for the president to step back from on-site management, resulting in many companies being unable to overcome growth barriers. The key points for management in growing companies are to ensure that the number of personnel and the rules and systems are aligned with the increase in workload, as well as for the president to shift away from an on-site-centric mindset and focus on building the company’s structure. Companies that wish to expand healthily must build management techniques appropriate to their scale.

  • Management Seminar
  • Management Skills Seminar
  • Management Consulting

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[Column] The Increase in Work is the Essence of Corporate Growth

[Column] The Increase in Work is the Essence of Corporate Growth

I would like to introduce a column article.

Is this kind of situation not occurring in your growing company, where the number of employees is increasing? The essence of corporate growth is the increase in work. It is not the case that a company grows simply because the number of employees increases. The essence is that a company grows because the amount of work increases. If new people come in and can immediately handle the company's tasks, there would be no problem, but that is not the case. While the number of new employees increases, the upper management is too busy to provide training. However, since the number of employees is increasing, the workplace becomes chaotic, and work becomes concentrated on a few individuals, making them busier than before. A typical example of this is the manager. Managers ideally want to lead their teams, but due to a lack of manpower and being busy, they tend to get stuck in day-to-day operations. As a result, a vicious cycle develops, and playing managers become exhausted. This phenomenon is actually more pronounced in companies that are experiencing growth. In other words, while the company may appear to be growing, the reality is that only players are increasing, and the workplace is in a state of confusion like a kite with its string cut. There is no system to control people and teams, so the workplace operates like a collection of individual businesses.

  • Management Seminar
  • Management Skills Seminar
  • Management Consulting

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[Column] Shedding the Rulebook of Management

[Column] Shedding the Rulebook of Management

I would like to introduce a column article.

There are two main points regarding management transformation in growing companies. The first point is that as the workload increases, the number of people will also increase. Therefore, it is necessary to establish rules and standards and to systematize them. In other words, it is about creating the company's structure. The second point is that the president must break free from being a walking rulebook and promote a change in consciousness to operate the company with all employees. When the entire company is changing, the one who must change the most is actually the management. It is required for the management to break free from being a walking rulebook and to create a company that resembles a company, that is, to operate the company as an organization. If we do not build the skills of management, the president's motivation alone, equating to a rhythm of hard work, will not be enough to overcome the barriers to growth. However, it is important to clarify that those who wish to grow the company in a healthy sense must build management skills that correspond to that scale. A company is not good just because it is large, nor is it bad just because it is small. The crucial point is what kind of company the management wants to create, centered around themselves, that fits their size. It is essential to clarify that intention.

  • Management Seminar
  • Management Skills Seminar
  • Management Consulting

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[Column] Companies with 50 to 100 employees practice multifunctional management.

[Column] Companies with 50 to 100 employees practice multifunctional management.

I would like to introduce a column article.

The management style is a multifunctional development management. It is at a stage where efforts are being made to promote corporate scale expansion through activities and to smoothly operate the internal management aspects. While expanding and growing through multifaceted development and the introduction of multifunctional systems (such as multiple business divisions and headquarters systems), there is often a lack of staff functions, leading to a state of overall functional paralysis. There is a need to subdivide organizational functions, but responses to organizational management, such as work division, responsibilities, operation manuals, and the establishment of various regulations, are lagging behind. Additionally, there is a shortage of human resources to entrust key departmental roles, and the clash between those who struggle with organizational management and those who promote it—between the old and the new—hinders the subdivision of organizational functions, leading to increasing frustration for management. There is an inability to delve deeply into product composition and characteristics that should target specific markets and customer traits, and product development and exploration are also falling behind. Due to the lack of a management foundation to accommodate scale expansion, various turnover rates (accounts receivable and inventory assets) are deteriorating. Furthermore, the liquidity of real assets is slowing down, but many companies are unable to grasp the factors behind this, resulting in reactive responses. As the "old" and "new" clash, if they do not successfully integrate, it will lead to a destruction of the organizational culture.

  • Management Seminar
  • Management Skills Seminar
  • Management Consulting

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[Column] Unique Strategies of Our Company

[Column] Unique Strategies of Our Company

I would like to introduce a column article.

