Seminar on "Redesigning Wage Systems for SMEs with a New Design Philosophy" to be held in Tokyo on August 18 and Osaka on August 20 [Capacity: 30 people]

Shin-Keiei Service, Inc. Human Resources Strategy Research Institute (Headquarters: Kyoto City, Kyoto Prefecture, President: Katsuya Moriya), which specializes in HR system consulting for Japanese companies, will hold the "Redesigning Wage Systems for SMEs with a New Design Philosophy" seminar in person on August 18, 2026, in Tokyo, and on August 20, 2026, in Osaka.

[Tokyo Venue]: https://jinji.jp/seminar/17573/

[Osaka Venue]: https://jinji.jp/seminar/17575/

This seminar will explain wage system reforms for SMEs, including a new design philosophy, targeting SME owners, executives, and heads of HR departments. It will also propose flexible review methods tailored to each company's specific challenges and wage policies.

Background of the Seminar

"Wage system reform" has become a critical and pressing management issue for SMEs. While most companies are continuing to raise wages to attract and retain talent, they are still unable to close the compensation gap with large corporations. Coupled with a declining trend in business performance, there are voices saying that further increases in labor costs are unsustainable. Even for companies with strong current performance, there are concerns about whether they can continue to increase labor costs at the current pace from a medium- to long-term perspective. Furthermore, with the accelerating trend of labor shortages due to the declining birthrate and aging population, "how to resolve the securing of senior talent and extension of the retirement age from a labor cost perspective" will also be a future challenge.

In a situation where simple wage increases are becoming difficult, a new trend has emerged in recent years: "abolishing or reducing bonuses and retirement allowances" to fund wage increases. While publicly available examples are still few and mostly from large corporations, similar system reforms are underway behind the scenes in SMEs, and consultations in the consulting field are increasing daily.

If the basic structure, including "bonuses and retirement allowances," is strategically reviewed with a focus on "wage increases," the resulting benefits may be greater for SMEs than for large corporations in some aspects. SMEs are more acutely feeling the difficulties in recruitment and labor shortages, and the segment of employees and job seekers who strongly prioritize "wages" over "bonuses and retirement allowances" is larger among those in SMEs from a wage level perspective, making it a good match for their needs.

On the other hand, once the structure is changed, it is difficult to revert, necessitating careful discussion, including risk assessment. It is also important to note that wage system design naturally becomes more complex and sophisticated (including legal compliance). Moreover, "wage increases" alone are not always the best solution, and in some cases, a rebalancing of the traditional "wages, bonuses, and retirement allowances" may be optimal.

In this seminar, consultants with extensive experience in supporting the establishment and operation of wage systems for SMEs will explain wage system reforms for SMEs, including a new design philosophy. They will also propose flexible review methods tailored to each company's specific challenges and wage policies.

Speaker

Lecturer: Kensuke Morinaka

Kensuke Morinaka (Senior Manager, Human Resources Strategy Research Institute)

Primarily consults on the establishment and improvement of HR systems for mid-sized and small to medium-sized enterprises. He has extensive experience in external lectures and publications, including:

"How to Create an Evaluation and Wage System for Companies with up to 300 Employees <Revised Edition>" (Chuo Keizai Sha, 2023)

"Understanding HR Tech for SMEs in One Book ~You Can Do It at Our Company! From Introduction to Operation~" (Asa Publishing, 2022)

"Smoothly Resolving Labor Shortages: Starting with Current Situation Analysis for Senior Re-employment and Retirement Extension" (Daiichi Hoki, 2020)

"Why 90% of Companies Fail with Their Performance Evaluation Systems" (Asa Publishing, 2019)

Seminar Program Content

I. Wage System Challenges Faced by SMEs Today

Wage increases not keeping pace (business performance constraints, gap with large corporations)

Distorted wage differences by age group (priority on starting salary increases, issues with tiered raises)

Low employee satisfaction with wages (differences in wages by job role or level, issues with reflection of performance)

Should wage increases be prioritized by reducing bonuses and retirement allowances?

Is a review of lifetime wages necessary? What about extending the retirement age?

II. "Wage System Redesign" for SMEs: Explanatory Session

1. General Overview

(1) The Era Where the "Wage, Bonus, Retirement Allowance" Structure is No Longer the Norm

Current trend favors "wage increases," but... Merits and demerits of a wage-centric structure

While "abolishing bonuses" is indeed a high hurdle...

From an era of "one system per country" (= one HR system per company) to an era of two or three systems per country.

(2) Clarifying Your Company's Wage Policy

Clarify anew "what" your company pays wages for.

Translate management strategy or human resource management policy into the wage system.

Set the goals for wage system reform from a medium- to long-term perspective – cost optimization or growth investment?

(3) Reviewing "Wages, Bonuses, Retirement Allowances, and Retirement Age" as an Integrated System

It is clear that ad-hoc wage increases will have limitations in the future.

Re-examine the wage system from the perspective of total labor costs or productivity.

Conduct integrated system reform while considering "lifetime wages" with an eye toward extending the retirement age.

2. Specifics

(1) Wage System

Basics and applications of the base salary system: How to balance seniority-based pay and job-based pay.

Methods for regular salary increases and base pay raises, and responses to initial salary increases.

Basics and applications of the allowance system: How to balance living/personal allowances and job-based allowances.

(2) Bonus System

Reconsidering the meaning of the "bonus" payment format.

Basics and applications of the bonus system: Rules for determining the bonus pool, performance-linked elements, individual distribution and reflection of evaluation, etc.

