Türkiye Finans acts with the mission of sharing the value generated in line with the principles of participation banking. The Bank continues to develop its human resources practices and contributes to its employees.
In line with this mission, Türkiye Finans carried out following activities in the field of human resources in 2014:
- Increasing employees’ performance,
- Improving employees’ satisfaction and loyalty,
- Providing personal and occupational development
Türkiye Finans effectively maintained main human resources activities such as recruiting qualified human resources, career planning, performance evaluation, employee motivation, benefit management, formulating remuneration policies and planning personal and occupational training by determining training requirements.
The Bank put into practice a capability measurement and evaluation application entitled “KARİYER-LAB” under an approach based on the effective and efficient management of human resources and with the philosophy of realizing employees’ career development in line with the most objective measurement and evaluation principles possible.
Türkiye Finans initiated the “SALES SCHOOL” unit with the aim of raising sales teams of the future in order to enhance its competitive power and market share.
In 2014 the Bank carried out a number of improvement activities for recruitment processes and formed career maps for branch personnel. Employee segment transitions started to be conducted through objective evaluation tools. Moreover, title based competency profile definitions were created and objective criteria were set.
Türkiye Finans started activities in the “Katılıyorum Sana” (I am joining you) project which is a sustainable youth communication project to bring together the professionals of the future and students who study in our country’s top universities, and the “www.katiliyorumsana.com” website was launched, which has grown in popularity. In 2014, the Bank came together with thousands of students from our countries top 7 universities through the “Katılıyorum Sana” (I am joining you) youth communication platform. Accordingly, the Bank received 2,000 application forms.
Within the scope of back-up activities, Türkiye Finans deepened its Management trainee pool. The Bank set out the main principles for being a manager in the Bank more clearly.
Türkiye Finans conducted structured periodic Human Resources Communication Meetings to be closer to the Units, Regional offices and the Branches and to better understand their needs. Moreover, the Human Resources tea effectively coordinated all region and branch performance evaluation meetings during the year.
During 2014, employees were paid motivational bonuses in a bid to reward successful performance and raise employee motivation. These monetary payments were calculated by taking into account employees’ duties and responsibilities, and both individual and departmental performance, and were paid in cash.
The Bank’s conduct of its business was audited within the context of “Regular Oversight for the Improvement of Working Conditions of Employees in the Banking Sector” activities carried out by the Ministry of Labor and Social Security Inspection Board during 2014.
Türkiye Finans launched an application to manage access to systems for employees working in all of the Bank’s branches out of working hours. This application will be managed through the system.
Türkiye Finans conducted following activities within the scope of Occupational Health and Safety Law: Evacuation drills, ISG training, emergency case trainings, Workplace atmosphere measurement, Periodic Checks of Elevators and Pressure Cups, Grounding Measurement and Risk evaluation and analysis.
Türkiye Finans served with 4,478 employees in 280 branches and 10 Regional Headquarters as of 2014. 34% of the bank’s employees work in the Headquarters with 1% working in the Regional Headquarters and 64% in the Branches.
An analysis of Türkiye Finans’ personnel finds that 87% of employees hold a university degree, 31% of employees are female and the average age of the employees is 33.
The staff needs of the Senior Management and Management Levels are met through internal appointments (68%) and external appointments (32%).
In line with “Birolmak (To unite)” philosophy, activities for the “Birolmak” employer brand, which addresses all Türkiye Finans employees, were completed and provided to employees through the Human Resources E-Bulletin.
The Bank conducted “To unite is to listen to each other” meetings to gather senior management and employees together. As part of these activities, the Türkiye Finans’ Executive Vice Presidents came together with 1,000 employees in the 10 Regional Headquarters.
Türkiye Finans carried out several events and projects which will ensure a balance between professional life and social life. Within this contex;
- The Bank received the “Best Team Spirit” award in the world’s biggest inter-company 3rd Dragon Fest.
- In addition to current clubs, Türkiye Finans established a Cycling Club, Archery Club, Basketball Club, Outdoor Sports and Mountaineering Club in 2014.
- A total of 42 Türkiye Finans employees attended the 36th Vodafone Eurasia Marathon. Turgay Kuruçaylıoğlu completed the 42 km course where he was ranked 351st in the general ranking and 102nd in the Turkey ranking.
- In the 4th Traditional Photography Contest, which is organized among employees by the Photography Club, employees who were ranked in 1st, 2nd and 3rd places and who were rewarded with Türkiye Finans Special Award, Honorable Mention Award and Exhibition Award were rewarded within the scope of Kat Kazan. Photographs were presented at the Headquarters.
- The Football Tournament which has been organized for 11 years among the employees was held with the participation of 389 employees and 30 teams. In the 7-week-lasting tournament, the Championship, Second Prize, Third Prize, Top Scorer and the Best Goalkeeper rewards were handed to employees within the scope of Kat Kazan.
Türkiye Finans will seek to carry out following activities in 2015 with the aim of “Being the Most Preferred Employer in Banking Sector” with the principle of being the sector’s leading and innovative bank:
- Improving operational business processes by enhancing technological infrastructure.
- Creating new career management systematics with personal development planning and personality inventory,
- Increasing employees’ loyalty with BIR olmak (to unite) and social media communication activities.
