Page 72 - B-SR-2016-EN

[SOCIAL PERFORMANCE] EMPLOYMENT and TRAINING

360° Competency

Assessment Process

We intend to objectively assess the traits mance. Approximately 4,500 white-col-

that help an employee fulfil and exceed lar employees are subject to this process
the necessities of her duties, authority, every year.
responsibilities and targets, and to iden-
tify and develop improvement areas with- Competency result is an effective feed-
in a specific term through Competency back tool to utilize in education and train-

Assessment. ing, performance evaluation and career
management. In 2016, we decided to
We anticipate that the employee is evalu- renovate this process in line with our per-

ated by various parties such as her team, formance management perspective to Borusan
superiors, peer stakeholders and that she improve our development areas. We will
receives an objective feedback through share the new process and system with New Generation Talent Development Program
a multidimensional picture of her perfor- our employees in 2017.
We execute New Generation Talent (NGT) pro- TARGETED GAINS
gram in Borusan Group for the purpose of recruit-
ing new graduates with high potential to be future ECONOMIC
managers, who are suitable for group companies’ We aspire to reduce our costs and

Borusan needs and developing them to be the future lead- win time for our group in the long
ers. run by recruiting the talents whom
Leadership Development we believe would be beneficial

Program (BOLD) We participated in career days, published adverts managers in the future and promoting

on social media, held case studies and made one- them instead of looking for the right
The purpose of the BOLD Program which has been on since 2011 to-one interviews with university students. NGTs candidates at the market.
across all locations of Borusan Group is to improve the climate of the go through numerical, verbal, foreign language

organization through supporting our executive management team and tests, video interview and face-to-face interview SOCIAL
thus, to increase the business performance of our leaders. stages before recruitment. For those NGTs who We corroborate our brand power
by social events we organize for
successfully complete these stages, we provide increasing the recognition and
The program that involved the participation of our 109 managers in monthly structured mentorship support for 1 year awareness of Borusan Group brand.
2016 included group coaching sessions in addition to 360 degrees in- besides an 18-months development program. By
ventory, preparation of inventory reports and giving one-to-one feed- means of mentorship program, our new NGTs CORPORATE

back on results, coaching on action plan preparation, holding work- quickly adapt Borusan culture and benefit from Through adoption of talent and
shops and trainings. We monitor improvement through BOLD scores the experiences of Borusan leaders. Company leaders of the future contexts
obtained from inventory exercise results. orientation programs follow introductory meet- by all employees, we intend to

ings. We intend to ensure that no NGT leaves develop a mutual new generation
Borusan Group except for private reasons. consciousness.

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