Last Updated： Aggregation Period:Nov 26, 2025～Dec 23, 2025
This ranking is based on the number of page views on our site.
Last Updated： Aggregation Period:Nov 26, 2025～Dec 23, 2025
This ranking is based on the number of page views on our site.
Last Updated： Aggregation Period:Nov 26, 2025～Dec 23, 2025
This ranking is based on the number of page views on our site.
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![[Company Interview] Interview Top](https://image.www.ipros.com/public/product/image/62b/2000063878/IPROS560558866108357175.gif?w=280&h=280)
This is the corporate interview site of Techno Management Research Institute.
"Interview Top" is a corporate interview site of Techno Management Research Institute. We introduce domestic corporate interviews, overseas interviews, and other useful information for manufacturing consulting. For more details, please contact us or refer to the catalog.
![[Company Interview] Overseas Interview](https://image.www.ipros.com/public/product/image/64f/2000063889/IPROS560558866108357175.gif?w=280&h=280)
Aiming to be the number one factory in Southeast Asia!
Kobelco Material Copper Tube Thailand (KMCTT: KOBELCO & MATERIALS COPPER TUBE (THAILAND) CO., LTD.) is a foreign subsidiary of Kobelco Material Copper Tube Co., Ltd., engaged in the production of steel pipes for air conditioning. After three years of implementing consulting, local employees, who initially felt confused, have begun to show a proactive attitude towards engaging in activities. We spoke with President Aoki, who is actively leading the improvement projects as top management. For more details, please contact us or refer to the catalog.
Once again, made in Japan! The creation of meaningful value increases the value of products and the company itself!
To create products and services in the manufacturing industry, strengthening the technological capabilities that are the company's strengths is essential. However, broadly speaking, technological capability encompasses various meanings. This document provides a detailed explanation of building non-imitable technological capabilities that generate value. It includes a comparison of the contributions of two technologies to competitive advantage, an overview and role of "cumulative technology," and the most important points for strengthening organizational capabilities. Please feel free to download and read it. 【Contents】 ■ Two non-imitable technologies in manufacturing ■ Comparison of the contributions of the two technologies to competitive advantage ■ What is cumulative technology? ■ What is the role of cumulative technology? ■ Functional value and semantic value (hypothetical examples) ■ The most important points for strengthening organizational capabilities ■ Our strength: management by philosophy *For more details, please refer to the PDF document or feel free to contact us.
This is a 60-minute mini-seminar for all industries. It focuses on identifying waste in the workplace and operations, and explains key points for improving efficiency using DX tools.
Improvement activities in the manufacturing industry are progressing in direct departments, but I hear that there is uncertainty about where to start with improvements in indirect departments. In fact, improving indirect departments is difficult to quantify and hard to assess! There is a groundbreaking seminar here that will help you review operations, reduce the overall workload, and change the workflow. Please take this opportunity to participate!
![[Column] ➃-➂ Small and medium-sized enterprise presidents are judgmental and outspoken.](https://image.www.ipros.com/public/product/image/300/2001192351/IPROS82739471886743292714.png?w=280&h=280)
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■Business leaders value perseverance and the basics They are persistently vocal. Whenever they see their employees, they repeatedly discuss fundamental matters. - Keep promises to customers - Greet properly - Do not cause trouble for others - Keep time, and the list goes on. They constantly consider the balance of being a reasonable person, which makes them particular about etiquette and morals, and they absolutely hate being lied to or promises being broken. ■Business leaders are people who judge black and white Small and medium-sized enterprise leaders have developed their own coping mechanisms. They do not view struggles as struggles, train themselves to not show it, learn ways to alleviate feelings of loneliness, and have ingrained the ability to accept both good and bad. Business leaders are those who make black-and-white judgments. However, there are also gray areas where it is better not to make a judgment or where judgment cannot be made. Various things happen. Even if they understand intellectually, there are many things they do not want to accept emotionally. At such times, they may resort to drinking to vent. If they always rely on alcohol, it will harm their health. Therefore, they learn to navigate life naturally.
![[Column] 5 Small businesses are organizations full of "no's."](https://image.www.ipros.com/public/product/image/c78/2001192354/IPROS48795475375990450244.png?w=280&h=280)
I would like to introduce a column article.
