We Generate Value for our Employees
The growing branch network plays a key role in increasing the number of people employed at the Bank.
Türkiye Finans’ human resources structure - basic demographic data and trends
At the end of 2013, there were a total of 3,990 employees on the Bank’s payroll.
Türkiye Finans is currently undergoing a period of organic growth. The growing branch network, in particular, plays a key role in increasing the number of people employed at the Bank. The Bank opened 30 new branches in 2013 and raised its total number of its branches from 220 to 250. Türkiye Finans has outperformed the sector with a 14% increase in the number of branches and an 11% increase in the number of personnel employed.
Another development related to Türkiye Finans’ demographic structure was the increasing rate of employees who are women. The proportion of women in the total number of personnel employed by the Bank rose by 6 percentage points in the space of just two years to reach 29% (23% in 2011). There are currently a total of 1,177 woman employees on Türkiye Finans’ payroll. The Bank also has a young demographic structure; 67% of its employees are between the ages of 25-35.
Number of Employees by Title |
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|---|---|---|---|---|---|---|
|
2011 |
2012 |
2013 |
|||
|
Number of Employees |
% |
Number of Employees |
% |
Number of Employees |
% |
Top Management |
11 |
0.3 |
12 |
0.3 |
12 |
0.3 |
Management |
229 |
6.8 |
274 |
7.6 |
305 |
7.6 |
Other |
3,142 |
92.9 |
3,309 |
92.1 |
3,673 |
92.1 |
TOTAL |
3,382 |
100.0 |
3,595 |
100.0 |
3,990 |
100.0 |
Breakdown by Gender |
||||||
|---|---|---|---|---|---|---|
|
2011 |
2012 |
2013 |
|||
|
Number of Employees |
% |
Number of Employees |
% |
Number of Employees |
% |
Female |
770 |
23 |
930 |
26 |
1,177 |
29 |
Male |
2,612 |
77 |
2,665 |
74 |
2,813 |
71 |
TOTAL |
3,382 |
100 |
3,595 |
100 |
3,990 |
100 |
Breakdown by Age |
||||||
|---|---|---|---|---|---|---|
|
2011 |
2012 |
2013 |
|||
|
Number of Employees |
% |
Number of Employees |
% |
Number of Employees |
% |
Below 25 |
136 |
4 |
152 |
4 |
271 |
7 |
25-35 |
2,401 |
71 |
2,523 |
70 |
2,679 |
67 |
35-45 |
669 |
20 |
724 |
20 |
843 |
21 |
45 and above |
176 |
5 |
196 |
6 |
197 |
5 |
TOTAL |
3,382 |
100 |
3,595 |
100 |
3,990 |
100 |
Breakdown by Educational Background |
||||||
|---|---|---|---|---|---|---|
|
2011 |
2012 |
2013 |
|||
|
Number of Employees |
% |
Number of Employees |
% |
Number of Employees |
% |
Graduate or higher |
2,639 |
78 |
2,849 |
79 |
3,118 |
78 |
Associate degree or open education faculty |
367 |
11 |
429 |
12 |
560 |
14 |
High school or equivalent |
352 |
10 |
300 |
8 |
288 |
7 |
Other |
24 |
1 |
17 |
1 |
24 |
1 |
TOTAL |
3,382 |
100 |
3,595 |
100 |
3,990 |
100 |
Breakdown by Seniority |
||||||
|---|---|---|---|---|---|---|
|
2011 |
2012 |
2013 |
|||
|
Number of Employees |
% |
Number of Employees |
% |
Number of Employees |
% |
Less than 1 year |
251 |
7 |
614 |
17 |
916 |
23 |
1-3 years |
495 |
15 |
458 |
13 |
687 |
17 |
3-5 years |
992 |
29 |
685 |
19 |
357 |
9 |
5-10 years |
1,336 |
40 |
1,433 |
40 |
1,467 |
37 |
More than 10 years |
308 |
9 |
405 |
11 |
563 |
14 |
TOTAL |
3,382 |
100 |
3,595 |
100 |
3,990 |
100 |
Turnover Rate |
|||
|---|---|---|---|
|
2011 |
2012 |
2013 |
Excluding Mutual Rescission |
8.05% |
9.00% |
13.16% |
Average Age and Seniority Table |
|||
|---|---|---|---|
|
2011 |
2012 |
2013 |
Average Age |
32 |
33 |
33 |
Average Seniority |
5.6 |
5.5 |
5.3 |
3,990
Total number of employees under Türkiye Finans' payroll in 2013.
