[New Employee Training Report] To address the "2025 Problem" facing the nursing care industry, we have hired 10 specific skilled workers for the first time! (Tokyu E-Life Design)

We have received a request from Tokyu E-Life Design Co., Ltd.

We conducted initial training for 10 specific skilled workers from the Philippines .

We will introduce the first step for foreign talent to "thrive" by looking at training designed to eliminate any anxieties or cultural gaps that may arise when joining the company and allow them to start working with peace of mind, as well as interviews with people in charge at the accepting companies !

[Customer Profile]

Tokyu E-Life Design Co., Ltd. develops and operates the "Grand Clair Series" of senior housing, as well as providing a wide range of services to support the lives of seniors, including the cultural school "Home Clair," the muscle-strengthening studio "Active," and the in-home nursing care service "Home Care." From 2025, the "Grand Clair" properties operated by the company will begin accepting foreign caregivers under the Specified Skills System. The company is working to create a system where diverse talent can work with peace of mind and provide high-quality care to residents.

The 10 foreign nationals with specific skills who underwent this training upon joining the company

[Background to the training]

The nursing care industry is facing the "2025 problem ." Amidst a serious labor shortage, Tokyu E-Life Design has begun accepting specific skilled workers for the first time as part of its response to social issues.

The company has set a goal of increasing the proportion of foreign care workers to about 10% of the total by fiscal 2030, and to achieve this, it is placing emphasis on "improving training programs to overcome language and cultural differences ."

At the request of the company, our association will provide initial training for 10 foreign employees of Filipino nationality upon joining the company.

Reference: Tokyu E-Life Design news release

[Training content]

This training is a custom-made 8-day program .

We carefully listened to Tokyu E-Life Design's business details and training requests, and designed the program with the goal of allowing them to "start working with peace of mind" immediately after arriving in Japan.

The program will use original teaching materials from our association.

In order to alleviate concerns about daily life, work, and culture, the training was structured around the following content!

<Curriculum Structure>

1. Introduction

Orientation, basic knowledge about Japanese culture and characteristics of Japanese people, and residence status

2.Awareness education

The Specified Skilled Worker System is a system that defines the rights, obligations, and responsibilities of working adults, as well as the purpose of work and future plans.

3. Daily Life Manners

Learn proper etiquette and knowledge in the dormitory and outdoors, and how to avoid trouble with neighbors

4. Work etiquette

Important work rules, evaluation criteria, attendance notes, and communication

5. Money

Financial planning, how to check pay slips, understanding tax and social security systems

6.Law/Crime

Use of social media, compliance with immigration laws and road traffic laws, and other violations that foreign residents often commit

7.Sex education

Family planning, sexual harassment, and dating precautions

8. Case Studies

Responding to traffic accidents and sudden illnesses, crime prevention and disaster prevention, etc.

The speaker is a foreign education professional who has taught over 10,000 people!

The lecturer was Ishihara from our association, who has trained over 10,000 global talents to date.

Using a mix of simple Japanese and English, he observed each student's reaction and tailored the lecture to their level of understanding.

<Instructor introduction>

General Manager of the Support Headquarters, Japan Food and Beverage Association for Foreign Employment

Jun Ishihara

He has been involved in the education, training and support schemes for overseas human resources since the days of the "Trainee System," the predecessor of the Technical Intern Training System, at one of Japan's largest supervising organizations, and has served as a general manager and representative on-site. In his 15 years in the overseas human resources business, he has a track record of training a total of 10,000 global human resources, including training technical intern trainees upon their entry into Japan.

The 10 participants took the course with serious expressions on their faces, taking notes, making vocabulary notebooks for unfamiliar Japanese, and studying and reviewing in advance , all working hard for the 8 days!

There were many smiles and nods between lectures, and the entire venue was filled with an atmosphere of mixed anxiety and anticipation about taking a new step in a foreign land.

Interview with a company representative

Tokyu E-Life Design has recently hired its first specific skilled worker.

We would like to thank Mr. Tsumura, who has been leading the effort to recruit foreign talent.

We asked about the background to the introduction, what they learned through the training they received upon joining the company, and their expectations for the future !

