1. Our HR Policy and Targets
As Türk Altın İşletmeleri A.Ş.; providing added value to employees, community, living values, education, environment, economy; our goal in our Human Resources Policy is to lead the company with our competent and qualified staff by providing the right person for the right job. Another important element of Türk Altın İşletmeleri A.Ş.'s Human Resources Policy is the emphasis on local employment. In terms of the employment realized in line with this policy, our local employee ratio is 88% for Çukuralan, 87% for Ovacık, 89% for Gümüşhane, 94% for Himmetdede and 96% for Kaymaz operations. Everyone who works within the company is considered equal regardless of language, religion, race, sect, age, gender, nationality, or disability. Within the framework of our policy, which starts with respect for human rights, the importance of human capital is emphasized by matching the right person to the right job, equal pay for equal work, and creating equal opportunities for all.
2. Human Resources Processes
- ✓Recruitment
Applications available in the CV bank are screened in line with the Employment Policy to meet the personnel needs reported to the Human Resources Department. After the required personnel qualifications are determined, candidates are first evaluated from villages adjacent to the mine borders, then from other nearby villages. If suitable candidates cannot be found in the village where the mine is located, candidates are evaluated at the district, province and country level respectively. Candidates deemed suitable for the position are included in the interview process. In this process, delegation interviews are conducted by human resources and relevant department officials. In interviews; human resources evaluates the candidate's competencies and corporate culture fit; while the relevant department assesses the candidate's technical competence.
- ✓Training
In-house and external training programs are determined for the personnel who will start or are currently working at Türk Altın İşletmeleri A.Ş. The aim of this training is to increase technical and behavioral competencies, to create awareness of environment, health and safety, and to enable employees to translate their personal performances into company performance. Those who have successfully completed the on-the-job training process are included in the orientation training program by Human Resources. New employees are not allowed to work alone until they have learned the rules of mining and completed their occupational training, regardless of previous experience. They conduct their work in the presence of an experienced supervisor. During the working period, both the trainings requested by departments to increase professional competence and the personal development trainings planned by the Human Resources Department are organized.
- ✓Compensation and Social Benefits
In addition to standard benefits such as wages, transportation and meals, our employees receive the following additional benefits; Group Retirement Plan: All of our employees may be included in the employer-contributed group retirement plan prepared on specific terms for our Company. Lease Benefit: For our White Collar employees, rent subsidy payments are made according to their position as included in the in-house additional benefit procedure. Vehicle Assistance: Company vehicles are allocated for positions determined in the procedures, in addition to the transportation services provided to our employees. Bonus Payments: Blue Collar staff bonuses are evaluated as part of the Collective Bargaining Agreement (CBA) and White Collar staff bonuses are evaluated based on the Company performance bonus procedure.
3. Suggestion and Reward System
Rewards are given to employees who worked in the company for 5/10/15 years, to employees who assisted in the prevention of accidents and fires in the workplace, and to employees who assisted in increasing production through technical inventions and innovations. In-house procedures are valid for our White Collar employees and Collective Bargaining Agreement provisions are valid for our Blue Collar employees.
4. Industrial Relations
The procedures related to our Blue-collar employees are governed by the provisions of the legislation and Collective Bargaining Agreement. Employer contributions to be paid for the personnel included in the Individual Pension system, annual fuel aid and annual education aid for the children who are going to school, Qurban aid and Ramadan packages have been determined.
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