Japan’s technical intern training system is an important policy established to respond to domestic labor shortages and promote international technical exchanges. This system aims to not only solve the employment needs of Japanese companies but also cultivate technical talents for developing countries by introducing foreign technical interns. This guide is mainly intended for Japanese companies interested in taking advantage of this system and foreign companies starting up in Japan. It aims to provide an overview of the system, policy interpretation and implementation suggestions. By having an in-depth understanding of the technical intern training system, companies can better evaluate its applicability and effectively utilize this resource to enhance their competitiveness. Next, we will discuss the specific content, implementation process and successful cases of the system in detail to provide comprehensive reference and guidance for enterprises.

Overview of the technical intern training system

Japan’s technical intern training system is a unique and complex policy whose core goal is to promote international technological exchanges and talent cultivation. The establishment of this system reflects Japan’s sense of responsibility for global development and is also a strategic measure to deal with domestic labor shortages. Through this system, foreigners from developing countries have the opportunity to work and study on the spot in Japanese companies, master advanced skills and knowledge, and hope to contribute to the industrial development of their countries after returning home.

The system dates back to 1993 and was originally established as a form of Japan’s international contribution. In the nearly three decades of its development, the technical intern training system has undergone many major revisions to adapt to the changing socio-economic environment and international situation. The most landmark change occurred in 2017. With the promulgation and implementation of the Foreign Technical Intern Training Act, the system entered a new stage. This revision has significantly strengthened the protection measures for the rights and interests of interns, extended the internship period, and significantly expanded the scope of job types that can be interns. These changes have made the system more standardized, humane, and more in line with international labor standards.

Within the framework of the technical intern training system, three main participants play crucial roles: technical intern trainees, supervision groups, and internship implementation agencies. Technical intern trainees are young people from developing countries who come to Japan with the enthusiasm to learn advanced technologies and accumulate work experience. These interns not only have to adapt to a new work environment, but also overcome language and cultural barriers, so their adaptability and enthusiasm for learning are one of the key factors for the success of the system.

Supervision groups are usually non-profit organizations, such as public interest corporations, business cooperatives, or trade unions. They play multiple roles throughout the internship process: they are responsible for the recruitment and pre-entry education of interns, assist in applying for residence status, provide life guidance and consulting services to interns, and also supervise the behavior of the internship implementation agency to ensure that they comply with Relevant regulations. The existence of supervision groups greatly reduces the risk of interns being exploited and provides an important guarantee for the smooth operation of the entire system.

Internship implementing agencies are Japanese companies that directly accept and train interns. These companies must not only provide appropriate jobs and training programs for interns, but also ensure that the working conditions and treatment of interns comply with Japanese laws. Implementing agencies have a heavy responsibility. They need to balance the interests of enterprises and the rights and interests of interns, and create an environment conducive to skills transfer and cultural exchange. By participating in this system, many companies have not only solved the problem of human resource shortages, but also enhanced their internationalization and cultural diversity.

As globalization deepens and Japanese society changes, the technical intern training system continues to evolve. In recent years, the Japanese government has launched a series of new policies, such as expanding admission areas and adding specific skills visas, aiming to make the system more flexible and effective. The changes reflect Japan’s efforts to balance domestic labor needs with international talent development.

However, the implementation of the system also faces many challenges. How to ensure that the rights and interests of interns are fully protected, how to improve the quality of internships, and how to promote the integration of interns and local communities are all issues that require continued attention and improvement. Some critics point out that the system could be abused as a source of cheap labor and that tighter regulation and a better support system are needed.

For companies interested in taking advantage of the technical intern training system, it is crucial to have a deep understanding of the system’s principles, history, and structure. This not only helps companies develop appropriate internship plans and management strategies, but also helps them better fulfill their social responsibilities and contribute to international talent cultivation. In the following chapters, we will further explore the specific operational details, legal framework, best practice cases, etc. of the system to provide enterprises with comprehensive and practical guidance.

Legal framework of the technical intern training system

The legal framework of Japan’s technical intern training system is based on a number of laws and regulations, the core of which is the “Technical Intern Training Act for Foreigners” (officially known as the “Technical Intern Training for Foreigners”) which was officially implemented on November 1, 2017. “The Law of the People’s Republic of China on the Protection of Appropriate Practices and Skills for Trainees”). The promulgation of this law marks that the Japanese government’s emphasis on the technical intern training system has reached a new height, and it provides a more complete and complete legal protection for the entire system.

The main contents of the “Foreign Technical Intern Training Act” include: stipulating the recognition system for technical intern training programs, clarifying the licensing system for supervising groups, establishing foreign technical intern training institutions (OTIT), and strengthening penalties for misconduct, etc. Article 7 of the law stipulates the basic concept of technical intern training and emphasizes that technical intern training should contribute to the economic development of developing countries and other countries. Article 8 clarifies the responsibilities of all relevant entities, including the state, internship implementers, supervision groups, etc.

In addition to the Foreign Technical Intern Training Act, the technical intern training system is also regulated by a number of other laws. The Immigration Control and Refugee Recognition Act (Immigration Control Act) stipulates the conditions for residence qualifications of technical intern trainees. Labor-related laws such as the Labor Standards Act, Minimum Wage Act, and Industrial Safety and Health Act also apply to technical intern trainees, ensuring that they enjoy the same rights as Japanese workers.

In order to better implement the “Technical Intern Training for Foreigners Act”, the Japanese government established the Organization for Technical Intern Training (OTIT). OTIT is a public welfare legal person whose responsibilities and functions mainly include:

• Recognition of technical intern training plans: According to Articles 8 and 9 of the law, OTIT is responsible for reviewing and recognizing technical intern training plans submitted by intern implementers.
• Regular inspections of supervision groups and internship implementers: According to Article 14 of the law, OTIT has the right to conduct on-site inspections to ensure that relevant entities comply with legal provisions.
• Protect the rights and interests of technical interns: Set up a native language consultation window to provide relevant support to interns. This is based on the provisions of Article 87 of the law.
• Investigating and handling illegal activities: OTIT has the right to investigate and take necessary measures for violations of legal provisions.
• Provide information and guidance: Provide necessary information and guidance to internship implementers, supervision groups and interns.

In terms of protecting the rights and interests of interns, the Japanese government has taken a series of measures. Article 3 of the “Foreign Technical Intern Training Act” clearly stipulates that it is prohibited to force technical intern trainees to save deposits or restrict their personal freedom. Article 49 stipulates that internship implementers shall not collect deposits or liquidated damages related to technical internship. Article 50 prohibits the retention of interns’ passports and residence cards.

