ODAŞ carefully chooses each employee in line with its sustainable growth target principles and corporate approach of promoting coexistence and diversity in order to establish a young and dynamic workforce that adds value to our country and sector. Our human resources policies are based on the values of “Creativity and Flexibility”, “Transparency and Sustainability”, “Responsibility to Society and the Environment”, “Job Security and Health”. Accordingly, ODAŞ provides all its employees with all the necessary support both in personal and technical matters to help them reach their full potential. At the same time, improving our employees’ quality of life and developing practices that will ensure high job satisfaction are among the priorities of our human resources policies. Committed to its vision of being a pioneering company that provides sustainable profitability by differentiating its commercial activities through strategic investments in the energy and mining sectors, ODAŞ continues its activities with a total of 816 employees as of the end of August 2018. All technical workers in the production channel consist of individuals with a vocational diploma who have completed their vocational qualification training according to their fields of specialization and have obtained competency certificates.
HUMAN RESOURCES POLICY
- Identification and communication of targets.
- Open communication with employees through a timely and constructive feedback network.
- Technical and personal development activity and training program planning ensuring employees perform their duties in the best way possible, as well as increasing the efficiency of the positions they occupy, and preparing them for possible future tasks.
ODAŞ’ Human Resources Policy is based around increasing its employees’ quality of life, motivating them to work at their maximum potential, and being an indispensable employer.
The goal of Human Resources Department is to establish human resources systems that will develop the performance of the Group with innovative, creative, solution-oriented ideas that will generate a dynamic, motivated and quality workforce through open communication among all employees.
The Human Resources Policy consists of the following three basic processes aimed at ensuring that employees achieve their maximum potential and continue their personal development:
It is the responsibility of all directors and managers in coordination with the Human Resources Department to carry out effective and transparent relationships with employees. All directors and managers are obliged to treat their employees equally and fairly, without abuse of power. We receive no negative feedback or complaints from employees regarding discrimination because of the importance we attach to the principle of equality, which is among the basic principles of ODAŞ’ management approach. ODAŞ Group Companies adhere to the principle of notifying employees of job descriptions, task distributions, performance assessment and reward criteria. Accordingly, all the competencies and qualifications required for a relevant position are determined and the recruitment processes are managed taking into consideration the criteria determined for each position. In addition, each year, feedback meetings are held with employees to identify areas open to improvement and corrective actions are taken.
Committed to its vision of being a pioneering company that provides sustainable profitability by differentiating its commercial activities through strategic investments in diverse energy sources, ODAŞ continues its activities with a total of 816 employees as of the end of August 2018. Thirty percent of its group employees are white-collar and 82% are blue-collar workers.
All technical workers in the production channel consist of individuals with a vocational diploma who have completed their vocational qualification training according to their fields of specialization and have obtained competency certificates.
In the process of finding qualified employees, ODAŞ carries out detailed reference checks through practices such as group interviews, case studies, presentations based on sector and work experience, competency-based individual interviews, foreign language tests conducted by specialized institutions, and personality tests, involving management level employees throughout. Under the scope of these activities, 602 new staff joined the ODAŞ family in 2017. In addition, 27 students from vocational high schools and universities were offered internship places.
TRAINING & DEVELOPMENT ACTIVITIES
Seeing the professional and individual development of all its employees as one of its primary targets, ODAŞ uses strategic planning to allocate all the resources required for its training programs. Besides, it uses performance and competency evaluation systems and feedback from both managers and employees to generate personal development plans. Accordingly, it is also assigned professional institutions to provide vocational development training for both employees, as well as technical development training for employees in power generetation, especially in the field of occupational safety. We also seek to create individual and professional awareness by encouraging employees to attend seminars and congresses related to their areas of expertise.
One of ODAŞ’ basic human resource policies is to create a common language based on open communication with its young and dynamic workforce. The goal is to develop innovative and solution-oriented ideas through a transparent culture of sharing and to create a culture adopted by everyone that is focused on perfecting and ensuring the sustainable development of the company.
PERFORMANCE WAGE MANAGEMENT
ODAŞ measures its employees’ performance during the year with competency-based performance evaluation forms. Following the evaluation process, all results are collated on a company basis and communicated to employees with mutual feedback. Performance assessment results are used in many areas besides determining future wages, such as personal development planning, functional training analysis, determining rotation demands and needs, and identifying potential managers. As part of this work, individual performance evaluations and one-on-one meetings were held with all employees at the end of 2017. In addition, an international establishment has been aasigned that will allow management to operate an assessment center where managerial competencies are continually measured and development plans are made.
CODE OF ETHICS
Code of Ethics and Social Responsibility
The company’s Code of Ethics is available in written form and has been informed to all employees. It is defined, updated and published by the Board of Directors. This Code is integrated into ODAŞ policies and values, and all employees, including the Board of Directors and managers, are expected to comply with these rules.
In all our business processes and relationships, integrity and honesty are the important values that we cherish the most.
Discrimination on the basis of age, language, religion, race, health, gender or marital status is against the rules. Employees can report their complaints directly to the Human Resources Department. No employee can be dissuaded from coming forward with his or her complaint.
Our employees are obliged to comply with the rules of professional secrecy set forth by the law. As ODAŞ employees, we take care to protect the privacy of our customers, our employees and other related persons and organizations. We protect confidential information on the Group companies’ activities, only use this information in accordance with the objectives of ODAŞ and share it only with the relevant persons within the scope of determined authorities.
Prevention of Conflicts of Interest
It is forbidden for an employee, their family or a close friend to benefit personally from the position of an employee in the company. An employee may not be in close contact with people or organizations that may benefit from the business decisions he or she makes or confidential information to which he or she is privy. Employees take care to preserve the company’s interests when performing their duties and avoid any action or conduct that may provide an unfair advantage to them or their immediate family. Conflict of interest occurs when there is a conflict between the private interests of the employee and the interests of ODAŞ. It is also a conflict of interest to obtain improper personal gains from one’s position in the company. No employee may benefit personally or allow family members or any close relatives to benefit from company operations, use the company’s property, information and positions for personal gain, or enter into competition with the company. ODAŞ employees give/receive gifts from various persons, institutions and establishments with which they have relationships within the rules defined within the company. Our employees must ensure that company assets are protected and used efficiently. All assets of the company must be used for business purposes only.
- INFORMATION SECURITY POLICY