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CONTACT FORM

CAREER MANAGEMENT

Our human resources selection and placement processes are managed with an eye on recruiting and employing suitable people in positions where they are needed in line with the company’s principles and objectives. Position vacancies are announced both on the Zorlu Career Website and on other career websites in such a way as to ensure that they will be seen by job-seekers whose qualifications are most likely to make them potential candidates. Job applications, which may be submitted over the internet or in person at a company place of business, are assessed according to established procedures and criteria.
 

From among all the applications received, those deemed to be suitable are identified and the applicants are invited to take part in an interview. Besides a test of general abilities, this interview may include specific things contingent on the nature of the job being recruited for such as foreign language competency. The Human Resources Department is responsible for reviewing the results of all interviews, making job offers, and finalizing the hiring process.

 

TRAINING POLICY

In-house training and development opportunities are provided by the company with the aims of increasing employees’ competencies, supporting their professional/occupational advancement, and increasing their job-related knowledge. Training plans are formulated based on whatever training needs that may be identified as a result of performance evaluations. Training programs are scheduled and are designed to address a variety of issues such as personal development, technical knowledge & skills, management skills, sales & marketing skills, etc as personnel are seen to be in need of.

TRAINING POLICY

SALARY POLICY

KORTEKS’s Salary Management System is regularly reviewed and updated in light of current national and sectoral salary market conditions, job position requirements, company salary policy, and employee performance criteria. In the case of the company’s white-collar personnel, salary is based on competencies and performance. In the case of blue-collar personnel, the terms of the collective bargaining agreements which the company has entered into are complied with.

SALARY POLICY

PERFORMANCE MANAGEMENT

KORTEKS abides by the principle of transparency in its approach to performance management while seeking both to motivate employees and to encourage them to own their jobs and to reward success. Our performance evaluation system brings together the processes of identifying objectives in line with company strategies, assigning departmental targets, reviewing and assessing target fulfillment at appropriate intervals as well as annually, taking action as needed, and providing feedback.

  Our performance management system is an online platform that is accessed through the corporate intranet HR portal. At regular intervals an employee’s performance is evaluated by their supervisors and feedback meetings are conducted during which ways in which performance may be improved are identified and progression and career paths are laid out. Performance evaluation results are used as input for making pay-increase and promotion decisions.  

PERFORMANCE MANAGEMENT

CAREER MANAGEMENT

One aspect of human resources management that applies to all white-collar personnel is career planning. The company’s human resources requirements are determined in light of its strategic plans after which priority is given first of all to identifying and training any existing employees who may have the potential to satisfy those requirements. By means of this system, it is possible to more effectively align the company’s strategic objectives with its employees’ personal goals. This system has other benefits such as improving employees’ existing competencies and helping them to acquire new ones that will allow them to advance to higher positions in the future.

CAREER MANAGEMENT