Page 71 - BSR17-EN
P. 71
360°
employment Competency
Assessment
At Borusan attracting talents and retaining them by constantly supporting their de- We intend to objectively assess the
traits that help an employee fulfill
velopments is fundamental for the sustainability of our group. The basis for the hu- and exceed the necessities of her
duties, authority, responsibilities
man resource practices constitutes maximizing the competence, motivation and
and targets, and to identify and
performance of our employees and thereby supporting them to create a competi- develop improvement areas
within a specific term through
tive edge in their industries. Competency Assessment.
We anticipate that the employee
is evaluated by various parties
such as her team, superiors, peer
day-cares, preschools and devel-
stakeholders and that she receives
opment programs.
an objective feedback through a
During 2016-2017, 100% of the 72 multidimensional picture of her
women employees who gained the performance. Approximately 4,500
right to use maternity leave, used white-collar employees are subject to
their leaves and 66% returned to this process every year.
work after their maternity leave.
61% worked another 12 months Competency result is an effective
after they returned from maternity feedback tool to utilize in education
leave. and training, performance evaluation
and career management. We decided
At Borusan Group companies, to-
to renovate this process in line
tal number of employees increased
with our performance management
by 2% in 2017. Women employee
perspective to improve our
ratio stayed the same as 16.6%.
development areas. We will share
We provided more than 136 thou-
the new process and system with
sand hours of training to our em-
our employees in the second half of
ployees in 2017 in both profes-
2018.
sional and personal development
contexts.
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