Human Resource Development

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

System chart

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.

Operator:Work performance skills, Leader:Operations leadership skills, SV (Supervisor):Team supervision/ability to take action, MG (Manager):Team management/profit management

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.