Composition of governance bodies
Governance Bodies - Breakdown by Gender |
||||
|---|---|---|---|---|
|
2013 |
|||
|
Number |
% |
||
|
Male |
Female |
Male |
Female |
Board of Directors |
7 |
- |
100 |
- |
Senior Management |
9 |
1 |
90 |
10 |
Unit Managers within Internal Systems |
4 |
2 |
67 |
33 |
TOTAL |
20 |
3 |
|
|
There is no any minority group representative in Türkiye Finans’ governance bodies.
Governance Bodies – Breakdown by Age |
||
|---|---|---|
|
2013 |
|
|
Number of Employees |
% |
Below 25 |
- |
- |
25-35 |
1 |
5 |
35-45 |
9 |
45 |
45 and above |
10 |
50 |
TOTAL |
20 |
100 |
The main target is to perpetuate competent human resources to set the Bank apart in the sector
Türkiye Finans focuses to create a working environment where employees feel that they are valued and that they can make a difference. Those employees who realize the Bank’s mission and generate shared value are at the top of Türkiye Finans’ stakeholder pyramid.
In line with its vision and growth strategies, Türkiye Finans carries out activities to recruit qualified human resources capable of representing the company, personnel career planning, performance evaluation, employee motivation and benefits management, as well in formulating remuneration policies and determining and planning training requirements.
Recruiting and holding onto the “very best employees” is one of the most important objectives of Türkiye Finans’ human resources. In 2013, the Human Resources Department continued to support the successful fulfillment of Türkiye Finans’ aims by developing human resources practices in line with the Bank’s strategies and policies. Human resources management at Türkiye Finans is performed with an awareness of employee satisfaction and with the recognition that human resources is a matter of high priority for the Bank.
Pursuing a policy of raising its own managers
Türkiye Finans attaches special importance to recruiting the Bank’s own managers from among its own personnel. In line with this principle, the names of personnel who potentially satisfy the specified criteria for branch management positions after evaluation are stored in a centrally maintained “Management Pool”. The training and progression requirements of these individuals are identified and managed accordingly.
In line with these principles, one Unit Vice President, one Director Vice President, four Regional Directorates and 49 Executive Unit/Branch Managers were assigned during the reporting period, with 86% of the positions filled internally. A total of 880 employees were promoted to higher positions. Training was planned and carried out in order to prepare personnel for the requirements of their newly-opened career paths.
Two thirds of the newly-hired personnel were placed in management trainee and assistant teller positions during 2013, a clear sign of the importance that the Bank attaches to having human resources which are steeped in Türkiye Finans’ culture and values. One result of this approach is that 70% of newly-opened branch-level staff positions (30 new branches were opened in 2013) were filled through internal promotions.
TO UNITE
Türkiye Finans aims to "UNITE" with its people-oriented, transparent and fair management approach based on principles, its strong and pioneering stance and its human resources.
TO UNITE In 2013, the Bank set up an internal communication platform entitled “TO UNITE” (BiR OLMAK) with the aim of
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The Bank aims to “UNITE” with its people-oriented, transparent and fair management approach based on principles, its strong and pioneering stance and its human resources as a value; to this end, the Bank has placed the philosophy of acting to UNITE within the Bank, to UNITE in financials and to UNITE in all rankings that stand for success; and implemented efforts to raise awareness.
Türkiye Finans is aware of the contribution of its experiences and the value created by its strength. Within this framework, the Bank held an event under the motto, “We Protect our Values; We Lay Claim to our Experience!” in 2013. In this event, a total of 657 employees of Türkiye Finans were rewarded various gifts and tokens of recognition commemorating their 5th, 10th, 15th, 20th and 25th years in the Bank’s employment.
