VKF_FRAE_2017

PART II: MANAGEMENT AND CORPORATE GOVERNANCE PRACTICES 116 VakıfBank Annual Report 2017 CORPORATE GOVERNANCE PRINCIPLES COMPLIANCE REPORT website in the Investor Relations section for the information of the stakeholders. surdurulebilirlik@vakifbank.com.tr sustainability@vakifbank.com.tr yatır ımciiliskileri@vakifbank.com.tr investor.relations@vakifbank.com.tr 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 the Bank’s website, call center, branches and social media, phone and other communication channels. The Bank assembled the department called Consumer Relations Coordination Center, 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 numbered 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: » » Creating and maintaining a working environment that will increase the motivation and efficiency of the Bank employee, » » 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, » » Maintaining a permanent working environment open to communication at all levels, » » Evaluating employees’ success and performance at work, encourage them, maintaining their moral and motivation at the highest level, » » 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, » » Contributing to personal development of the employees and helping them reach their career goals while increasing their loyalty to the Bank and strengthening their sense of belonging through internal/ external training programs. » » Taking necessary measures to increase health, safety, and welfare of the female/male employees, and increasing their loyalty to the Bank, » » 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, » » 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 employee 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 employees.