Human Resources PolicyASYAPORT defines and carries out the Human Resources Policy in accordance with the law, the legislation, the social, cultural and economic conditions of our country and respect for human rights. ASYAPORT prepares the health and safety of its employees and gives training to all employees for quality, job security and environmental awareness. It creates an equal opportunity environment among all its employees in the process of recruitment, promotion and compensation. It does not discriminate on the basis of fair behaviors, language, race, color, sex, religion, sect, political thought, age, physical disability and the like. ASYAPORT directs the applications to be done by taking opinions from employees through questionnaires, proposal-request boxes and similar ways. ASYAPORT adopted the seven internationally recognized principles of Social Responsibility and published its Social Responsibility Policy.
The principle of equal opportunity for people with equal conditions on recruitment has been adopted and in practice the criteria set out in writing for each title are complied with; T. C. to be a citizen, to be 18 years old, to fulfill military service in men, not to be deprived of public rights, not to have a criminal record, to be in compliance with the position of health status, to have professional qualification certificates according to the nature of the job and to be successful in the exam and / or interview.
For open positions, business applications are announced on our corporate website and in various career sites, and are collected by hand or by gathering them in the job application pool through our corporate website. Acceptance of applications to be realized in our company, work flows towards employment are carried out within Human Resources.
Employees who are more than 6 months old in the framework of ILO Convention No. 158 and Labor Law No. 4857 benefit from the provisions of job security.
The wages of our employees are adjusted by the annual rate of increase determined by the conditions of the day. Fees are paid on the last day of each month. In addition to wages, social assistance such as provision of a shuttle service and lunch is also available.
Training plans are made in order to identify, implement and evaluate the results for the benefit of the company in order to provide the knowledge, skills, attitudes and behaviors necessary for the improvement of the duty satisfaction and to be more successful in the business environment. Trainings for vocational and personal development are implemented as in-house or out-of-school trainings and these training programs are benefited from domestic and international sources. The main purpose of our training activities is for our employees to improve their work competencies in the preparation of orientation training programs and annual training programs given at the start of work and to prepare them for future tasks. Trainings are often planned, implemented, and implemented to meet today's needs so as not to diminish the resources of future generations, to create sustainable insight in employees, to create value in the long run, to promote awareness of their environmental and socio-economic dimensions in their goals, to prevent occupational accidents, and to improve health- security-environment the results are measured.
Performance Management and Upgrades;
A performance evaluation system is being implemented to measure the individual contribution of our employees in achieving ASYAPORT's corporate goals and all of our employees are assessed once a year. The employee for the promotion must have successfully completed the required courses, exams, thesis, projects and similar qualification applications, to have obtained the necessary positive performance note, to have vacant positions to be upgraded.