{"id":54225,"date":"2025-04-11T08:00:00","date_gmt":"2025-04-10T23:00:00","guid":{"rendered":"https:\/\/norimen.net\/wordpress\/?p=54225"},"modified":"2026-05-16T15:44:14","modified_gmt":"2026-05-16T06:44:14","slug":"trainee-runaway-overprotected","status":"publish","type":"post","link":"https:\/\/norimen.net\/en\/trainee-runaway-overprotected\/","title":{"rendered":"The trainee who can avoid the situation for the time being by flying away is a bit sly, but the fact is that she\u2019s also being overprotected."},"content":{"rendered":"

Hello, everyone.<\/p>\n

This is Enta.<\/p>\n

I feel like there's been a lot of stuff about interns lately, lol.<\/p>\n

That's because there are a lot of interns, you see.<\/p>\n

This is an inescapable fact based on the principles of numbers.<\/p>\n

\"Drilling\"<\/p>\n

Still, we have no choice but to keep going, so that's what we'll do, lol.<\/p>\n

 <\/p>\n

So, what's going on is that,<\/p>\n

Among our current technical interns, there are some who exhibit problematic behavior on the job.<\/p>\n

Specifically, these include failing to follow instructions and, despite having a serious attitude toward work, engaging in problematic behavior such as yelling at the foreman.<\/p>\n

Borrowing money from other employees (I owe them money)<\/p>\n

I gave him several warnings and instructions.<\/p>\n

I discussed this situation with the union as well, but since there is a possibility that the trainees might \u201crun away\u201d (go missing) if we were too strict with them\u2014such as by having the union give them a long, stern lecture or issuing a written warning\u2014<\/p>\n

That's why a cautious approach is required.<\/p>\n

The Technical Intern Training Organization only asks, \u201cHow did you provide guidance?\u201d and expects nothing more than formal records or superficial responses, so they basically take the stance that the company is at fault, lol.<\/p>\n

There really is quite a big gap between the reality on the ground and how the system is supposed to handle things, isn't there?<\/p>\n

\"Disappearance\"<\/p>\n

Many interns believe that \u201cif they start to feel uncomfortable, they can just leave,\u201d and<\/p>\n

Since the reality is that even if someone actually goes missing, they can return to Japan if they are apprehended once they decide they want to come back,<\/p>\n

I feel that institutional deterrents are weak.<\/p>\n

On the other hand, if the company fails to provide appropriate guidance, it is highly likely that operations on the ground will be disrupted, and<\/p>\n

The current situation is that we\u2019re caught between the need to provide guidance and the risk of employees going missing. (This is a problem faced by every company.)<\/p>\n

 <\/p>\n

\u25c6 General Concepts and Background<\/h3>\n

\u25cf Background of the Technical Intern Training Program<\/h4>\n

Although the Technical Intern Training Program is ostensibly aimed at \u201ctechnology transfer to developing countries,\u201d in reality, it is largely intended to address labor shortages, and<\/p>\n

A system in which discrepancies in objectives and perspectives are likely to arise among companies, unions, and training organizations<\/p>\n

\u25cf Trainees Using the \u201cRisk of Disappearance\u201d as a Pretext<\/h4>\n

Some trainees understand the limitations of the system and the lack of oversight, and they undoubtedly believe that \u201cit\u2019s okay to run away.\u201d<\/p>\n

This is also related to the stage of information provision and the quality of education provided by the sending organization.<\/p>\n

And, of course, this is also true for information on social media and the like.<\/p>\n

Recruitment and referral for \"dark-side\" jobs, such as illegal part-time work!<\/p>\n

\u25cf The Discrepancy Between the Roles of Unions and Companies<\/h4>\n

Unions tend to place a strong emphasis on \u201cpreventing workers from disappearing,\u201d and<\/p>\n

Since companies expect employees to \u201ccontribute effectively on the front lines,\u201d there can sometimes be a disconnect between training methods and acceptable standards.<\/p>\n

The training organization is investigating the cause of the disappearance and examining whether there were any shortcomings on the part of the company or the union.<\/p>\n

Of course, since both our company and the union are rated as \u201cexcellent\u201d (there\u2019s a scoring system for that), if someone goes missing, that rating could be revoked!?<\/p>\n

\"Education\"<\/p>\n

\u25c6 Corporate Guidance<\/h3>\n
    \n
  1. \n

    Keep a record<\/strong>: When issuing warnings or providing guidance, do not limit yourself to verbal communication; keep a record\u2014even a simple one\u2014of the date and time, the content, and the individual\u2019s reaction.<\/p>\n<\/li>\n

  2. \n

    A Phased Approach<\/strong>: Rather than resorting to strict discipline right away, we proceed in stages: \u201cverbal reminder \u2192 warning \u2192 meeting \u2192 written guidance.\u201d<\/p>\n<\/li>\n