Long-established shops and companies have something in common. That is, the name of the shop or company is more well-known than the name of the owner. Of course, in the early days of establishment, it is the founder's strong personality that paves the way and creates the foundation. As this foundation is passed down through generations, the basic model of the shop or company is formed, solidified, polished, and ultimately, a "unique way of fighting for the company" is established. So, what is necessary for companies with a short history, meaning those currently managed by their founders or second-generation companies? First, it is essential to create a basic model for the company's way of fighting. This basic model is the theory = principles and rules for the company to continue to thrive. It is important to bring this to a level where one knows it, understands it, and can execute it. To illustrate the theory with a baseball example: in the bottom of the ninth inning, with a score of 2 to 1 against, and no outs with a runner on first base, the theory would dictate that the batter should lay down a bunt to advance the runner to second base. Winning teams can execute this reliably, which is why they win. *For more details on the column, please refer to the related links. For further inquiries, feel free to contact us.

  • Management Seminar
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[Column] Key Points on the Income Statement for Selecting the Fiscal Month

[Column] Key Points on the Income Statement for Selecting the Fiscal Month

I would like to introduce a column article.

A year consists of 12 months, and it is a battle of 12 rounds. There are various ways to fight, but in principle, "early half dam-type management is good." Early half dam-type management means securing 60-70% of the annual required operating profit in the first half of the year, specifically from April to September in the case of a March fiscal year-end. From a different perspective, ideally, a year with 12 rounds would be a battle of 12 wins and 0 losses, but in reality, it is more like 10 wins and 2 losses or 9 wins and 3 losses. If we assume 9 wins and 3 losses, it means selecting the fiscal month in such a way that 5-6 of those wins occur in the first half of the year. The reason why the first half is better is that it allows for flexibility in searching for products during months when a deficit is expected in the second half, and it also provides leeway for preparing measures for the next fiscal year. Companies that rely on a second-half push often exhaust their resources before reaching the fiscal month, resulting in delayed responses for the next period. *For more detailed content of the column, please refer to the related links. For further inquiries, feel free to contact us.

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Management consulting services

Management consulting services

We strongly support our customers' diverse businesses from the system and application perspective!

In our "Management Consulting Services," we offer consultations and proposals for advanced ICT implementation and the introduction of FinTech solutions. Additionally, our company specializes in overseas business and is also available for consultations regarding the global expansion of your products and services or entering foreign markets. Please feel free to contact us. 【Related Services】 ■ Vietnam Market Entry Support Services ■ Translation Services *For more details, please download the PDF or feel free to contact us.

  • Management consultant/Small business consultant
  • Translation/Interpretation
  • Management Consulting

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Approach to Developing New Customers

Approach to Developing New Customers

The productivity of acquiring new customers has improved! The sales capability of the organization is enhanced.

Amid environmental changes such as population decline and intensified competition with overseas markets, the expected increase in orders from existing clients has not progressed as anticipated, making the development of new customers increasingly important. However, due to the impact of the COVID-19 pandemic, acquiring new customers has become more challenging than ever. In this training, we will consider methods for developing new customers and reviewing sales strategies for small and medium-sized enterprises to survive in the transitioning environment from with-COVID to post-COVID, using our own company as a theme. [Features] - The productivity of new customer acquisition improves through efficient customer approaches. - The development of new customers evolves from individual skills to organizational skills, enhancing the sales capability of the organization. - By objectively analyzing customer trends within the company, we will formulate hypotheses for new customer acquisition and develop an action plan tailored to our company. *For more details, please refer to the PDF materials or feel free to contact us.

  • Sales Skills Seminar
  • Management Consulting

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Human Resource Management Equation: Bonus Distribution Based on Contribution Level

Human Resource Management Equation: Bonus Distribution Based on Contribution Level

The base for bonuses should be linked to the company's performance! Here is an introduction to the thinking behind individual distribution of bonuses.

Bonuses are not determined by simply multiplying the basic salary by a certain number of months. Instead, the total bonus pool is first decided based on the overall profits of the company. Once the bonus pool is established, it is then distributed to individuals according to their contributions, making it easier to understand as a two-step process. Since bonuses are essentially a way to distribute company profits to employees, it would be ideal to allocate them fairly based on each employee's "contribution to profit." *For more details, you can view the related links. Please feel free to contact us for more information.*

  • Management Seminar
  • Management Consulting

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Human Resource Management Equation: The Role of Top Management

Human Resource Management Equation: The Role of Top Management

Explaining the necessity of sharing management goals and the role that top management should play!

Even small businesses with dozens of employees must have a clear strategy to ensure they achieve results and survive in market competition. Small businesses need to leverage their strengths, find niche markets, and build entry barriers that others cannot breach. By swiftly identifying market opportunities and demonstrating agility in product and service development, they can rapidly gain market share and establish a competitive advantage. They cannot invest resources in large amounts like big corporations. They must aim for the largest possible results with the smallest possible input. This requires meticulous strategy, and for that, objective management goals are necessary. *For more detailed information, please refer to the related links. Feel free to contact us for further inquiries.*

  • Management Seminar
  • Management Consulting

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[Seminar] Finding the Strongest Right-Hand Man

[Seminar] Finding the Strongest Right-Hand Man

We will share techniques for building relationships to grow and find your "destined partner"!

