Talent, Performance and Wage Management

We Possess Both the Progress and the Future / Progress is Everywhere!

In the planning of personal/professional development activities, we first identify the priority development needs. Accordingly, specific development areas are determined based on the career plan of the employee and the priority areas determined as a result of the assessments (e.g., Performance Assessment, 360 Degree Competency Assessment) that are necessitated by the job or made within the company.

In addition to constantly supporting the personal/professional development of our employees in line with this understanding, a significant budget is allocated for training and development activities every year and the rich learning resources offered by Koç Academy.

Our colleagues to be included in the potential talent pool are determined based on their performance results, managers’ opinions and competency-based assessment processes. These employees are prepared for the future with Leadership Development, MBA (Master of Business Administration) and Foreign Language Programmes, and their career plans are followed through regular Human Resources Planning meetings.

Dexchange / Talent in Mine

With our Dexchange / Talent in Mine ‘Talent Management’ and Dexchange rotation processes, we support the development of our colleagues and carry out the relevant processes transparently. In this way, our teammates get the opportunity to diversify their fields of expertise and showcase their talents in different fields of activity.

Viewing Things the Other Way Around

With the “Viewing Things the Other Way Around” programme, we aim to reduce the generation gap between us and our colleagues who were born on or after 1990. Within the scope of the programme, the management team, which consists of Manager, Director, Assistant General Manager and General Manager, mentors the young generation, discussions are held on many issues from daily life to digitalization, from social media to parental relations, and empathy can be established with the increase in team cohesion.

Koç Dialogue

The aim of the Koç Dialogue programme is to disseminate the targets determined in line with company strategies to all management levels, to manage the performance of the employees objectively within the framework of common principles, and to reach the highest level of performance.

The “Performance Management System”, which consists of target-setting and communication of these targets, monitoring the realization of the targets, mid-term and year-end assessments, and action and feedback processes, is executed online through the kocinsan.kocweb portal.

In this way, it is ensured that the company targets are communicated to all employees, that the success of the employees in achieving their goals is measured, that they are rewarded based on their success, that their competencies and what needs to be done to improve their performance are determined, and that their future personal development is planned.

The Performance Management System also provides input to the process of determining wage increases and identifying potential candidates to new positions.

Flextra

Çalışanlarımız bizim için değerlidir ve onlara fayda sağlayacak her uygulama bizde sonuna kadar desteklenir.

Flextra, çalışanlarımızın, belirlenen kurallar çerçevesinde yıllık seçimler yaparak yan fayda bütçelerini yönettiği bir sistemdir.

You are my Ore!

We continue to reward our colleagues, who submit an application to the “You are my Ore!” programme, in different categories. “You are my Ore!” programme has been commissioned within the scope of Recognition, Appreciation and Rewarding of our colleagues and serves many purposes such as promoting and rewarding good practices, promoting performance and productivity, making our employees feel how valuable they are to us, increasing their motivation, strengthening employee engagement, and rewarding our senior employees.