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Human Resource Policy

Our Human Resources Policy is designed in line with our company's goals and strategies, as well as the vision of Sabancı Group Human Resources and Sabancı of New Generation. The goal of our Human Resources management and practices is to provide our employees with a work experience that fosters purpose and self-realization, fairness, continuous development, participation, high performance, and diversity.

 

"Sabancı of New Generation” Culture

A culture that prioritizes the needs and expectations of customers and all stakeholders, values diverse perspectives, emphasizes broad participation in decision-making, leads in innovation, and does not fear making mistakes but rather views them as opportunities for growth, is a culture that learns and focuses on creating long-term and sustainable value.
 
Sabancı of New Generation values are sincerity, continuous improvement, participation, courage, and passion.

 

Teknosa Values

At Teknosa, we exist to bring happy moments by providing the world's technology to everyone. Based on this purpose, we strive to uphold our values of collaboration, trust, sincerity, happiness, empathy, and proactivity, together with all our employees.

 

Sabancı Competency Model

The Sabancı Competency Model, which defines the behaviours that will enable the realization of the culture, values, and strategies that form the vision of Sabancı of New Generation, consists of the following three sections:

 

  • 1

                  Value Drive                      (Valuing Differences, Being Resilient, Courage, Nimble Learning)

  • 2

    Leadership Drive
    (Global Perspective and Long-Term Thinking, Cultivating Innovation and Excellence, Balancing Stakeholders, Making Agile Decisions, Driving Vision and Purpose, Building Effective Teams)

  • 3

    Performance  Drive
    (Customer Focus, Driving Results)

While the “Value Drive" and "Leadership Drive" are shared across all Sabancı Group companies, "Performance Drive" are specifically tailored to help our employees advance their performance in alignment with our company's strategies, considering industry dynamics and requirements.

 

Recruitment and Career Management

Our recruitment process aims not only to assess candidates' compatibility with Sabancı values and our company culture but also to measure their potential and competencies. In this context, the recruitment process is conducted through competency-based interviews, general aptitude tests, foreign language assessments, technical tests tailored to the requirements of the position, and assessment center applications.
 
Furthermore, in order to attract talent to our company, a proactive approach is maintained, and talents from outside our organization are continuously monitored. In addition to internal candidates, external talents are also considered for critical positions.
 
Our career management process is structured with specific criteria to encompass all of our employees. We execute our processes under four main categories: Promotion, Horizontal Career Management, Transition from Stores to Headquarters, and Transition from Headquarters to Stores.

 

Training and Development Method

The training and development needs of Teknosa employees are identified through Teknosa Academy within the framework of career development. The contents and implementation methods of the training and development programs that meet these needs are created in a modular structure based on relevant positions. The purpose is to provide for the personal, professional, and managerial development of our employees by accurately identifying their training needs and development areas. This allows us to train employees who meet Teknosa standards and contribute competent, service-oriented, and successful employees to the retail sector.
 
It is essential that training and development planning creates value for both employees and our company and is aligned with the strategic objectives of Teknosa and the Group.
 
In line with our principles of "Continuous Training and Development" and "Equal Opportunity in Training," our employees can easily access up-to-date and accurate information from any device through our training and development portal: https://www.teknosaakademi.com.
 
In addition to face-to-face training such as classroom modular programs and on-the-job training, the Teknosa Academy portal also contributes to education and development through various digital resources. Teknosa Academy platform offers a variety of rich resources to all employees, including e-training, videos, blog posts, a digital dictionary, and digital reading materials.
 
The activities performed at Teknosa Academy to ensure equal access to training opportunities for all employees and to ensure the continuity of learning in the face of rapidly advancing technology are as follows:
 

  • 1. Orientation Program

    The aim is for newly hired employees at Teknosa stores to learn their roles and responsibilities, store operations, and the sales profession effectively under the guidance of their manager. Furthermore, this program encourages store managers to take on greater responsibilities in enhancing their employees' performance right from the moment they start their jobs.

     
  • In addition to the on-the-job training program initiated by the store manager, our newly hired employees in the stores also contribute to their personal and professional development by participating in the orientation program organized by Teknosa Academy every month.

  •  

 

  • Nonviolent Communication and Perception Management

The objective of the training is to assist participants in enhancing their communication skills, enabling them to identify their emotions and strengths effectively and respectfully, all while respecting the boundaries of the other party. By achieving this, our aim is to create 'Happy Customers’.

