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Human Resources Management
Kalekim is a family of people who have made it a principle to make a difference and add value with their work, who have adopted the corporate culture, and who have combined their own goals and values with the organization’s vision. Our common values of focus on the customer, productivity, honesty, respect, trust, openness, social responsibility, teamwork, quality, and continuous improvement are also the fundamental values of Human Resources Management.
To keep the Human Resources Management organization at Kalekim dynamic, we aim to increase employee performance through continuous improvement, create team spirit, and offer a modern, professional, and peaceful work environment. We at Kalekim aim to recruit dynamic people who are honest, respectful, self-reliant, highly educated, who have good relations with others, and join in teamwork, to develop them professionally and personally, and work with them for a long time.
To keep the Human Resources Management organization at Kalekim dynamic, we aim to increase employee performance through continuous improvement, create team spirit, and offer a modern, professional, and peaceful work environment. We at Kalekim aim to recruit dynamic people who are honest, respectful, self-reliant, highly educated, who have good relations with others, and join in teamwork, to develop them professionally and personally, and work with them for a long time.
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Training and Development
We at Kalekim always attach importance to making the right development investment “in the training and development process,” creating a learning organization culture, and making this sustainable. In line with our Company’s strategic objectives and HR policies, we support our most important asset, our human resources, by continually investing in having our employees meet their personal and professional Development goals with the training and development opportunities we offer to all our employees to keep alive the continuous learning organization culture. .
When determining development needs, we consider development needs in line with the Company’s strategy and objectives based on the GAP analysis between development needs and position requirements and the competencies the employees have based on their performance and competency assessment resu
Training and Development Programs
- Orientation and On-the-Job Training
- Legal and Mandatory Training
- Professional and Technical Training
- Competency Development Training
- Leadership Training
- Corporate Development Programs
- In-House Mentor Programs
- Kale Masters Internal Instructor Training and Development
- Program Post-Graduate Courses
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Performance Management
We use the “Performance Management System” to reduce the company objectives as stated in the Strategic Plans down to individual goals by associating them with the entire organization and to ensure that goals are spread evenly, to steer employee performance efforts to meet the Company’s objectives, to help increase individual success and thus increase the Company’s success, to ensure that the effort made by employees when achieving goals is evaluated using a fair, systematic, and measurable method, to give employees regular feedback on their performance and the results they obtained, to identify employees’ individual needs, to plan, and to contribute to their development by creating a continuous learning culture.
Individual goals should definitely be determined so as to serve a higher objective by being associated with the Company’s objectives and they should be compatible with Strategic Planning & Budget and Business Plans. Individual goals should reflect the labor results expected of a person within a specific time frame in terms of the topics that must be focused on that year .
They must be challenging but at the same time attainable and not given as part of the job description or as a goal of the primary responsibilities. Goals should be determined in line with the SMART technique. The performance period covers 1 full Year; once the goals have been set, the yearly cycle is completed using Interim Evaluation, Year-End Evaluation, and Calibration steps
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360° Competency Management
We use the 360° Competency Evaluation System throughout the Group. 360° Competency Evaluation has been designed as a holistic process in which employees are evaluated by their manager, their matrix manager, and subordinates, if any, as well as by their colleagues and other evaluators within the framework of Kale Group Competencies.
This multifaceted evaluation aims to provide the means for making a fairer, more objective, and multi-aspectual evaluation. The 360° Competency Evaluation Report creates the development plans for employees by determining their strong suits and where there is room for improvement
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