In addition, Article 3 of the Labor Standards Act prohibits labor discrimination based on nationality, and Article 24 requires direct payment of wages to workers in cash. These provisions also apply to technical intern trainees. The Minimum Wage Law ensures that technical intern trainees are paid no less than the local minimum wage standard. The Labor Safety and Health Law requires internship implementers to provide safety and health education to interns to ensure a safe working environment.

In order to further strengthen the protection of interns, the Japanese government has also formulated special guidelines. For example, the “Guidelines related to the working conditions of technical interns” issued by the Ministry of Health, Labor and Welfare stipulate in detail the working hours, rest days, overtime pay and other treatment standards for interns.

The legal framework of Japan’s technical intern training system is a multi-layered and all-round system, covering all aspects from entry management to labor protection. The establishment of this system aims to ensure the standardized operation of the technical internship system and protect the legitimate rights and interests of interns. It also provides clear legal guidance for enterprises and groups participating in the system. However, the improvement of the law does not mean the complete solution of the problem. How to ensure that these laws and regulations are effectively implemented and how to better balance the interests of all parties in practice are still important issues that require continued attention and improvement.

Types and conditions of technical intern trainees

In Japan’s technical intern training system, the types and conditions of interns are a complex and sophisticated system, which reflects the Japanese government’s systematic thinking on the cultivation of international talents. This system not only takes into account the gradual improvement of the interns’ skill level, but also takes into account the needs of the company and the career development path of the interns. Let’s explore each aspect of this system in more depth.

Technical Intern Training No. 1 is the starting point for interns to enter the Japanese technical intern training system. This phase usually lasts 1 year and is divided into two main parts. The first part is an intensive study period lasting about 2 months. The interns will systematically study Japanese language, Japanese culture, living habits, legal knowledge, etc. under the arrangement of the supervising group. The purpose of this stage is to help interns adapt to the Japanese living and working environment as quickly as possible. The second part is practical skills learning and work at the internship implementation institution. At this stage, interns begin to be exposed to specific work content and learn relevant professional skills. It is worth noting that even at this early stage, interns are considered workers and enjoy various rights guaranteed by the Labor Standards Act and other relevant laws.

Technical Internship 2 is a critical stage for interns to improve their skills. To enter this stage, interns need to complete Internship 1 and pass the corresponding skills assessment exam. This exam not only tests the interns’ professional skills, but also examines their Japanese language ability and understanding of Japanese workplace culture. The duration of Technical Internship 2 is 2 years. At this stage, interns will be more deeply involved in actual work and assume more responsibilities. The content of the internship will be more specialized and the skill requirements will be increased accordingly. Many companies will develop more targeted training plans for No. 2 interns to help them make progress in their professional fields. At the same time, the salary of intern No. 2 will usually increase, reflecting the improvement of his skill level.

Technical Intern Training No. 3 is a newly added type after the revision of the Foreign Technical Intern Training Act in 2017, and represents the highest level of technical intern training. Only intern No. 2 with outstanding performance and outstanding skills can enter this stage. The period of internship No. 3 is 2 years, which means that the intern can intern in Japan for up to 5 years (1 year No. 1 + 2 years No. 2 + 2 years No. 3). Intern No. 3 must not only pass a higher-level skills assessment, but also meet strict conditions: the internship implementing agency has no illegal records in the past three years; the intern’s attendance rate during the No. 2 period is more than 95%; the salary level reaches or Exceeding the average level of Japanese workers, etc. An important feature of Internship No. 3 is that interns can change the internship implementation organization. This provides interns with opportunities to be exposed to different corporate cultures and learn diverse skills, which is conducive to their all-round development.

Regarding the qualification requirements for interns, the Japanese government and relevant agencies have formulated a series of detailed standards :

1. Age requirement: Although the law stipulates that interns should be over 18 years old when entering the country, in fact most interns are between 20 and 30 years old. This is because it is easier for young people to adapt to new environments and learn new skills, while also having enough time to apply what they learn to their future careers.

2. Educational requirements: Although there is no uniform minimum academic requirement, different industries and positions may have specific requirements. For example, for front-line operating positions in the manufacturing industry, only a high school degree may be required; while for more professional fields such as IT and nursing, relevant associate or undergraduate degrees may be required. Some companies will also consider whether the applicant’s professional background is relevant to the internship content.

3. Work experience: For intern No. 1, relevant work experience is usually not required. However, for some special cases, such as those who directly transfer to the Japanese head office as an intern after working in an overseas subsidiary of a Japanese company, at least one year of relevant work experience may be required. For interns No. 2 and 3, the previous internship experience itself constitutes important work experience.

4. Language ability: Although there is no unified Japanese language ability requirement, interns need to have basic Japanese communication skills. Many supervision groups will conduct Japanese language tests during the selection process, and some positions may require Japanese Language Proficiency Test (JLPT) level N4 or above. Some companies, especially those with a higher degree of internationalization, may also examine other language abilities such as English.

5. Health status: Interns need to pass strict health examinations. This includes not only basic physical examination items, but may also include specialized examinations required for specific occupations. For example, the food industry may require additional hygiene inspections, the construction industry may require physical fitness tests, etc.

6. Adaptability and willingness to learn: Although these factors are difficult to quantify, they will also be focused on during the selection process. Interviewers usually assess whether the applicant has the ability to adapt to a new environment, a strong willingness to learn and a career development plan.

7. Willingness to return to the country: This is one of the core requirements of the technical intern training system. Interns need to demonstrate that they have clear plans to return to their home countries and how they will apply the skills they learned in Japan to the development of their home countries. This usually requires the intern to provide a detailed future plan.

Regarding the internship period and extension conditions, the system is designed in great detail:

1. The term of Technical Intern Training No. 1 is fixed at 1 year and cannot be extended. This is to ensure adequate time for basic training and adaptation, while also preparing for subsequent evaluation and promotion.

2. The term of Technical Intern Training No. 2 is 2 years. Several conditions need to be met to move from No. 1 to No. 2: passing the skills assessment examination to prove that basic skills have been mastered; the internship implementation agency needs to develop a new internship plan and obtain approval; the intern’s performance during No. 1 needs to be positively evaluated , including attendance, work attitude, etc.

