HUMAN RESOURCES MANAGEMENT

Our business views its employees as its most valuable resource when it comes to attaining its objectives and being successful. By educating young workers with great potential for success in the future, it hopes to maintain the strength of its human resources.

Being a part of the Kros Otomotiv family entails being a proud member of a group that sells premium goods in Turkey at prices that are fair to their worth and runs its operations using the best production methods. Mutual trust, respect, participation and cooperation are always essential in this family. This family encourages innovation and is open to change and development. Those who work at every level of this family will continue their careers as the most successful individuals in Turkey's manufacturing and automotive industry.

The principle of the Kros Otomotiv family is to attract hardworking, talented, creative and successful people, to help them develop under equal conditions by investing in them, to enable them to make a career in this sector by keeping their path to the upper levels open and to work together for many years. In the Kros Otomotiv family, no association is seen as temporary, and care and effort is taken to build relationships on healthy and permanent foundations.

Fundamentals of Human Resource Management

  • Determining the requirements for appropriate Personnel related to certain tasks and performing their transportation
  • To identify and provide the necessary education to develop working capacity, entrepreneurship, success and aspirationk
  • To encourage the acquisition of ethical values and principles of ethical behavior of personnel
  • Timely informing the staff about issues that concern you
  • Notification facilities are being developed in order to easily communicate the opinions and suggestions of the staff to the management, and Effective Communication and Cooperation are encouraged
  • To meet the social and cultural needs of the personnel, to support their duties and activities and to participate in the decision-making processes
  • Continuous review, updating and development of the Human Resources policy

KROS Otomotiv San. ve Tic. A.Ş.

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Selection and Placement

The Human Resources Department ensures that a fair and objective evaluation is made by the Human Resources Department and that the selection and placement process is carried out in accordance with the company culture.

The recruitment process starts with the identification of needs. Every year during the budget period, manpower planning is made on a departmental basis and the number of employees planned to be hired during the year is determined on a departmental basis. Apart from this, recruitment is made to replace employees who leave for various reasons during the year.

Our company accepts job applications from different sources such as e-mails, websites, career portals or suggestions from our employees.

After reviewing the applications, candidates are given a competency-based interview, a personality inventory test according to the position and an English test. Interviews are conducted by department managers and the Human Resources Department. A job offer is made to the eligible candidate by the Human Resources Department. The recruitment process is completed when the candidate who has completed the necessary documents starts work on the specified date.

Training and Development

We aim for employees to further develop themselves in their current and future positions through trainings provided in line with their needs.

Employees at all levels of the organization receive training that will contribute to their technical and personal development in line with organizational requirements, company goals, individual goals and personal development needs. In light of the results of performance measurement and evaluation, every year, in line with the training needs analyses that emerge as a result of interviews with department managers, the trainings to be received during the year are determined on a company/department/employee basis and a training plan is created. In the event that priorities change and new needs arise, off-plan trainings for all our employees are also included in the Annual Training Plan.

Feedback is received from employees regarding the training they have received and this feedback is evaluated in the trainings to be provided in the following process.

Performance Management

The Performance Management System aims to ensure the success of the organization as part of their objectives. Following the annual performance evaluation period, employees are offered different career paths and are rewarded in parallel with their achievements

Career Planning and Talent Management

Career development of our employees is among our Company's priorities. Our employees in our talent pools are made ready for assignment to a higher position. For vacant positions, our employees with the competencies and qualifications appropriate to the requirements of the position are prioritized. The professional development of our employees and the business objectives of our companies are optimally aligned.

In order to achieve success on this path, it is one of the goals and duties of Human Resources to support, monitor and evaluate the development of our employees, and to create horizontal and vertical development opportunities with their contributions to themselves and the organization.

Our employees who want to start or change direction in their careers, and who want to acquire the knowledge, skills and abilities that will support them in reaching their target job, are supported and guided in this direction through internal and external trainings and development programs provided by our company.

Wages and Fringe Benefits

While determining the salaries and benefits of our white-collar employees, their competencies, the duties and responsibilities they undertake, their education and work experience are taken into consideration. A competitive wage structure is ensured by taking into account inflation development, sector wage data and performance evaluation results in wage increases. Wage increases for our Blue Collar employees are based on the minimum wage increase.

Our remuneration package is position-based and consists of salary, premium, bonus, travel allowance, private health insurance, company phone and company car.

Our leave policy has been enriched with additional leaves added to the legal leave periods, taking into account employee needs.Shuttle services are available on various routes for lunch and transportation of our employees.