HIRE GLOBAL
Hire Global's pre-employment training turns freshly recruited candidates into workers who understand your safety rules, shift discipline and workplace culture before they enter the line. Programmes run from one day to two weeks and are commissioned and paid for by the employer. Candidates never pay for training, in line with Indonesian placement regulations.
Why train before day one
Most early resignations in Indonesian factories happen in the first weeks, when new workers meet unfamiliar shift patterns, strict discipline and, in foreign-invested plants, managers who speak another language. A short pre-employment programme closes that gap: workers arrive knowing what is expected, supervisors spend less time on basics, and the plant reaches stable output faster. For Chinese-invested factories, it also reduces the local-versus-expatriate friction that has caused public disputes at several sites.
Typical outcomes employers look for
- Lower first-month attrition and fewer no-shows after contract signing.
- Fewer safety incidents during commissioning and ramp-up.
- Faster line balancing because operators already understand 5S, takt and basic quality checks.
- Smoother communication between Indonesian workers and Chinese, Taiwanese or other foreign supervisors.
Training modules
We assemble each programme from standard modules and tailor the content to your sector, plant rules and management nationality. Core modules cover occupational safety (K3), 5S and workplace discipline, basic quality awareness, and orientation to Indonesian employment terms. Optional modules add basic Mandarin, technical refreshers and supervisor skills for line leaders.
| Module | Content | Duration | Best for |
|---|---|---|---|
| Occupational safety (K3) basics | PPE, hazard recognition, lock-out, emergency response, plant-specific rules | 1 day | All new hires |
| 5S and workplace discipline | Sort, set, shine, standardise, sustain; attendance, shift handover, mobile-phone rules | 1 day | Operators, warehouse |
| Basic quality awareness | Reading work instructions, simple measurement, defect reporting | 1 day | Operators, QC assistants |
| Working in a Chinese-managed plant | Management style, communication norms, escalation paths, cultural do's and don'ts | Half day | Chinese-invested factories |
| Indonesian employment orientation | PKWT/PKWTT terms, wages, BPJS, THR, overtime, grievance channels | Half day | All new hires |
| Basic workplace Mandarin | Greetings, numbers, safety phrases, shop-floor vocabulary | 3–10 days | Line leaders, admin, candidates for bilingual roles |
| Line leader essentials | Briefing a team, shift reporting, handling absences and conflicts | 2 days | Foremen and supervisors |
| Technical refresher | Welding, forklift, electrical safety, machine operation in partnership with certified trainers | 2–10 days | Technical roles |
Technical skills that require formal competency certificates are delivered with partner training providers and, where relevant, tested through BNSP certification, which is valid for three years.
Delivery formats and locations
Training can be delivered at your plant, at a partner training centre near your industrial estate, or in a hybrid format with short online modules before an in-person session. For large recruitment waves we run training in batches that match your onboarding schedule, so each group of new hires completes orientation the week before they start.
| Format | How it works | Typical use |
|---|---|---|
| On site at your plant | Our trainers use your floor, PPE and rules; plant supervisors co-deliver | Ramp-ups of 50 to several hundred workers |
| Partner training centre | Classroom and practical space near Cikarang, Karawang, Tangerang, Batang or Kendal | Smaller cohorts, technical refreshers |
| Hybrid | Short online orientation followed by one in-person day | Candidates recruited from distant districts |
| Integrated with recruitment | Training bundled into the placement process so candidates arrive job-ready | Clients using our factory recruitment service |
Government programmes and incentives you can combine
Indonesia offers several public schemes that complement employer-paid training. The Ministry of Manpower's national internship programme (Magang Nasional) provides state-funded stipends for recent graduates placed with participating companies, with a 2026 quota of 150,000 participants. Vocational training centres (BLK/BBPVP) near major estates offer subsidised courses, and a vocational super tax deduction has existed since 2019 under PP 45/2019 and PMK 128/2019.
- Magang Nasional: we can help your plant register as a host and select participants who may later be hired directly.
- BLK partnerships: pre-placement courses in welding, machine operation and K3 with public training centres such as BBPVP Bekasi.
- Super tax deduction: eligible vocational and internship costs may qualify for an enhanced deduction; confirm the current status with your tax advisor as the 2026 position had not been reconfirmed at the time of writing.
How to set up a programme
Setting up a programme takes a short needs assessment, a module selection and a schedule aligned with your recruitment waves. We prefer to involve your supervisors in the design so the training reflects real rules on your floor rather than generic content. After delivery you receive attendance records, assessment results and trainer feedback for each participant.
- Needs assessment: roles, plant rules, management nationality, known problem areas.
- Module selection and schedule matched to recruitment waves.
- Content localisation: your SOPs, PPE and terminology, translated into Mandarin where required.
- Delivery in batches, on site or at a partner centre.
- Assessment and reporting per participant, with recommendations for supervisors.
Questions about combining training with recruitment or headhunting? See our headhunter page or contact us.
Frequently asked questions
Who pays for pre-employment training?
The employer. Under Article 11 of Permenaker 18/2024, licensed placement agencies may not charge job seekers, and Hire Global applies the same rule to training. Candidates attend free of charge; the programme is invoiced to your company as part of the recruitment project or as a stand-alone service.
Is the training paid time for the worker?
That depends on when it takes place. If training happens after the employment contract starts, it is working time and paid under Indonesian labour law. If it is a pre-employment orientation before signing, it is short by design and candidates are not charged. We help you structure this correctly and our legal team reviews the arrangement.
Can you train in Mandarin or with Chinese supervisors?
Yes. Our director Hu Tingshan is a native Mandarin speaker, and we can co-deliver sessions with your Chinese supervisors, provide interpretation, and translate SOPs and safety materials. The module on working in a Chinese-managed plant is specifically designed to prepare Indonesian workers for that environment.
Do you issue certificates?
Participants receive a Hire Global completion certificate with attendance and assessment results. For formally certified skills such as welding, forklift operation or K3 officer roles, we work with accredited partners so participants can sit the relevant BNSP or ministry examination.
How long does a typical programme take?
A standard orientation for production operators takes one to three days and covers safety, 5S, discipline and employment terms. Programmes with technical refreshers or basic Mandarin run one to two weeks. We schedule delivery so each cohort finishes the week before its start date.
Can training be combined with recruitment?
Yes, and this is the most common arrangement. Candidates recruited through our factory workers recruitment service complete orientation before contract signing, which reduces first-month resignations. Training can also be purchased separately for workers you recruited yourself.
Do you train supervisors and line leaders?
Yes. The line leader essentials module covers team briefings, shift reporting, attendance management and basic conflict handling, and can include Mandarin communication practice for bilingual supervisors in Chinese-invested plants. For manager-level development we recommend combining it with a headhunting search for experienced leaders.
Want new hires who are ready on day one?
Tell us the roles, headcount and start dates. We propose a module set, schedule and cost within business hours.