3. The term of technical intern training No. 3 is 2 years. The conditions for moving from No. 2 to No. 3 are more stringent:

• It is necessary to pass a higher-level skills assessment examination to prove that you have mastered more complex skills.
• The internship implementation agency has no record of violating relevant laws and regulations in the past three years. This is to ensure the legality and safety of the internship environment.
• The attendance rate of interns during Technical Intern Training No. 2 must be above 95%, which reflects the requirements for interns’ diligence.
• The salary level of interns needs to meet or exceed the average level of Japanese workers, which reflects the recognition of the skill level and value of interns.
• Interns are required to demonstrate a clear plan of how the skills learned will be used for the development of their home country.

4. Extension under special circumstances: In the event of natural disasters, global epidemics and other special circumstances, the Japanese government may allow interns to temporarily extend their stay in Japan. For example, during the COVID-19 epidemic, many interns who were unable to return to their home countries as scheduled were allowed to extend their internship period in Japan. This flexibility reflects the system’s ability to respond to special circumstances.

5. Conversion system: After completing Technical Intern Training No. 3, interns who wish to continue working in Japan can apply for conversion to a “Specified Skills” visa. However, they must first return to their home country for at least one month. The purpose of this regulation is to ensure that interns have the opportunity to bring the skills they have learned back to their home country and make preliminary applications.

6. Industry-specific regulations: Some special industries may have their own extension conditions. For example, in industries such as construction and shipbuilding, interns may be offered additional extension opportunities if they excel in specific skill areas.

To sum up , the types and conditions of Japan’s technical intern training system reflect a balanced and progressive idea. It not only provides interns with a clear development path and motivation, but also provides clear guidance for companies to select and cultivate talents. This system is designed to ensure that interns can learn and improve their skills step by step, while also taking into account the needs of the company and the acceptance of Japanese society. However, the successful implementation of this system requires close cooperation and continuous improvement from all parties. Companies need to develop targeted training plans based on the characteristics of different types of interns; regulatory agencies need to strengthen supervision to ensure that the system is not abused; and interns themselves need to maintain their enthusiasm for learning and their determination to return to their country to contribute. Only in this way can the technical internship system truly achieve its original intention of promoting international talent exchanges and promoting economic development.

Intern introduction process

The introduction process of Japanese technical intern trainees is a complex and systematic process involving multiple steps and multiple parties involved. This process is designed to ensure that the interns introduced can meet the needs of Japanese companies while also protecting the rights of the interns. The whole process usually takes 3-6 months or even longer to complete, so companies need to prepare in advance and arrange their time reasonably when planning to introduce interns.

The process begins in the internal preparation phase of the business. Japanese companies interested in accepting technical interns must first conduct an internal assessment to determine the positions that require interns, formulate a training plan, and evaluate whether the company meets the conditions for accepting interns. Subsequently, the enterprise needs to select a qualified supervision group as an intermediary agency. After the company submits an application to accept interns to the selected supervision group, the supervision group will conduct a preliminary review of the company’s qualifications, training plans, working environment, etc. If the company is accepting interns for the first time, the supervision group will usually conduct an on-site inspection to ensure that the company has the ability to accept and train interns.

Under the guidance of the supervision group, the company needs to develop a detailed internship plan. This plan is the core document of the entire application process and needs to include information such as the specific content of the internship, time schedule, training methods, salary and benefits. After the preparation is completed, the plan needs to be submitted to the Organization for Foreign Technical Internships (OTIT) for approval. OTIT will conduct a comprehensive review of the submitted internship plan to evaluate the rationality and feasibility of the plan, and whether it conforms to the purpose of the technical intern training system. If problems are found, OTIT may require the enterprise or supervision group to make modifications or supplementary explanations.

Once the internship program is approved, the process moves to the intern selection phase. The supervision group will contact overseas partner organizations to start the selection of interns. This process usually includes written screening, interviews, etc., and company representatives may be involved in the interview process to ensure that the most suitable candidates are selected. After selecting the intern, the supervision group will apply to the Immigration Bureau for a Certificate of Eligibility of Residence on behalf of the company, which is a necessary document for the intern to apply for a visa. After obtaining the Certificate of Eligibility for Residence, the intern needs to apply for a visa at the Japanese embassy or consulate in their home country. This step is usually assisted by the sending agency.

During the entire application and approval process, all parties need to prepare a large number of documents and materials. The documents that companies need to prepare include company registration books, tax certificates, financial statements, intern acceptance plans, floor plans of internship implementation sites, internship instructor qualification certificates, labor conditions notices and employment contracts, etc. Supervision groups need to prepare documents such as an outline of the supervision group, a description of the supervision system, a supervision implementation plan, and relevant regulations for the reception and supervision of technical intern trainees. The intern himself needs to prepare a passport, resume, academic certificate, no criminal record certificate, health certificate, photos that meet Japanese visa requirements, and a technical intern training oath. In addition, you also need to prepare important documents such as a technical intern training contract (a tripartite contract signed by the intern, the supervising organization, and the internship implementing agency), an application for technical intern program certification, and an application for a certificate of eligibility for residence.

There are also a series of strict training requirements that need to be completed before interns can enter the country. The first is Japanese language training. Interns usually need to receive at least 170 hours of Japanese language learning, including Japanese grammar, conversation, listening, and professional terminology related to the internship. The second is Japanese culture and living habits training, which is usually no less than 12 hours and covers Japan’s basic national conditions, cultural customs, lifestyle, social norms, etc. Legal knowledge training is also essential. Interns need to understand the basic legal knowledge required to live and work in Japan, including labor law, immigration control law, technical intern training law and other relevant regulations. This part of the training is usually no less than 12 hours.

Depending on the internship position, interns may also need to receive corresponding basic skills training. Health and safety training is also an important part, including basic occupational safety knowledge, first aid knowledge, how to use the Japanese medical system, etc. Although it is not pre-entry training, interns also need to understand the adaptive training content they will receive after entry, which usually includes more in-depth Japanese language learning, introduction to Japanese workplace culture, familiarity with the actual work environment, etc. After completing the above training, interns are usually required to take a comprehensive assessment to evaluate whether they are ready for internship in Japan.

It is worth noting that although pre-entry training is mainly conducted in the intern’s home country, Japanese companies and supervision groups also need to participate in formulating the training plan and may participate in part of the training and assessment process remotely. This not only ensures the quality of training, but also helps companies understand the interns’ situation in advance and prepare for subsequent internships.

