Business Overview

Organizational Change

Organizational change must be approached with a clear vision of the desired outcome.
At SMD, we work closely with our clients to define and share the goals and expected results of organizational change based on their corporate strategy, vision, and business model.
We also pay close attention to the impact that such changes may have on corporate culture and employee sentiment.

In some cases, significant resistance or a lack of necessary management resources may arise.
When this happens, it is often more effective to take a phased or gradual approach rather than aiming to achieve the final goal all at once.

SMD implements effective organizational change by understanding the company’s culture while never losing sight of the ultimate objective.

・Clarifying the organizational changes needed to execute business strategies
・Supporting the transition toward the desired organizational structure
・Providing examples of optimization achieved through organizational change

○Streamlining business workflows
○Clarifying roles and responsibilities
○Strengthening sales capabilities
○Eliminating defective products
○Reinforcing commitment to key markets, and more

HR Systems

One of the most important tools for realizing the ideal organizational structure to execute a company’s strategy is its HR system.
The HR system plays a vital role in effectively linking the key management resources—people, goods, capital, and information.
With an appropriate HR system, employees understand and are motivated toward the right behaviors, while the company can allocate labor costs efficiently and deliver greater value to customers.

At first glance, HR systems may appear similar across companies.
However, this perception often leads to rigidity or the uncritical adoption of trendy HR models.
In reality, while many HR systems share surface-level similarities, each organization possesses unique characteristics that form the true core of an effective system—one that fully utilizes human potential.
A well-designed HR system establishes the environment necessary to foster the desired organizational behavior and leadership.

SMD structures and develops HR systems tailored to each organization’s specific direction and needs.
We build optimal systems in collaboration with clients by balancing multiple factors, including business expansion plans, legal frameworks, employment types, and organizational culture.

【Examples of HR System Components】

○Grading System: scope, structure, criteria, etc.
○Evaluation System: assessment criteria, methods, promotion and demotion policies, etc.
○Compensation System: salary, bonuses, retirement benefits, welfare programs, various incentive schemes, etc.
○Link Between Evaluation and Compensation: motivation mechanisms, fairness and transparency, alignment with corporate strategy, etc.

【Examples of HR System Types】

○Annual Salary System
○Management by Objectives (MBO)
○Competency-Based System
○Job-Based Pay System
○Skill/Ability Qualification System, etc.

Reconstruction of Retirement Benefit Systems

When revising a retirement benefit system, problems often arise when the issue is viewed solely from a financial perspective.
This tendency stems from the fact that such reforms are typically triggered by worsening financial conditions or the introduction of retirement benefit accounting standards.

Indeed, financial issues must be addressed, as deteriorating cash flow could, in some cases, threaten the company’s very survival.
However, if the reform focuses only on financial aspects, it can lead to a loss of employee motivation, resulting in decreased productivity and weakened competitiveness—creating new challenges instead of solving existing ones.

The reconstruction of a retirement benefit system must contribute to improving competitiveness.
To achieve this, it is essential to define the ideal structure of the compensation system within the overall HR framework, and then design a retirement benefit scheme that aligns with it—while taking into account financial and legal constraints.

SMD does not engage in any investment or asset management activities.
This allows us to maintain a completely neutral stance and provide services that prioritize the best interests of our clients.

Production Management

The term “Kaizen (Continuous Improvement)” has become internationally recognized, reflecting how production management techniques—pioneered by companies like Toyota—are among Japan’s most valuable contributions to the world.
Production management is supported by the collective expertise and wisdom of on-site teams, with improvement being one of its most crucial elements. Although Kaizen is based on knowledge and technical skill, its success ultimately depends on the mindset and determination of the people who drive it.

SMD focuses on enhancing employees’ way of thinking to enable genuine, continuous improvement.
Our goal is to establish a workplace where Kaizen becomes a sustained behavior—leading to ongoing productivity gains rather than temporary results.

However, improvement is not limited to the production line alone. True effectiveness often emerges only when departments such as sales, operations, and development work in close coordination.
Through improvement initiatives, SMD helps break down barriers between departments and build strong, customer-oriented, and productive organizations—pursuing the true essence of production management that goes beyond simple cost reduction.

【Examples of Production Management Goals】

・Optimizing subcontractor management
・Reducing product inventory
・Eliminating defective products
・Improving productivity
・Enhancing work processes
・Strengthening delivery schedule management

Employee Training

Strategic Perspective

SMD’s training programs accurately assess the strategic needs of your organization and support essential, systematic human resource development to realize your business strategy.
Furthermore, from a mid- to long-term HRM perspective, we work with you to strengthen and enhance your company’s human resource management.

Results-Oriented

SMD’s training programs are designed to help your organization achieve its business strategy by guiding personnel toward their ideal state with the most effective methods and speed.
We also provide highly impactful training programs and methodologies to maximize results.

At SMD, we conduct international business activities based on the philosophy of global cooperation.

In addition to government-led international cooperation such as ODA projects, we independently expand our activities through training programs, consulting, seminars, and publications in various countries—combining our commitment to international collaboration with sustainable business development.