 

  • Social Behaviour Style

KThis program focuses on enhancing the quality of communication by recognizing behavioural differences in individuals and demonstrating corresponding behaviours. The program aims for coaches to first become aware of their own social behaviour style and then accurately identify the social behaviour styles of the individuals they are coaching. By tailoring their coaching approach accordingly, the goal is to enhance both coaching effectiveness and overall communication.

  • 3-Step Unique Customer Experience

The goal is to align the product presentation required for a unique customer experience with Teknosa's 3-Step Customer Experience Standards and make these steps a habit.

  • Unique Customer Experience

The program is designed to encourage participants to internalize the shift in mindset regarding why the customer is the focal point in the customer experience. It aims to demonstrate the impact of this mental shift on experimental skills and behaviours, enabling participants to apply and promote this approach in customer experiences.

  • Customer-Centric Sales Management

The objective is to assist participants in enhancing their communication skills, enabling them to identify their emotions and strengths effectively and respectfully, all while respecting the boundaries of the other party, as well as aligning the product presentation required for a Unique Customer Experience with Teknosa's 3-Step Customer Experience Standards and make these steps a habit.

  • Change Management

The aim is to define individual behavioural patterns in crisis and change environments while navigating uncertainty and clarity within the context of needs. The goal is to be able to manage real crises by overcoming the mindset that turns a situation into a problem and a problem into a crisis. The objective is not only to experience the transition to a learning and evolving mindset but also to clarify the roadmap of individual change stages.

  • Conflict Management

The goal is to help participants discover the causes of conflicts they experience in their personal lives and/or in the company, and to learn the necessary conflict management strategies to overcome the negative consequences of conflict.

  • Basic Management

The goal is to develop participants' managerial skills. The focus is on time management, delegation, motivation, meeting management, and team communication.

 

2. MT Program

It is our Store Manager training program which is11-day training and development program that covers a variety of topics, from developing managerial skills to labor law.

 

  • Sales Coaching

The objective of the training is to encourage participants to consciously and purposefully utilize their leadership identity to facilitate the development of essential awareness, knowledge, and skills required to create successful salespeople. This involves managers demonstrating coaching skills that directly benefit sales and, consequently, contribute to an overall increase in sales performance.

 

3. All Star

This is a training and development program designed for managerial roles, organized in a modular fashion, and complemented by simulation exercises.

 

  • Effective Person Effective Manager

 

This program aims to ensure that participants gain clarity on the "values" defined for Sabancı Holding employees, as well as the core and company-specific "competencies." This includes providing participants with knowledge about the behavioural indicators related to these values and competencies.

 

  • Positive Change Leader-Like Coach

The objective is to equip participants with the fundamental skills and competencies necessary for building better relationships and conducting effective coaching sessions. The goal is to provide participants with the necessary knowledge and skills to effectively adopt and exhibit coaching behaviour by creating opportunities to apply coaching tools.

 

 

4. Rising Star

It is a training and development program designed to provide awareness and a holistic perspective to young Teknosa employees with potential. The content may vary each year to align with the specific needs and development areas of the selected employees.

 

5. Performing Art of Manager

The aim is to support managers working within Teknosa in delivering self-assured, successful, and clear presentations, enhancing their public speaking abilities to engage and influence audiences effectively, and helping them convey their intended messages through memorable storytelling. 

 

 

6. Presentation Design and Data Visualization

Participants learn how to create visuals from the data at their disposal and acquire tactics for effectively presenting these visuals to their customers or managers.

 

 

7. Business Coaching Advantage

The goal is to explore the differences and benefits of the coaching mindset and perspective from the traditional management perspective and to learn by experiencing the mindset that coaches use to develop employee performance.

 

  • Effective Feedback with a Coaching Approach

The objective is for participants to consciously and purposefully utilize their leadership identity to assume the coaching role, establish better relationships with their teams, and acquire the skills and competencies necessary for conducting effective coaching sessions.

 

8. Internal Trainer Program

Our Internal Trainer program has been established to provide support and guidance to enable employees to advance in their careers as trainers, become impactful educators, and develop expertise in all competency areas required to excel as trainers. Through this project, our employees are sharing their experiences and knowledge.

 

9. Mothers of Teknosa Mentorship Program

In our journey to enhance women's employment and extend tenure for female employees, particularly those who are also mothers, we facilitate the establishment of work-life balance through mentoring. This allows experienced female employees to share their experiences with their colleagues, helping them and their peers strike a better balance between their professional and personal lives.

