JITCO

Case 1: Mental Care For Trainees and Technical Interns (Chubu Kogyo Co. Ltd.)

Chubu Kogyo, located in Toyota City, Aichi, was established in 1965 as a company fitting windowpanes to Toyota automobiles.  The company expanded through the cooperation with major auto corporations and glassmakers and now owns 18 international subsidiaries in the USA, Canada, Thailand, Indonesia, Mongolia, and China. 

As a part of the corporate training for the Indonesian subsidiary, 210 trainees and interns are trained in the program to learn not only auto parts manufacturing skills (such as plastic molding), but also the concepts of health and safety and Japanese quality control. 

The trainees and interns are also members of the company.  This article will introduce how the company deals with the trainees' and interns' mental care, including this statement from Mr. Hiroshi Ishibuchi, the manager in charge of the training program:

"It takes a lot of effort to maintain a corporation.  The changes in society and competition in the marketplace have created the need to pursue efficiency, while human rights have been diminished in importance.  It is ironic that in order to win the trust from the customers, we need to work with the heart and feelings, and those kinds of feelings only come with the spirit that values humanity.  Our company focuses on building a foundation where each individual performs with a strong will and spirit, and the training programs are also conducted with this kind of positive and supportive attitude."

1. Provisions for Departure
   
   

   The company conducts an aptitude test in general knowledge and aptitude level, interviews with candidates families, and assess work references.  The company spends 6 months in training prior to dispatch, where the trainees are prepared for the training in Japan by learning some basics of the language, about lifestyles including food culture such as cuisine and eating habits, as well as traffic rules.



2. Culture Shock
   

   Even with knowledge of the new culture provided, the trainees will encounter culture shock after they relocate to Japan.  It is essential that the shock period be minimized and that adaptation to Japanese society takes place quickly.
   The company teaches trainees to live within their budget.  The Japanese currency is valuable, and it is important to know the differences in monetary values.
   The company also instructs trainees to use toilet paper (Indonesians use water), and to soak in the bathtub during the winter season.  The trainees are very shy and do not want to take baths in the common bathroom in the dormitory.  The company empathizes with them and is patient, yet continues to instruct them to adapt to the Japanese culture.
   As for religions, many of the trainees are Muslims so the company designated a prayer room for pray times during breaks and lunchtime.  Also, the company provided for the taking of holidays after fasting.



3. Troubleshooting
   

   One of the major issues is the communication problem between the trainees and the employees.  The trainees may say "yes", but they may not have understood the complexity of the information.  Sometimes, jokes made by Japanese employees may be misunderstood.  There have always been instances of miscommunication, even after pre-arrival training and off-the-job training had been completed.  We are now considering the development of another manual for employees on word usage and attitudes towards trainees.  The company also set up opportunities for employees to interact with trainees and technical interns including: transferring Indonesian employees from the subsidiary as interpreters, holding town hall meetings with the supervisors from their sections every three months, having a company retreat (covered by the company) every year, and also athletic and BBQ events.



4. Homesick Issues
   

   Each room in the dormitory is designed for 2 people.  The room assignment is arranged by the trainees and interns themselves, so there are no interpersonal issues amongst roommates.  Talking to friends and caring about each other seem to help with emotional stability.  There are a few computers in the lounge to communicate with families and friends and to browse the news in their native languages.  Many trainees and interns are college graduates, and they want to feel at home by knowing what is going on in their home countries.



5. Others
   

   The company has developed an original form of counseling based on the self-diagnosis chart created by JITCO.  The company encourages trainees and interns to know about their own health, relationships, work, and other concerns.
   To relieve the financial burden of the interns' families, the company pays the local minimum wage.  The company makes an effort to avoid financial troubles among trainees, interns, and the company by clarifying the details of the contracts and conditions during the training and the internship, as well as the differences between the training and the internship.

[Counseling Form (Japanese)]

[Counseling Form (Indonesian)]

After hearing the talk, I understood clearly that it is important to explain clearly the systems of training and internship, to treat trainees and interns with respect, and to allow them to decide what they can handle on a daily basis, all of which enhances the mental well being of trainees and interns.

The trainees and interns love playing soccer and they enjoy the game in the court in the neighborhood.  One of the effective solutions to culture shock is to organize recreational activities.  Participating in sports, hiking, and other events that they like can often help individuals who are suffering from culture shock.  The environmental conditions here at Chubu Kyogyo seem truly ideal for international trainees and interns.

Mr. Ishibuchi has received a photo album, which was created by trainees and interns.  "They all chipped in, but I could have paid for it if they had asked me to-he says, smiling.  I could see the faces of physically and mentally healthy young workers feeling fulfilled in their daily lives of learning.

They do not have much interaction with the local community, but some interns are considering getting married with Japanese women.

[The Trainees' and Interns' Original Album (Left: The Cover; Middle: The Profiles; Right; Group Photo)]

In order to achieve the transfer of skills into subsidiary companies, mental care is crucial.  It may seem rather different and less visible compared with the skills needed in training, but this case demonstrates the company's willingness and effort to provide mental support in a friendly and  thoughtful manner connected with the company values.  This is an example of individual enterprise management, but perhaps it provides some options for accepting organizations in association management for subsidiaries as well.