This paper aims to clarify the present situation and problems of the approach used and policy support provided in regard to securing fishery human resources; we focus on problems related to human resources in isolated islands. First, we clarify the characteristics of fishery workers and the securement of successors by analyzing the fishery structure in Goto Islands; we also present a systematic framework for securing and developing new entrants. Second, we discuss the results and problems encountered in the efforts to secure human resources in this district on the basis of the interview results with prospective entrants and their instructors. We examined the relationship between fish catch value and the possibility of securing a successor for fishing families, and found that the former greatly affects the latter. Fishery operators with a catch value of ¥5 million or more typically secured their successors, while those with a catch value of ¥2 million or less could not. Next, we interviewed entrants from outside the district and clarified how they became independent fishers. From the interview results, we confirmed the important role of existing fishery workers as instructors and learned that mastering production technology is vital for fishery operations and for acquiring the appropriate fishing equipment and vessel. Likewise, interviews with the instructors revealed some problems related to human relations to other existing fishers. However, some instructors showed forward-looking attitudes because they felt motivated by the possibility of securing successors, even though they were outsiders. Although many problems still exist regarding the acceptance of outsiders, fishers mostly evaluate the approach affirmatively. Some fishers want the policy support to be expanded because the outsiders that they had previously accepted had become independent fishers. For the approach to be more effective, two problems need to be solved. The first is how to select a fishery type suitable for new recruits. Two alternatives are available. The first is to ask them to start a fishery type that will bring a certain amount of catch value to them. Fishers can obtain certain catch values after accumulating a certain amount of experience in small-scale fixed net fishery, towing net fishery, and longline fishery; consequently they can earn a living as independent fishers. However, sufficient negotiations with existing fishers are necessary because the competition for resources and fishing places may become a ruinous one once catch value decreases. The second alternative is to ask them to start a fishery type that has difficulty securing successors. Fishery operators dependent mostly on single-rod fishing and gill net fishery barely secure successors. These fishery types allow only for small catch value and can hardly enable new recruits to become independent economically. However, fishing places for single-rod fishing and gill net fishery will likely be available to new recruits because a large number of elderly fishers specializing in these two fishery types will retire in the near future. Therefore, the catch value per fishery worker will likely grow because the fishing places will be underutilized. The second problem is whether this approach can solve the shortage of successors. In view of the fact that fishery operators with substantial catch value successfully secured a certain number of successors, the greatest problem is that new recruits cannot earn an income worthy of their labor. Operation joined by new recruits from outside will hardly become profitable, because even existing fishery operators are under strained management conditions......(continued)......