We interviewed Mr. Shota Natsui and Ms. Yurika Karei from the Human Resources Development Team, called “Kurobe human resource Department”.
When did you start working on recruiting foreign workers?
Mr. Natsui: It is becoming more and more difficult to hire science and engineering students every year. We also want to recruit from diverse channels, regardless of age, gender, nationality, or academic background. We began recruiting university students from overseas in 2012, and have consistently hired a certain number every year.
Currently, we mainly hire students from Asian countries that have a high affinity with Japan. The majority are from Malaysia and Indonesia, and in recent years, the number of students from India has been increasing. In particular, Indonesia is home to a large YKK Group plant, so many Indonesian students have expressed an interest in our company. It has been seven years since we started recruiting, and recently we have seen an increase in the number of younger students of our foreign employees applying for our company.
Especially in the fastening business, as we expand our overseas business, we need to develop human resources who will become leaders at local factories and development bases. For this purpose, we would like to hire human resources, regardless of nationality, who can play an active role both in Japan and overseas, and train them at the Kurobe Plant in Kurobe City, Toyama Prefecture, which is our core base, before sending them overseas. We expect that by hiring people with various cultural backgrounds, we will be able to manufacture products in line with the way of thinking in each country.
What are the differences between hiring Japanese and non-Japanese personnel?
Ms. Karei: The basic selection process is the same as for Japanese nationals, but when hiring, we specifically check to see if the candidate “really wants to work in Japan. This is because we expect them to settle down in Japan and acquire skills and techniques before playing an active role at our overseas bases. Also, if they have an urban image of Japan, they may feel a gap when they come to our plant in Toyama, so we talk about the environment in Kurobe beforehand.
Mr. Natsui: We also place importance on whether you have a desire to work globally; the YKK Group has operations in about 70 countries and regions, and there are many opportunities to work overseas. While some people may prefer to work in their home country, we would like to hire people who can be active in any country they go to.
What kind of career paths do you expect foreign employees to follow after joining the company?
Mr. Natsui: The career path is the same for both Japanese and non-Japanese employees. After joining the company, both employees receive the same training curriculum, under the concept of “3 years to become a skilled engineer”. Based on this plan, employees are given job training through practical work at each workplace and one year of overseas training on a selective basis to deepen their expertise in their own fields. And 5 ~ 6 years after joining our company, they will start working in overseas bases.
Recently, the first foreign employee hired in Japan was posted overseas. I hope that the emergence of role models will make it easier for junior foreign employees to envision their future careers and help them to stay with the company.
How do foreign employees react to such systems as job rotation and lifetime employment, which are unique to Japan?
Mr. Natsui: We are receiving applications from people who want long-term employment. During interviews, many of them say, “while foreign companies don’t provide basic training and immediately placed in the field, it is good that Japanese companies have a solid training system.” I have the impression that they feel it is an advantage that they can receive a solid education through the long-term employment and then take on challenges in the field they want to work in.
Also, we often receive interest in our “integrated production,” which is a feature of our manufacturing, and it is easy to attract foreign employees with a generalist mindset who want to take on challenges in a wide range of fields centered on their own specialty. Because we have achieved “integrated production,” in which we develop and produce everything from materials to manufacturing equipment and products in-house, we are able to work in a variety of technological fields and apply our own ideas to factories around the world. This is what makes our engineering positions interesting and rewarding.
How is your Japanese language ability?
Mr. Natsui: We do not require Japanese language skills at the time of hiring. Although a certain level of communication in English is a requirement, Japanese language skills are expected to develop through our post-hiring education program. Specifically, as a preparation period, we ask applicants to come to Japan three months prior to joining the company and take classes to learn Japanese, focusing on conversation. Our goal is to bring them up to a level where they are at least comfortable with the Japanese language.
After joining the company, they will receive the same training in Japanese as the Japanese, but since many of the new recruits are English-speaking Japanese among their peers, they will be able to follow up with their peers, which will not only raise their level of understanding but will also have the effect of building human relationships with other new recruits.
Do foreign employees have any problems due to their lack of Japanese language ability?
Mr. Natsui：There are many technical terms, so there are some cases in which work is hindered by not being able to understand the language. However, there are no cases in which work does not progress at all. Since communication is conducted in English during the selection process, there is a gap in the Japanese-centered work environment for the individual, and some extra follow-up is necessary. However, many of our employees have overseas experience, and they are not afraid to communicate with non-Japanese employees, which is helpful.
What kind of measures do you take to accommodate them from their countries?
Mr. Natsui: We outsource visa application procedures to an external company, but we provide support for various procedures at government offices and banks, procurement of daily commodities, etc. after their arrival in Japan. As for housing, they live in our company-owned dormitory with other new Japanese employees.
What about religious support?
Ms. Karei: In 2017, we established a Halal cafeteria in the factory, which has received Halal certification from the Japan Islamic Culture Center, and we provide vegetarian and Halal meals. This is part of our efforts to create an environment in Japan for training foreign employees working at our overseas bases. We also have a Halal-certified restaurant outside the factory, which is open not only to employees but also to the general public.
Mr. Natsui: We also have a prayer’s room. Since working hours are uniform for all employees, we ask them to consult with their supervisors at their respective workplaces and themselves about such matters as shifting break time a little and using it for prayer time.
What are some of the challenges you face in the future as you continue to recruit foreign personnel?
Mr. Natsui: We need to organize our tools. At first, many of the explanatory materials and documents related to various procedures in the company were written in Japanese, and we were consulted by some foreign employees who said they did not understand explanations given in Japanese.
We also need to prepare the documents for marriage and other matters. Since the personnel regulations themselves are based on Japanese employees, we need to change the current structure to accommodate non-Japanese employees.
Finally, please tell us about the changes that have occurred in your company as a result of hiring foreign personnel.
Ms. Karei: The presence of foreign personnel has stimulated the entire workplace. Many of them actively voice their opinions and are spontaneous and flexible, which brings us interesting ideas and positive energy in the workplace. Moreover, I believe that foreign employees have a positive impact on the company by giving us new insights into how we can improve the company. Employees often tell me, “You hired a very good person.
Mr. Natsui: I have seen foreign employees who came to Japan by themselves with no Japanese language skills, but within a year or two, they have mastered the language and are able to work smoothly. Many Japanese employees have been motivated by such foreign employees. We would like to create an environment where people of various nationalities can fulfill their potential in our company.