Sirdarya plans to open driver training center for employment in Japan

Plans to establish a training center to prepare young people for work in Japan were discussed in the Tashkent region of Uzbekistan. This initiative is being considered jointly with the Japanese company Onodera User Run Co., Ltd.

As part of implementing the directives of the President of Uzbekistan, Shavkat Mirziyoyev, Deputy Governor of the Tashkent region Otabek Tursunov, head of Yangiul district Ravshan Raimov, and representatives of the Japanese company visited Professional School No. 1 in Yangiul.

This visit took place after the president reviewed the activities of the International Center for Language and Professional Training Intil and held a meeting on labor migration issues. As a result of this meeting, a decision was made to create unified migration centers in all regions of the country.

Proposal for a specialized center

One of the proposed options is to open a specialized training center at the professional school in Yangiul. It is planned to teach young people the Japanese language and prepare them to obtain driver's licenses categories B, C, and D, which are in demand when seeking employment in Japan.

The delegation also assessed the technical equipment of the school, current learning conditions, and the potential for organizing educational programs with the participation of Japanese partners. This project aims to expand youth access to vocational training and foreign language study, contributing to the formation of a human resource reserve for the international labor market.

The goal of this initiative is to provide citizens of Uzbekistan with additional opportunities to find legal employment abroad.

The Japanese company Onodera Group intends to assist citizens of Uzbekistan in preparing for work in Japan, including training as a professional driver. This was discussed within the framework of the cooperation program with Tashkent region governor Zoyir Mirzaev.

During the meeting, the parties discussed issues of professional training for Uzbek citizens before their departure to Japan, as well as organizational aspects related to subsequent employment. Special attention was paid to driver training and the creation of specialized infrastructure.

According to the proposed program, candidates will undergo professional training before traveling to Japan. During this period, the company commits to providing them with free accommodation and meals, handling visa applications, assisting with employment, and resolving housing issues after arrival in Japan.

The cooperation plans also include a visit by representatives of 17 Japanese companies to the Tashkent region, who are expected to discuss employment opportunities for Uzbek citizens.

Issues of Construction and Training

One of the key topics of the negotiations was the proposal to build a specialized racetrack in the region. This facility must be adapted to Japanese traffic rules, including road sign specifics and vehicle operation requirements. Representatives of Onodera Group offered their support in implementing this project.

The parties also discussed the possibility of establishing a college on this track to train professional drivers. Another initiative involves sending bus drivers from the Tashkent region to Japan for three-month professional advanced training courses. After completing the training and studying Japanese traffic, participants can share their knowledge in Uzbekistan, for example, by teaching in local educational institutions and training new drivers according to Japanese standards.

According to the presented plans, the educational center will be able to train up to 200 people annually. Furthermore, discussions covered professional training in other specialties, skill development, and assistance with employment in the international labor market.

The reaction to the recent recruitment campaign by the South African Police Service (SAPS) demonstrates intense competition for official jobs and the youth's desire to secure a better future, reflecting the country's deep employment crisis.

Although SAPS deserves praise for implementing an accessible online recruitment process, the figures obtained compel the country to consider the reason behind such high demand for a limited number of positions.

According to Statistics SA data from August 2026, the official unemployment rate increased from 32.7% in the first quarter to 33.6% in the second quarter. The total number of unemployed reached 8.5 million, and youth unemployment among those aged 15 to 34 jumped to 47.4%, reflecting delays in life planning and families struggling to survive.

After opening online recruitment on October 21, SAPS registered over 300,000 profiles in just over three days. By October 24, 172,721 applications had been successfully submitted for 5,500 available trainee positions. Furthermore, over 95,000 applications came from women, highlighting their significant interest in a career in law enforcement.

SAPS correctly utilized the online platform to manage such a large volume of applications, as a transparent and accessible process helps standardize documents, increase administrative efficiency, and provide candidates with a clear path into the organization.

However, transparency must also extend to communication with applicants, who require clear information regarding selection criteria, compliance requirements, verification, and the status of their applications. Recruitment into the police force must be based solely on merit, integrity, and operational needs, excluding favoritism.

It should also be considered the accessibility for those facing internet limitations or digital barriers, especially in rural and disadvantaged areas, as accessibility only makes sense when all suitable candidates have an equal chance to participate.

The current recruitment drive resembles a surge that occurred in 2025. At that time, SAPS received 1,049,998 applications for the 2025/2026 Police Basic Training Program, when applications closed on July 18, 2025. Of this number, 595,049 applications were from women, and 454,949 were from men. It was particularly noteworthy that 334,765 applicants held qualifications at NQF Level 6 or higher, raising questions about the link between education and employment.

When hundreds of thousands of people with diplomas and higher qualifications compete for entry-level positions, it is necessary to examine whether the economy is creating enough jobs to absorb the skilled workforce. While there is nothing wrong with choosing a career in the police force for graduates, their skills can bring valuable analytical, communication, and technological expertise to law enforcement; the concern is that some may seek opportunities outside their field due to the unavailability of suitable work.

The recurring high demand for police trainee positions indicates the need for the government to look beyond mere recruitment figures and confront broader labor market issues. Among the regions participating in the latest recruitment, Gauteng leads with 49,518 applications, followed by KwaZulu-Natal with 33,661 and the Eastern Cape with 17,441. Limpopo and the Western Cape registered 16,251 and 16,249 applications, respectively.

These figures show the geographical reach of the campaign, although the application numbers themselves do not explain the regional differences. Women also submitted over 95,000 applications compared to more than 76,000 men. Such active participation encourages ensuring equal opportunities for women in the police service. The ultimate goal is to hire competent officers who reflect the communities they serve and are dedicated to public protection.

With 172,721 completed applications for 5,500 positions, the ratio was more than 31 applications per vacant spot. Competition may intensify until the close of recruitment on November 13, 2026. Even if all spots are filled, this intake will only make a limited contribution to the national unemployment crisis affecting millions of people.

SAPS cannot be the sole solution to South Africa's unemployment problem. The police service requires specialized training, discipline, sound judgment, and ethical conduct. Recruitment must align with operational needs, and additional staff require adequate equipment, infrastructure, supervision, and funding.

A broader responsibility lies with the government, the private sector, and educational institutions to create jobs in sectors such as manufacturing, agriculture, construction, technology, and tourism. South Africa must also strengthen apprenticeship, internship, entrepreneurship support, and work-integrated learning systems to help youth transition from education to employment.

For successful candidates, joining SAPS must mean more than just receiving a salary. Police officers are vested with significant authority and responsibility for upholding constitutional rights, combating crime, and serving communities with integrity. Therefore, the recruitment process must identify individuals who understand that the uniform represents public trust, not personal power.

At the same time, candidates who do not pass the selection deserve respect, transparent feedback, and support in finding other opportunities. Their aspirations should not vanish simply because thousands competed for a limited number of spots.

South Africa has a vast population ready to work, learn, and contribute. The task is to create an economy capable of providing them with meaningful opportunities. SAPS deserves recognition for opening doors through online recruitment, but the extraordinary response should serve as a warning signal. When hundreds of thousands compete for a few thousand jobs, the question is not only how many police officers South Africa needs, but how many job opportunities its economy fails to provide.

The recruitment campaign will end, but the unemployment crisis will persist. South African youth deserve more than the hope of wearing a police uniform; they deserve a future where decent work is within reach, regardless of the career path they choose.