Since policies may be updated, businesses and supervisory groups need to keep abreast of the latest regulatory changes to ensure that all procedures comply with current requirements. Every aspect of the entire introduction process is crucial and requires close cooperation from all parties. Companies need to carefully prepare various materials to ensure that they can provide a good learning and working environment for interns. The supervision group plays a key coordination and supervision role throughout the entire process and needs to ensure that all procedures are legal and compliant. The interns themselves need to actively cooperate and carefully complete various preparations and training.

The introduction of technical intern trainees is a rigorous and meticulous process that requires multi-party collaboration. Through this complex and systematic process, it can not only ensure the quality of the interns introduced, but also help both the company and the interns to be fully prepared, laying a solid foundation for successful technical internships. Although this process takes a long time, requires many documents to be prepared, and has strict training requirements, it is these strict requirements and meticulous preparation that can ensure the effective implementation of the technical internship system and achieve the goal of mutual benefit and win-win results.

Internship content and management

The core of Japan’s technical intern training system lies in the content and management of internships, which are not only related to the rights and interests of interns, but also directly affect the effectiveness of the system and the profits of enterprises. In order to ensure the smooth implementation of the technical intern training system, the Japanese government has formulated detailed regulations and guidelines on the content and management of internships.

Regarding the permitted internship occupations and jobs, the Japanese government has identified a series of occupations that can accept technical intern trainees through strict screening and evaluation. These occupations cover manufacturing, construction, agriculture, fishery, food processing industry and other fields. As of the latest statistics, more than 80 major categories and nearly 150 job types have been approved to receive technical interns. Each job category has its own specific skill requirements and assessment criteria. For example, in the construction industry, it includes formwork construction, steel bar construction, masonry and other types of work; in the food manufacturing industry, it includes aquatic products processing food manufacturing, refined meat processing and other types of work. The selection of these job types is based on the actual needs of the Japanese industry, and also takes into account the help these skills will help the interns’ career development after returning to their countries.

It is important to note that not all jobs are suitable for technical intern trainees. The Japanese government has clearly stipulated that jobs with high risks and extremely high professional requirements, as well as purely manual labor or simple repetitive tasks, are not suitable as technical internship content. In addition, certain occupations in the service industry, such as catering services and housekeeping services, are not covered by the technical intern training system. This is to ensure that interns can learn truly valuable skills and to prevent abuse of the technical intern training system.

The formulation and implementation of the internship plan is one of the most critical links in the entire technical internship process. Each company that accepts technical intern trainees must develop a detailed internship plan, which needs to be reviewed and approved by the supervising organization and the Organization for Foreign Technical Intern Training (OTIT). A complete internship program usually includes the following main parts:

• Internship Objectives: Clearly state the skill level and range of knowledge expected to be achieved through the internship.
• Internship content: List in detail the specific work and learning content that will be performed during the internship, including theoretical study and practical operations.
• Time arrangement: Develop a learning plan for each stage, including daily work arrangements and regular skills assessment time.
• Guidance method: Explain how to guide interns, including the arrangement of instructors, the teaching materials and tools used, etc.
• Assessment method: Determine how to evaluate the intern’s learning progress and skill mastery, including regular assessments and final skills tests.

The implementation of the internship plan requires the joint efforts of enterprises, supervision groups and interns. Companies need to arrange the work and study of interns according to plans and conduct regular skills guidance and evaluation. Supervision groups need to visit the company regularly to ensure that the internship plan is effectively implemented and to deal with possible problems in a timely manner. The interns themselves also need to actively cooperate, study and work seriously, and strive to achieve the goals set in the plan.

The Japanese government has formulated strict regulations on the working hours, wages and benefits of interns to protect the rights and interests of interns. These regulations basically enjoy the same treatment as Japanese workers, specifically including:

In terms of working hours, interns’ working hours must comply with the provisions of the Labor Standards Act. Under normal circumstances, working hours should not exceed 8 hours per day and 40 hours per week. If working hours are extended due to work needs, in principle, overtime hours shall not exceed 45 hours per month and 360 hours per year. Companies must pay overtime wages to interns who work extended hours. Overtime wages are usually more than 125% of regular wages, and more than 135% for holiday work.

In terms of wages, technical intern trainees’ wages must not be lower than Japan’s minimum wage. Minimum wage standards vary by region, and businesses must comply with local regulations. In addition to basic salary, interns are also entitled to overtime pay, night work allowance, etc. Salary must be paid directly to the intern in Japanese yen and cannot be substituted in kind or other forms, nor can it be deducted without reason. Companies usually need to pay wages regularly every month and provide detailed wage details.

In terms of welfare benefits, technical intern trainees enjoy basically the same social insurance benefits as Japanese employees. This includes health insurance, employee pension insurance, employment insurance, and work-related injury insurance. Health insurance ensures that interns can receive medical coverage when they are sick or injured; although interns may not benefit directly from the employee pension insurance, they can apply for surrender when returning to their home country and receive a one-time payment; employment insurance provides unemployment protection for interns; work-related injuries Insurance provides protection if interns are injured or sick due to work-related injuries.

In addition, interns are entitled to paid annual leave. According to the Labor Standards Act, after working for 6 months, interns can receive at least 10 days of paid annual leave. As working hours increase, the number of paid annual leave days will gradually increase. Enterprises shall not deprive interns of their right to use paid annual leave for any reason.

In terms of accommodation, many companies provide dormitories for interns. If the company provides dormitories, it must ensure that the conditions of the dormitories meet the standards and must not charge excessive accommodation fees to interns. At the same time, companies should respect the personal space of interns and not interfere excessively with their personal lives.

It is worth noting that in order to ensure that these regulations are effectively implemented, the Japanese government has established a special reporting and consultation hotline. If interns encounter situations where their rights and interests are violated, they can seek help through these channels. Supervision groups are also responsible for supervising enterprises’ implementation of these regulations and need to regularly check whether the enterprise’s labor conditions meet the requirements.

Japan’s technical intern training system has formulated comprehensive and strict regulations in terms of internship content and management. On the one hand, these regulations ensure that interns can learn truly valuable skills, and on the other hand, they also protect the legitimate rights and interests of interns. Enterprises must strictly abide by these regulations when accepting and managing technical intern trainees. This is not only a legal requirement, but also the key to ensuring the successful implementation of the technical intern training system. At the same time, the implementation of these regulations also requires the joint efforts and close cooperation of interns, enterprises, supervision groups and government departments. Only when all parties conscientiously fulfill their responsibilities and obligations can the technical internship system truly achieve its goals of promoting international talent exchanges and promoting industrial development.

