HUMAN RESOURCES PROCESS

All or part of the assessment tools that are listed below is used to evaluate the qualifications of new graduates as well as experienced candidates who meet the employment requirements of each position.

• Competency-based interview
• Personality inventories
• Numerical, Rational and Verbal General Skill Tests
• English Placement Test

Positions are offered to candidates who are found suitable after all of the aforementioned assessments. At this stage, we aim to assign suitable candidates to specific departments, by carefully reviewing qualifications, assessing knowledge, skill, and competency.

Please contact us at www.kariyer.net and www.linkedin.com for an application.

Intern Program

Our intern program is very important not only for organizing an educative and joyful training for our interns but also for meeting people who have compatible profiles that match our corporate culture, who can feasibly contribute to our organization.

Please contact us at www.kariyer.net for an application.

Internship applications are accepted and assessed from university students for the summer term and from high school students for the winter term.

By joining the “Coach Your Career” long term internship program, our university interns will be included in our talent pool to be considered  as candidates for future career opportunities.

The education and improvement opportunities created for employees are the most important factors that form the unique profile of the Vehbi Koç Foundation Healthcare Institutions in the sector. Based on the notion “Training is the most important investment of a company to employees and accordingly its own future”, professional and personal improvement training sessions are held and leadership development programs are engaged in throughout the year to improve the knowledge and skills of employees and boost the level of quality service; medical conferences ensure that this beneficial agenda is closely followed by all employees. All these efforts are continuously supported by in-service training and local and international congresses.

Social and versatile work life is very important for employee’s self-improvement. Social clubs, such as the Percussion Club, Turkish Classical Music Club, Theater Club, and Photography Club, contribute to the development of hobbies which helps develop socialization, while awareness is boosted with “Yerinde Olsam (If I Were You)” project that enables our employees to spend a day in a department that they are curious about.

Reverse mentoring creates synergy and promotes learning through information sharing, as our experienced managers are mentored by employees who carry less life experience comparatively speaking; as a result, they gain valuable access to inter-generational viewpoints.

Through ÇatKapı (Drop-in) visits, employees meet with the Human Resources Department to ask questions and offer suggestions. The Bi’Mola (Small Break) event is held with a different concept for each month; employees enjoy a joyful break during the busy pace of daily activities.

Yeni Bir Hayat (A New Life) project has been set up for our employees who are ‘candidate mothers’; this project aims to answer important questions concerning motherhood and further increase awareness and joy of pregnancy through yoga and informative seminars. Female employees are provided with useful gift packages and are supported during these processes with the facilitation of the adaption period after delivery.

Contributions, advice, and requests from our colleagues are of the utmost importance to the development of our organization. Öneri Sepeti (Advice Basket) tracks down these pieces of advice and general contributions; advice issued by employees is reviewed by a committee and the authors are subsequently rewarded if their advice proves useful. All employees are rewarded with Anlık Ödül (Instant Reward) package for all contributions that make a positive difference to our systems such as the creation of beneficial projects or the prevention of material losses.

In the project titled En Başarılı Koçlular (Most Successful Koç Members) which covers all companies within the Koç network, we aim to promote and reward actions that will ensure the betterment of vision and objectives which benefit the community while revealing our best practices.

Vehbi Koç Foundation Healthcare Institutions has implemented a work assessment system that is based on job definition (terms of reference), and the total income of employees is determined according to competitive, fair policies based on the current wage market. Besides, a performance-based wage system is used that motivates employees by rewarding strong performances. Employees are paid 16 gross salaries, including 12 gross salaries and 4 premiums per year. Salaries are raised once a year. Performance review and market trends are taken into consideration when considering salary promotions. Employees are also provided with fringe benefits (in cash and kind). 

• Conveyance allowance (excluding ones who reside at lodging buildings)
• Fuel allowance
• Child allowance – up to 2 children
• Allowance for Eid-al-Fitr and Eid-al-Adha
• “Leave” allowance once a year after annual leave is entitled
• “Milk” allowance if the employee or the spouse of an employee gives birth
• Marriage, birth, death allowances
• “Education” allowance once a year for children of personnel attending primary, secondary and high schools or university
• Kindergarten allowance for children of employees at contract facilities
• Package of detergent, shoes, towels, and foods.

 
KoçAilem (My Koç Family)
KoçAilem Program concludes that all benefits and practices that provide contributions to increase the quality of life ultimately help employees of the Koç Holding family at all phases of their lives. KoçAilem Program offers special advantages for Koç Holding companies’ product and service ranges and additional advantages based on periodical campaigns for the employees of Koç Holding.
 
Koç Pension and Aid Fund:
From the recruitment stage, the Koç Foundation of Pension and Aid Funds grants  Koç Retirement and Charitable Foundation membership rights to employees in order to provide “extra social security and aid”.

The Performance Management Process (PMP) ensures continuous improvement of each employees’ performance in line with established corporate targets. Each performance is analyzed once a year in order to provide input for the Salary Management module. PMP has a two-stage scoring system, namely Target Review and Competency Review. Performance Analysis is also based on certain Human Resources factors such as identifying appropriate persons for various open positions (internal transfer, career planning opportunities, etc.) and determining specific areas of improvement.

Good quality career planning is directly proportional to the success of one’s career within the Vehbi Koç Foundation’s Healthcare Institutions. Career planning can be horizontal or vertical; it is associated with authorization, responsibility and increased wage. Fulfillment of preliminary criteria for the position-specific evaluation of knowledge, experience, and performance is vital for constructive career planning. Open positions are primarily publicized through corporate channels and applications of employees are subsequently reviewed. If there are no visible career rotations in the organization, our job postings are published in career portals.