Our Human Resources Approach

The main components of the corporate culture at Türkiye Finans are its mission, vision and corporate values. The most important resource for Türkiye Finans is its human resources, nourished by diversity, with their focus on customers, their belief in the power of being a team, their passion for success and their excitement to be a pioneer of innovation. Türkiye Finans strives to build a strong employer brand and ensure this brand is sustainable with its practices based on these values in all of its approaches.

Proactive approaches are considered crucial for the innovation which will support our high performance culture and improve the candidate and employee experience in all areas, including student communication and internship processes, recruitment processes and career management, and performance management, compensation, rewarding, training and development practices.

We value the excitement of working and succeeding in a sincere business environment as well as enjoying and sharing our lives together.

Human Resources Principles

At Türkiye Finans, we aim to sustain our competent human resources who adopt our mission, vision and values.

We act in accordance with our approach to increase success and motivation of our employees, expand our strong corporate culture and establish an effective communication channel.

We see diversity as a source of wealth and value generation, and succeeding around common goals. We believe in continuous development and act in full compliance with participation banking principles.

We move forward with our principle of raising managers of the future from our own resources and offering our employees career opportunities to demonstrate their potential.

With our performance management system based on goals and competencies, we concentrate on high achievement.

We support our employees with personal training and development opportunities so they can succeed beyond expectations.

Our Human Resources Profile

As of the end of 2023; Number of employees; 3,824. Proportion of our employees who hold a Bachelor’s degree or higher qualification; 91%, Gender distribution of our employees; 59% male, 41% female .

OHS Activities

With our motto ‘’Health comes First”, Türkiye Finans reflects the superior value we place on people, and considers providing a safe and healthy work environment to its employees as one of its main responsibilities. In this framework, our Bank has adopted the principle of acting in accordance with international standards along with legal requirements on OHS.

Türkiye Finans was deemed worthy of the “ISA 2023 - International Occupational Safety Award”, given for the 65th time by the “British Safety Council”, which is considered one of the most prestigious awards in the world, for the 3rd time. The bank was the only bank in Turkey to win the award in the “Distinction” category, which is the highest category. This award once again confirms the importance Türkiye Finans attaches to occupational health and safety.

We organized classroom and distance learning training regularly in order to raise awareness of OHS within the Bank. A total of 3,752 employees received OHS training during 2023.

With a proactive risk management approach, risks are determined in advance and necessary precautions are taken. Accordingly;

• Dietitian and psychologist services continued to be offered online and on a face-to-face basis so that employees could participate in life with a healthy mind.
• Expressing the superior value given to people with its motto “Human First”, Türkiye Finans considers supporting its employees in extraordinary situations as one of its basic responsibilities. The Bank has transparently shared all the work it has carried out since the first day of the earthquake in Kahramanmaraş and supported all its affected employees and their relatives financially and morally.
• Volunteer employees of the bank have completed basic search and rescue training from AFAD. In addition, qualified and equipped training has begun to be received through the Ümraniye Civil Defense Directorate.
• Aiming to take the necessary precautions from a proactive perspective, Türkiye Finans has received the ISO 45001 Occupational Health and Safety Management System Certificate, which is the international standard for employee health and work safety.

EMPLOYER BRANDING AND INTERNAL COMMUNICATION

Many events and projects were carried out within the scope of employer branding and internal communication activities in 2023, including special day celebrations and sharing as well as employee discount agreements, with the aim of increasing social sharing and supporting employee motivation outside professional business life;

In 2023, within the framework of employer brand and internal communication activities, special day celebrations, discount agreements for employees, internal communication events and many employer brand projects were carried out.

We participated in a colorful life with TF Club.

The Travel Club:

• Ormanya Forest Trip was organized.
• As part of the 25 August Victory Day, we participated in the Afyon Victory March, where Atatürk and his comrades marched to victory on the night of 25 August.

The Kindness Club:

• For the Kahramanmaraş-centered earthquake in February, aid was collected for the basic needs of all employees and children in the region.
• As part of April 23, a children’s theater was organized for children in the earthquake zone and gifts were distributed.

The Running Club:

• Our Bank was represented in six marathons such as Istanbul Marathon and Uludağ Trail.

