Human Resources Policy
As Treysan we believe in that the human resources are the most important element and the life blood that will carry companies into the future. In line with our strong belief in this regard, we aim to invest in the development of our employees through scientific and internationally recognized human resources (HR) practices and to support and encourage organizational development and cultural change.
The fundamental objective of the Human Resources Policy that we have been pursuing as a part of IC Holding is to be one of the best examples in its industry “based on a “People-Oriented” Human Resources Management System and in terms of human resources practices in line with the targets and strategies of the company.
To achieve this objective and being fully aware of the fact that investing in people is the core and unchangeable principle of success the human resources policies that we have adopted are as follows:
- To create a comfortable, healthy, positive and productive work environment and working conditions that allow and even encourage our employees to share and communicate their knowledge and expertise in line with the targets, objectives, goals and purposes of our Company paying respect to the knowledge, qualification, experience and expertise of our people;
- To attach a particular importance to the development of our employees of all levels and “to continuously invest in people” as part of the “continuous training and development” approach and in line with the targets and strategies of the company;
- To use resources on goal-oriented needs and requirements and to coordinate efforts considering corporate governance factors;
- To maintain continuous improvement efforts by developing and implementing productivity and performance measurement systems that have been precisely designed to conform to IC Holding and its subsidiaries;
- To pursue a transparent and open management policy to ensure a reliable and effective interaction environment;
- To attach a significant importance to the creation of a positive and healthy working environment helping young talents to plan their career galas in an accurate and proper manner and to develop themselves;
- To demonstrate a professional understanding and approach and to act in a determined and sustained manner in developing and establishing synergetic and interactive working approach that would encourage and motivate our highly qualified employee profile to be enthusiastic, ambitious and ardent.
- To demonstrate a Human Resources Management a that leads to the continuous review of the actions and measures
We plan, develop and implement Human Resources Strategies that support vision, mission and business strategies of IC Holding and its subsidiaries and affiliates.
Recruitment Process
Our recruitment processes have been standardized in order to place the right candidate to the right position based on the targets, goals, principles and value of IC Holding and its subsidiaries and affiliates.
Competencies form the primary criteria of our recruitment processes. Competencies are grouped in two categories, namely Organizational Competencies and Managerial Competencies. All candidates are expected to have organizational whereas the candidates that are considered and evaluated for positions with managerial or supervisory responsibilities and/or functions are expected to have both the Organizational and Managerial Competencies.
Organizational Competencies:
- Determination to succeed
- Process productivity
- Teamwork /Cooperation
- Openness to change/
- Continuous Improvement
- Problem-solving & Finalization
Managerial Competencies:
- Strategic thinking
- Leadership & Coaching
- Innovative Thinking
- Being Goal-oriented
- Effective Decision- Making
As part of the recruitment methodology, for assessing the suitability of newly graduated and experienced candidates to the job/ position, all or a part of the following assessment tools are/is applied in accordance with the requirements of the job/position:
- Competency- Based Interview
- Professional Personality Inventory
- English Placement Test
- Assessment Center Practices- Competencies of candidates are assessed according to their group work and individual work and exercises in the case study they were given.
As a result of the assessment process referred to above, candidates who are found to be eligible are offered job by our relevant company and the eligible candidate for the position begins to work.
We welcome our eligible candidate who is ready to start to work with our orientation programme through which we extend a warm welcome to the new employee, communicate the organizational values and policy and highlight the benefits of working in the organization.
Talent Management
With our Talent Management program, we make career and development planning for each of our employees taking into account their individual talents and aim to take our people and organization into the future.
Our objective is to have our employees are assessed based on a systematic approach and have our human resources management processes to be planned in this regard and to ensure that knowledge, skills, and highly qualified and well-trained employees are retained within the organization.
Our primary target within the scope of the talent management is the identification and acquisition of young talents to IC Holding and group companies.
Our effective assessment and recruitment processes such as professional personality inventory, assessment center practices and competency-based interview allow our company to effectively identify and select potential candidates and talents. In addition to all the foregoing, we conduct regular and periodical assessments for each intern and these assessments are entered into the records. Thus, these records help our company to get into contact with the candidates, who are found eligible to be recruited by the Company as a young talent for training and coaching, after their graduation.
Through the right human resources management and practices and training planning which constitute the other step in acquisition of talents to the organization we provide our employees with the opportunity to play an effective role in their careers and to direct their career activities by helping and allowing them to develop their positive skills and capabilities.
Our Talent Management process proceeds within an integrated structure that involves all Human Resources sources such as Performance Management, Training and Development.
Performance Management System
The performance management system in IC Holding and its group companies consist of competencies and targets.
The performance management system aims to disseminate the targets that are set in line with the strategies of IC Holding and its group companies to all management levels, to manage the performance of employees pursuant to common principles in an objective, balanced and unbiased manner, to map the standardized competencies to the knowledge, skills and abilities of employees critical to success in a job role or specific function and to achieve the highest level of performance.
Wage Management System
Wage (salary) Management System of IC Holding and its group companies consist of job/position levels, wage market, wage pokey and performance parameters. The primary goal is to reward success and actual achievements and make them sustainable through fair and competitive wage policies and high-performance standards.
The job/position levels that serve as a basis in the wage management system are determined as a result of business assessments performed. In the wage management system, the relevant job is assessed undependably of the title and person based on the contents of the job description.
During the course of the job assessment process, an international professional system which measures the contribution of the jobs to the achievement of the organization’s targets, and which ranks the jobs according to their responsibility levels.
