Industrial Machinery Industry
1. Osawa Industry Co., Ltd. (Acceptance from Vietnam)

Electric, Electronics and Information Industries

2. Tottori Electronic Co., Ltd. (Acceptance from Myanmar)

3. Fuchu Tempearl Co., Ltd. (Acceptance from Vietnam)

Osawa Industry Co., Ltd.

⚫

Location: Chubu area

Field:⚫

Number of employees:

Industrial Machinery Industry

33

Acceptance of Foreign Nationals (As of March 2021): Currently accepting 4 Vietnamese nationals with Specified Skilled (i) status. In October 2020, one Technical Intern in the machining
occupation changed his status of residence.
In addition, there are four people in Engineer/Specialist in Humanities/International Services (nationality: Vietnam and Myanmar) and two Technical Interns (nationality: Vietnam).
Two new employees are scheduled to be accepted for Engineer/Specialist in Humanities/International Services in April 2021.

Work of Foreign Human Resources with Specified Skills: As with other employees, the main work of Foreign
Human Resources with Specified Skills is manufacturing.
。

Business description
Design, manufacture, sales, and repair of elevators.
Reference: https://www.osawa-kk.co.jp/
The manufacturing of elevators requires complex work and strong skills inwelding and machining, so if you have the ability and three years of experience,
your skill level will be high. On the other hand, the underlying idea was that itwould be a waste for the Technical Interns to leave after three years.

Purpose and reason for accepting Foreign Human Resources with
Specified Skills⚫ After three years of technical intern training, their Japanese
language skills have improved and their skills in welding andmachining were comparable to those of Japaneseemployees, but they still had to return to their homecountries. It was very disappointing and regrettable for theworksite.
⚫ After confirming both the intentions of the employee and thereceiving worksite, the company decided to accept
employees who could be an immediate asset and be
expected to play an active role in the company.

Hiring method for Foreign Human Resources with Specified Skills⚫ Foreign Human Resources with Specified Skills were hired from those who completed
Technical Intern Training (ii) at the company or at other companies. (returned to Japan after
temporarily returning to home countries).
⚫ When accepting Technical Interns, it takes a lot of time and effort for the company to provide
support for acquiring Japanese language skills, to teach them how to live in Japan, and toeducate them about their work from scratch.
⚫ Since Specified Skilled Workers (i) are hired from those who completed Technical Intern
Training (ii), and they already have the ability and skills to live and work in Japan, including
Japanese language proficiency, they do not need to be trained from scratch in terms of daily
life and work, and are able to play an active role immediately after joining the company.

Techniques to promote the acceptance and retention of Foreign Human
Resources with Specified Skills

The company provides necessary support and follow-up,
but does not provide special treatment because "they areforeigners." The company believes it is important to talk toand treat employees in the same way as Japaneseemployees, and to interact with them through internal

events. As a result, there have been no disappearances nor
returning home during contract. Specified Skilled Workers
who have transferred from Technical Intern Training wish tocontinue working for the company.

These cases of transitioning from Technical Intern Training
to Specified Skilled (i) status within the company has
opened up future prospects for the Technical Interns,
increased their motivation, and made them more proactivein their approach to training.

Techniques to promote the acceptance and retention of Foreign Human
Resources with Specified Skills
By not using a registered support organization andproviding all of their own support, the company was able toeliminate the supervision fees and other expenses thatwere incurred during technical intern training, which madeit possible to increase the salary of the employee. The
company also provides pay raises and bonuses based on
annual salary reviews.

One foreigner with Specified Skilled (i) status has been
given a position as a foreman and is playing an active role
as a leader of foreign workers. In addition, position benefits
are paid in the same manner as for Japanese employees.

In order to improve the Japanese language skills of foreign
staff, the company contracted with a Japanese language
education institution in Vietnam to provide remote
Japanese language classes using Zoom.

