Corona
İK Sayfası

A MESSAGE FROM THE MANAGEMENT

As eurotec, our corporate culture relies on placing people and their needs at the center. Our core principle is to ensure that the outputs of our work contribute to life, environment, comfort or safety by touching people directly or indirectly. Additionally, the construction of our business outputs around this core principle reveals the necessity of having a dynamic team who is visionary, open to continuous improvement, and capable of working in harmony and with the skepticism of a scientist.

We understand that human resource is the most valuable resource that adds spirit and meaning to companies and reveals their character, and we develop strategies in line with the fact that investing in human makes further difference than investing in all other resources.

We are excited to work with valued people intending to be a part of our organization, who will embrace the corporate values and culture and deliver value-added works.

HR POLICY

  • PRE-ASSESSMENT

    At eurotec, the recruitment process takes place in a fair and equitable approach. At the initial stage, pre-assessment is carried out for applicants with similar qualifications and educational levels entailed by the available position.

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  • FITNESS-FOR-WORK

    If the applicants proceeding with the process following assessment are field staff, they are subjected to skill and fitness-for-work tests. If they are office workers, written tests and competency-based exams are conducted regarding personality, skills, foreign language, etc. Detailed information is obtained about applicants through the conduct of reference checks.

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  • APPROVAL

    The interview process is initiated by the Human Resources Department, and necessarily concluded with the approval of the concerned line manager.

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  • ORIENTATION

    The staff member who is decided to be recruited is delivered an orientation process schedule before starting work. As in the recruitment process, the orientation process is managed professionally. Staff members are given a helping hand so that they know the company better and adapt themselves to it faster.

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  • FIRST 6 MONTH

    During the first 6 months, the colleagues who have just joined the team are interviewed regularly by the Human Resources Department. In coordination with the concerned line managers, a series of methods is applied to solve potential problems or to meet requests and demands.

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The Performance Management System is highly important for achievement, and therefore includes employees of any level.

Human Resources processes use a set of dynamic software that runs by an integrated approach.

Performance goals are set early during the year on a company, department and individual basis, and supported by competency goals.

To eurotec, what is done for a job is as important as how it is carried out. As a result, the company cares about integrating its core competencies, functional competencies and leadership competencies into the Performance Management System as a component.

Every year, employees are provided with system-related training programs, and they are rendered available for attendance at all development activities.

As eurotecdevelopment is considered the greatest output from the Performance Management System. The most critical part of one-on-one employee - manager discussions conducted every quarter is the employees' plans on how they will complete their development.

In addition, the learning and development process does not only allow employees to make use of outsourced training programs, but also uses various learning tools, such as mentoring, on-the-job training, project assignments, literature research, and videos.

eurotec encourages its employees to seek development opportunities and to assume additional responsibilities. Eurotec offers Assistant Specialists the opportunity to be Specialist and Specialists to be Senior Specialist through the internal appointment procedure and the increased responsibilities approach, adopted within the company. Managerial positions are first fulfilled by the assessment of in-house employees. Employees may apply for open positions at any time.

eurotec supports transfer not only within the same division, but also between divisions.

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