VKF_FRAE_2018_uyg11

108 Section II: Management and Corporate Governance Principles HUMAN RESOURCES PRACTICES In 2018, VakıfBank enhanced the competency assessment process, which is carried out once a year. The process was modified with a view toward evaluating the employee through a systematic perspective under the new career and salary management system, and encouraging the staff’s continuous development. During the year, the Bank conducted the competency assessment in accordance with a behavior-based approach, and in line with the competencies determined according to the staff’s respective position. According to the promotion provisions of the relevant article of the Career and Salary Management System Regulation and based on behavior-based competence assessment results and individual performance success, VakıfBank promoted 2,719 employees in total to the next level in 2018. To ensure that the Bank’s corporate strategic objectives are embraced by all employees and that the staff focuses together on these objectives, VakıfBank’s Head Office departments were given work objectives related to corporate strategy. In addition, department performance started to be measured in six-month intervals. Under the Career and Salary Management System, VakıfBank updated and restructured the title promotion scheme in order to achieve the Bank’s strategic goals for corporate development and growth, and to bolster employees’ individual development in 2019. Furthermore, under the Collective Labor Agreement that will establish the financial and social rights of Bank employees, whose talks will start in May 2019, the Bank will expend efforts to set salaries at a level in accordance with current market conditions. VakıfBank plans to conduct the competence assessments for 2019 by taking into account employee work positions as well as the competencies designated according to their areas of expertise. The staff will be given the opportunity to conduct a self-assessment. With the completion of its organizational restructuring, the Human Resources Department plans to step up organizational backup efforts for the critical positions in 2019 in order to ensure staff planning. To continue VakıfBank’s synergy with its subsidiaries, in line with the Bank’s overall strategy, the Human Resources Department will establish human resources collaborations for career and salary management and performance management in fiscal year 2019. Training In line with its human resources policy, VakıfBank supports its employees’ progress in their career, fosters motivation and work satisfaction, and boosts work efficiency via various training programs. Accordingly, in line with the Training Needs Assessment, VakıfBank conducted 3,141 classroom training sessions on 603 different topics with 64,030 employees in 2018. This effort aimed to achieve the competencies expected by the Bank and to meet employees’ individual requirements. Some 296,214 participants completed e-learning modules offered on 143 topics, corresponding to 59 hours of training per employee. In line with its human resources policy, VakıfBank supports employees’ progress in their career, nurtures motivation and work satisfaction, and boosts work efficiency with various training programs. VakıfBank is on your side by supporting personal and corporate development...