HUMAN RESOURCES POLICY

In order to inrease competitiveness and sustain its position as a leader in the sector regarding quality goods and services, at the same time carrying the companies into the future with its ‘Unbounded Forming’ vision, Coşkunöz Holding aims to manage all Human Resource practices as an inter-connected, integral system which is the focus of business strategies.

1. EMPLOYMENT AND PLACEMENT

New colleagues who are to join our team are appointed according to behavioural and technical skills-based employment and placement procedures and psychometric tests carried out at our Coşkunöz Psychometric Evaluation Centre

Procedural Steps ;

  • CV Evaluation
  • Skill-based Interview
  • Psychotechnical Evaluation/Language Tests
  • Technical Interview
  • Follow-up of References
  • Job Proposal
  • Notification to the Candidate
  • Career Opportunities at Coşkunöz Holding
    • Job Applications
    • Apprenticeship Applications
    • Application to Obtain a Profession
    • Scholarship Application

2. TRAINING

With our lifelong learning and improve-with-development philosophy, our team colleagues’ training and development requirements are planned , realised and effects are monitored according to the following criteria from the day they start work.

  • The Holding and Company Strategies
  • Technical and Behavioural Skills Required for their Positions
  • Results of the Development Management System
  • Rotation, Promotion and Postings

3. DEVELOPMENT MANAGEMENT SYSTEM

Our main target with this process is to realise an objective performance and development evaluation system and focus on the development of the company and its staff by establishing an open and constant link between our business strategies and our staff development. Basic evaluation tools of this system are business and skill targets. Alongside the targets, the system runs integrally with such development tools as training and rotation. In this way, one aims to establish a measurable link between company development and development of the staff.

4. CAREER DEVELOPMENT

From the day an employee starts work in the company, they are presented with career opportunities for developing their potential. Mobility between suitable positions in the Holding companies is encouraged to increase knowledge sharing and culture development.

5. BUSINESS EVALUATION

For all positions in Coşkunöz Holding, a job description is outlined, with work stages that are defined according to cruciability . The resulting business evaluation system (job descriptions, work stages and work families) forms the base for the integral HR management of many procedures, such as salary management, development management, employment and placement and training.

6. SALARY MANAGEMENT

A competitive base wage which is fair for the business values and wage policy identified for each position and cruciability of the job, is determined. Besides the basic wage, extra benefit packages can be arranged for the position, in accordance with the business evaluation system. For our blue collar staff there is a “Work Grouping” practice according to principles of the “Collective Bargaining Agreement”.

7. INDUSTRIAL RELATIONS

Industrial relations, which we define as a systematic function pursuant to legal statutes, the collective bargaining agreement and our personnel regulations, are addressed in a wide framework covering such matters as our activities, general personnel practices and social rights and they should be managed as a value-adding human resource process.

8. APPRECIATION RECOGNITION SYSTEM

As part of our shared management philosophy, we encourage and award our employees and teams’ development.

9. SOCIAL ACTIVITIES

In order to universalize and sustain awareness of our Coşkunöz Holding family and in line with feedback received from our employees, annual social activities and internal communication activies are organised. The main organisations are as below;

  • Our Corporate Magazine
  • Picnics
  • A Shared Night Out
  • Birthday Celebrations
  • Sports Activities