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Success of Nortel Netaş in the rapidly,
dynamically and constantly changing telecommunications industry,
its constant renovation and success in the market, depend on the
contributions and development of its employees. Our aim is to
bring the motivation, creativity and efficiency of our employees
to top levels in order to achieve corporate goals. In order to
attain this goal, we create equality of opportunities, reward
performance, encourage development of individuals and teams, respect
environmental protection and take all the actions required for
health and safety.
In order to achieve our goal, we implement various human resources
programs together with our employees and managers:
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We establish and develop new behavioral and organizational
models.
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We prepare programs that will improve the knowledge and
skills of our employees.
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We prepare our employees to new management roles and duties.
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We invest on processes and studies that ensure effective
customer satisfaction.
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We create a healthy and productive working environment.
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We prepare competitive waging and personnel benefits programs.
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We act as the pioneers of change and development in our
organizations.
Recruitment Process
Recruitments are made in line with the departmental requirements
according to the Workforce Plan, which is issued annually and
updated quarterly. The recruitment process starts with defining
the positions and profiles that the company needs.
Nortel Netaş evaluates only job applications that are submitted
via electronic recruitment method. Applications via fax, e-mail
and other channels are not accepted. In case of personnel requirement,
our ads are issued on the newspapers and other media channels.
Related ads are also accessible from our Website.
We also cooperate with consultancy firms for senior management
or specialization positions.
Résumés submitted via Internet are compared with the required
profiles, and the candidates that fit the determined criteria
are invited for an interview. Managers of Human Resources and
the concerning departments cooperate during the recruitment process
and interviews in order to determine the best candidate that suits
the position and profile. In order to evaluate personal competencies
of the candidates, the Human Resources officials ask questions
to the candidate about general self-expression, having a vision,
teamwork skills, listening, comprehension and responsiveness.
Department officials ask questions to the candidates to measure
their level of technical knowledge and skill that are required
to fulfill their tasks.
We endeavor to determine the best candidate by using the Behavioral
Business Interviewing technique that we’ve developed based on
the backgrounds of candidates. Additionally, we use Personality
Analyses in order to obtain more information and develop a better
point of view about the candidates.
Personnel Benefits
The personnel cafeteria and the one in the social facilities are
inspected by the food committee selected among the employees and
followed up by monthly meal lists. We have shuttles that are benefited
by all of our employees. We also have infirmary and nursery facilities.
The limits of health benefit that is managed within the scope
of Health Benefit Plan are updated according to current market
conditions. All employees that complete 1 year of service are
entitled to an annual paid vacation of 20 days, which increase
according to years of service. Our sports facilities include volleyball,
basketball, table tennis, squash, sports fields. Our social facility
can be used for meeting and dinner organizations.
Social welfare program at Nortel Netaş include benefits for religious
holidays, fuel, marriage, health, clothing, birth and death as
well as service bonuses.
Wage Programs
Nortel Netaş continues to develop wage and personnel benefits
package in order to make the best usage of resources. The waging
system is arranged in the same manner for all the employees as
to include 12 gross salaries plus 4 gross salary bonuses annually.
The wages are paid on the last business day of each month and
the bonus payments are made quarterly.
"Personnel wages are evaluated by considering the comparative
wage market data, individual performances and the profitability
of company. The most important factors in the determination of
wage levels of employees include financial structure of the company,
industrial competition conditions, individual performance of the
employee and level of contribution to the business and sectoral
comparative status of the position. The status of wage levels
are regularly reviewed and the required arrangements are made
by the Board of Managers."
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