In recent years, the Japanese government is paying attention to utilizing foreign workers. As a measure for this, the utilization of persons who completed practical training in the Technical Intern Training Program (TITP) in the construction industry and expansion the period and number of recipients of the TITP. These are clearly securing the labor force. However, the acceptance policy is currently "skill training”.
In this paper, field survey on building production system in Singapore implemented three times from FY 2014 to FY 2016 summarized the introduction process and actual circumstances of various systems related to foreign workers in Singapore. Also, by organizing the its framework, we will grasp actual conditions and issues.
I believe that this paper can contribute as reference material when considering the foreign worker acceptance system in Japan.
Foreign workers working in Singapore have changed from Malaysia and China, through Thailand and India to Bangladesh and Myanmar. Naturally, if own country becomes rich, you do not have to go abroad to work. Therefore, there is no compensation for Singapore to keep foreign workers for everlasting. From this influence, it is thought that emphasis is placed on policies for restraining foreign workers and productivity improvement in recent years.
In recent years, attention has been focused on utilization of foreign workers. From this situation, it will become a future issue for Japan that build an international strategy to win the competition for securing human resources with neighboring foreign countries.
The following is a summary of a part of Singapore's policies and institutions considered to be helpful.
·About dual policy with productivity improvement
As a countermeasure against the labor shortage of their citizens, system design that integrates foreign workers' utilization measures and productivity improvement will be helpful. In particular, measures to alleviate the stay conditions of workers who acquired skills can be evaluated as measures that are beneficial to both workers and employers.
·About the system for skill improvement
It is characterized by the establishment of a skill development system within the wage system guaranteed by the government. For example, it is a practical exam before entering the country which is a condition of WP, promotion to MYE or R1, etc. Since many of the foreign workers in the construction industry belong to subcontractor companies enterprises of a small-scale, it can interpret that the social development framework and the support of the former contractor business are operated in the system.