Hokkaido Kei Park Launches Full-Scale Hiring and Training of Indonesian Talent
Kreta Co., Ltd., operator of Hokkaido Kei Park, is seriously promoting the hiring and training of Indonesian personnel to address the shortage of mechanics. Six are currently active, with 10 more to be hired in April 2026, supported by comprehensive living and career assistance.
📋 Article Processing Timeline
- 📰 Published: March 31, 2026 at 22:00
- 🔍 Collected: April 1, 2026 at 13:39 (15h 39m after Published)
- 🤖 AI Analyzed: April 22, 2026 at 03:38 (493h 58m after Collected)
Kreta Co., Ltd. (Headquarters: Tomakomai City, Hokkaido; CEO: Kazuaki Ishigame), which operates the light vehicle specialty store "Hokkaido Kei Park," is seriously promoting the hiring and training of Indonesian personnel for the purpose of addressing the shortage of maintenance personnel and international human resource development. Six people are already active on site, and an additional 10 people are scheduled to be hired in the future.
■ Background of Hiring: Shortage of Maintenance Personnel and the Success of Overseas Talent
In the automobile maintenance industry, securing maintenance personnel has become a major issue against the backdrop of a declining youth population. There is a similar trend in Hokkaido, and human resource development is indispensable for maintaining a maintenance system that supports a safe and secure car life. In light of this situation, our company is proceeding with securing maintenance personnel and inheriting technology through the hiring and training of overseas personnel.
On the other hand, the population continues to grow in Indonesia, and securing employment opportunities for young people has become a social issue. The automobile diffusion rate in the country is still in the developmental stage compared to Japan, and motorization is expected to accelerate in the future. In addition, many of the automobiles distributed in Indonesia are Japanese cars, and the significance of learning Japanese maintenance technology is expected to increase further in the future.
Based on this background, our company has decided to promote the hiring and training of Indonesian personnel. Currently, six Indonesian staff members who joined the company from December 2024 are active in maintenance and related work sites, and we have been preparing an acceptance system including Japanese language education, technical training, and living support.
In April 2026, we plan to hire an additional 10 people, and we aim to build a full-scale long-term human resource development model in the future.
■ Support for Japanese Language Education and Technical Training
In cooperation with human resources introduction companies, our company is establishing a support system for Japanese language learning. In addition to supporting Japanese language education, we also support the cost of taking the Japanese Language Proficiency Test, thereby backing up the improvement of language skills. In the future, we also plan to support challenges for the "Specified Skilled Worker No. 2" exam so that they can play an active role as personnel with more advanced skills.
■ Company Dormitory, Living Support, and Experiencing Hokkaido Culture
In terms of daily life, we support living in Japan by assisting with moving into housing rented by the company. Furthermore, as an initiative to deepen exchanges with the local community, Representative Kazuaki Ishigame takes employees from Indonesia to local festivals and fruit picking, creating opportunities for them to experience the culture and lifestyle unique to Hokkaido.
Through these initiatives, we are creating an environment where employees can work with peace of mind while integrating into the local community.
■ Implementing Return Support for the First Term Students and Employment Interviews
In February 2026, our company visited Indonesia for local employment interviews, and in conjunction with this, we supported the temporary return of three first-term students. Our company bore the return travel expenses for the employees returning home after a long time, supporting their reunion with their families. Upon their return, Representative Kazuaki Ishigame visited the employees' parents' homes and implemented an initiative to directly report to their families about their work situation and growth in Hokkaido. Families back home also voiced relief regarding them working far away in Hokkaido.
Through such initiatives, we value building a relationship of trust not only with the employees themselves but also with their families as part of creating an environment where they can work with peace of mind.
■ Background of Hiring: Shortage of Maintenance Personnel and the Success of Overseas Talent
In the automobile maintenance industry, securing maintenance personnel has become a major issue against the backdrop of a declining youth population. There is a similar trend in Hokkaido, and human resource development is indispensable for maintaining a maintenance system that supports a safe and secure car life. In light of this situation, our company is proceeding with securing maintenance personnel and inheriting technology through the hiring and training of overseas personnel.
On the other hand, the population continues to grow in Indonesia, and securing employment opportunities for young people has become a social issue. The automobile diffusion rate in the country is still in the developmental stage compared to Japan, and motorization is expected to accelerate in the future. In addition, many of the automobiles distributed in Indonesia are Japanese cars, and the significance of learning Japanese maintenance technology is expected to increase further in the future.
Based on this background, our company has decided to promote the hiring and training of Indonesian personnel. Currently, six Indonesian staff members who joined the company from December 2024 are active in maintenance and related work sites, and we have been preparing an acceptance system including Japanese language education, technical training, and living support.
In April 2026, we plan to hire an additional 10 people, and we aim to build a full-scale long-term human resource development model in the future.
■ Support for Japanese Language Education and Technical Training
In cooperation with human resources introduction companies, our company is establishing a support system for Japanese language learning. In addition to supporting Japanese language education, we also support the cost of taking the Japanese Language Proficiency Test, thereby backing up the improvement of language skills. In the future, we also plan to support challenges for the "Specified Skilled Worker No. 2" exam so that they can play an active role as personnel with more advanced skills.
■ Company Dormitory, Living Support, and Experiencing Hokkaido Culture
In terms of daily life, we support living in Japan by assisting with moving into housing rented by the company. Furthermore, as an initiative to deepen exchanges with the local community, Representative Kazuaki Ishigame takes employees from Indonesia to local festivals and fruit picking, creating opportunities for them to experience the culture and lifestyle unique to Hokkaido.
Through these initiatives, we are creating an environment where employees can work with peace of mind while integrating into the local community.
■ Implementing Return Support for the First Term Students and Employment Interviews
In February 2026, our company visited Indonesia for local employment interviews, and in conjunction with this, we supported the temporary return of three first-term students. Our company bore the return travel expenses for the employees returning home after a long time, supporting their reunion with their families. Upon their return, Representative Kazuaki Ishigame visited the employees' parents' homes and implemented an initiative to directly report to their families about their work situation and growth in Hokkaido. Families back home also voiced relief regarding them working far away in Hokkaido.
Through such initiatives, we value building a relationship of trust not only with the employees themselves but also with their families as part of creating an environment where they can work with peace of mind.