Selection and Placement

Performance Assessment
Gantek Technologies’s Performance Development and Assessment System aims to achieve the following targets and goals:

• Assessment of performance of employees in a standard and objective manner
• Overlapping of the corporate objectives with the personal goals, and realization of the goals
• Feedback to employees
• Determination of training and development needs of employees
• Arrangement and management of waging and awarding systems
• Preparation of career plans
• Measurement of effectiveness in the recruitment process
• Clarification of mistakes made during the business processes

Performance assessments are conducted over Targets and Goals; Criteria For Work Frame, and Competences. Within the Interim Assessment performed in July as a part of the Performance Assessments, in a face-to-face meeting between the employee and the relevant department manager, a verbal feedback is given to the employee, and the goals & criteria of the past 6 months are reviewed jointly. Performance scores are given as a result of the main assessment conducted in January. The employee and the relevant department manager mutually evaluate and discuss the employee’s performance in the past year. The employees with high performance scores are prized by promotion, appointment, success premium, training and similar other ways.

Career Planning
In Gantek, promotions and appointments are decided by the Executive Committee as a result of the employee performance assessments and the comparison of competences of the employee with the competences required by the relevant job positions.

Every year, a career roadmap is created and designed separately for each employee as a result of meetings of the HR Manager and the relevant department manager in line with the Employee Development Plan Forms.

Training
In Gantek, training and development needs and requirements of employees are determined by considering the following data and inputs:

• Technical knowledge and skills required for each job position
• Competences required for each job position
• Performance assessments

Information collected for weighing the factors cited above help in planning of both the trainings destined for technical and professional development and the trainings destined for personal development.

Trainings destined for professional development are designed specifically for the relevant entity/person by taking into consideration the then-current structure and conditions of the industry/sector and according to the needs of the person and/or group to be trained.

Trainings destined for personal development are planned and designed so as to develop the behaviors and skills needed by employees for recording a higher success in performance of their job duties. 

At the beginning of every year, the HR Manager holds separate and individual meetings with the managers of each department and division to create and form separate training plans for each of employees of the relevant department or division. Therein, the assessor and employee comments sections of Performance Assessment Forms are also taken into consideration.

Wage Management
In Gantek, the wage range is determined through a job assessment for each position and by considering the results of current market wage surveys and researches. A rational and fair bonus system is being applied for different job groups. Bonuses are paid periodically or yearly according to the job positions.

Wages are paid on net basis over 12 months a year. At the beginning of every year, wages of employees are adjusted according to the inflation rate and the performance shown and recorded by the employee in the previous year. Other than wages, a sales incentive payment system is applied for sales staff, and an administrative bonus system is applied for other staff members. Sales incentives are calculated over the total sales realized as of the end of each quarterly period in comparison to the targeted turnover and profitability figures, while administrative bonus is calculated according to the success report scores at the beginning of every year only if and to the extent the Company achieves its year-end targets. 

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