96 VAKIFBANK
ANNUAL REPORT 2015
The Information System Portal was built in order
to provide information to Bank employees.
All announcements are made on this intranet
portal that is an internal information sharing
system. At different locations employees can
have immediate and effective access to the
information they are looking for due to the
fact that all internal information is available
on the system. In this manner, as employee
satisfaction increases, time and energy loss is
prevented, as well. The aim is to achieve cost
saving and faster communication with the help
of this portal.
The oversight of the existing control
mechanisms for the compliance of the
transactions performed by VakıfBank with the
relevant legislation, banking practices, Bank’s
internal policies and ethical principles, is
done by the Compliance Directorate with the
coordination of Audit Board Department, Internal
Control Department and Risk Management
Department. The scope of the compliance
function consists of: tracking of the compliance
risks that may arise from the international
regulations, in the foreign branches and
consolidated partners of VakıfBank, performing
necessary tasks in order to continuously increase
the compliance awareness and culture within
the Bank. The Audit Board is directly informed
about the results of the activities carried out
regarding the compliance function.
4.2 Stakeholder Participation in Management
The Bank takes utmost care of its employees
and all the stakeholders and thereby aiming
to meet the expectations of its internal and
external customers by improving the quality of
its products and services: In order to achieve
this aim, it designs all its systems in a manner
that they can be continuously improved.
VakıfBank pays utmost attention that its
employees play an effective role at the
development stage of new products and
services. With an e-mail address created in the
Bank, employees are given the opportunity to
state their opinions within the scope of the new
product development. The presented opinions,
after being evaluated by the departments of the
Head Office, can be brought to the project stage.
If necessary, the Bank also provides information
to the stakeholders who are not Bank
employees, about the issues that concern them
via e-mail, phone and other communication
channels. The Bank established the department
called Consumer Relations Coordination Center,
accessible via the Internet, to ensure customer
satisfaction. All suggestions, complaints or
positive feedback about the Bank’s products
and services are communicated to the relevant
department via e-mail. Additionally, customers
can perform all banking transactions through a
direct call to VakıfBank 7/24 branch at
0850 222 0 724.
4.3 Human Resources Policy
Within the scope of the sustainability efforts, the
“Human Rights and Employee Rights Policy” that
fulfills the requisites of the principle no. 3.3.1. of
the Corporate Governance Communiqué (II-17.1)
was made available for the information of the
stakeholders on the corporate website.
Making maximum use of its existing human
resources with its HR practices in order to reach
its targets, the Bank also aims to maintain the
labor peace with the equal opportunity working
environment it provides to its staff.
In this context, the growth strategy followed by
considering the increasing competition in the
banking sector, through its existing HR policies
the Bank supports its employees’ development,
and prioritizes the issue of creating motivation
and job satisfaction. The Bank also aims to
maximize employee loyalty and happiness.
The main principles of the Human Resources
policy carried out by the Bank are given
below:
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Creating and maintaining a working
environment that will increase the
motivation and efficiency of the Bank
employee,
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Prioritizing the concept of gender equality
in performing the policy and procedures of
the Bank without discriminating among the
female-male employee members, and thus
providing a working environment where all
employee members have equal opportunities
and labor peace,
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Maintaining a permanent working
environment open to communication at all
levels,
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Evaluating employees’ success and
performance at work, encourage them,
maintaining their moral and motivation at
the highest level,
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Considering the material and moral interests
of the employees’ and pursuing, maintaining,
developing a fair wage policy where equal
wages are given for equal jobs without
making any gender discrimination,
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Developing their knowhow and skills through
training programs given to the employee
within the Bank,
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Cultivating its employee in line with their
career targets within the framework of the
Bank’s training policy,
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Taking necessary measures to increase
health, safety, and welfare of the female/
male employees, and increasing their loyalty
to the Bank,
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Providing the employees with opportunities
to get title promotions on the basis of female
male equality, and contributing to improving
their management and leadership skills with
the new responsibilities given,
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Creating high motivation by developing
individual and professional competencies of
the employee and strengthening their loyalty
to the Bank,
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Keeping track of the modern HR practices
and developments, adapting the latest HR
practices in the Bank’s system and making
them practicable.
The criteria about the personnel to be employed
at the Bank, are specified in the Bank Personnel
Directive. Recruitment process is carried out in
line with the principles stipulated in the relevant
legislation, taking long term strategic targets of
the Bank and norm staff of the branches and
departments into consideration.
For the Bank’s success to continue, the aim is to
effectively and efficiently manage the current
human resources, and to carry out activities
in the branches/departments with optimum
number of personnel.
CORPORATE GOVERNANCE PRINCIPLES COMPLIANCE REPORT
