Human Resources Policy
Our Values
The Customer Is Our Priority / We Are First in Quality / We Are Competitive / We Succeed Together / We Are Result-Oriented / We Get Our Power from Change
Our Human Resources Processes
Our founding purpose as Human Resources to create an organization that provides the human resources that our company needs, to adopt a high performance culture, to consist of happy and competent employees, to contribute to the vision of our company, of which we are one of the organs, to create value for all our stakeholders and to ensure its effective continuity.
Performance and Career Management
The business results of our employees are managed with the OKR (Objectives and Key Results) methodology. This system provides continuous improvement, change, and flexibility by supporting agility for the company. OKRs are advanced through a transparent and up-to-date system that allows employees and the company to walk on the same path.
The Performance and Career Management System is based on the idea of creating a system that enables employees to direct their careers, provides them with training and development opportunities to develop their careers, and contributes to both individual and organizational development. It is structured in a way so that performance, career, backup, talent management and training/development can work together.
Career expectations and professional and personal development of the employees are considered important and the necessary environment is provided for them to develop themselves and manage their own careers. In addition, rotations between departments/companies take place and project teams are established and people are expected to be active in projects to enable our employees to get to know our organization better, to increase communication and synergy by bringing different perspectives and different competencies together, and to contribute to the development of people,
Recruitment
Our aim in the recruitment process is to select people who have the values we believe in as an organization, the main competencies that Kerevitaş employees should have, and the functional competencies required for business families.
Candidates who want to apply can review our advertisements published on Yıldız Holding's website or career portal and apply if they think that the qualifications sought and the job description given are compatible with them and their expectations. Our employees can also participate in this process, and if there is a suitable position within the organization, they can apply with the help of our internal recruitment system.
We invite candidates with the qualifications we seek for an interview by regularly reviewing all of our postings in regard of their CVs, and contacting them by phone or via e-mail. The candidates are first interviewed by the relevant department managers after the Human Resources.
The methods we use in the selection and placement process vary according to the candidate profile. In addition to the following test and inventory applications, we use one or more of our recruitment tools, and all of them when necessary. Competency-based interviews and case studies with experienced and newly graduated candidates also differ. Our aim is to observe the technical and behavioral characteristics required for the position by using the right methods and to choose the most suitable candidates.
From the candidates whose recruitment process continues positively, we ask for the names and contact information of the managers who have worked with them in their professional business life as a reference. After completing the reference research, we send an offer to our candidate, verbally and per e-mail.
We know how important it is to inform all candidates who applied to us. In this direction, we inform them about each position we have concluded by e-mail or telephone.
Wage and Rewards
In our company, we use a remuneration system based on the content of the job, which is managed with a common level structure. In this system, it is aimed to create an equal, competitive and market-compatible wage policy by evaluating the jobs with the job evaluation method. Annual market wage surveys are also used while determining remuneration practices.
In this direction, we implement a market and performance-based wage policy in our companies in a way that supports the strategy and competitiveness of our companies. Salary increases determined depending on the content of the job and the performance of the employee are made once a year.
Performance Based Rewarding
Our white-collar employees are evaluated within the scope of the target and competency-based performance management system at the end of the year, and are rewarded with an annual performance bonus accordingly.
A sales bonus system that encourages high performance can be applied to our sales staff.
Instant Rewarding
An instant reward system has been put into practice to recognize, appreciate and reward situations where our employees achieve outstanding success within the framework of our values and core competencies, have a significant contribution to the organization, and exhibit exemplary attitudes and behaviors.
Managers can nominate an employee of their choice for an award, and the suggestion that reaches the top manager of the relevant employee is rewarded if it is found appropriate after the evaluation.
Social Rights
All of our employees can benefit from the fringe benefits package. In addition, all our employees are provided with food and service. Also, gift packages and shopping vouchers consisting of products of Yıldız Holding companies are offered periodically.
Working Hours
Working hours are between 08.30 AM – 05.30 PM on weekdays (Monday – Friday) in our head offices and between 08.00 AM – 05.00 PM in our factories. In addition to this, shift working order can be applied depending on the production schedules in our factories.
Training and Development
We offer various specialization programs, professional and personal development trainings and leadership development programs to our employees and all our newly recruited colleagues, where they can plan their personal development and professional careers.
We implement executive preparation, executive development and leadership development programs in line with the needs and expectations of our company and our employees.
We implement executive preparation, executive development and leadership development programs in line with the needs and expectations of our company and our employees.
We use the 70/20/10 model for adult learning. In this model, we anticipate that 70% of training and development practices will be acquired through on-the-job experiences. 20% of it includes different information channels such as mentoring, networking, use of communication channels within the company, coaching, and external learning. The remaining 10% is based on traditional learning methodology. Apart from these, we support our development with 360-degree feedback tools.
Among our Learning and Development Tools, we can list the following subjects;
Learning and Development Catalog / Leadership Development Programs
Mentorship and Coaching
Vocational Specialization Programs
Foreign Language Trainings / Conferences and Summits
Standard Educations
Electronic Libraries and Online Development Tools
Orientation Program