VKF_FRAE_2018_uyg11

106 Section II: Management and Corporate Governance Principles HUMAN RESOURCES PRACTICES VakıfBank’s current human resources policy focuses on employees and attaches immense value to individuals. The Bank’s human resources practices are geared toward ensuring that employees are assigned, trained and developed according to their qualifications and competencies that they are given roles/duties suited to their talents and that talent management is performed in the most effective manner. The aim is to cultivate proactive employees who have a strong sense of banking professionality and duty, and embrace the Bank’s goals and visions. Recruitment and Employee Procedures Digital banking systems are one of the most important factors determining interbank competition today. VakıfBank purposes to adapt to this competitive environment and consolidate its position in the rapidly digitalizing world. Accordingly, VakıfBank aims to hire high-caliber new graduates who have the vision to add dynamism to the Bank and seize emerging opportunities in the sector with its recent recruitment drive. In 2018, VakıfBank conducted studies to determine staffing requirements. Accordingly, the Bank administered tests and interviews in order to hire the optimum number of new employees to achieve an efficient operation, due to vacancies related to resignation, retirement, and the like, and to meet rising branch/departmental workload. As for the long term, VakıfBank planned and carried out staff recruitment in due consideration of: the needs of departments and commercial branches newly established for the organizational restructuring; retirements, resignations, and the like from existing departments and branches; and increased workload arising from newly opened departments/branches. In its 2018 recruitment processes, VakıfBank focused on hiring Assistant Associate, considered to be the managers of the future. To select the right, qualified candidates in harmony with the corporate culture, the bank hired a specialized Human Resources Consultancy to operate a pre-interview assessment center. Candidates were then recruited by the Bank depending on these competency-based assessments. In 2018, VakıfBank closely monitored the changing and evolving world of technology. Accordingly, the Bank carried out improvement and development activities in its IT processes. The Bank is now capable of identifying suitable candidates for the position in question – in addition to interviewing and recruiting the right ones – at a far faster pace than the sector average. In due consideration of staffing plans to recruit IT employees, who play a critical role in digitalizing banking services, VakıfBank successfully recruited IT experts after taking into consideration the demands of departments to whom the Bank’s IT Departments report. In 2018, VakıfBank hired 1,279 new employees to meet the increasing workload of VakıfBank Call Center and the staffing needs of the IT Department. The Bank’s head count increased 4.16% compared to the prior year to reach 16,767 as of year-end 2018. The Bank’s workforce expanded due to recruitment drives during the year, and new opportunities for subcontractor staff meeting the qualifications determined by the Bank to become permanent employees. The Human Resources Department collaborated with other departments across the organization to enhance newly recruited staff’s commitment to the Bank. This effort aimed to help new hires adapt to the job through a process based fully on awareness and development; accelerate new recruits’ adaptation to the Bank and their positions; and give them more information on the VakıfBank aims to hire high-caliber new graduates who have the vision to add dynamism to the Bank and seize emerging opportunities in the sector with its recent recruitment drive. VakıfBank is on your side to support national employment...