Efforts to raise employee motivation and satisfaction
Türkiye Finans set up various clubs to help its employees achieve and maintain a balance between their careers and their private lives and to foster a sense of solidarity and identity.
A number of clubs offering a range of activities as photography, diving, outdoor sports, excursions, cultural activities, literature, football, tennis, sailing, cooking and jogging are organized and managed by volunteers serve as platforms where employees with shared interests can come together. This also offers employees the opportunity to take the initiative, to assume responsibility and to adopt a team spirit.
Türkiye Finans’ Football Team is a successful participant of the Companies League.
Türkiye Finans’ Football Team is an active and successful participant of the Companies League, combining corporate professionalism with sporting performance. Having celebrated its 10th anniversary in 2013, Türkiye Finans’ Football Team has been competing in the Companies League for 7 seasons in a row.
Türkiye Finans carries out its training activities in line with its target of recruiting and holding onto the sector’s “very best employees” and within the framework of an approach that allows the Bank to continuously ensure individual development and raise the satisfaction of its employees.
Türkiye Finans believes that training solutions which are designed based on personal needs and competencies play a key role in the Bank’s total performance. Within the scope of its training approach, the Bank observes personal differences and deploys a diverse range of training channels and methods.
As an effective technology user in its service cycle, the Bank intensive employs the latest technology in its training activities.
67 hours
Training time per employee in 2013
Investing in People - Training Activities at Türkiye Finans
Primary Highlights from Training Activities |
2011 |
2012 |
2013 |
|---|---|---|---|
Number of Employees on the Payroll at the end of the Period |
3,382 |
3,595 |
3,990 |
Average Number of Employees |
3,391 |
3,489 |
3,793 |
Training Time per Employee (Hours) |
35 |
57 |
67 |
Share of Remote Training in Total Training |
12% |
26% |
27% |
Number of employees participating in at least one classroom training session |
2,762 |
3,074 |
4,138 |
Budget allocated to training programs (TL) |
2,817,471 |
4,501,431 |
5,800,319 |
Average Cost per Employee (TL) |
831 |
1,290 |
1,529 |
Performance management system and career planning at Türkiye Finans.
Türkiye Finans evaluates its employees’ performance through AYNA, which is designed as an impartial and transparent performance management system based on specific rules. The added value created by the Bank through achieving the basic performance benchmarks - which are determined in accordance with the Bank’s strategy - is evaluated on the basis of a number of criteria including profitability and risk. Based on the calculations undertaken after such evaluation, the Bank pays performance premiums to employees.
Competency-based performance evaluations are carried out twice a year with the goal of improving the performance and competencies of employees. The results of these evaluations, along with the related feedback, are used to determine pay rises and in decisions regarding promotion.
In 2013, the Bank paid achievement bonuses to a total of 3,829 employees. The bonuses were calculated based on the duties and responsibilities of the employees, as well as individual and department performance, and distributed in cash.
Türkiye Finans receives the “Respect for People” award for the fourth time.
In 2013, Türkiye Finans was granted the “Respect for People” award for the fourth time by Kariyer.net, Turkey’s most popular recruiting platform. Aiming to increase the quality of efforts conducted in Turkey in the area of human resources, Kariyer.net has been giving the “Respect for People” awards for 12 years. The awards are given to those companies which are found to have taken the greatest care in responding to job applications.
Having mentioned at the award ceremony that they were deemed worthy of an award as a result of their high-quality efforts within the framework of their HR strategy and policies, Mrs. Zuhal Ulutürk - Türkiye Finans' Deputy CEO Responsible for Human Resources Training and Performance Management - said, "Responding to the applications of job seeking candidates is very important to them. At Türkiye Finans, we pay a great deal of attention on getting back to applicants with either a positive or negative response. In 2013, we responded to 295,000 applicants on the same day of their application. We believe we deserved the "Respect for People" award for this approach. We will maintain our efforts to bring similar awards to our Bank, which considers human resources as the source of its achievements." |
In 2014... Türkiye Finans will maintain the following activities in the area of human resources during 2014,
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