Education and training are the main drivers of organizational growth. To this end, President Chain Store Corporation has spared no effort when it comes to the training and development of our employees. There is no difference in the training and development of male and female employees, and we fully support employees in learning new knowledge and improving their skills. The Human Resources Division Talent Development Team and Operation Planning Department Sales Training Team are responsible for implementing education and training throughout the Company. We have invested in a wide range of channels for continuing education, including guidance from supervisors and peers, knowledge management systems, external training courses, internal training courses, seminars and symposiums, e-learning, on-the-job training, in-service education. For more information on education and training, refer to Talent Development and Cultivation section of the sustainability report.

 

Coaching or Mentorship Program

President Chain Store Corporation provides training resources for its management trainees, offering active support through mentorship and coaching programs. This allows the company to closely monitor their learning progress, provide timely assistance, and cultivate a stable talent pipeline.

 

Process	In-store Training	Phased Support/Care	Training Courses
Purpose	A mentorship program helps management trainees adapt quickly during their training period.	Regular check-ins with trainees allow us to monitor their learning progress, gain a deeper understanding of their in-store training experience, and identify areas where they need support.	We provide comprehensive training courses at each stage, covering professional knowledge, practical application, and skills development.
Description	Trainees are placed in training stores or franchised stores, where they receive on-the-job training (OJT) from designated training store managers or experienced franchise owners. Senior in-store staff also participate in the training process, contributing to the overall quality of the program and enhancing professional knowledge. Management trainees receive in-store training from the time they are hired until they are promoted to the acting store manager position.	Monthly reports from management trainees share their in-store learning progress and observations, enabling the Operations Department to review the effectiveness of training store implementation and understand the trainees' support needs. For the first three months after onboarding, the respective regional manager conducts monthly in-store visits to offer support. District consultants provide additional, unscheduled support at the district level. The Operations Department also organizes forums or conducts store visits to provide further assistance.	We offer advanced training programs that bring together management trainees from the same cohort to learn from each other and grow together. Trainees must pass course assessments to progress to the next stage of training and development. Post-training evaluations allow us to monitor trainee learning outcomes and provide timely adjustments and support to regional training programs.

In addition, for new employees in support departments, besides guidance from their supervisors, we assign senior colleagues as mentors. These mentors explain company regulations, guide new hires in adapting to their roles, and assist them in completing their training. They also provide regular check-ins, offering advice and feedback. This comprehensive support system, encompassing both supervisors and colleagues, helps new employees quickly integrate into the team and its culture.

Cultural education

President Chain Store Corporation actively promotes DEI (Diversity, Equity, and Inclusion) policies to foster an inclusive workplace. DEI concepts such as "corporate acceptance," "respecting employee differences," and "creating a diverse and inclusive environment" are shared internally through videos. In 2024, a new policy was issued promoting the right of store partners to decide how their name and title appear on name tags, respecting diverse identities. The C also held two DEI-related lectures in 2024 with 175 participants, and in April 2025 issued an internal e-newsletter promoting DEI concepts. In August of the same year, a "Co-Creating a Sustainable Future: From ESG to DEI" lecture was held to inspire awareness and practice of DEI values.

 

In 2024, President Chain Store Corporation updated name tags for all store partners across Taiwan, respecting diverse gender identities, safeguarding partner personal information, and preventing customer harassment. This initiative aims to foster a friendly and inclusive environment where all partners feel safe and respected. Furthermore, the company actively cultivates a culturally sensitive workplace. In approximately 250 7-ELEVEN stores located in specific areas such as industrial zones and hospitals, dedicated language versions of posters, menus, and friendly communication boards are provided. These resources are available in languages including English, Thai, and Vietnamese, facilitating seamless communication between store partners and customers. We have also expanded the implementation of a smart operation integration platform, training employees on how to utilize the instant translation function on smart tablets to assist with their work. This enables store partners to communicate effectively with customers from around the globe.

Transition program for retiring and terminated employees

For retired colleagues wishing to change careers or return to the workforce, especially those in the older age bracket, the company encourages retired back-office employees to work part-time in stores. A full training plan is designed for older workers, focusing on labor-saving, age-appropriate, and ergonomic workstations, along with a "Age-friendly Learning Program." Retired employees may also choose to become franchise owners. Long-term employees (5 years or more) of President Chain Store Corporation or its franchises are eligible for a NT$150,000 "store preparation grant," with an additional NT$150,000 if their spouse is also a full-time employee and co-manages the store. In 2024, 163 stores benefited from this program.