Techniques to promote the acceptance and retention of Foreign Human
Resources with Specified Skills

One employee who is here as an engineer underan Engineer/Specialist in Humanities/InternationalServices status has obtained a driver’s license,and other engineers, foreigners with Specified
Skilled (i) status, and Technical Interns have also
obtained motorcycle licenses if they wanted. Thecompany provide various kinds of support such as
assistance in obtaining a license, purchasing a car
or motorcycle, and insurance procedures.
Like Japanese employees, the company also
allows employees to commute by car or
motorcycle and provides commuting allowances.

Internal get-togethers are held to further promoteinteraction between Japanese and non-Japaneseemployees. Last year, the COVID-19 pandemic
made it difficult to hold get-togethers, so we arecontinuing to hold internal seminars to use othermethods to promote interaction. (Interpreters andseminar materials in Vietnamese are alsoprovided)

Voices of Foreign Human Resources with Specified Skills

Employee D, who completed Technical Intern Training (ii) at Osawa Industry
I wanted to continue to work in a familiar workplace. I did not consider working for another company. TheJapanese employees are all kind and friendly.

Mr. N., who completed Technical Intern Training (ii) last year and was transferred toSpecified Skilled (i) status
I'm used to my job and Japan, and I'm enjoying my life here. There are many foreign staff members at
Osawa Industry, and it's a good working environment.

Field:Tottori Electronic Co., Ltd.

⚫

Location: Chugoku area

Electric, Electronics and Information⚫

Number of employees: 50Industries

Acceptance of Foreign Nationals (As of November 2020): Currently accepting 5 Myanmar nationals
with Specified Skilled (i) status.
In addition, there are 12 Technical Interns (including three in Designated Activities; all are from Myanmar).

Work of Foreign Human Resources with Specified Skills: The work they are engaged in is the assembly ofelectronic devices.

Business description
Mainly assembling printed circuit boards. The company also manufactures andsells LEDs under its own brand.

Purpose and reason for accepting Foreign Human Resources with
Specified Skills⚫ The company has been accepting Chinese Technical Interns
for more than 20 years, but since a Myanmar acquaintanceruns a dispatching organization, the company has been
accepting Myanmar Technical Interns since around 2013.
⚫ Although there were many critical opinions at the beginningof the program, the company decided to accept the program
because it was aware of the problem that the electricalindustry would face a labor shortage in the future. When it
came time for the Technical Interns to come, they were very
quick and excellent at their work.

Hiring method for Foreign Human Resources with Specified Skills⚫ Five Foreign Human Resources with Specified Skills from Myanmar have been hired. There are three
employees who changed their status when they completed Technical Intern Training (ii) at the company, andtwo employees who completed Technical Intern Training (ii) about two years ago and returned to their homecountries, but were brought back to Japan when the Specified Skilled Worker system was established.
Specified Skilled Workers are highly skilled, and because they can understand Japanese, they are taught
with the same style as Japanese workers. They are also trained to be leaders in guiding Technical Interns.
⚫ Also, in terms of changing jobs to other industries, the manufacturing industry seems to be easier to work in

because of its regular working days and hours.
⚫ The company is also working to hire people who have passed the Specified Skilled No. 1 Assessment Test for
Manufacturing Field. A plastics-related company in the neighborhood introduced a Myanmar national who
wanted to change his status to Specified Skilled, and the company held a preparation session for the"electronic device assembly" test three times on days off, and accompanied workers on the day of the test.

Techniques to promote the acceptance and retention of Foreign Human
Resources with Specified Skills

When hiring people, the company tells themthat they want them to learn Japanese when
they work and not just think about money. In
addition, those who are motivated to learn
Japanese attend a local Japanese language
class once a week, but the company does notforce them to take time out of their days off
and leaves it up to the individual. The speed oflearning varies, partly due to personality.

Techniques to promote the acceptance and retention of Foreign Human
Resources with Specified Skills

Although the company has established a separate company
as a registered support organization, it has many years ofexpertise in accepting foreign nationals, so it provides all
support for their own Foreign Human Resources withSpecified Skills in-house. Procedures at the Immigration
Bureau are outsourced to administrative scriveners.
The work manual is given to them in Myanmar language withmany pictures.