  3. \n

    Third-Party Witness<\/strong>: Interviews are conducted in the presence of third parties, such as union staff or interpreters, to ensure fairness.<\/p>\n<\/li>\n

  4. \n

    Understanding Differences in Customs and Culture<\/strong>: Since expectations regarding work duties may not always be clear, explain them carefully, taking cultural differences into account.<\/p>\n<\/li>\n

  5. \n

    Recognition and Motivation<\/strong>: By actively recognizing and rewarding interns who demonstrate good behavior, we create a virtuous cycle within the team.<\/p>\n<\/li>\n<\/ol>\n

    *The above is an example of general guidance for trainees generated using AI.<\/p>\n

    \"Special<\/h3>\n

    \u25c6 How the Union Provides Guidance<\/h3>\n
      \n
    • \n

      Clearly convey to the trainees that \u201cif things continue as they are, the program may be terminated and they may have to return to their home countries\u201d (to ensure they recognize the realistic risks).<\/p>\n<\/li>\n

    • \n

      Use tools such as the \u201cinterview sheet\u201d provided by the union to encourage the individual to become more self-aware.<\/p>\n<\/li>\n

    • \n

      Work with family members and sending organizations to increase the pressure on the individual.
      \n(This is still a bit of a mystery to me. That\u2019s because I don\u2019t think I can count on my family\u2019s support\u2014as long as they send me money, they don\u2019t care about anything else.)<\/p>\n<\/li>\n

    • \n

      If the problematic behavior continues, the company may indicate the possibility of \u201cpenalties imposed by the sending country (such as repatriation or refusal to accept the individual on future visits)\u201d on the grounds that it causes inconvenience to the company.
      \n(This part doesn't really matter either\u2014if you end up leaving the country, you can work for as many years as you want as an overstay.)<\/p>\n<\/li>\n<\/ul>\n

      The above is based on general union countermeasures found online.<\/p>\n

      \u25c6 How to Explain to the Internship Organization<\/h3>\n
      \n

      We have issued warnings and conducted interviews with this trainee on multiple occasions since [Month] [Day], but no significant improvement has been observed to date. We are continuing to provide careful guidance in collaboration with the union, taking into account the trainee\u2019s cultural background and level of understanding; however, because there is a high risk that the trainee might go missing if we provide overly strict guidance, we are limiting our approach to a phased guidance process.<\/p>\n

      We plan to continue working with the union and the sending agency to help the employee improve their attitude. In addition, we keep records of our guidance sessions on file and can provide them as needed.<\/p>\n<\/blockquote>\n

      As mentioned above, we regularly send this kind of data through the union, but the question is, what good does this do?<\/p>\n

      Companies aren't so bad, are they?<\/span><\/strong><\/span><\/p>\n

      I'm doing everything I can, you know?<\/p>\n

      It's just a matter of writing out a long string of excuses and sending them off, isn't it...<\/p>\n

      \"Nice<\/p>\n

      Honestly, in the end, it's all about looking out for yourself while skillfully guiding the interns.<\/p>\n

      To be honest, once the internship is over, it doesn't matter whether I fly out or go home.<\/p>\n

      As long as the internship is completed by [Month] [Day], and if your return date has been set, neither the union nor the company will impose any penalties even if you fly back after that date.<\/p>\n

      So if I can just get through the internship and be done with it... lol<\/p>\n

       <\/p>\n

      So that's how it turns out, huh~<\/p>\n

      In the long run, though, that\u2019s definitely not a good idea.<\/p>\n

       <\/p>\n

      I think it would be good for the general public to know that there are difficult aspects to being an intern like that.<\/p>\n

      If you're just going to criticize, at least do the bare minimum, lol.<\/p>\n

       <\/p>\n

      See you later.<\/p>","protected":false},"excerpt":{"rendered":"

      Hello, everyone. It\u2019s Enta here. I feel like there\u2019s been a lot of content about interns lately, lol. That\u2019s because we have so many interns. It\u2019s just a matter of numbers\u2014there\u2019s nothing we can do about it. Still, we\u2019ve got to keep going, so that\u2019s what we\u2019re doing, lol. So, what\u2019s going on\u2026<\/p>","protected":false},"author":2,"featured_media":53242,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[2169],"tags":[1804,1806,6270,6287,6724,6725],"class_list":["post-54225","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-trainees","tag-1804","tag-1806","tag-6270","tag-6287","tag-6724","tag-6725"],"acf":[],"yoast_head":"\n\u98db\u3079\u3070\u53d6\u308a\u3042\u3048\u305a\u305d\u306e\u5834\u3092\u56de\u907f\u51fa\u6765\u308b\u5b9f\u7fd2\u751f\u306f\u3042\u3056\u3068\u3044\u304c\u3001\u5b88\u3089\u308c\u3059\u304e\u3066\u3044\u308b\u4e8b\u5b9f\u3082\u3042\u308b 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