By always prioritizing customer satisfaction, we aim to be a reliable and preferred company in our sector. In line with this goal, we are constantly striving to provide the highest quality in the products and services we offer. Our understanding of quality is an approach that aims to increase the quality of not only our products, but also our processes, services and customer relations.
In line with our strategy of effectively managing the human resources process, we increase the competence, participation and satisfaction of our employees.
The İnnosis Makina human resources policy aims to create a company culture that is fair, transparent and gives a voice, where employees have the opportunity to reveal their potential, where each employee contributes to their future by creating value and is valued, where high performance, development-oriented, strong and effective leadership is displayed in every field, and reflects the unique İnnosis spirit, and a highly committed, happy, productive, successful and healthy workforce.
In line with this goal, it adopts and develops fair, transparent and integrated practices that are in line with global human resources trends under 3 main headings in order to attract, develop and retain the most valuable talents. In this way, it aims to progress rapidly on the path to becoming the preferred employer and the best workplace. İnnosis human resources; adopts a management approach that works with all units as a strategic business partner, constantly analyzes company and employee needs, creates value and quickly adapts to changing conditions.
1. Talent Acquisition Process
Innosis Makine uses all recruitment tools effectively to place the most appropriate and competent candidates in available positions, based on its vision, mission and values. Among the recruitment sources, İnnosis Makine has an area on its 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, talent exams and also foreign language exams are applied for some positions.
İnnosis aims to contribute to the personal and professional development of vocational high school and university interns with the “Intern Development Program” developed for them, and attaches importance to meeting with all potential candidates through activities such as career days, employment fairs, etc. At the same time, Intern advertisements are published on its own website and applications are received. The intern employment process is also seen as a social responsibility approach. In our personnel and intern recruitment processes, competency-based interviews, potential analysis, technical interviews, talent exams, cases and foreign language exams are applied when necessary.
2. Talent Management Process In the performance management system implemented at İnnosis Makina, corporate and functional success indicators are determined at the beginning of each year and targets are broken down from top to bottom within a certain model framework so that the entire company can run towards the same targets. In order to focus not only on “what” is done but also on “how” it is done while achieving the targets and to follow the behaviors that feed the corporate culture, a competency framework consisting of basic, functional and managerial competencies has been designed and included in the performance management system. A performance management system is implemented where our high performance is sustainable, successful performance is rewarded, performance that is open to development is developed with a development program, and the integration of performance results with other human resources systems is ensured. In addition, potential assessment, backup, rotation and career mapping studies are carried out in which the potential of our employees within their current roles is evaluated, their added value is increased and they are supported with development opportunities. A “Leadership Development Program” that lasts approximately one year is implemented so that our employees working in managerial and above positions adopt a leadership approach that is in line with the values of the institution. In order to support the development of our employees, 360-degree evaluations are carried out throughout the year, and our employees are supported with the “Evaluation and Development Center” application based on the evaluation feedback.
3. Retention Process Thanks to the strong corporate culture that İnnosis Makine has experienced and shared by all its employees since its establishment, increasing employee loyalty and sustainability is one of the most important building blocks of our retention process. World, country and sector trends are followed in wage and fringe benefit packages, and a wage policy is implemented accordingly. A reward system is used where our employees' value-added behaviors and professional efforts are appreciated and rewarded. Working hours that protect the work-life balance of our employees have been adopted, and productive work is supported. An internal candidate evaluation process is actively operated for open positions. An inter-departmental rotation program is also implemented for the development of employees. A structured work adaptation and orientation program is implemented within the framework of the work adaptation program for new recruitments and changes in duties. There is no discrimination in the company and no complaints have been made about this issue by any of our employees to date.