An organization is a group of individuals who share the same mindset, aiming to share goals, devise strategies for implementation, and act according to individual roles based on rules and standards. Most organizations are cohesive because they are composed of people with similar values. However, small and medium-sized enterprises (SMEs) are an exception. SMEs can be likened to a "human zoo." While people happen to work in the same workplace, their values may differ significantly, their goals may be scattered, and they may be uncertain about the direction they should take. It is a collection of various individuals, resembling a human zoo. SMEs are characterized by a lack of people, resources, money, and management—essentially a state of deprivation. Furthermore, they operate under a system where individuals often take on multiple roles, which prevents a deep exploration of the organization's functions, leading to daily struggles. The structural balance of the organization is disrupted, making it difficult to accomplish even the most basic tasks. Although they are working hard, the way they are exerting effort is misaligned, resulting in outcomes that do not meet expectations. The foundation of SMEs is thus fragile. Due to this weak foundation, SMEs operate with chronic issues, managing the company while grappling with various ailments.
![[Column] 1. Building the management skills required of executives](https://image.www.ipros.com/public/product/image/740/2001211471/IPROS58913734172639441561.png?w=280&h=280)
I will introduce a column article.
■Just as there is technology in manufacturing, there is also technology in management. Small and medium-sized enterprises, which are directly affected by external environmental influences, must build management skills; relying solely on the president's motivation and effort will not suffice. It is essential to break free from ad-hoc management and create rules, standards, and systems to generate profits, which is the essence of management technology. The motivations for becoming a manager vary from person to person. However, the fact remains that they are currently managers. A manager is the person responsible for operating an organization that has its own unique purposes and goals through economic activities, having chosen a specific industry or region. ■The Technology of Management When considering the work of a manager, it is not enough to have only the skills to sell products or to manufacture them. What is needed in addition to these is management technology. We, as small and medium-sized enterprises, have persevered by sweating from our bodies, squeezing wisdom from our brains, and pouring out passion from our souls, believing in a prosperous tomorrow, chasing our dreams, and growing. The royal road of management is to continue to thrive, with both good times and bad. The difference in management technology possessed by a company determines how long it can maintain good conditions and how quickly it can detect and escape from deteriorating situations.
![[Column] Why Do Employees Depend Too Much on the President?](https://image.www.ipros.com/public/product/image/d87/2001387648/IPROS59612841164873847128.png?w=280&h=280)
I would like to introduce a column article.
This is because the value judgment criteria of the management are not instilled in the employees. It superficially resembles the separation of parents and children, but the parent-child relationship eventually evolves into mutually independent individuals. However, employees tend to be overly dependent on the president for too long. In a parent-child relationship, independence is fostered by teaching the adult standards of value judgment, behavior, and conduct. However, in small and medium-sized enterprises, there is a lack of ingenuity in transplanting the management's value judgment criteria to the employees. For example, when it comes to discussing management figures, many do not understand the meaning of the numbers and cannot utilize them. As a result, they distance themselves from the figures, and particularly in terms of cash flow, there are too many companies that are 100% dependent on the president. Because they do not know how to make judgments, they end up seeking the president's opinion. The ultimate decision-maker in the company is the management, and by having many employees understand the management's value judgment criteria, they will be able to make their own judgments. This will reduce their dependence on the president. It is not that employees in small and medium-sized enterprises lack ability and cannot do things; rather, it is simply that they have not done it before, which is why they cannot do it now. The abilities we ordinary people possess are not significantly different.
![[Column] Growth Trajectory of Small and Medium-sized Enterprises 8: Growth Trajectory from the Expansion Growth Period](https://image.www.ipros.com/public/product/image/ca1/2001411170/IPROS49008826054018561657.png?w=280&h=280)
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■Growth Trajectory from Expansion Growth Phase As we enter the expansion growth phase and aim to become a 10 billion company, we transition into the enhancement growth phase. The enhancement growth phase is characterized by a system that enables us to aim for a 10 billion company through multifaceted development and the introduction of multifunctionality. To surpass 5 billion and aim for 10 billion, it is crucial to expand the content of our multifaceted development and multifunctionality. Enhancement means "to broaden and enrich the content." Without enriching this content, we cannot become a 10 billion company. The growth speed of a company is certainly faster than that of individuals. However, the key is how to eliminate this speed difference. During this period, we must shed the "management style of the king and the pawn" and give birth to "executive managers." The growth trajectory of small and medium-sized enterprises is from the birth phase to the enhancement growth phase. ■A Good Company is One that Continues to Prosper Your company may have dreams and visions such as "I want to surpass 1 billion," "I want to surpass 3 billion," or "I want to surpass 5 billion." On the other hand, it is also a valid perspective to say that our company is fine at 700 million. A company is not considered good simply because it is large, nor is it bad because it is small. A good company is one that continues to prosper.