Training:
Türkiye Finans continued investments in training with the aim of supporting sales and employees’ careers in 2014, with the Bank remaining orientated to external and internal customers. Within this context,
- “Career-Long Training” is a training program project that has been developed with the aim of systemizing training so as to expand competencies, manage human resources effectively, and equip employees with the knowledge and skills they need to perform successfully in their existing positions. Türkiye Finans continued this program by extending it.
- “Service Excellence through a Professional Team” training sessions represent the cornerstone of “working and service quality”, aiming to improve the customer experience and increase service quality. These training sessions started to be given to sales segments after being provided to branch operation segments. Important clues of standard and professional service were shared in training sessions. This topic was kept going through knowledge contests held through the distance learning method.
- All retail sales employees participated in the program, which was supported through four different methods under the name “Mobilization for Selling Retail Products All Together” with the aim of increasing the sale of retail products and improving service quality. Training activities in this topic will continue in 2015 with different dimensions.
- Sales activities of all employees in the commercial/ entrepreneurial segment were supported by “Effective Sale and Portfolio Management” training.
- Türkiye Finans has been conducting sales training sessions to support teller desk employees realize their sales targets. This year, operations managers also participated in these training sessions, receiving “Intrabranch Sales Management” training. This ensured the adoption of the sales culture in the operational segment.
- The “Sales School” program was opened for the first time this year to raise sales teams of the future among Branch Customer Transactions Service employees, who are enthusiastic and skilled in sales.
- The “Off the Bench and onto the Field” Branch Manager Development Program, which was developed in line with the strategy of raising managers within the bank, continued with the new management trainees. Also, the “Mentorship” activity was conducted for newly appointed Branch Managers. Moreover, 25 Unit and Branch Managers were welcomed with the “New Ring to the Chain” orientation programs, assisting in their adaptation to the Bank.
- Türkiye Finans organized “Giving Feedback” training, which is a very important component of the “Performance Based Management” approach. The Bank also organized “High Performance Team Management” training for Branch Managers to support team management capabilities. “Competence e-training” was provided to employees in the branches and the headquarters to who were found to have room for development.
- The Bank took the first step towards management of “Generation Y”, which is discussed all over the world and in Turkey, with “Understanding Generation Y and creating an efficient work culture” seminars given to managers in the headquarters. This training will be extended to all managers in the bank by using different training methods and to Generation Y employees to support the collaborative work culture in 2015.
- The Mobile training platform, under the slogan “Development is in Everywhere”, which enables employees to access the training through their tablets and telephones, removes “time” and “space” limits in accessing information.
- The Bank initiated a course of conferences under the name of “We are Uniting By Sharing” through which employees may find useful information concerning daily life in areas such as self-confidence, motivation, focusing, awareness of their own capabilities, intrafamilial communication and healthy living.
- Employees took the steps of understanding each other and developing empathy by being present in Headquarter Unit/ Branches of their preference under the name of “One day at the Headquarters” and “One day at the Branch” with the aim of supporting the collaborative work culture.
- Türkiye Finans provided training support to target audiences with distance and in-class methods for mandatory topics such as the CMB, PPS (Private Pension System), SEGEM (Insurance Training Center), ISG (Occupational Health and Safety), First Aid and the Prevention of Money Laundering and Prevention of Financing Terrorism. By providing these courses, the Bank enabled its employees to hold the related documents and certificates.
- The Bank ensured continued attendance of training programs of the Banks Association of Turkey and Participation Banks Association of Turkey, as well as public seminars.
- The Bank provided Master support to employees seeking to enrich their careers with an academic approach in more than 20 universities.
Türkiye Finans provided 61 hours of training per employee and organized 2,000 in-class training sessions to contribute to employees’ occupational and personal development, as well as the Bank’s efficiency.
80% of training was conducted through in-class sessions while 20% was provided through distance learning.
Türkiye Finans provided training opportunities to all employees, with 92% of employees attending at least one in-class training session in 2014.
In 2015, Türkiye Finans has attached particular importance to training in the following areas to support the Bank’s goals and strategies: product sale, service culture, customer orientation, extending deposits and providing loans in a healthy manner.
Performance Management:
The Performance Management Department maintains its activities of practicing the Bank’s strategies around the Bank and reflecting them to its business results. Türkiye Finans developed and put into force modern performance management systems in 2014. Evaluations made through determined capabilities and development goals allowed employees to receive the feedback that they need in a timely manner. Customer satisfaction regarding this system, named ‘Performance Dialogue’, was measured in a questionnaire. The 90% approval rate in the questionnaire shows that the new system was welcomed by employees.
Türkiye Finans created performance report cards with the balance report card method to measure the performance of the Headquarters, Audit Business Family and Region Headquarters. By doing so, infrastructure required for evaluating the performance in the most objective manner and for rewarding it was formed. Performance report cards play an important role in performance management and development. These cards also contribute to the Bank’s performance based culture.
Kat Kazan is an important component of total reward system. It ensures that the value added of the employees is adequately measured. A total of 837 employees were rewarded during 2014 in categories such as representation success out of the bank, process improvement and loyalty. These employees were given gift card packages chosen through the online portal.
The Performance Management Department conducts “Employee Satisfaction Analysis”. This analysis provides an important source of input for ensuring a happier work atmosphere through determining measures to will be taken, by measuring and comparing employees’ satisfaction and loyalty levels.
The Performance Management Department will continue its activities to reflect the Bank’s strategies to business results in 2015 with the department’s activities regarding a detailed performance management system which is shaped on the basis of business goal and capability development, a comprehensive reward management structure and improving employee satisfaction.
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