Voices of Foreign Human Resources with Specified Skills<About the change from Technical Intern Training to Specified Skilled status>⚫ I was happy to get paid more per hour.
⚫ I am glad to have more time to work in Japan.

<The best thing about working at Tottori Electronic Co., Ltd.>⚫ Everyone is kind.
⚫ I'm lonely, but I can do my best because I have friends from Myanmar doing thesame.
⚫ You can study Japanese.

Field:Fuchu Tempearl Co., Ltd.

⚫

Location: Chugoku area

Electric, Electronics and Information⚫

Number of employees: 170Industries

Acceptance of Foreign Nationals (As of March 2020):
Currently accepting 2 Vietnamese nationals with Specified Skilled (i) status.
There are 24 Technical Interns (nationality: Vietnam and Cambodia).

Work of Foreign Human Resources with Specified Skills: Engage in work requiring a certain level of skill,such as soldering and structural inspection in electrical equipment assembly work.

Business description
Manufacture of switchgear control devices, design and manufacture ofdistribution boards.

Purpose and reason for accepting Foreign Human Resources withSpecified Skills⚫ The company believes that human resources, regardless ofnationality or status of residence, are assets, and has
continued to accept Technical Interns in the hope that they
will grow individually.
⚫ There is a shortage of people who can take on middle-skill
jobs, which are neither simple nor tasks that require
extremely high technique or skills. The company had adesire to re-accept Technical Interns who had experienced
technical intern training at the company for three years andhad established a relationship with it as Specified Skilled
Workers (i) .

Hiring method for Foreign Human Resources with Specified Skills⚫ The company hires employees who have completed Technical Intern Training (ii) at the company(they return to their home countries once and then return back to Japan). The company changed
the status of residence of those who had completed technical intern training to Specified Skilled(i) for those who are expected to be immediately effective.
⚫ In addition, the President always conducts an on-site interviews at the time of acceptance fortechnical intern training. The trainees who are accepted to the program are sent to anorphanage in Vietnam to experience the joy of contributing to society through work and to feelgratitude to their parents for raising them.

Hiring method for Foreign Human Resources with Specified Skills⚫ When accepting a someone with Specified Skilled (i)status, the company also meets with the worker's

guardian to confirm their willingness for the child towork in Japan for up to five more years and to obtainconsent.

⚫ The company does not use a registered support
organization. This is because the company has
accumulated considerable know-how on accepting
foreign nationals based on its experience of acceptingTechnical Interns for slightly less than 20 years.

Techniques to promote the acceptance and retention of Foreign Human
Resources with Specified Skills

Workers are also actively involved in activities both inside andoutside the company, such as local cleanup activities,
participation in festivals, and the planning and management ofinternal events. In particular, the local festival was in danger ofbeing canceled in perpetuity due to the declining birthrate andaging population, but the neighborhood association consultedwith the company, and the trainees have been participating in
the festival for the past nine years, making it more lively.

Techniques to promote the acceptance and retention of Foreign Human
Resources with Specified Skills

In order to improve their Japanese language skills, thecompany holds Japanese language study sessions two tothree times a week for Technical Interns and Foreign Human
Resources with Specified Skills who take the Japanese

As with Japanese employees, when their salaries
are paid, along with the statement, the President

Language-Proficiency Test (JLPT), which is held in July andsends a message of appreciation in both JapaneseDecember every year (Technical Interns in nearbyand their native language, expressing his gratitude

companies also participate). Classes are split into foreign

for their efforts.

nationals who are aiming for the N2 and those who will takethe N3 test.

Voices of Foreign Human Resources with Specified Skills

When I first came to Japan, I had a lot of hardships, but through my work I became
stronger and realized that I was helping my family. Now that I'm used to my job, my next

goal is to be able to make better products faster.

I would like to learn the Japanese way of thinking, manners, service, etc. and bring itback to Vietnam. After coming to Japan, I feel that I have grown to be able to do morethan I thought I was capable of.