consultant Product List and Ranking from 35 Manufacturers, Suppliers and Companies

Last Updated： Aggregation Period:Nov 12, 2025～Dec 09, 2025
This ranking is based on the number of page views on our site.

consultant Manufacturer, Suppliers and Company Rankings

Last Updated： Aggregation Period:Nov 12, 2025～Dec 09, 2025
This ranking is based on the number of page views on our site.

  1. Ｌ＆Ｐ Chiba//others
  2. 間瀬コンサルタント Tokyo//Construction Consultant
  3. 八千代エンジニヤリング Tokyo//Construction Consultant
  4. 4 パスキン工業 Tochigi//Building materials, supplies and fixtures manufacturers
  5. 5 ニチイコンサルタント 本社 Aichi//Construction Consultant
Go to Company Ranking

consultant Product ranking

Last Updated： Aggregation Period:Nov 12, 2025～Dec 09, 2025
This ranking is based on the number of page views on our site.

  1. "Solar Power System Design Consultant" capable of creating CAD drawings. Ｌ＆Ｐ
  2. Construction consultant 間瀬コンサルタント
  3. Yachiyo Engineering Co., Ltd. Business Introduction 八千代エンジニヤリング
  4. 4 Hachiyo Consultant Co., Ltd. 【Technical Services】 八洋コンサルタント
  5. 4 Please leave it to "Paskin Industries" for construction consulting! パスキン工業

consultant Product List

61～70 item / All 70 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

Explaining 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 respective organizations, allocate tasks to their subordinates, and take responsibility for daily operations and the performance of their team members. 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 in an upward direction, 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 detailed information, please refer to the related links. Feel free to contact us for further inquiries.*

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I wish I could do something like this! Please let me hear that voice.

I wish I could do something like this! Please let me hear that voice.

Starting with AR, anything is fine, including automation, unmanned operations, AI, and DX!

We will utilize the know-how and experience we have cultivated over 30 years in measurement to think together about your "challenges" and "wants." Whether it's AR, automation, unmanned systems, AI, DX, or anything else, we welcome your input. Please share your thoughts with Kinsoku. *For more details, please refer to the PDF document or feel free to contact us.

  • Architectural design office

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[Column] ➂ The President of a Small to Medium-Sized Enterprise Betting on Their Way of Life

[Column] ➂ The President of a Small to Medium-Sized Enterprise Betting on Their Way of Life

I would like to introduce a column article.

A certain company president, although young, desperately endured shame and tackled challenges head-on to avoid bankruptcy. He was short of 10 million yen needed for settlement funds. He sought help from government-affiliated financial institutions, but due to the lending freeze at that time, they completely ignored him. As thoughts of bankruptcy loomed for tomorrow, he suddenly came up with the idea of contacting a local elected representative with whom he had no prior acquaintance. He quickly reached out, met with the secretary, explained his dire situation and the current lending freeze, gained their understanding, and somehow managed to escape the crisis. Another company president underwent civil rehabilitation. Once under the civil rehabilitation law, borrowing from financial institutions becomes impossible. He was forced into a very tough management method where he had to operate solely with cash. The president not only threw away his shame and reputation but completely changed his personality. He became a demon who would take any job, no matter how small the connection. Six years later, he received a call from this president, who tearfully shared the joy of having the court recognize the completion of his civil rehabilitation process. I want them to feel proud of running their businesses independently, even if small, and to participate in it (thinking, acting, and taking responsibility). I strongly hope they can convey the greatness of their company to their employees and families.

  • Employee training
  • E-learning

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[Column] ➇-➀ The Illness of Small and Medium Enterprises: Delegation of Work

[Column] ➇-➀ The Illness of Small and Medium Enterprises: Delegation of Work

I would like to introduce a column article.

Small and medium-sized enterprise owners cannot delegate work to their employees. Organizational management is about using people to improve performance. In other words, it is about effectively mobilizing subordinates to achieve results. However, for a president who has managed each department alone until now, there is significant resistance and concern about completely entrusting departments and tasks to others. If one wishes to grow the company in a healthy way, they must change their approach to steering the company. It is necessary to shift to an organizational management style that delegates authority. However, I want to clarify that I am not saying that delegating is always the right thing to do. A president who feels they must do everything themselves is fine with that. They just don't have to grow the company. This is also one way for a company to exist.

  • Employee training
  • E-learning

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[Column] ➇-➂ Principles for Unifying Organizational Groups

[Column] ➇-➂ Principles for Unifying Organizational Groups

I would like to introduce a column article.