The Innovation Club:

• Can-ı Fikirden Ideathon, an innovative idea marathon within the scope of Digital and Mobile Banking, was held. A total of 67 ideas were received during the idea marathon. While 10 ideas made it to the finals, the first 3 ideas were rewarded.

The Food Club:

• A workshop on healthy snacks was held in our olive grove with a dietitian.
• A workshop was held in cooperation with the Culinary Arts Academy with the participation of food club members.

The Music Club:

• A recital was held at the Performance Days Summit.

The Basketball Club:

• Our Bank was represented in the inter-institutional tournament.

The Football Club:

• Our Bank was represented in the inter-institutional tournament.
• An in-house tournament, the Join Life Football Tournament, was organized covering all regions.

In addition to these clubs, the Tennis Club and the Sailing Club were established.

A communication plan has been created within the scope of social responsibility for special days.

Ramadan gift packages were delivered to employees and their families during the month of Ramadan, when sharing and abundance are felt the most.

On Mother’s Day, employees came together with the Kindness Club to “share kindness” and the prepared necklaces were given as gifts to Türkiye Finans female employees. In addition, in cooperation with TEGV, the education of 300 children in the earthquake zone was supported.

On Father’s Day, gifts were prepared for all male employees in cooperation with KAÇUV, dedicated to “Banker fathers”. In addition, in cooperation with TEGV, we supported our children in need to receive quality education.

Chocolates were sent to employees and their families during holidays.

Newborn congratulatory gifts were sent to 171 employees who gave birth.

“Get Well Soon” kits were sent to 11 employees who had a work accident.

Many practices and projects have contributed to employee experience under the umbrella of employer brand projects.

Türkiye Finans Severance Awards Ceremony was held to appreciate the 430 employees who have contributed to the institution for years.

Under the umbrella of our “Innovation is Our Strength” value, the fifth R&D Award Ceremony was held and employees who carried out innovative work were rewarded.

In the light of our value of “Success is Our Passion”, the best of the Customer Satisfaction Department was recognized in 5 categories at the Value Adding Meetings and the projects of the Information Systems Group that contributed to the bank were celebrated.

Gym, dietician and psychologist services continued under the umbrella of the Life Tree brand, which supports good life practices.

A Welcome Kit was sent to 868 new employees who joined our Bank.

Our FRAME (KADRAJ) Project under the roof of our value, ‘The ‘Customer is our Focus’’, continued from strength to strength. With 232 notifications of satisfaction, 13 stars were determined in the Frame Project.

Annual bests were appreciated while celebrating the anniversary of Sinerji, an internal customer satisfaction platform where instant and continuous customer satisfaction can be achieved under the umbrella of the “Customer is Our Focus” value.

Companies that offer special discounts to their employees through olive grove events have been hosted at our Bank.

A breakfast was organized at the head office for the security officers who most strongly lived our values in the Security Officer survey.

Videos introducing the head office units with the Unit of the Month project were shared on social media.

The stories of employees who worked at the bank for many years and rose in their careers were shared on social media with the “Success Story” project.

With the Sinerji platform, which was launched with the motto “Our focus is on employees, our goal is development”, Türkiye Finans became the only bank to receive the Performance Culture Special Award in the EX Awards - Employee Experience category.

Türkiye Finans won the Silver Award with its Leader Development Card in the Employer Brand Stars - Leadership category, the Silver Award in the Internal Communication category, and the Bronze Award with We Plus & Core Talent Acquisition Programs in the New Graduate Recruitment category.

The Bank was included among the 100 Equality Pioneering Companies Where Women Can Rise - InBusiness Women’s Power Research at Work.

The Bank was included in Fast Company - “50 Most Innovative Female Leaders” list.

The Bank’s Executive Vice President of Human Resources, Züleyha Büyükyıldırım, took part in the program that rewards Turkey’s most innovative human resources leaders, organized by the talent career platform toptalent.co.

CAMPUS ACTIVITIES

Young people were met with 39 campus events held in 2023. Our Campus brand has increased its interaction with young talents with its new face and the motto “TF is on Campus”.

EMPLOYEE EXPERIENCE ACTIVITIES

The Employee Experience unit was established to examine all processes from candidacy to brand ambassadorship from an experience perspective.

Experience-oriented projects and applications were developed in line with the insights obtained from employees. With a focus on experience, journey maps of candidates and new employees were created and development-oriented actions were designed.

