Tatçelik's goal is to find and place the right candidates in the right positions in accordance with the corporate culture. The basis of the recruitment policy is based on objectivity and fair assessment methods.
Tatçelik has an experienced and energetic staff. It continues to make a difference in the sector with its qualified employees and the importance it attaches to training. Priority competencies sought for employees and candidates are;
- Being customer-oriented
- Quality awareness
- Problem solving
- Effective communication
In addition, there are staff positions with position-specific competencies and management level competencies. These competencies are measured through interviews, evaluation center applications and performance system. Data is also provided for the training and development system.
Training and Development Management
In line with the goals and strategies of the company; the aim of Tatçelik is to train the employees, who are exemplary, willing, researchers, and who have a sense of responsibility, to support the increase and development of their knowledge. Competency evaluations and performance evaluation results constitute important data sources.
Tatçelik also builds a mentoring system in order to increase the employees ' awareness in this sense. It determines training needs according to staff, managers and business outcome expectations and works with specialist suppliers and consultants.
Applying a fair remuneration system in line with the market conditions, taking into account the size, knowledge / skills and competencies of the employees and the performance, constitutes Tatçelik's Human Resources policy.
It also evaluates awarding and premium models within this scope. It evaluates employees who create difference in their duties and provide added value according to the incentive system based on productivity. It modeled the incentive model to cover all employees.
It is Tatçelik's Performance Management principle to ensure the establishment of a high performance culture that supports increasing productivity, promoting the follow-up of opportunities and innovations, encouraging implementation, continuous and measurable. Tatçelik measures team and individual performance in parallel with corporate performance and applies a target-based performance model that covers all employees.
Tatçelik provides both horizontal and vertical career paths for employees. It makes and shares evaluations in parallel with one's competencies, the development path it provides, and job performance.
With the performance evaluation system, it makes a career plan by monitoring the employees with high success-oriented performance, identifying the aspects that are open to development and setting appropriate development goals.
Apart from the current practice, Tatçelik provides expert consultancy services for the mentoring and coaching practices to be given to the employees.