Pros and cons of "monthly payment of bonuses" and SMEs' response strategies, confirmation of legal issues.

(3) Retirement Allowance System

Reconsidering the meaning of the "retirement allowance" payment format.

Basics and applications of the retirement allowance system: Base salary-linked method, point system, linkage with corporate pensions, etc.

Pros and cons of "monthly payment of retirement allowances" and SMEs' response strategies, confirmation of legal issues.

(4) Retirement Age Extension and Continued Employment

Criteria and timing for deciding "whether to extend the retirement age or not."

Wage system design after age 60: Choice between a connected or disconnected system.

Consideration of wage curve review based on lifetime wages.

Seminar Overview

Seminar on "Redesigning Wage Systems for SMEs with a New Design Philosophy" ~Also covers monthly payment of bonuses and retirement allowances, and retirement age extension~

Format

In-person seminar

Target Audience

Company owners, executives, heads of HR departments

Participation Fee

3,000 yen (tax included)

Organizer

Shin-Keiei Service, Inc.

[Tokyo Venue]

Date and Time

August 18, 2026 (Tue) 14:00 - 16:30 *Reception opens: 13:30

Venue

KFC Hall & Rooms 1-6-1 Yokodai, Sumida-ku, Tokyo (Directly connected to Exit A1 of Toei Oedo Line "Ryogoku Station")

Capacity

30 people (up to 2 people per company)

Application Method

https://jinji.jp/seminar/17573/

[Osaka Venue]

Date and Time

August 20, 2026 (Thu) 14:00 - 16:30 *Reception opens: 13:30

Venue

AP Osaka-Ekimae 1-12-12 Umeda, Kita-ku, Osaka City, Tokyo Tatemono Umeda Building (B1F Reception) (2 minutes walk from the Central South Exit of JR "Osaka Station")

Capacity

30 people (up to 2 people per company)

Application Method

https://jinji.jp/seminar/17575/

Past Seminar Track Record

May 13, 2026 (Wed) Seminar on "Creating HR Systems from Scratch! For First-Timers"

April 28, 2026 (Tue) "Wage Curve Design for SME Survival in the Era of 300,000 Yen Starting Salaries"

Related Information

Human Resources Strategy Research Institute Official Website

Past Seminar Achievements

HR System Development Consulting

HR System Know-how

About Shin-Keiei Service, Inc.

Shin-Keiei Service, Inc. was founded in 1957 as a tax accountant office and established as a corporation in 1978 by spinning off its management support division. Currently, we operate as a group of management experts supporting the sustainable growth and development of companies, trusted by over 2,000 clients, from publicly traded companies to startups.

We provide practical solutions for a wide range of management issues, including the formulation and promotion of growth strategies, HR system reforms, human resource development, and corporate culture penetration.

We also actively share our expertise by dispatching specialized consultants as lecturers to various organizations such as chambers of commerce and industry, financial institutions, management associations, and industrial support organizations. To date, our consultants have published over 30 books, and we are actively engaged in disseminating management know-how.

Company Name

Shin-Keiei Service, Inc.

Location

〒600-8102

Kyoto EH Building 6F, 830 Honkōji-mae-chō, Shimogyō-ku, Kyoto City, Kyoto Prefecture

Representative

Katsuya Moriya, President and Representative Director

Established

1978

Business Activities

Organizational and HR consulting, HR system development support, HR strategy formulation support, organizational development solutions, various diagnostics and surveys, HR-related seminar and training business

Consulting Track Record

Over 1,000 companies cumulatively (manufacturing, retail, IT, construction, service industries, etc.)

◆ Human Resources Strategy Research Institute (https://jinji.jp/)

The Human Resources Strategy Research Institute has supported HR system reforms for over 1,000 companies cumulatively, from listed companies to SMEs. We provide services nationwide tailored to the actual conditions of companies, including the development of performance evaluation and wage systems, support for system implementation, and HR strategy consulting, regardless of industry or size.

We focus not only on system design but also on "operational effectiveness in the field," translating management intentions into HR mechanisms and linking employee growth to organizational results.

By working alongside company owners and HR managers, we provide integrated support from issue identification to design, implementation, and adoption, contributing to strengthening organizational capabilities and improving the execution of human resource development.

◆ Human Resource Development Department (https://skg-od.jp/)

The Human Resource Development Department provides human resource and organizational development, training, and consulting rooted in practical application, not just theoretical knowledge, targeting mid-sized and small to medium-sized enterprises.

Our flagship "Executive University" program, launched in 1987, has nurtured over 1,400 corporate leaders, primarily executives, successors, and key managers. The "Practical Manager Training Program," started in 1991, has supported the growth of over 500 managers. Furthermore, we support organizational growth through a variety of human resource development menus, including the Manager Performance Improvement Program, Organizational Change Program, 360-Degree Leadership Training, Organizational Mindset Change Program, Evaluator Training, and OJT Education Promotion Program.

◆ Management Support Department (https://chusho-keiei.jp/)

The Management Support Department is a group of professionals specializing in management improvement for mid-sized and small to medium-sized enterprises.

We have supported over 700 companies in formulating management plans, and leverage our accumulated achievements and know-how to support the strengthening of management foundations and further growth after business succession.

We provide comprehensive support from plan formulation to execution for all initiatives aimed at corporate growth, such as management innovation and utilization of subsidies. We achieve highly effective results through a comprehensive approach and up-to-date know-how.

In addition to collaborating with client companies' tax accountants, we form teams with specialists within the group, such as tax accountants and social insurance labor consultants, as well as affiliated lawyers, to provide comprehensive solutions for management issues, including business succession.