Supervision and evaluation system

The supervision and evaluation system of Japan’s technical intern training system is a key link to ensure the effective operation of the entire system. This system is very rigorously designed and covers all aspects from daily supervision to final evaluation. The purpose is to ensure the quality of technical internship, protect the rights and interests of interns, and also provide necessary guidance and support to participating companies.

A system of regular reports and inspections is the basis of the regulatory system. This system requires internship implementation units (i.e. companies that accept interns) and supervising groups to submit detailed reports to the Organization for Foreign Technical Internships (OTIT) on a regular basis. These reports usually include the intern’s work and study status, living conditions, salary payment, internship plan implementation progress, etc. For internship implementation units, they need to record the interns’ attendance, work content, salary payment and other information every month, and report to the supervision group regularly (usually quarterly). Supervision groups need to summarize this information, combine it with their own inspection results, and submit a comprehensive report to OTIT at least once a year.

In addition to written reports, regular inspections are an important part of the regulatory system. The supervision group is responsible for conducting regular inspections of the internship implementation unit, usually once a month or every two months, depending on the number of interns and the complexity of the internship. During the inspection, the staff of the supervision group will inspect the working environment and living conditions of the interns on the spot, conduct interviews with the interns, check salary payment records, and verify the implementation of the internship plan. If problems are found, the supervision group will require the internship implementation unit to make rectifications immediately and follow up on the rectifications during subsequent inspections.

As the highest regulatory agency, OTIT will also conduct random inspections of internship implementation units and supervision groups from time to time. Such spot checks are usually carried out without prior notice and are intended to understand the actual situation and ensure that all parties strictly comply with relevant regulations. OTIT’s inspection is more comprehensive. In addition to checking the work and living conditions of interns, it will also review various management systems and document records of the internship implementation unit and supervising group.

Skills evaluation test is the most important part of the evaluation system, which is directly related to the effectiveness of the internship and the future development of the intern. According to the provisions of the technical intern training system, interns are required to take multiple skill evaluation tests during their internship. These tests are generally divided into three levels:

• Primary test: Usually conducted about 10 months after the start of the internship, it tests whether the intern has mastered basic work skills and related knowledge.
• Intermediate test: conducted at the end of the second year or the beginning of the third year of internship to test whether the intern has reached the level of a skilled worker.
• Advanced Test: Tests advanced skill levels for interns who extend their internship into the fourth and fifth years.

These tests are organized by professional organizations designated by the Japanese government and include written examinations and practical operations. The written test mainly tests the interns’ mastery of relevant theoretical knowledge and safety procedures, while the actual operation tests the interns’ actual work ability. The content and difficulty of the test will vary according to different job types and levels.

Passing these tests is not only a necessary condition for interns to continue their internship, but also a way for them to obtain certificates of corresponding skill levels. These certificates are widely recognized in Japan and can also become important capital for interns to find employment or start a business after returning to their country. If the intern fails to pass the test, the internship implementation unit and supervision group need to analyze the reasons and formulate a remedial plan to help the intern pass the re-examination within the specified time. If the re-examination still fails, the intern may need to end the internship early and return to the country.

Violation handling and complaint mechanisms are important means in the supervision system to protect the rights and interests of interns. The Japanese government has established a multi-level handling mechanism for this: First, each internship implementation unit must establish an internal complaint handling mechanism and designate a dedicated person to receive and handle complaints from interns. These complaints may involve various aspects such as working conditions, living environment, and interpersonal relationships. The internship implementation unit needs to handle these complaints in a timely manner and keep detailed handling records.

Secondly, the supervision group also has a complaint window. If interns are dissatisfied with the handling of the internship implementation unit, or the complaint involves the internship implementation unit itself, they can complain to the supervisory organization. Supervision groups have the responsibility to carefully investigate every complaint, conduct on-site inspections when necessary, and take corresponding handling measures.

Thirdly, OTIT has set up a nationally unified multilingual consultation hotline so that interns can make inquiries and complaints in their native language. This hotline not only accepts complaints, but also provides various legal and life consulting services. OTIT will investigate complaints received and directly intervene when necessary.

Finally, for serious violations, government departments such as Japan’s Labor Standards Inspection Agency and the Immigration Service will also intervene in the investigation and handling. These departments have the power to impose penalties on internship implementation units and supervision groups that violate regulations, including fines and revocation of qualifications to accept interns.

In order to encourage interns to have the courage to report violations, Japanese law clearly stipulates that any dismissal or other adverse treatment due to making a complaint or report will be invalid. This provides interns with legal protection and enables them to seek help if their rights are violated. For internship implementation units and supervision groups that are found to have violated regulations, penalties will vary depending on the severity of the violation. Minor violations may only result in a warning and orders to make corrections; more serious violations may result in the suspension of accepting new interns; and for major violations, such as deduction of wages, mistreatment of interns, etc., the person may be permanently disqualified from accepting interns and face the consequences of criminal penalties.

This comprehensive supervision and evaluation system ensures the effective implementation of Japan’s technical intern training system. It not only protects the rights and interests of interns, but also provides clear behavioral guidelines for internship implementation units and supervision groups. Through regular reports and inspections, all parties can discover and solve problems in a timely manner; skills evaluation tests provide an objective measure of internship effectiveness; and a complete violation handling and complaint mechanism provides necessary error correction and self-improvement for the entire system. mechanism.

However, the effective implementation of any system cannot be separated from the active cooperation of all parties. Internship implementing units need to be honest and trustworthy and strictly abide by relevant regulations; supervisory groups must conscientiously perform their supervisory duties and refrain from malpractice for personal gain; interns should also take the initiative to learn, abide by the rules, and have the courage to seek help when their rights and interests are infringed. Only when all parties fulfill their responsibilities can the technical intern training system truly achieve mutual benefit and win-win results.

Policy Interpretation

Japan’s technical intern training system has undergone many adjustments and improvements since its official implementation in 1993. In recent years, with the changes in Japan’s socioeconomic situation and the development of the international environment, the system has ushered in a series of new policy changes. These changes reflect the Japanese government’s efforts to balance domestic labor demand, protect the rights and interests of foreign interns, and improve the quality of technical internships.