We would like to introduce our seminar titled "Finding the Strongest Right-Hand Person." The success of management greatly changes based on who you meet and who you collaborate with. Moreover, this partner is not limited to business partners within the company. Meeting employees who will become the right hand of the president and future executive candidates is the most important "management encounter" that will influence the future of the company. Successful managers discover such "rising partners" within the company and grow together with them. In this lecture, we will share relationship-building techniques to uncover the "destined partner" hidden within future encounters and foster growth. 【Specific Lecture Content】 ■ The success of management is about partnering with "rising individuals." ■ Management changes with the encounter of a destined partner. ■ Who is the destined partner, and where can they be found? ■ The destined partner = the strongest partner. ■ How to meet your partner before time runs out. *For more details, please refer to the related links or feel free to contact us.

  • Management Seminar
  • Management Consulting

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【資料】適材適所マネジメント：幹部の登用と育成

【資料】適材適所マネジメント：幹部の登用と育成

誰と出会い、誰と結びあい、誰と生きていくのか。人を瞬間で「見抜く力」は万能

本資料では、幹部の登用と育成について解説しております。 適材適所マネジメントの入り口となるケースや組織の幹部に求められる 3つのスキルについて解説。 参考になる一冊ですので、ぜひご一読ください。 【掲載内容】 ■「人との関係づくり」が全て ■ケース：適材適所マネジメントの入り口 ■組織の幹部に求められる3つのスキル ■人を見抜く眼を持つ ■幹部のあるべき姿 リーダーシップ ※詳しくはPDFをダウンロードしていただくか、お気軽にお問い合わせください。

  • Management consultant/Small business consultant
  • Management Consulting

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[Data] Right Person in the Right Place Management: Creating the Strongest Organization

[Data] Right Person in the Right Place Management: Creating the Strongest Organization

The greater the challenge, the stronger the power to rise becomes. "The power to overcome" is the essence of management ability.

This document explains management by placing the right person in the right position. It includes detailed information on the principles of management and the "two weapons" that lead to success in life and business. This is a helpful book, so please take a moment to read it. [Contents] ■ The fortune and overall view for the next five years ■ Management that rises against the current is based on "inspiration" ■ Principles of management ■ The "two weapons" that lead to success in life and business ■ The ability to see through people ■ Creating an environment where individuals can demonstrate their strengths through personality analysis *For more details, please download the PDF or feel free to contact us.

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  • Management consultant/Small business consultant
  • Management Consulting

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To those organizing lectures and training sessions: "Big Picture Thinking Seminar"

To those organizing lectures and training sessions: "Big Picture Thinking Seminar"

With a passion like fire, become the leading role of the next era.

Shibata Management Co., Ltd. will hold a "Big Picture Thinking Seminar" as a publishing lecture. ■ Recommended for those who: - Organize lectures and training sessions at chambers of commerce and corporate associations - Want to draw a compass for the future based on the fact that "the future is predetermined" - Wish to examine the past, understand their current position, and envision the future - Want to know their suitability and management style as a business owner - Seek to understand the significance of managing with a compass *For more details, please feel free to contact us.

  • Management Seminar
  • Management Seminar
  • Management Skills Seminar
  • Management Consulting

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[TMS Implementation Case] The advantage is that it can be immediately applied to current operations.

[TMS Implementation Case] The advantage is that it can be immediately applied to current operations.

An introduction to examples where the workplace atmosphere has visibly changed.

We would like to introduce a case study of the implementation of TMS at Shimpō Information Systems Co., Ltd. In management positions, "strengthening communication" has been emphasized, and typically, the collaboration between supervisors and employees regarding task requests, instructions, and reports has been effective. However, there was a lack of understanding of "horizontal collaboration," meaning that employees were not aware of the work methods and issues of their neighboring colleagues or other employees within their group. After the implementation, a sense of camaraderie and teamwork emerged, naturally leading to revitalization in the workplace. We have received feedback that the atmosphere in the workplace has visibly changed. [Case Overview] ■ Challenge: There was a lack of understanding of the work methods and issues of other employees. ■ Effect: There has been an increase in time spent thinking about improving productivity and quality. *For more details, please refer to the related links or feel free to contact us.

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