The mid-term vision plays a role in breathing life into the company's future. Breathing life into the company's future means instilling dreams within the company, where the president, executives, and management create a vision, communicate it to employees, and implement it together. It is important to clarify how we want to shape our company or store. In response to changes in the external environment and the realities of internal resources three, five, or ten years from now: - What kind of company do we want to create? - What kind of business do we want to pursue? - What functions do we want to have? As a result, we will build the scale-related elements such as sales figures and the number of employees. A vision is a dream and a will; it is something to be created. It reflects what the company aspires to be based on the entrepreneur's corporate philosophy and management principles. - For the president, what kind of company does he want to create? - For the employees, what kind of company do they want to work for? Certainly, since it spans a long term, the desires become stronger. However, those desires are based on the entrepreneur's corporate philosophy and management principles, as well as the employees' work and life perspectives. They are not mere wishes; that is why they hold significance.

  • Employee training
  • E-learning

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[Column] Principles for Unifying Organizational Groups ➅

[Column] Principles for Unifying Organizational Groups ➅

I would like to introduce a column article.

A product strategy is a measure to bridge the gap or difference against a goal. A product refers to the materials for business, and a product strategy is a measure to address the gap or difference needed to achieve a goal. In cases where numerical targets are involved, such as in sales or manufacturing departments, it becomes a measure for the difference, while in qualitative targets, such as in management or operational departments, it is a strategy to create measures for the gap. For example, if last year's sales were 800 million and this year we want to reach 900 million. Identifying the shortfall of 100 million is the product. The ways to cover this can include: - Covering it with sales - Covering it with gross profit - Covering it by reducing costs - Covering it through turnover, among various other methods. Companies that use the term "product" have a mindset aimed at bridging gaps or differences. Generally, the concept of performance varies by company. Some companies consider performance based on sales revenue, while others may consider operating profit. Our company's management department must determine what constitutes performance for each department. For instance, the performance of the management department may be aligning financial accounts with ordinary income and expenditure, while the sales department may align accounts with gross profit, among various performance metrics. In any case, how to create the materials for business is the strategy for the product.

  • Employee training
  • E-learning

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[Column] Development of New Businesses (2) The Principle of Entering New Businesses is the Bamboo Grove Method

[Column] Development of New Businesses (2) The Principle of Entering New Businesses is the Bamboo Grove Method

I would like to introduce a column article.

The bamboo grove method literally imitates the way bamboo grows as a thicket. It focuses on the current industry or sector one belongs to and considers related industries and surroundings. It also involves assessing whether there are promising business opportunities that can utilize existing human resources, technology, sales channels, buildings, and equipment. In other words, like a bamboo grove, it involves developing businesses that are related and branch out from a single root. This approach is low-risk and does not lead to significant failures. The points to keep in mind in this case are as follows: (1) Develop based on areas where strengths and expertise can be leveraged. (2) Determine if idle assets (land, equipment) and human resources can be utilized. (3) Assess whether the industry planned for entry is a growing sector or a niche area that large companies do not venture into. (4) If entering as a latecomer, investigate whether the leading competitors in the same industry are generating profits. (5) Consider whether there is potential for synergy with the main business. (6) Evaluate how far human resources and investment can be utilized. (7) Identify assets such as land, buildings, and employees from previous businesses that can be leveraged. Exploring the possibilities of upward, downward, and lateral expansion based on this bamboo grove method, centered around the current business, is fundamental for small and medium-sized enterprises in developing new business ventures.

  • E-learning
  • Employee training

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[Column] Unique Strategies of Our Company

[Column] Unique Strategies of Our Company

I would like to introduce a column article.

There are commonalities among businesses and companies that have thrived for a long time. That is, the name of the store or company is more recognized 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 form of the store or company is established, solidified, refined, and ultimately, a "unique way of fighting for the company" is developed. 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 the basic form of the company's strategy. This basic form is the theory = principles and rules for the company to continue thriving. 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, the score is 2 to 1 in favor of the opposing team. With no outs and a runner on first base, the theory dictates 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.*

  • Employee training

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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 bonus fund should be linked to the company's performance! Here is an introduction to the thinking behind individual bonus distribution.

Bonuses are not determined by simply multiplying the base 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 based on their contributions, making it easier to understand through this two-step process. Bonuses are fundamentally a way to distribute company profits to employees, so it would be ideal if they could be allocated fairly according to each employee's "contribution to profit." *For more details, please refer to the related links. Feel free to contact us for further information.*

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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 the majority of organizational members, from executives to individual staff, can understand and agree with 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 very difficult, but someone must exercise that authority. *For more details, you can view the related links. Please feel free to contact us for more information.

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