HR Policy
SAYTEK METAL HUMAN RESOURCES POLICY
Saytek Metal Human Resources Policy adopts and targets a participatory and value-creating Human Resources Management approach with the principles of change and transformation within its vision, mission, competencies and ethical values.
In the light of the Corporate Equality Principle, it is aimed to create awareness for each employee by offering a development-oriented working environment that supports gender equality, considers employee productivity and importance.
In line with our respect for business life and our employees, it plays an important role in our Human Resources policy to prioritize the Occupational Health and Safety factor by developing systems and occupational safety practices and trainings to prevent occupational accidents, to take measures to provide the most accurate response to emergencies and to provide the necessary elements against the causes that may occur.
HR Strategy and Planning Policy
As Saytek Metal, to create the necessary resources to provide human resources with the qualifications and competencies needed in line with our Company’s competencies and strategic plan,
To realize the placement of suitable candidates for open positions in line with the resources provided, to create value for our employees by selecting talented and open to development personnel, and to create value for our employees by implementing the most effective systems and processes that are long-term digital and employee-oriented with these personnel.
Selection and Placement Policy
To carry out recruitment processes in accordance with the corporate culture and competencies of the candidates who can take part in our recruitment processes, which is the main goal of our corporate culture and Human Resources Policy.
To include potential candidates who are specialized and experienced in their field in our evaluation processes and bring them into our business structure.
To bring new graduate candidates with high potential into business life and to include them in their targeted career fields.
In our recruitment processes, we apply personality inventory, competency tests and professional tests to candidates to determine their current competencies and to create effective business processes by identifying their potential competencies and directing them in line with their relevant fields.
Training, Career and Personal Development Policy
In order for our employees to be able to put forward new projects and ideas in the areas they aim to specialize in, we determine their training and needs in accordance with the principles of efficiency, adaptability, effectiveness, frugality and responsibility in order to increase their competence, which contribute to their team and the business process, and plan training organizations.
Incentives are provided to increase the motivation of employees and strengthen their loyalty to the organization with the findings obtained from the practices carried out for the satisfaction of our employees. The effective implementation of policies and procedures within the scope of work-life balance and the establishment of a balance between the private and professional lives of employees are emphasized.
Performance Management and Evaluation
By observing the expectations and career goals of our employees, performance evaluations are made in order to ensure appropriate career planning, and evaluations are made by presenting projects to increase employee productivity.
A transparent process is managed to ensure that managers and employees share mutual expectations, to enable the use of concrete measurable criteria in the performance evaluation process and to ensure a transparent process.
Motivation Policy
It is ensured that our employees’ productivity, motivation, company loyalty and corporate culture will increase the productivity, motivation, company loyalty and corporate culture with social activities of interest, internal/external activities to increase staff loyalty, ensure satisfaction and ensure that our working environment has a happy and strong structure.
Remuneration and Fringe Benefits Policy
Ensuring fairness through the salary scale established in relation to the grades of the positions as a result of job evaluation and performance assessment.
A remuneration system is established that evaluates the contribution of our employees’ competencies and achievements in their duties to our company, their degree of difficulty, level of responsibility and success.
Fringe Benefits;
-Private Health Insurance (Complementary and inpatient treatments are covered)
-Personal Accident Insurance
-Employer Contributed Private Pension System
-Workplace Health Service
-Shuttle Transportation Service
-Cash Meal Payment
-Social Assistance (Marriage, birth assistance, stationery assistance)
-Training supports employees’ professional and personal development
-Birthday Leave is granted.
Permission Policy
Our company’s leave processes are implemented in accordance with the Labor Law. Employees who have completed 1 (one) year are granted 14 (fourteen) working days of paid leave.
In order to increase the motivation of our employees for their birthdays, 1 day (one) paid leave is provided.
SAYTEK METAL SAN. VE TİC. A.Ş. ’s employees and managers are obliged to act in accordance with this policy.