To create value-creating human resources processes, develop strategies and implement them in order to ensure its continuity by developing our vision in accordance with our company mission and to achieve our goals.
Recruitment
Our aim is to provide employment that will create value, that is highly motivated and that will carry our company to the future.
The job application process takes place through career websites, professional consultancy companies and our website www.atermit.com. Candidates are given personality inventories and skill tests. As a result of the tests and interviews, the reference checks of the candidates who are found suitable are carried out.
In our company, internship opportunities are provided as a result of school/industry cooperation, and career opportunities are offered to successful students and new graduates.
Orientation
Our newly recruited personnel are given an extensive training on our company culture and company. During the process, theoretical and practical trainings are also given in the specific field of work.
The ideal personnel working in our company are described as our “company values”. Company values are explained to our new personnel.
At the end of the orientation training, our personnel are asked for their general opinions about the training process and our company in the form of a report as feedback.
Performance management
Two main performance management models are applied to our white-collar personnel in our company in order to observe and assist their personal development. In both models, the main target is for our personnel to work in accordance with our company values.
360 degree performance evaluation: It is applied to our middle and upper level managers. Subordinates of our employees, colleagues in the same department and at the same level, personnel in different departments at the same level, managers and personnel with whom they are in communication at all levels are evaluated.
Personal performance evaluation: It is applied to all our white-collar personnel. Our staff first makes their own self-evaluation, then is evaluated by their supervisor, and ends with the sharing of ideas in a face-to-face meeting. During the evaluation, annual targets are given to the personnel by their supervisor. Target realizations are evaluated by face-to-face meetings at the end of every three months and action plans are discussed.
Motivation
- The results of the employee satisfaction survey, which is carried out regularly every year, are evaluated both on a departmental basis and on a company-wide basis, and efforts are made to raise employee satisfaction to higher levels.
- Ideas are rewarded with the Kaizen suggestion system.
- Occupational safety awareness is evaluated and rewarded with tracking systems.
- Meals are organized to bring employees and managers together on special occasions.
- In company catering events are organized in the spring, in which white-collar and blue-collar personnel attend together.
Remuneration and Social Rights
- A fair remuneration management that is compatible with internal dynamics and similar companies in the regions is our basic rule.
- Social facilities such as food and service are offered to our employees in the best way possible.
For job applications, you can send your CV to insankaynaklari@atermit.com