Operating in the energy and mining industries, ODAŞ elaborately carries out all organizational development activities, such as recruitment, training and internal communication activities, compensation and benefits issues, bearing in mind that “humans” are the most significant resource that supports its sustainable success.

Our human resources policies are developed based on “Creativity and Flexibility,” “Transparency and Sustainability,” “Sensitivity towards Society and the Environment,” and “A Focus on Occupational Health and Safety.”

The purpose of Human Resources Management at Odaş is to recruit right candidates within the organization and at the same time, to carry out a successful planning for our employees that affects positively their professional and personal development, working conditions, satisfaction and engagement. We truly know that otherwise the business success can't be able to sustainable in long term.

In the course of its growth, Odaş strives to preserve and improve its agility, one of the most important advantages. In line with this, its priorities include supporting the employees to become competent by enhancing their knowledge and skills as well as helping the managers to make fast and right choices by reinforcing their leadership competencies.

Odaş employs a total of 1243 people, and 17% of its human resources have roles at administrative levels and 83% in production and field positions. 

In its fields of operation, Odaş adopts the principle of enhancing competencies of all employees, making them have a point of view that is sensitive to society and the environment, and contributing to the workforce in our country.

For ODAŞ, selection of the right candidate for the organization is equally important as the proper assignment that will reveal the full potential of the candidate. Thus, we use different recruitment tools to evaluate the qualifications, skills, and expertise of the candidates correctly and make sure of the right match.

At the beginning of the recruitment process, the candidates are informed of methods which vary depending on position, and we attach importance to maintaining the communication needed throughout the process. One of the critical targets of the recruitment process is to ensure that every candidate has a pleasant experience.

ODAŞ shares the company objectives, priorities, and corporate competencies with all employees through the performance management system. Every employee is aware of the goals that will lead the company to success. They set individual targets that will influence this success in their area of responsibility, together with their unit manager.

The performance system can prioritize not only quantitative targets but also professional development targets to make sure an individual performs their duty better.

Corporate competencies are evaluated by the help of behavioral indicators and have an impact on the final performance outcome. The purpose is to communicate to employees not only what they are expected to do but also what set of attitudes and behaviors they are expected to use.

Increasing the effectiveness of the Performance Management System, feedback plays a significant role in the entire process. Effective communication during the setting, follow-up, and evaluation of goals is crucial as it influences the success of the system.

Performance evaluation results provide input in many areas, and are used for employee development planning, training needs analysis, compensation&/benefits and promotion/rotation decisions for the company, etc.

Appreciating the human factor, Odaş prioritizes professional and personal development of all employees that will lead the organization to success.

Several factors trigger the development needs of an employee. Such factors include new assignments, delegations, outcomes of the performance management system, occupational, industry-specific, and technological developments related to the job, and plans and objectives of the company.

Odaş Learning and Development plans are made by considering all these factors, in a manner that provides the maximum benefit to the individual. Accordingly, the principles of the 70/20/10 model for learning and development are used in the annual plans. The individuals are improved through responsibilities assigned to them, via mentorship and feedback, and by using classroom/remote training tools.

Furthermore, manufacturing employees complete and are tracked for all mandatory trainings, primarily on job safety, and technical development trainings.

While evaluating positions in various lines of business, ODAŞ use the research and studies of expert and independent consulting firms.  Accordingly, a fair and competitive C&B policy is applied by using regular market analyses.

Another critical input for the process is the outcomes of the performance management system. An objective and fair system are run by taking the performance of the employees into account.

One of ODAŞ’ essential human resources policies is to create a common language based on open communication with its young and dynamic workforce. The objective is to create a communication platform where everybody can express themselves through transparent and non-hierarchical sharing.  

Hence, the generation of innovative and different ideas is accelerated, and solutions contributing to the organization are found more easily.

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.

Honesty

In all our business processes and relationships, integrity and honesty are the important values that we cherish the most.

Discrimination

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.

Confidentiality

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.