90 VAKIFBANK
ANNUAL REPORT 2015
HUMAN RESOURCES PRACTICES
In order to support the Bank’s sustainability
efforts and create an organizational structure
in step with these sustainability principles, a
Sustainability Committee under the Board of
Directors and a Sustainability Sub-Committee
reporting to the former were established. In
order to conduct day-to-day sustainability
operations, “Sustainability Service” reporting
to the Investor Relations Department and
“Environment Management Service” under the
Head of Support Services were created.
With the aim of boosting business productivity
and employing human resources – the most
important capital of the organization – optimally,
the permanent staff project was continued in
2015 with a view to determining the exact
number of personnel required by the Bank
departments and branches.
With its strong capital structure, asset quality
and an extensive branch network in the
Turkish banking industry, VakıfBank adopted
the principle of providing effective, efficient
and customer-oriented services. To this end,
in order to ensure the continuity of its strong
organization in 2015, VakıfBank increased
the number of its branches from 893 to 920,
by inaugurating 21 branches and six satellite
branches.
In order to become more accessible to
customers, ensure the continuity of services
in cases of emergencies such as natural
catastrophes, and to perform transactions
such as corporate collections on site, the Bank
completed the purchase of two Otobanks
(Mobile Branches), which are currently in
production.
2016 strategic targets of the Bank regarding
human resources practices are given below:
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With the aim of ensuring the continuity of
the Bank’s accelerating progress and its
success, making the necessary employee
hiring in 2016 in due consideration of new
and current branches and departments by
managing the current human resources in an
efficient and productive manner,
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Performing an Internal Customer Satisfaction
Survey in order to evaluate the service
received by the Bank branch personnel from
Head Office departments, and to increase the
quality of this service,
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With the aim of boosting employee
motivation and productivity by increasing
the communication within the organization,
converting the portal – where the screens,
which are linked to the Bank’s Corporate
Portal that contain all the information and
proposals about the Human Resources
practices, are located – to a platform that can
be actively utilized by all the employee,
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As part of the Bank’s growth process, by
taking into consideration the deficiencies
in the permanent staff of the Bank’s
Branches/Departments, needs for authorized
employees in the Branches/Departments
that were recently launched or will soon be
launched, fostering employee promotions to
a higher title,
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Making career plans for the employees
according to their performance, skills and
trainings they attended,
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Monitoring and implementing the latest HR
practices, creating a work environment that
increases the motivation and productivity
of the Bank’s employees in order to ensure
employee engagement,
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Ensuring that the trainings administered
under employee needs can be put into
practice, support social learning, focus
on business results, and use technology
intensively,
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In line with the targets and strategies of
VakıfBank; structuring the Bank’s organization
in manner that will meet the needs, and
reviewing and aligning the duties and
responsibilities of all departments with the
workflow processes of the Bank,
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With the awareness of the fact that the
most important manpower resource of the
Bank is human; working on necessary norm
staff in order to determine the optimum
personnel requirement in the departments
and branches,
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With the strength we derive from Bank’s
customers and in line with the profitability,
growth, deposit and loan increase targets
for 2016, continuing to perform the projects
as planned for expanding the Bank’s branch
network.
