Policy & Approach
Prestige International Group believes that employees supporting the provision of services that only people can perform equals human resources. In undertaking human resource development, we aim to be an organization where young people and women can experience fulfillment and follow their dreams through their work.
Training System
New Employee Training
Trainees learn the basics of how to handle personal information, basic computer operations, basic telephone etiquette, and verbal expressive skills with proper intonation and honorifics.
| New Graduate Recruits |
4 weeks |
| Mid-career Recruits |
8 days |
Training in Assigned Workplace
1Lecture-style Training
Trainees acquire the knowledge relevant to the client operation of their assigned workplace, such as nonlife insurance, roadside assistance service, real estate, and communication services.
2Role Playing
With the assistance of senior employees, trainees use a simulation system to practice standard telephone etiquette and data entry.
3Monitoring of Telephone Calls from Customers
With senior employees providing support in real time, trainees have actual telephone conversations with customers.
| New Graduate Recruits |
1-3 months |
| Mid-career Recruits |
1-2 months |
Follow-up Training
Work elements are reviewed with regard to motivation management, service mentality, and customer service.
| New Graduate Recruits |
3/6/11 months after joining the company |
| Mid-career Recruits |
3/6/12 months after joining the company |
Mentor System (New Graduate Recruits)
Each new employee is assigned a senior employee as a mentor with whom they have interviews once every month for counselling. New employees can consult their mentors about their work duties, as well as any topic, including the company or their career advancement.
Career Advancement Training
Quality Improvement Training
- Trainees review the use of language and polish expressive skills so that they can speak the correct Japanese.
- Listening to how others respond to customers and coworkers leads to quality improvement.
Trainer Training
- Trainees learn the skills, qualities, and behaviors required for becoming an instructor (trainer).
- The trainee’s telephone etiquette and questions about their instruction are examined and checked.
Team Operation Skills Improvement
- Trainees learn how to nurture and train human resources from a behavioral science perspective.
- Trainees learn how to issue orders and provide guidance as managers, recognizing what they should do and what they can do.
Education and Training System
Career Steps
Work duties cover a diverse range of business activities that include sales and management. Employees accumulate experience in a variety of different areas and improve their skills. Regardless of age or number of years with the company, career advancement is possible for all employees. For example, an employee may become an MG (manager) in their 20s, then division manager in their 30s. Twice every year, employees have interviews with their supervisors to evaluate the extent to which they have achieved their goals.
Other Examples of Initiatives
Open Positions (In-house Recruiting)
In addition to career paths at the company base where they work, employees also have the option of career paths working as corporate headquarters staff or transferring to and playing an active role at another base either in Japan or overseas.
Job Rotation
Every six months, employees have interviews with their direct supervisors to discuss what they want to do and their future career plans, and then job rotations are implemented. The timing of transfers differs among employees in accordance with their respective career development plans.
In-vehicle Training (Automotive Division)
This training is for operators who take calls requesting roadside assistance services. The courses are taught by Premier Assist roadside assistance crew members and comprise practical training using actual vehicles and lecture-style learning opportunities. Trainees learn about the on-site response flow and the points to ask when receiving a call for assistance. Improving operators’ vehicle and job knowledge leads to streamlining of call reception/crew dispatch work and the enhancement of operators’ ability to respond to customers.