Q. This is your first time hiring a foreigner. Why did you choose the Specified Skilled Worker System?

With the serious shortage of nursing care workers, we were considering the Specified Skilled Worker System as a new option . The fact that it is a system promoted by the government also encouraged us to adopt it.

However, as this was our first time hiring a foreigner, we were honestly confused and anxious. How would we overcome the language and cultural barriers? We also felt that it would be difficult to handle the acceptance system and training content within the company alone.

In particular, since we had no experience in providing training for foreign employees, we were feeling our way around "what we should teach and to what extent." That's when we decided to ask for help from an external expert. The Restaurant Association has experience in providing training for our group company, Tokyu Resorts & Stay Co., Ltd., so we were able to ask them with confidence.

Q. What did you particularly focus on during this training?

Broadly speaking, the training focused on three points.

First, we must ensure strict compliance .

Although it may seem like a basic thing at first glance, there are many aspects of the way things are perceived that are different from those in Japan, so I wanted them to communicate this clearly.

Next, we need to prevent problems caused by cultural differences .

At work, you will work with Japanese staff and often come into contact with Japanese residents. That's why I wanted you to fully understand the behaviors and manners that Japanese people find offensive, so that cultural differences don't become a barrier to communication.

The third is support for a safe and secure life .

We asked them to pass on essential knowledge for living in Japan, such as disaster prevention, traffic rules, and how to use public transportation, through the training.

Q. What did you think after watching the actual lecture?

By asking a professional in foreign education for help, I was reminded once again that "communicating" and "being understood" are completely different things .

For example, in the compliance lecture, instead of just explaining things like "Do not post photos of the workplace or residents on social media without permission" and "Do not disclose internal company information or personal information," he conveyed them in a way that the participants could fully understand. He used English and confirmation tests, and his non-one-sided way of communicating made an impression on me, which gave me a great sense of security.

The "disaster preparedness" section was also impressive. They carefully covered even the small details that we would never have thought of , such as how to read hazard maps and where evacuation shelters are, and I think the students gained a solid understanding of the knowledge they need to start their lives in Japan with peace of mind .

Q. What aspects of the external training did you find valuable?

I work in the Human Resources Development Office and am regularly involved in employee training, but I noticed a big difference between educating Japanese people and foreigners . There were times when listening to Instructor Ishihara's explanation made me realize that words used for Japanese people can sometimes be conveyed with slightly different nuances to foreigners.

This time, we asked a professional to help us, and they were able to proceed very carefully, including checking our level of understanding. If you were to ask us if we could implement this training curriculum in-house as is, I think it would be difficult.

As an expert in training foreigners, he was well-versed in "what to communicate and how to communicate it correctly to the other person," and he accurately conveyed the expected behavioral standards and reasons, taking into account the cultural and linguistic background. Rather than simply listing information, he communicated in a way that led to behavioral change, which led to a high level of understanding among the participants and made us realize the results of the training. This gave us a great sense of relief.

Q. What are your expectations for the future?

They will be divided into four care homes and assigned to work there. They still have a long way to go to build up their Japanese language skills and practical skills, but I think it is a great achievement that they have firmly acquired basic attitudes such as "asking questions honestly when you don't understand" and "greeting people" through this training .

Also, listening to their speeches about the background to their visit to Japan and their thoughts on working in Japan made me feel motivated to work harder. Their positive attitude will surely be a great inspiration for our senior Japanese colleagues. I hope that we can build a relationship where we can learn from each other and grow together .

Thank you, Mr. Tsumura, for sharing your valuable insights!

The 10 specific skilled workers who took this training will now begin working at each nursing home.

We sincerely hope that they will be able to thrive in their new environment!

I look forward to the day when I can meet them again when they've grown up.

-:+:-:+:-:+:-:+:-:+:-:+:-:+:-:+:-+:-+:-+:-+:-+:-+

The Japan Food and Beverage Association for Foreign Employment

Foreign talent is not a short-term replacement,

"Raising" them in the same way as Japanese people

We believe this is an essential part of a company's human resources strategy.

What should you learn and when?

Our association provides consistent training support for foreign talent, from new recruits to managers.

This promotes long-term success and strengthens the company's talent strategy.

"I feel there are issues with educating foreign workers and improving their skills."

"We want to develop human resources who can be active in the long term."

If you have any questions, please feel free to contact us!

▶For inquiries, please click here