HUMAN RESOURCES PRACTICES
PEOPLE FIRST, THEN YEŞİL DYNAMISM
Empowered by its human resources, and by setting its goals and policies with great internal dynamism, Yeşil Holding has embraced the objective of becoming a group where respect and love prevail and where creativity, knowledge, and stability are valued. At Yeşil Holding, which places the utmost importance on employee satisfaction and development by allocating resources to these areas, the process of researching and selecting candidates with the appropriate competencies and qualifications during recruitment is considered extremely important for the organization’s vitality and transformation. By emphasizing its recruitment processes, Yeşil Holding identifies and incorporates candidates who are open to development, innovative, creative, strong believers in teamwork, and who closely follow global developments, ensuring that their talents, skills, and interests best meet the organization’s needs through its human resources practices.
The open-ended questions in our application form provide us with insights into a candidate’s competencies as reflected in their resume. All candidates can find detailed information regarding the application processes for Yeşil Holding and its group companies at www.yesilholding.com.
Key Competencies We Value;
• Communication
• Results Orientation
• Openness to Development
• Creativity
• Customer Satisfaction
• Stability
• Commitment to Values
• Innovation
Within Yeşil Holding, profile analyses, competency analyses, and interviews are conducted to determine specific competencies as well as the above-mentioned competencies, depending on the position.
Based on all these evaluations, suitable candidates are offered employment by the respective Yeşil Holding company, and the candidate deemed fit for the position begins working.
Colleagues who join Yeşil Holding begin their training from day one by participating in an orientation program at their company. During this training, they are provided with:
• The holding’s vision, strategy, and goals
• Human resources goals and practices
• Company introduction, including the company’s vision, strategy, and goals
• Position-specific introductions and briefings
TRAINING PLANNING
Every year, training needs are identified through an analysis of employees’ requirements, and training plans for the following year are developed and organized accordingly.
The training programs designed to support development consist of:
Personal Development Training
Technical Training
Managerial Training
Yeşil Holding’s training objective is to equip its employees with specific competencies and to support them in acquiring the capability to apply these in both their professional and social lives.
First, based on the principle of managing through "sources of development needs" and objectives, target activities for each process are determined in line with that process’s goals, and areas that require development in the next period are identified. The sources of development needs include:
- Performance objectives
- Position requirements
- Managers' requests
- Employees' requests
Employees develop under the supervision and assistance of their managers and the human resources department. Throughout the year, follow-up meetings are held, and an evaluation meeting is conducted at the end of the year, which is then followed by planning meetings for the next year.
At every level, employees receive both internal and external training based on the identified needs corresponding to their career development, and opportunities for intra-company rotation are provided. The aim is to foster personal growth within the framework of organizational development.
PERFORMANCE EVALUATION
At the beginning of the year, a Goal Setting Meeting is held between the Manager and the Employee to establish the targets expected from the employee throughout the year. The achievement of these targets is monitored in three-month intervals during the year with corrective measures taken as necessary, and evaluations are conducted every six months. At the end of the year, it is determined to what extent the employee has met the goals set at the beginning of the year.
Key Competencies We Value;
• Communication
• Results Orientation
• Openness to Development
• Creativity
• Customer Satisfaction
• Stability
• Commitment to Values
• Innovation
Based on all these evaluation results, the Employee and the Manager conduct a Performance Evaluation meeting together to identify the necessary measures to improve the employee's performance, and the employee’s development is planned and recorded.
CAREER PLANNING
The goal is to identify potential employees at an early stage, provide them with the necessary knowledge, skills, and development opportunities, and prepare them for roles that demand greater responsibility. Potential employees' career plans are also monitored through periodic Human Resources Planning meetings.
COMPENSATION MANAGEMENT
An adaptable and flexible structure is implemented to maintain internal balance and dynamics, in accordance with sector and market conditions as well as the job evaluation method, by applying a wage policy that follows the established steps.
On a company-by-company basis, wage policies are determined in a manner that supports the company's competitive strength, with employee wage levels being set by taking into account their roles, authority, responsibilities, and performance.