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[SOCIAL PERFORMANCE] EMPLOYMENT and TRAINING

Avita Career Management Process

Employee Support Program
In Borusan Group, we follow through career management process with regard to
We initiated Avita Employee Support Program in order to BORUSAN HOLDING creating the required leadership pool internally by identifying potential from perfor-
support our employees outside their work life and thereby EMPLOYEE SATISFACTION mance and offering employees with development opportunities. Our objective with
create a better employee experience at our group compa- APPROACH career management is to make career plans that will provide occupational and per-
nies.
sonal development in line with group and company strategies by evaluating contri-
The program which reaches approximately 3,000 employ- > Borusan Academy Training and butions of Borusan Group employees to their companies and jobs. Each year, 4,500
ees, involves consultancy and information services where Development Programs office employees are included in this process. We intend to move maximum 10-15%
our employees and their family members who live together of our white-collar employees with high potential and performance to 3P pool (Group
can benefit 7/24 on any topic that may cause stress on the > Competence Assessment System of Employees with High Potential and Performance).
person or need further inquiry. Psychological and medical > Performance Management Practices
consultancy, financial and legal information, back-waist- > Career Planning
neck pains and office ergonomics, healthy diet, new born > Private Pension Scheme
care, social life and similar topics are included in the ser-
vice. > Annual Satisfaction Survey
Recommendation Systems Borçelik Gemlik
In the next term, after making some communication adjust- Effective Internal Communication
ments, we intend to deploy this practice that we implement Factory Employment
to create happier Borusan employees, increase loyalty > Borusan Social Clubs Project
thereby increase personal and corporate performance. > Borusan Arts Activities

Human Resources Department initiated a Project in
March 2016 at Borusan Gemlik Campus in order to
solve the skilled blue-collar employment issue which
Performance Management Practices is one of the major issues of HR today and enhance

the candidate pool.
We oversee Performance Management Processes via online platform to measure em-

ployee performance throughout the year, and prepare and implement their development Online application screens are placed at the security
plans according to the results of these measures. Our objectives of this process that con- entrances, content of factory employee recruitment
sists of 3 stages which are target setting, interim and annual evaluations, are to measure exams is revised and prepared online and collective
performance accurately to identify good performance; conduct analyses and assess- exam days are organized in cooperation with İŞKUR
within Project scope.
ments that would form a basis for
4,043 personal development plans, train-
4,100
ings, wages, rewarding and career RESULTS AND GAINS
2,914 planning; create mutual target own- In addition to diminishing economic losses due to
3,075 2,818 challenges in finding the right candidates, process time
ership and as a result, increase per-
losses of HR employees and costs of consultants,
sonal and corporate performance.
2,050 and candidate assessment and recruitment processes
During the reporting
period in our
are cut short. Number of candidates who apply at
Group, we gave
feedback to 86% the doors increased. 3,000 graduate candidates are
1,025 of our employees working at the reached through vocational high school visits. Borçelik
515
324 300 offices and 20% of our employees employer brand is corroborated at vocational high

0 working at the factories, on their schools. For monitoring and continuity of the process,
2014 2015 2016 an employee in charge of factory employee recruitment
performances.
process is employed at Gemlik Campus.
Employees at Employees at
the Factories the Offices

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