HR Practices of Ekol
Ekol aims to increase performance of both the organization and its employees, using the Performance Management System. At Ekol, a system is in place to assess the development of employees and to quantitatively compare actual achievements against pre-determined targets. The data obtained through the performance management process is used as the basis of Pay Management, Career Management, and Training Management.
Performance Management
In the beginning of every year, each department/unit and person enters into the SAP system their performance targets as well as strategic plans projected from top to bottom, in the light of the key performance indicators of the company. The annual performance targets of the employees are determined through a joint review with the supervisor.
At the end of the year, the supervisor and the employee together carry out a review over the pre-determined targets. The personal scores obtained in these reviews affect numerous aspects such as career planning, training, and wages.
Career Management
In order to ensure that company's strategies are achieved, a study of the company structure was performed with Hay Group, a global leader in HR career management. The business family and level definitions established in this study lets each employee know what is expected from his/her level, and what he/she should achieve in order to achieve the next level. In addition, within the framework of 360 degrees qualification assessment, the qualification level of each employee is subject to the assessments of his/her superior, subordinates, colleagues, and stakeholders. The process allows the comparison of the qualifications required of any given position against those required from the next position in the ladder.
The output of the performance assessment system helps draw the career track of the person, taking into consideration the training results and the factor of meeting the requirements of the position. The employees who achieve high scores with respect to all these criteria are included in the skill pool. These employees are trained for and progress toward becoming the future directors of Ekol.
Training and Development
Once the strengths and improvement needs of employees are established through annual performance and efficiency assessments, the training and development activities to be provided within the year are determined by their supervisors, with the guidance of the Human Resources Department. This whole procedure lets the employees know what they should do within the year, and which aspects they need improvements in.
For the employees in Ekol Skill Pool, on the other hand, training and development activities to help them improve their management skills are planned. These employees are, in time, considered for various management posts.
