Human Resources Policy
Metal Fabrika Human Resources Policy, Human resources management is an activity of great importance for an organization to acquire, develop and retain highly qualified employees and to become a high performance organization. For this reason, Metal Fabrika is aware that Human Resources Management is not a point to be reached or a result to be achieved, but a process that must be carried out continuously for long-term organizational improvement.
The aim is to provide job satisfaction by responding to the needs of employees, to contribute to their personal/professional development, and to make the most efficient use of human resources in line with the main goals and strategies of the organization.
HUMAN RESOURCES APPLICATIONS
Recruitment and Placement;As Metal Fabrika, the search and selection of employees with appropriate qualifications is an extremely important element for the survival and development of our organization. Therefore, needs are identified in advance and necessary measures are taken in a timely manner. These measures start with the submission to the Human Resources department of employee request forms containing candidate characteristics that meet the qualifications required by the relevant departments for a position that may become vacant in the future or for positions that need to be occupied urgently. Afterwards, the resource identification phase is started. Depending on the nature of the position, either Internal Sourcing (through promotion or reference) or External Sourcing (Internet or newspaper advertisements) is preferred. Candidates who meet the equality between job requirements and job descriptions are preferred through pre-selection. Eligible candidates are invited for a job interview under the supervision of the Human Resources Manager and the Department Manager to whom the candidate will report. Candidates' basic skills, technical competencies and managerial competencies are analyzed and reference checks are carried out for those found suitable. For Administrative Staff, a third interview is conducted under the supervision of the General Manager and the candidate's recruitment is then decided.
Orientation Program; If the recruited person is a blue-collar employee, an on-the-job training program is organized, the departments that need training are identified by the first supervisor and the adaptation process begins. During the orientation program, each employee must receive occupational safety training by an Occupational Safety Specialist before starting work. At the end of the program, the success or failure of the person is reported to the Human Resources Department with a form filled out by his/her immediate supervisor. If the recruited person is a white-collar, an internship program is organized and the departments to be trained are identified by the department manager and the adaptation process begins. At the end of the program, the success or failure of the person is reported to the Human Resources Department with a form filled out by his/her immediate supervisor.
Performance Management; The performance management system adopts the process of managing, evaluating, remunerating, rewarding and developing employees in a way that increases the level of their contributions to the joint efforts to achieve these goals and the establishment of a common understanding of the organizational goals expected to be achieved and the performance that employees should demonstrate in this direction. Accordingly, wage management systems are established and wages are determined in accordance with the performance, qualifications and skills of employees.
Training Management; Recruited candidates are provided with internal and external training to close the gap between the knowledge, skills and attitudes they bring with them to work and the knowledge, skills and attitudes they need to fulfill the specific duties and responsibilities of their jobs. Trainings are submitted to the Human Resources Department every 6 months according to the program planned by all departments. The trainings that need to be carried out every month are put into action with the organization of the Human Resources Department.
Training Policy; ; To ensure the continuous training of our colleagues in line with the goals and objectives of Metal Fabrika and their personal development. To contribute to meeting the needs and expectations of our customers, employees, suppliers and society in a continuously improving manner through education. To ensure the development and maturation of quality understanding within the Metal Fabrika. To create a team spirit and instill in our colleagues the values of business awareness, consciousness and added value.
Suggestion Reward System; The suggestion evaluation commission meets every month and evaluates the previous month's suggestions. The Commission reviews the suggestions and decides whether they are feasible or impracticable. Impracticable suggestions are notified to the suggestion owner with relevant explanations. Among the feasible suggestions, an investment feasibility study is carried out by the suggestion evaluation commission and the relevant unit for suggestions that require investment. Suggestions requiring investment are approved by the General Manager. After the suggestions are approved by the suggestion evaluation commission/General Manager, the suggestion owner is rewarded.