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  3. What is the Fostered Work Program?

What is the Fostered Work Program?

training and employment
training and employment

explanation

Amid the continuing labor shortage, the system for accepting foreign human resources is undergoing major changes.system for training and employmentis a new system that aims to "foster in the workplace and raise to the level of practical skills at the specified skill level," and is positioned as a replacement or successor to the existing technical internship system. This column will summarize in an easy-to-understand manner the key points that small and medium-sized companies should know, the advantages and cautions of introducing the system, and the practical procedures.

system for training and employment

The effective date of the Fostered Work Program is scheduled for April 1, 2027. This is because the relevant law was promulgated on June 21, 2024, and is set to take effect within three years from the date of promulgation.

Approximately three years after the enforcement of the law is set as a transition period, during which the transition from the existing technical internship system to the training employment system will be promoted. During this period, the acceptance of technical intern trainees will be limited to those who have applied for certification of their technical intern training plan by the effective date of the revised law and who, in principle, will begin their technical intern training by the end of three months from the effective date of the law.

The fields of employment to be covered by the Training and Employment System (industrial fields for training and employment) will be decided by the date of enforcement, after listening to the opinions of a conference body composed of experts and labor-management organizations. Not all occupations and tasks that are currently covered by the Technical Internship System will be transferred to the Inclusion Work System, so it is necessary to confirm whether your company's industry is covered by the system.

Thus, the training and employment system is being prepared for implementation on April 1, 2027, and after a transition period, the technical internship system will be completely abolished by June 20, 2027.

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1. key points of the system

  • Objective.The goal is to secure human resources in industries in which Japan has a shortage of skilled workers, and to have them acquire skills equivalent to "specified skills 1" through employment for about three years.
  • status of residence (in Japan): Work will be permitted based on the newly established "training work" (fields and operations will be based on ministry policy).
  • Duration and TransitionIn principle, the training period is three years. After the completion of the training period, the applicant must pass a prescribed examination (Japanese language + skills) to be eligible for transfer to the specified skills No. 1.
  • management systemThe obligations required of supervisory support agencies and recipient institutions have been strengthened, requiring the approval of training plans and the establishment of a supervision and support system.

2. why SMEs should be interested (benefits)

  • Securing stable manpowerThe company can: not only fill vacancies, but also train people to be business-ready.
  • Consistent with onsite education: Teaching onsite immediately after hiring and educating employees on work procedures and quality standards is expected to improve retention rates.
  • Future ConversionThe company expects to be able to increase its long-term competitiveness if it can transition to specific skills after the completion of training.

3. main responsibilities and precautions to be taken by business operators (risk management)

  • Development of training plans and certification requirements: It is necessary to create a training plan that meets the requirements for each area of acceptance. Educational records based on the plan may be required to be kept.
  • Ensure cost-sharing and treatment: Certain costs will be incurred for training, living support, etc. Wages and working conditions are obligated to be treated the same as those of Japanese workers.
  • Risk of job change and turnover: Possibility of switching to other offices during the training period or during the transition. Effective retention measures (work environment and career design) are important.
  • Importance of Legal ComplianceThe need to ensure that acceptance procedures and reporting requirements are adhered to is also a concern.

4. introduction steps (practical checklist)

  1. Confirmation of your company's acceptance or non-acceptanceConfirmation of whether the company's operations fall within the fields covered by the training and employment program.
  2. Development of internal systemsDetermine a person in charge of training (supervisor) and create an educational program (annual plan).
  3. Development of a training planDocumentation of items to be described (educational content, evaluation methods, life support, etc.).
  4. Application and Certification Procedures(Procedures are subject to change and additions may be made, so please check for the latest information).
  5. Operation after acceptanceThe following services are provided: keeping of training records, periodic evaluations, establishment of a consultation service, and management of working conditions.
  6. Transition Support: Plans to prepare for the specific skills test (Japanese language and skills) and support for taking the test in three years' time.

5. practical tips for “nurturing” in the workplace (for the field)

  • Break down the work into smaller units,checklistingThe training is repeated as follows.
  • Priority in learning Japanese is given to expressions directly related to work (tool names, work procedures). It is more efficient to prepare mini-lessons for business use rather than outside Japanese teaching materials.
  • Visualize the level of achievement through periodic evaluations (e.g., every three months). Keep a record of work accomplished.
  • Prevent isolation by providing information on support for daily living (housing, hospital visits, procedures for opening bank accounts, etc.).

6. frequently asked questions

Q1: What is the difference between training and technical internship?

A1: The main purpose of technical internship is to “transfer skills to the home country,” whereas the purpose of training and employment is to “develop and secure human resources in Japan. The operation, permit system, and way of staying in Japan are different.

Q2. Do I need a special supervisory agency to accept the students?

A2: Stricter management than before is required for training and employment, such as certification of training plans and supervision support systems. For details, please refer to the operation policy for each field.

Q3. how much does it cost?

A3. The difference depends on the amount of education time, the degree of living support, and the availability of outside instructors. It is important to estimate the initial and monthly management costs, including recruitment, education, and life support.

Q4. will i really be competitive in 3 years?

A4. It depends on the nature of the work and the on-site training system. If there is a clearly broken down training program and guidance system, it is possible to reach a level of work performance equivalent to specified skill 1 in 3 years.

7. practical proposals for SMEs (short to medium term)

  • Short-term (~6 months)The following is a list of the standard operating procedures (SOPs) for the site/work breakdown table.
  • Medium-term (6 months to 2 years)Training of in-house instructors and development of Japanese language mini-classes.
  • Medium to long term (2-4 years): Incorporate skill attainment indicators for foreign personnel into personnel evaluations. Prepare a test support plan for transitioning to specific skills.
training and employment
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