The latest policy changes mainly focus on the following aspects:

First of all, the Foreign Technical Intern Training Act, which was implemented on November 1, 2017, is one of the most important policy changes in recent years. This law elevates the technical intern training system from mere administrative guidance to a legal level, providing a more solid legal foundation for the entire system. The law clarifies the purpose of technical internship, the protection of the rights and interests of interns, the responsibilities of regulatory agencies, etc., and also increases the penalties for violations. For example, the law stipulates that internship implementation units that seriously violate regulations can be fined up to 3 million yen, which greatly enhances the deterrence of the system.

Secondly, the Japanese government implemented a new status of residence “specified skills” system in April 2019. Although this does not directly belong to the technical intern training system, it provides new development avenues for technical intern trainees. After completing technical intern training, if the intern passes the examination, the intern can be converted to a “specified skills” status of residence and continue to work in Japan. This policy change actually extends the possible time for foreign talents to work in Japan, providing more choices for companies and foreign workers.

Thirdly, in response to the impact of the COVID-19 epidemic, the Japanese government introduced a series of special measures in April 2020. These measures include allowing interns who are unable to return to their country due to the epidemic to switch to work in other industries, extending their period of stay, etc. Although these measures were originally intended to be temporary, they reflect the government’s attitude to flexibly adjust policies under special circumstances and also provide a reference for possible future system reforms.

The latest trends indicate that the Japanese government is considering further expanding the scale and scope of the technical intern training system. At the end of 2021, the Japanese government announced its plan to receive approximately 270,000 foreign interns in fiscal year 2022. The figure is an increase from pre-pandemic levels and reflects Japan’s continued demand for foreign labor.

In terms of preferential policies for key industries and regions, the Japanese government has adopted differentiated strategies:

For industries with serious labor shortages such as agriculture and fishery, the government has launched a series of preferential measures. For example, the reform of the technical intern training system in the agricultural field, which was implemented in 2018, allows interns to continue working in Japan as agricultural technical interns for up to 5 years after completing a certain period of internship. This not only extends the internship period, but also provides interns with more learning and work opportunities.

In terms of regional policies, in order to promote local economic development, the Japanese government encourages interns to intern in local cities and rural areas. For example, some local governments offer additional living allowances or Japanese language learning support to attract interns. In the Northeast and some remote areas, local governments even provide free or low-cost accommodation to reduce the financial burden of interns.

The construction industry is another area of ​​particular concern. In view of the 2020 Tokyo Olympics (later postponed to 2021 due to the epidemic) and the continued need for infrastructure renewal, the Japanese government began to allow construction industry interns to intern for up to 5 years in 2015. This policy not only alleviates the labor shortage problem in the construction industry, but also provides longer-term skills training opportunities for interns.

In policy implementation, some common questions and answers are worth paying attention to:

Q1: Can interns change internship units?

A1: According to current regulations, in principle, interns cannot change internship units at will. However, under special circumstances, such as bankruptcy of the original internship unit, serious violations, etc., the intern can apply for replacement. Recent policies tend to appropriately increase the flexibility for interns to change units while ensuring the quality of internships.

Q2: How to deal with the overtime problem of interns?

A2: The law stipulates that the overtime hours of interns are strictly limited like those of Japanese employees. However, in practice, there are still cases where some companies violate regulations and require interns to work excessive overtime. In response, the government has stepped up inspections and encouraged interns to report violations through a complaint hotline.

Q3: How to solve the language barrier problem of interns?

A3: Language barrier has always been an important factor affecting the quality of internships. In recent years, the government has required internship implementation units to provide interns with opportunities to learn Japanese. Some local governments and non-profit organizations also offer free Japanese courses. In addition, the government is considering using Japanese language proficiency as an indicator to evaluate the effectiveness of internships.

Q4: Can interns participate in social insurance?

A4: According to regulations, interns must participate in Japanese social insurance, including health insurance and employees’ pension insurance. However, due to the short internship period, many interns are unable to fully enjoy the benefits of these insurances. In this regard, the government is studying how to optimize the social insurance system to better adapt to the special circumstances of interns.

Q5: How to deal with the cultural adaptation problem of interns?

A5: Culture conflict is a challenge faced by many interns. To this end, some advanced internship implementation units have begun to provide cultural adaptation training to help interns better integrate into Japanese society. The government is also considering incorporating cultural understanding into the compulsory curriculum before internships.

Q6: Are there any opportunities for interns to become regular employees?

A6: At present, the main purpose of the technical intern training system is skill transfer rather than employment. However, with the introduction of the “Specified Skills” visa, those who have completed internships have the opportunity to stay in Japan and continue working. Some companies have also begun to explore the possibility of converting outstanding interns into full-time employees.

Q7: How to ensure that the internship content meets expectations?

A7: One of the common complaints is that the internship content does not meet expectations. To solve this problem, the government has strengthened the review of internship plans and requires internship implementation units to strictly implement the approved plans. At the same time, regular inspections by the supervision group will also focus on the implementation of the internship content.

Case analysis

Japan’s technical intern training system has been implemented for many years and has accumulated a lot of valuable practical experience. By analyzing successful cases and failure lessons from companies in different industries and sizes, we can gain a deeper understanding of the operating mechanism of this system and provide useful reference for future policy formulation and implementation. Below, we will analyze the successful experience in introducing and cultivating technical interns through several typical cases, compare the implementation in different industries, and summarize the lessons learned and best practices.

Let’s first look at a success story from the manufacturing industry. Company A, a Toyota auto parts supplier located in Aichi Prefecture, began to introduce technical intern trainees in 2010, mainly from Vietnam and Indonesia. The success of Company A lies in the fact that it has established a complete training system that closely integrates technical internship with the company’s talent development strategy.

Company A’s approach mainly includes the following aspects: First, before the interns arrive, the company sends Japanese employees to the interns’ home country for a month of language and cultural exchanges. This not only helps Japanese employees understand the cultural background of the interns, but also lays the foundation for the interns to adapt after coming to Japan. Secondly, Company A assigns a Japanese employee as a mentor to each intern, who is responsible for work guidance and life care. This “one-to-one” guidance model greatly improves the effectiveness of internships. Thirdly, Company A has established a phased skills assessment system, conducts skills tests on interns every three months, and adjusts the training plan based on the test results. Finally, Company A has also established a reward system for outstanding interns. Interns with outstanding performance will have the opportunity to receive additional training opportunities and may even be recommended to Japanese universities for further studies. Through these measures, Company A not only successfully cultivated a group of high-quality technical talents, but also improved the cross-cultural communication skills of its Japanese employees. Many interns who completed their internships and returned to China have become Company A’s important partners in the Southeast Asian market and contributed to the company’s international development.

