Career
Career
Our Human Resources Policy
Human is the fundamental element that leads a company to success or causes it to fail. It is of vital importance for the companies to research and select the most accurate resources of manpower and to assign the accurate job to the accurate person. Having been providing facility management service to Turkey’s leading companies for 29 years, Kattenbeck owes its success to human resources management.
Human Resources Procurement
Personnel procurement methods of our Human Resources department are divided into two as internal resources and external resources.
Internal Resources
The resource that we address for meeting personnel needs in our Operation, Quality Assurance, Administrative Affairs, Marketing, Personnel Affairs, etc. departments is primarily our internal resources. Thus, we provide the opportunity of promotion to the personnel working in our business, and get more efficient results especially in filling the middle and high level staff.
The primary methods we use in procurement of personnel from internal resources:
The vacant position is announced within the institution. Thus, it allows the qualified personnel to apply the vacant job. This method is adapted by all personnel as it reinforces sense of equality.
Our personnel is encouraged to bear more responsibility and make a request of promotion.
By recording manpower inventory and assessment forms, the knowledge and skills of the personnel are evaluated.
Our personnel may recommend his/her contacts and relatives.
External Resources
There are numerous external resources that Kattenbeck, which provides facility management services to more businesses by increasing its number of personnel each passing day, applies for personnel procurement. The employment institutions and local administrations as well as employment offices affiliated to neighborhood mukhtar offices are the primary ones. Traditional means of communication, particularly newspapers and magazines as well as websites and social media aiming at gathering employees and employers are also among the resources that we use in recruitment process.
The primary methods we use in procurement of personnel from external resources:
Employment institutions
Local administrations and local mukhtar offices
Newspaper and magazine announcements
Announcements posted in human resources websites
Posters and leaflets
Pre-selection Process
Regardless of the position requiring personnel, the candidates are strictly pre-interviewed. The aim of this interview is to eliminate the candidates that do not have the job requirements. The basic criterion used in determining which candidates will be eliminated is the qualifications required by the job. Therefore, our Human Resources department makes a detailed work on the qualifications required by the vacant job before searching for a personnel. Some jobs can only be done by a qualified personnel. Security, window cleaning, garden maintenance, technical maintenance and insect inspection are among these jobs.
Another aim of pre-interview is to give information about the job and organization to the candidate. It is important for the personnel to know the expectations of the institution he/she will work with as well as the requirements of the job being aspired. So, this necessitates us to know well the sensitivities of the businesses that we give service and to transfer them to the candidates accurately. Our Operation department and Human Resources department work together to get the best result at this point.
Orientation Process
The new personnel is introduced to all departments related to his/her position. Then, he/she is subjected to an orientation implementation process prepared according to the requirements of the position by Human Resources department. In the daily planned works, he/she gets training on all the details of the job by working one to one with a senior personnel. The aim of these trainings are to teach the new personnel what they do not know as well to reinforce their knowledge. At the end of the orientation process, the manager of the relevant department meets the personnel and evaluates to what degree the personnel develops himself/herself in this period. This meeting does not only give opinion to the personnel, but also gives important messages to evaluate the efficiency of the orientation process.
Career Management
Career management is a very beneficial work for an employee to be aware of his/her current position, to know what waits him/her at the next level and to make the suitable preparations. Our new personnel writes what he/she wants to do, what kind of skills he/she wants to gain and to which direction he/she wants to proceed by filling out a form before employment. In the light of this information, a career path is identified for the personnel in accordance with the field of operation and organization scheme of the personnel’s department. Thus, the personnel’s desire of development is kept alive. Moreover, the requirements, abilities and goals of the employees are harmonized with the short and middle-term opportunities and obstacles within the organization. This harmonization enables our company to allocate right people at the right time, to the right position.
Career planing schedules of all positions in our company are prepared by our Human Resources department and published in our company intranet. The goals should be set by considering the elements such as internal seniority, external seniority, competency assessment, performance management results, etc. of the employees.
Wage Management
Wages and economic aids have a significant role in attracting, motivating and keeping the employee at all levels. Fair wages should be paid in order for the employee to create added value by working harder. Arrangement of the wage in accordance with the job, thus, the contribution to the institution will ensure the employees work more efficiently.
Training and Auditing
A periodical training plan which will last throughout the year is made by our Training Auditing department for all departments and positions. The requests from the legal legislation, occupational safety and management or from the relevant department are taken into consideration when preparing the trainings. The planned trainings are announced to all departments through intranet. In the light of both written or oral exam results that the personnel is subjected to and the feedbacks received from the relevant projects or managers, the efficiency of trainings are assessed. Repeating the training or supporting with different training titles can be decided as a result of the assessment.
Our Quality Assurance department audits the other departments at certain intervals and detects the activities not suitable for the company procedures and job definitions. In necessary cases, corrective and preventive activity form is fulfilled and the process is followed. The results are definitely reported to the relevant managers.
General Application
Thank you for your interest in our company. In case you create a resume by filling out the form below, your information will be evaluated when there is a suitable position. Wishing you to achieve your career goals,