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HUMAN RESOURCES

RECRUITMENT PROCESS

The potential employee always goes through a process of interviews with the HR department. The HR department makes a pre-election from all the applications to find the most appropriate candidate considering the corporate culture, company values of all the group of companies. The technique of “assessment center”, in which the competency based interviewing is also covered, is used throughout the recruitment process. 

Below are the techniques that the HR department uses at the first interview:

• Capability based interview at which the employee is evaluated on the values that the company is looking for,
• An inquiry prepared to encode the behavior model,
• General capability test.

As the following step, the manager selects the most suitable candidate for the defined position by making one or multiple interviews with more job specific questions.

Here is a list of selection techniques that are used based on job related capabilities:

• Market research,
• Strategic presentation applications,
• Role play exercises,
• Job list on the agenda.

As a company policy every candidate is being informed on the result of the recruitment process whether it is positive or negative. The CV of a candidate, which is not appropriate for a certain position, will be kept in the CV bank of the company for the coming two years to be used at another position.

The internet site that our company works with regarding recruitment is Kariyer.net.

Criteria for Recruitment

The first criterion is to evaluate the candidate to see if he/she fulfills the capability requirements of the position she/he is applying for. The latest school graduated from, the period of working experience, period of experience necessary for that position and others will be evaluated one by one according to the requirements of the position. If a candidate is applying for a position in marketing, being an agricultural engineer is a pre-requisite. For other departments, a candidate is expected to be a graduate of engineering of a related field (industrial, machinery, nourishment etc). Holding a masters degree in the fields of business management and economy will be an asset for the candidate. As we go down the ladder in hierarchy order, educational requirements vary from industrial high schools to apprentice schools according to specifications of the position (production, logistics, etc.) as well.

Trainee Acceptance Programs

Every year we are preparing trainee programs for the students of engineering faculties and trade/industry high schools so that they will get to know Doktor Tarsa Group of Companies and various areas of work within. We are also getting to know the future & potential work force. The application period for university students is from April to June each year. For training colleges the period ends at the beginning of the education season.

Evaluation Criteria

Priority is given to students of engineering faculties who are at their first, second or third year. We invite the potential candidate for an interview. When we are directing the trainee to a certain department we seek for continuity and a long term relationship on both sides. If the trainee has the required qualifications we invite him/her to become a trainee. If not, we inform the candidate about his/her position.

We do not accept the applications of senior students as a trainee, but we regard it as job application.

For your job and training applications you can use the following links:

For job applications ik@drt.com.tr or www.kariyer.net

For applications as a trainee  ik@drt.com.tr

WORK LIFE

Leave Procedures

Tall of our "leave" procedures were designed and implemented based on the “Work Law” number 4857.

Dress Code

At our companies we do not have a standard dress code as the working environment varies from office to dealers and from field studies to farmer trainings.  But we expect all our employees to dress according to the needs and responsibilities of the job and at the same time look professional and neat. We have a corporate “dress code” booklet that explains and illustrates policies with examples.

Motivational Projects

Some entertaining projects have been organized periodically to increase motivation amongst the employees. “Social Activities Committee” has been formed to serve this purpose. The members of the committee are company employees and work voluntarily.

PERFORMANCE AND REWARD MANAGEMENT

The successes of our employees are being measured according to 360 degrees performance management system. Each employee will be evaluated by him/her, superiors, and subordinates and by the inner and outside clients based on his/her duty within the company. Another approach to performance management is “management by objectives” (MBO). In order to manage the system, objective/success charts are formed that reveal the lowest and highest success levels for every employee based on the objectives of the company. Every employee that goes beyond the defined objective will be rewarded according to his/her level of contribution.

Promotions and Appointments

Promotions and appointments are based on the roles that the individual plays within the organization, the responsibilities he/she handles and success he/she achieves within or outside the company. Such decisions of promotion and appointment are given on mutual agreement of directors from middle to high levels. Additionally, once a year, we study the career backgrounds of our employees; define future objectives together with them.

Employee Satisfaction

We measure employee satisfaction within the company both by survey and by internal training sessions. This is an important criterion to measure the performance of HR and other departments. And a great tool to measure internal climate within the company.

PAYMENT AND SALARY MANAGEMENT

At Doktor Tarsa Group of Companies salary formation and performance management are two systems that always work together.

The salaries of our employees are calculated based on their competencies, their levels of responsibility, performance evaluation scores and market conditions. Related to this matter, application of job evaluation and salary scales have been formed and put into action. The places and volumes (compared to each other) of all the jobs within the organization have been defined according to evaluation charts and job grading system. What’s more the volume of each job at the time being and the highest level of salary according to base salary and performance promotion have already been calculated.

TRAINING MANAGEMENT

In order to support are employee in their personal development process, we direct them at taking various trainings at national and international level.

The trainings are being planned according to employee’s job, the competencies required for this job and the career maps. We have a training budget that has a portion for all the jobs/duties. Outcomes of the performance evaluation interviews which reveal the needs are brought together to design planned trainings. So an annual training plan is formed accordingly. Nevertheless the system is designed in such a flexible way that unplanned but important trainings can be added within the plan.