In contrast, the implementation of the internship system in the agricultural field shows different characteristics. Take Farm B in Hokkaido as an example. The farm mainly grows vegetables and fruits and has introduced technical intern trainees from China and the Philippines since 2015. The success of Farm B lies in making full use of the characteristics of seasonal production and providing interns with comprehensive agricultural skills training.

Farm B’s approach has the following characteristics: First, detailed internship plans are developed based on the growth cycles of different crops to ensure that interns can learn the full process skills from sowing to harvesting. Second, during the slack season, Farm B will organize interns to learn Japanese and agricultural-related theoretical knowledge, and arrange for them to visit other farms to broaden their horizons. Third, Farm B pays special attention to the life care of interns. Taking into account the actual situation of poor living facilities in rural areas, it specially renovated dormitories, provided modern facilities such as the Internet, and organized regular cultural activities to help interns relieve their homesickness. Farm B’s approach not only improves interns’ satisfaction, but also sets an example for other local farms. After returning to China, many trainees who completed their internships successfully used the skills they learned to develop modern agriculture, and some of them also established agricultural product trading relationships with Farm B.

However, not all cases are successful. Let’s look at another case from the construction industry to reveal the problems that may be encountered during implementation. C Construction Company in Tokyo introduced a group of technical interns from Vietnam in 2018, but the internship plan ultimately failed due to various reasons.

The main problems of Company C include: First, the company did not fully consider the language barrier and only provided a short Japanese training, which resulted in the interns being unable to effectively understand work instructions and causing multiple safety hazards. Secondly, Company C regards interns as cheap labor, often arranges them to work overtime, and fails to pay overtime pay in accordance with regulations, which arouses dissatisfaction among interns. Thirdly, the company did not designate a dedicated person to be responsible for the daily management of the interns, leaving the interns with nowhere to turn for help when they encounter difficulties in life. Finally, Company C’s skills training for interns was just a formality, without formulating a systematic training plan. The interns were actually just repeating some simple manual labor.

These problems eventually led to many interns terminating their contracts early and returning to China. Company C was also punished for violations and lost the qualification to continue accepting interns.

By comparing these cases, we can summarize the following lessons learned and best practices:

• Pay attention to cross-cultural communication: Successful companies attach great importance to language and cultural barriers and enhance mutual understanding through various methods. This includes not only providing language training for interns, but also helping Japanese employees understand the cultural background of interns.
• Systematic training plan: The companies in the successful cases have detailed and systematic training plans that closely integrate the interns’ learning with the actual needs of the company. This kind of plan includes not only skills training, but also theoretical knowledge learning and cultural adaptation.
• Comprehensive life care: Excellent internship units not only pay attention to the work of interns, but also fully consider their life needs and provide necessary support. This kind of care is critical to increasing intern satisfaction and stability.
• Clear career development path: Providing interns with clear learning goals and career development prospects can greatly improve their motivation to learn. Whether it is setting up a reward system or providing opportunities for further education, it is a good way to motivate.
• The importance of compliance management: The case of Company C reminds us that strict compliance with relevant laws and regulations is the basis for the smooth implementation of the technical internship system. Any attempt to treat interns as cheap labor can have serious consequences.
• Internship arrangements adapted to local conditions: Internship arrangements in different industries and regions should be adjusted according to actual conditions. For example, the agricultural field can take advantage of seasonal characteristics to arrange diversified learning content, while the manufacturing industry may require a more systematic and standardized training process.
• The concept of two-way benefit: The most successful cases reflect the two-way benefit between the internship unit and the intern. The company not only obtains the required labor force, but also improves its international level through this process; the interns not only learn skills, but also lay the foundation for future career development.
• Establishment of long-term cooperative relationships: Some outstanding companies have regarded technical intern training as part of their internationalization strategy. By establishing long-term cooperative relationships with interns, they have paved the way for the company’s overseas development.

The successful implementation of the technical intern training system requires enterprises to invest a lot of energy and resources. Those companies that closely integrate technical internships with corporate development strategies and truly value talent training can often gain more benefits from this process. And those companies that only regard interns as temporary labor will not only find it difficult to achieve the desired results, but may also face the risk of violating regulations.

As Japanese society’s demand for foreign labor increases, the technical intern training system is likely to be further expanded and improved. Enterprises should carefully summarize past experiences and lessons, establish a more scientific and humane internship system, and provide interns with a better learning and working environment. At the same time, the government also needs to strengthen supervision and optimize policies to ensure that this system can truly achieve mutual benefit and win-win goals. Only in this way can the technical internship system play a greater role in promoting international exchanges and promoting industrial upgrading.

Implementation Suggestions

Enterprises play a crucial role in the implementation of Japan’s technical intern training system. However, not all companies are suitable or ready to introduce technical intern trainees. Therefore, before deciding to participate in this program, companies need to conduct a comprehensive and in-depth self-assessment and develop a thoughtful implementation strategy. Below, we will explore how companies can make the right decisions and provide some implementation suggestions to ensure the smooth progress and success of technical intern training programs.

First, companies need to objectively assess whether they are suitable for introducing technical interns. This assessment should be conducted from multiple perspectives. From the perspective of operating conditions, the company should have a stable financial foundation and good business prospects, and be able to provide continuous internship opportunities and reasonable treatment for interns. From a human resources perspective, companies should have sufficient management capabilities and staffing to properly handle intern training, life care and other matters. From the perspective of corporate culture, the company should have an open and inclusive attitude and be willing to accept interns from different cultural backgrounds. In addition, companies also need to evaluate whether the introduction of interns is in line with their long-term development strategies, such as whether it will contribute to the company’s internationalization process or technological innovation.

Companies should consider participating in the technical intern program only if they are convinced that the company meets the above conditions. It is important to note that this assessment should not be a one-time event but should be an ongoing process. As the company’s own situation and the external environment change, it may be necessary to continuously adjust the strategy for recruiting interns.