![[Column] The Density of Interaction Between the President and Employees is a Factor in Company Growth](https://image.www.ipros.com/public/product/image/f47/2001433026/IPROS09471328385042565116.png?w=280&h=280)
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Through 30 years of management consulting activities, I have discovered several absolute laws necessary for company management, one of which is that companies where the president spends a lot of one-on-one time with employees will definitely grow. One-on-one interaction with employees means personal interviews, discussions about sales and field trends, and educational initiatives from the president. Recently, I had the opportunity to attend a management plan presentation for a certain company. When they first started holding these presentations 16 years ago, the company had 60 employees, and it has now grown to 250 employees. This time, the presentation was held at the same venue as 16 years ago, returning to the original point. Sixteen years ago, the president was the sole focus, managing like a king and a pawn. In this presentation, there were several main figures (executives) who confidently presented, showcasing the growth of the organization. Thanks to the efforts of the president, executives, and employees, the company has significantly grown. The president of this company also values interaction with employees, creating time for it, and holds study sessions for employees regardless of weekends. *For more details on the column, please refer to the related links. Feel free to contact us for more information.*
![[Column] Conveying the Spirit of Entrepreneurship 1: The Spirit of Entrepreneurship is Always Right](https://image.www.ipros.com/public/product/image/ddd/2001433031/IPROS81334303070431361851.png?w=280&h=280)
I would like to introduce a column article.
In the founding period of a company, there are no customers, relationships, facilities, goodwill, or employees as we know them today. In other words, starting from a situation filled with "nothing"—no people, goods, money, achievements, or trust—is a commonality of the founding period throughout history and across cultures. The only thing that one could possess during this time was a "determined rhythm" of wanting to please customers and working hard with a single-minded focus. This determination transformed into enthusiasm and sincerity, allowing the company to overcome various challenges and grow into its current form. Furthermore, companies that inherit the baton from their predecessors cherish and pass down the family teachings, business principles, and lessons that have been handed down through generations. The spirit of entrepreneurship remains correct over time, and when a company forgets this spirit, it loses its direction, leading to various management issues. The struggles and stories from the founding period are often unknown to current employees, making it very important to understand the origins that shaped the present state and content of the company. Knowing this history helps in understanding the values, corporate philosophy, and life perspectives of the management, which contributes to the unification of values as corporate and professional individuals. *For more detailed content of the column, please refer to the related links. For further inquiries, feel free to contact us.*
We will make the challenges faced by managers visible and lead them to solutions!
We offer a wide range of "management consulting services" that can address everything from fundraising advice to labor issues. With the know-how accumulated from years of experience, we will guide you in solving your management challenges. Please feel free to contact us first. 【Services】 ■ Financial and Banking Sector ■ Human Resources and Labor Sector *For more details, please download the PDF or feel free to contact us.
![[Web Seminar] It's time to take the next step against COVID!](https://image.www.ipros.com/public/product/image/5bd/2000858891/IPROS52517833830328218397.png?w=280&h=280)
Companies need to prepare for adaptation to the new world, such as avoiding the three "densities" in order-based businesses! Introduction to past seminars!
The Management System Research Institute, Inc. held the "Aha! Seminar Web No. 86-89: It's Time to Take the Next Step After Corona!" from July to October 2020. In "Avoiding the Three 'Crowds' in Custom Order Companies," we explained modular design techniques to prevent the collapse of the technical department over four sessions, using case studies. We discussed the shape of the new era and strategies for growth and development within it. [Seminar Content (Excerpt)] ■ It's Time to Take the Next Step After Corona! - The Post-Corona World for Manufacturing Companies ■ Avoiding the Three 'Crowds' in Custom Order Companies ■ Q&A & Greetings *For more details, please refer to the PDF materials or feel free to contact us.
Explaining the definition of the business, which serves as the starting point for setting "management goals"!
For a company to grow sustainably, it means hiring people, creating customers, and continuously achieving results. To do this, it is necessary to have a vision for the organization, a perspective on the future, and a strong belief in the organization's mission. In short, you must seriously consider "why and for what purpose you are managing the company" and "under what outlook you want to shape the company," and you need to articulate a direction that can resonate with those around you using your own words and numbers. *For more details, you can view the related links. Please feel free to contact us for more information.*
An explanation of marketing and innovation as fundamental strategies!
To achieve management goals, specific decision-making on where and how to concentrate management resources such as personnel, equipment, and funds is required, along with concrete actions based on those decisions. The purpose and mission of the business serve as the most fundamental guidelines, acting like a map to the destination. However, having a map does not guarantee reaching the destination. More specific goals and strategies or methods are needed for the members of the organization to align and concentrate their efforts. *For more detailed information, please refer to the related links. Feel free to contact us for further inquiries.*
