Performance and Career Management

Performance and Career Management

We implement performance management functions transparently in order to increase the motivation of our employees and to reward them for their success. While performance evaluation practices may have certain differences depending on our company’s strategies, they consist of the processes of formation and distribution of objectives, 6-month periodic evaluations, and action and feedback.

In the performance evaluation process, we make evaluation and feedback interviews with managers and employees. In these interviews, we identify what should be done in order to develop the employee’s performance and we create the employee’s development and career plans. We regard the results of performance evaluations, where our managers and employees can mutually share their expectations and opinions, as an important criterion in the determination of wage increases and promotions of our employees.

Our career planning system creates horizontal and vertical career development opportunities for our employees. While determining priorities for career development and promotion opportunities, we take as a basis the employee qualifications such as entrepreneurship, high work performance, and shared values. With a forward-looking approach, we aim to ensure coordination between our objectives and the individual objectives of our employees, in order to improve the competencies of our employees and give them new competencies they will need for those positions they might hold.