The experience of employees in the onboarding process at Türkiye Finans was closely observed through new hires, 100th Day and 1st year surveys, and development-oriented actions were designed and monitored throughout the year.

At Türkiye Finans, with the “Connected Employee” approach, an employee experience survey is conducted every September-October through independent research companies. 90% of employees participated in the 12th survey conducted in 2023.

The employee experience survey, which is repeated every year, is a basic feedback and listening tool at Türkiye Finans, and employee insights are collected through special listening sessions implemented on various topics throughout the year. Based on the results of the 2023 employee experience survey, projects to be continued throughout the year for the best experience and high employee satisfaction were determined and action plans were created accordingly.

The one-on-one “Experience Coaching” application, launched in 2023, aims to support team leaders within the scope of strong and sustainable commitment.

Internships, Careers and Recruitment at Türkiye Finans

597 employees who met the conditions for promotion were promoted to their new titles.

Internal career opportunities were managed systematically and transparently, and 417 employees were appointed.

We continued our recruitment activities at full pace and became stronger with our 842 new colleagues.

Türkiye Finans continued its digitalization efforts with the motto “We are Here for Tomorrow” within the scope of its corporate social responsibility project aiming to contribute to the sustainability of the world. Steps taken in this direction aim to make business processes environmentally friendly. In this context, the “plaTForm” mobile application was launched under the HR Paperless project for a paperless world. Thanks to the application, the paperwork phase of the recruitment process has been moved to the digital environment, creating a practical system where candidates can approve documents without a wet signature. We contributed to the future by saving 38 papers per person and 31,008 papers in total.

Our Bank’s Talent Management Approach

The definition of talent at Türkiye Finans refers to employees who create sustainable value, are taken as an example with their principle-based behaviors, and produce effective results with their high performance and potential.

Talent management’s targets are

• to identify the talents in the bank,
• to support these talents by identifying their strengths and development areas,
• to prepare them for higher and/or different roles,
• to create the right backup setup,
• to bring talented candidates to the bank,
• to keep all the talents brought and identified to the bank for a long time and
• to provide a competitive advantage in the sector.

Talent management is a high success and potential-oriented process that aims to create value with principle-based behaviors, covering all employees, leaders and potential candidate pool for the purpose of success.

Talent Management at Türkiye Finans

Talent acquisition programs and talent management projects continued in 2023.

Within the scope of our WE (Work Experience) program, 135 high school and university students were provided with internship opportunities and helped them gain professional experience. In 2022, under the umbrella of the “We Plus Part-time” recruitment programs; “We Plus Information Systems”, “We Plus Head Office”, “We Plus Commercial” and “We Plus Retail” talent acquisition programs were organized; in this context, long-term internship opportunities were provided to 202 students continuing their education in their 3rd and 4th year at university.

In 2023, under the umbrella of the “Grow from the CORE seed” talent acquisition programs, “Core Information Systems”, “Core Head Office”, “Core Commercial” and “Core Retail” programs were organized, with a total of 187 new graduates brought into our family.

Within the scope of Talent Retention projects:

• The first issue of the “Core Bulletin”, prepared specifically for employees who have been included in talent programs in our bank from past years to the present, has been published.
• Leaders and young talents were brought together in the “We Plus Talks” and “Core Talks” events organized online for employees who started as We Plus and Core.

In 2023, “Next Branch Manager” and “Next Regional Manager” programs were carried out within the scope of field talent management programs.

Within the scope of the 2023 Next Branch Manager talent management program, 39 employees were included in the talent pools.

As of the end of 2023, 100% internal appointments have been made for manager and above roles.

Performance Management at Türkiye Finans

In 2023, in line with the Bank’s strategies, the targets determined with the leadership of the management team were transformed into personal targets by organizing target expansion workshops with each director and departmental manager on a business group basis. These targets were then gradually rolled out from top managers down to all employees according to their responsibilities.

The revised TFKB Leadership Competencies program is designed to cover the set of behaviors that support the bank’s common leadership culture, to guide the bank to build not only its present but also its future, to focus on excellent employee and customer experience, to be suitable for our first, middle and senior level leadership roles and to include our values.

Principles and competencies continued to be created solely to provide input into development processes.