Once a company decides to introduce technical interns, choosing the right supervision group and partners becomes the critical next step. The supervision group plays the role of bridge and supervision throughout the entire internship process, and its professionalism and reliability are directly related to the success or failure of the internship plan. When selecting a supervision group, companies should focus on the following aspects:

• Whether the group has rich intern management experience, especially in the industry where the company is located;
• What is the group’s credibility and compliance record, and whether it has ever been sanctioned for violations;
• Can the group provide comprehensive services, including intern selection, immigration procedures, training arrangements, etc.
• Enterprises should also conduct in-depth communication with supervision groups to understand whether their work philosophy matches the needs of the enterprise.

At the same time, companies also need to carefully select overseas partners, such as intern dispatch agencies. These institutions are often responsible for the preliminary screening and training of interns, and the quality of their work directly affects the quality of the interns ultimately received by the company. Enterprises can consider personally conducting on-site inspections in the countries where partners are located to understand their operations and credibility. Establishing a long-term, stable cooperative relationship is often more conducive to ensuring the quality of interns than frequently changing partners.

After the supervision group and partners have been identified, developing an effective training and management plan is key to ensuring the success of the internship. This plan should be comprehensive and systematic, covering the entire process of interns from entry to graduation. Specifically, the plan should include the following aspects:

Onboarding training , training at this stage includes not only basic work skills and safety knowledge, but also Japanese corporate culture, work etiquette, etc. Considering that language may be a barrier, companies can consider using intuitive teaching methods such as videos and pictures, or hiring translators who can speak the interns’ native language to assist with training.

For periodic skills training , companies should organize professional skills training regularly based on the interns’ learning progress and job requirements. This training should be gradual, moving from basic operations to more complex skills. At the same time, companies should also encourage interns to participate in Japan’s skills certification examination, which can not only provide clear learning goals for interns, but also objectively evaluate the effectiveness of training.

For daily management , enterprises need to establish a complete daily management system, including attendance, performance evaluation, reward and punishment mechanisms, etc. The system should be fair and transparent so that interns clearly understand the company’s expectations and requirements. At the same time, companies should also communicate with interns regularly to understand their work conditions and life needs, and solve possible problems in a timely manner.

Life care , although this is not a direct content of training, a good living environment has an important impact on the learning and work results of interns. Companies can consider providing comfortable accommodation, organizing cultural activities, and helping interns better integrate into Japanese society.

Throughout the internship process, cross-cultural communication and management are a consistent challenge. To effectively address this challenge, companies can adopt the following strategies:

• Strengthen language training. Companies can provide interns with continuous Japanese language learning opportunities, while also encouraging Japanese employees to learn the interns’ native language to promote two-way communication.
• Develop cultural sensitivity. Companies can organize cultural exchange activities to let Japanese employees understand the cultural background of interns, and also help interns understand Japanese cultural customs. This mutual understanding can greatly reduce misunderstandings and conflicts caused by cultural differences.
• Establish an effective communication mechanism. In addition to daily work exchanges, companies can also set up regular forums, suggestion boxes and other channels to allow interns to freely express their ideas and needs. For some sensitive issues, companies may consider hiring professional cross-cultural communication consultants to provide help.
• Cultivate cross-cultural management talents. Companies can select some employees with international vision and cross-cultural communication skills to be responsible for the management of interns. At the same time, you can also consider letting experienced former interns participate in management work to take advantage of their experience and language advantages.

To sum up , the successful implementation of the technical internship program requires enterprises to invest a lot of time and resources, but if done properly, these investments will be transformed into long-term competitive advantages for the enterprise. Through careful evaluation, careful selection of partners, development of comprehensive training plans, and emphasis on cross-cultural communication, companies can not only cultivate high-quality skilled talents, but also improve their internationalization level and lay the foundation for future global development.

During this process, enterprises need to maintain an open and flexible attitude and constantly adjust and optimize their implementation strategies based on actual conditions.

Future Prospects and Conclusions

Since its implementation, Japan’s technical intern training system has become an important way to solve labor shortages and promote international exchanges. However, as the socio-economic environment changes and all parties reflect on the system, the future development of the technical internship system is also facing new opportunities and challenges.

Looking to the future, the technical intern training system is likely to develop in a more open, flexible and humane direction. An obvious trend is that the Japanese government may further relax restrictions on technical intern trainees, such as extending the internship period and expanding the scope of industries that can participate. At the same time, in order to respond to some criticism, policymakers may strengthen the protection of interns’ rights and interests, increase supervision, and ensure the fairness and effectiveness of the system. These potential policy adjustments will directly affect the way companies introduce and manage technical interns. Companies need to pay close attention to policy trends and adjust their strategies in a timely manner.

Despite the challenges, the importance and value of the technical intern training system to Japanese companies cannot be ignored. As Japan faces an aging population and a short labor force, technical intern trainees provide valuable human resources to many companies, especially small and medium-sized enterprises. In addition, by accepting interns from different countries, companies can enhance their internationalization and cultivate employees with cross-cultural communication skills, which is crucial to the long-term development of the company. From a broader perspective, the technical intern training system is also an important channel for Japan to carry out economic and technological cooperation with developing countries, which is conducive to enhancing Japan’s international influence.

Looking back at the implementation experience of the technical intern training system, we can summarize the key factors for success. First of all, companies must sincerely regard technical internship as a process of talent cultivation, rather than simply a means of obtaining cheap labor. Secondly, a sound training system and management system are the basis for ensuring the effectiveness of internships. Thirdly, good cross-cultural communication skills are crucial to resolving cultural differences and creating a harmonious working environment. Finally, close cooperation between enterprises, supervision groups and overseas partners is also indispensable.

For companies interested in introducing technical interns, we recommend that they first conduct an in-depth self-assessment to ensure that the company has the necessary conditions and resources. Secondly, partners must be carefully selected, especially supervisory groups, which play a key role in the entire internship process. Thirdly, companies should develop detailed training plans and management systems to cover all aspects of interns’ work, study and life. In addition, companies also need to focus on cultivating employees’ cross-cultural communication skills and creating an inclusive and open corporate culture. Finally, companies should integrate technical internships with the company’s long-term development strategy, give full play to the potential of interns, and contribute to the company’s international development.

In general, although the technical internship system faces many challenges during its implementation, it is still an important means for Japan to cope with labor shortages and promote international exchanges. With the continuous improvement of the system and the accumulation of practical experience in enterprises, the technical internship system is expected to play a greater role in the future. For Japanese companies, actively participating in and properly implementing technical intern training programs can not only solve current employment problems, but also inject new vitality into the long-term development of the company. In today’s increasingly globalized world, successful technical internship practice will become an important way for enterprises to enhance their international competitiveness.