Human Resources

In line with our strategy of effectively managing the human resources process, we are increasing the competence, participation, and satisfaction of our employees.

Innosis Makine's human resources policy: aims to create a company culture that is fair, transparent, and empowering, reflecting the unique spirit of Innosys, creating a highly engaged, happy, productive, successful, and healthy workforce that is committed, reflects the Innosys spirit, where every employee has the opportunity to realize their potential, where every employee contributes to the future by creating value and is valued, and where high-performance, development-oriented, strong, and effective leadership is demonstrated in all areas.

In line with this goal, it adopts and develops fair, transparent, and integrated practices in line with global human resources trends under three main headings to attract, develop, and retain the most valuable talents. In this way, it aims to rapidly progress towards becoming the employer of choice and the best place to work. Innosis human resources embraces a management approach that works with all units as a strategic business partner, continuously analyzes company and employee needs, creates value, and adapts quickly to changing conditions.

1. Talent Acquisition Process Innosis Machine effectively uses all recruitment tools to place the most suitable and competent candidates in existing positions in line with its vision, mission, and values. Among the recruitment sources, there is an area on Innosis Machine's own website where open positions are announced and job applications can be made, and alternative recruitment sources such as kariyer.net and LinkedIn are also used.

In our recruitment process, competency-based interviews, potential analysis, technical interviews, aptitude tests, and foreign language tests are applied for some positions.

Innosis aims to contribute to the personal and professional development of vocational high school and university interns through its “Intern Development Program” and attaches importance to meeting with all potential candidates through career days, job fairs, and other events. Internship announcements are also published on its own website, and applications are accepted. The intern employment process is also seen as a social responsibility approach. Competency-based interviews, potential analysis, technical interviews, aptitude tests, case studies, and, when necessary, foreign language exams are applied in our personnel and intern recruitment processes.

2. Talent Management Process In the performance management system implemented at Inosis Makine, corporate and functional performance indicators are determined at the beginning of each year, and targets are broken down top-down within a specific model to ensure that the entire company works towards the same goals. In order to focus not only on “what” is done but also on “how” it is done while achieving goals, and to track behaviors that nurture the corporate culture, a competency framework consisting of basic, functional, and managerial competencies has been designed and incorporated into the performance management system. A performance management system is implemented that ensures our high performance is sustainable, successful performance is rewarded, performance open to improvement is developed through a development program, and performance results are integrated with other human resources systems. In addition, potential assessment, succession planning, rotation, and career mapping activities are carried out to evaluate the potential of our employees within their current roles, increase their added value, and support them with development opportunities. A “Leadership Development Program” lasting approximately one year is implemented for employees in managerial and higher positions to adopt a leadership approach consistent with corporate values. To support the development of our employees, 360-degree evaluations are conducted throughout the year, and based on the evaluation feedback, our employees are supported through the “Assessment and Development Center” application.

3. Retention Process Thanks to the strong corporate culture experienced and shared by all employees since the founding of Innosys Machinery, increasing employee loyalty and sustainability is one of the most important cornerstones of our retention process. Global, national, and industry trends are monitored in terms of salary and benefits packages, and a corresponding salary policy is implemented. A reward system is in place that recognizes and rewards our employees' value-added behaviors and professional efforts. Working hours that maintain our employees' work-life balance are adopted, and productive work is supported. An internal candidate evaluation process is actively implemented for open positions. An interdepartmental rotation program is also implemented for employee development. A structured job adaptation and orientation program is implemented within the framework of the job adaptation program for new hires and job changes. There is no discrimination in our company, and to date, we have not received any complaints from our employees in this regard.