The performance development process has been designed in order to ensure the high performance is continuous and sustainable, to monitor and follow low performance more closely, to understand the reasons for low performance, to determine the appropriate action and to take the actions in a timely manner.

The “Gift” project, which defines the development-oriented feedback approach structured under the banner of “Feedback is a gift”, was implemented. We contributed to the development of the feedback culture with the slogan of “develop, inspire, raise awareness, repeat”.

TRAINING AND DEVELOPMENT ACTIVITIES

Training and development activities started to be carried out under the “Turkey Finance Academy Directorate”, which was established as of March 15, 2023, with the motto “The academy of those who learn together and share what they learn”.

In 2023, 42% of the training was carried out through in-class and virtual classroom training, 14% through on-the-job training, and 44% through training methods such as e-learning, videos, books and articles. Employees attended training for an average of 6 days and 42% of the training was organized with internal trainers.

Türkiye Finans Academy continues its learning and development journey through six different schools and academy programs.

Banking School:

Within the scope of the “First Step to Türkiye Finans Orientation Program”, the orientation training of 263 newly hired employees was completed.

698 employees completed the 5-day “On-the-Job Training” for employees who are new to work or whose duties have changed. 105 people participated in the 1-day “Empathy Day” program, which was implemented to enable employees starting to work at the Head Office to get to know the branch working model and the bank’s customer profile.

A unit-specific orientation program was completed for 92 new employees at MIS Field Support and Customer Satisfaction Department.

Within the scope of the Medium and Large Enterprise segmentation transition, 155 employees participated in the “Medium and Large Enterprise Segmentation Transition Certificate Program”.

132 employees attended summits and conferences in order to closely follow sector, country and global developments regarding job descriptions.

Talent Development School:

170 of our leaders participated in “Next Programs” within the scope of talent management to prepare for their next assignment.

157 employees participated in the 45-day new graduate program “Core Development Program”, which we set out with the slogan “Grow from Scratch”.

The training competencies of 320 internal trainers and 550 on-the-job trainers were developed through classroom/virtual classroom and e-trainings specially designed for them.

Leadership School:

Within the scope of the Leadership School program, 110 Head Office Managers, 30 Unit/Regional Managers and more than 300 Branch Managers have completed their end-to-end designed training.

More than 50 leaders have been involved in coaching processes within the scope of “Coaching Journey in Turkey Finance”, and more than 100 managers have been involved in mentoring processes within the scope of “Guide Mentoring Program”.

93 leaders received training for English development.

School of Information Systems:

Information Systems School hosted training for 418 of our employees to learn new technologies and integrate them into the bank and increase their technical expertise.

Academy Programs:

“Smarter Collaboration” was published as the 4th book of Türkiye Finans Publications.

In the light of the “One Team” value, hundreds of our employees, their spouses and children have participated in many Family Education and Sharing Conferences such as “Digital Addiction in Children, Economy Conversations, Psychological First Aid, School Phobia, Artificial Intelligence” for the development of employees’ family members.

In line with the motto “Always Support, Full Support!”, training and learning processes were supported for the personalized development needs of all Türkiye Finans employees. Within the scope of the budget specifically defined for them, 180 of our employees benefited from Digital Education Platforms Support and 36 employees benefited from Graduate Education Support.

In the “Turkey Finance Academy Advisory Committee” established together with our doctoral graduate and student employees, ideas were exchanged on activities that would support learning and development within the Bank.

Digital Banking School:

With the transformation of Türkiye Finans Academy, our technological infrastructure has been renewed and improved.

The website, which contains information about Türkiye Finans Academy and is accessible to everyone, has been visited 18,200 times.

“Türkiye Finans Akademi Employee Portal” includes content specific to the development needs and learning preferences of all employees.

“Türkiye Finance Employee Portal, Watch, Learn!” More than 1,000 different digital contents such as e-training, videos and podcasts have been produced together with internal trainers for the company.

More than 400 articles, ranging from leadership to sales, emotional intelligence to communication, were included in “Turkey Finance Employee Portal, Read, Learn!” in cooperation with HBR.

In 2024;

While existing programs will continue to be developed in line with needs, the designs of programs on content production, digitalization, leadership culture, artificial intelligence, data and family education will be implemented.