 

Organizational Climate and Employee Engagement Management

Our objective is to prioritize the input and expectations of our employees, consistently improve approaches that bolster their commitment, and foster a workplace characterized by safety, health, and ethical values, while also taking into consideration the balance between work and personal life. We aim to achieve sustainable employee engagement by implementing appropriate leadership styles and cultivating a positive organizational climate.
 
In this regard, we regularly conduct employee engagement and satisfaction surveys through independent firms and gather employee suggestions and expectations.
 
In addition to these surveys, perceptions of employees regarding the organizational climate, which is directly related to engagement, and the leadership styles of the management team, which have the most significant impact on this climate, are also regularly measured by independent organizations. The opportunities and areas for improvement identified through these assessments are examined by HR and management teams, necessary action plans are developed in alignment with the objectives, and implemented, and their progress is monitored. 
 

 

Performance Management

The Performance Management process aims to highlight employees' successful job outcomes, behaviors aligned with the organizational culture and values, and high-performance levels. In line with this approach, our employees continuously track their individual goals in relation to the company objectives and the competency development targets they wish to focus on throughout the year using the performance system, which is readily accessible.  At the end of the year, employees also assess their performance through feedback sessions with their managers. 

 

The Recognition, Appreciation, and Total Reward Methodology

The Recognition, Appreciation, and Total Reward Management process encompasses fair, objective, performance-enhancing practices that center around our employees' contributions to business objectives and their competencies. It includes rewarding, motivating, and competitive compensation, benefits, and recognition and appreciation initiatives.
 
All practices within the Recognition, Appreciation, and Total Reward Management are regularly reviewed and updated through market analyses and benchmarking studies.
 
The job evaluation for all roles within the organization is determined by considering factors such as the role's level of responsibility, its relative contribution to the organization, the knowledge/skills/experience required for the role, and competencies. Based on this evaluation, the job grading structure is established, forming the basis for compensation and benefits management.
 
Compensation Management is conducted in compliance with legal obligations, taking into consideration macroeconomic data, applicable compensation policies in the market, and compensation policies formulated with regard to the company's long-term objectives. It takes into account individuals' job sizes, performances, as well as the internal and external pay equity. 
 
Compensation management is enhanced with “Benefits”, which are considered an important part of total reward management. We have implemented Benefits practices that are tailored to accommodate the expectations and needs of our employees, with variations based on factors such as job size, role, and company-specific considerations. 

 

HR Data Analytics and Digitalization

To cultivate a culture of data-driven decision-making across all Human Resources functions, we consistently evaluate our systems and procedures. We are actively improving the capabilities of all Human Resources teams in this regard, and there is a collective effort across the Group to instill this culture.
 
The IKolay Database and Analytics System has been implemented with the objective of refining and augmenting HR data for all employees within the Group companies. Subsequently, this data will be consolidated into a unified database and leveraged for HR analytics applications to create added value.
 
Based on the data and statistics of employees who have joined and left our organization, we continue to advance our Human Resources Analytics projects, employing a data modeling methodology. 
 

 

Labor Relations Management and Compliance

Matters related to labor relations are conducted in compliance with the applicable legislation, and relevant regulations are regularly monitored. Every opportunity and incentive is utilized, and developments in this regard are closely monitored.
 
In the pursuit of establishing a fair working environment, the aim is to ensure that no discrimination is made among employees based on language, race, color, gender, political beliefs, faith, religion, sect, age, physical disabilities, etc. A work environment that respects the balance between employees' work and personal lives is provided.
 
In order to facilitate the active participation of women, youth, and individuals with disabilities in the workforce, incentivizing initiatives have been implemented to ensure equal opportunities.
 
Necessary measures are taken within the framework of the Occupational Health and Safety policy to address situations that may have adverse physical and psychological effects on employees. 
 

 

Occupational Health and Safety

We regard our employees as our most valuable assets in all our activities, and we prioritize creating a safer and healthier working environment while minimizing any potential losses as our primary business objective.
 
Occupational health and safety practices are carried out in compliance with relevant legislation and standards to continuously improve performance. All activities conducted in our workplaces involve proactive approaches to prevent possible risks, with risks being analyzed in advance. The culture of occupational health and safety is regarded as an integral part of our daily life.

 

Employer Brand

We effectively manage Teknosa's Career pages, overseen by our Human Resources department, on LinkedIn, Facebook, and Instagram to attract the right talent to our company. Our career pages feature our best practices, tips, and insights shared by our employees about their roles, as well as job openings and internal company news. 
 
 

 

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