Talent Management is implemented at all levels within the organization and we aim at the development of our Human Resources in line with the corporate objectives by making career and development plans of our capabilities. In this context, it is aimed to evaluate the employees with a systematic approach, to plan the processes related to Human Resources management in this direction and to improve the company performance and to develop and retain success-oriented employees. Career Management, Performance Management, Competency Management and Training and Development Management activities are implemented within the scope of Talent Management, which is positioned as one of the priority subjects in the field of Human Resources. Practices aimed at measuring employee satisfaction are supported by questionnaires and evaluation studies conducted within this scope.

Competency Management :  Within the scope of the management of competencies that are evaluated as skills and skills that enable the employees to perform successfully in the targets given to them, competency management aims to increase the operational efficiency by conducting the right competency matches within the organization and the competencies of KTM employees are determined on the basis of position. 

In the Recruitment Management, the common feature sought in the candidates to be hired is determined as having the personality traits that are directly proportional to the values of the company, in addition to the training, technical knowledge and competencies required by the position. With this scope, our recruitment process, internship programs, new graduate (MT) programs, inventories and competency interviews we use in the selection and evaluation process aim to acquire new talents who will carry our company to the future.

Career Management : Our Human Resources system is defined in an integrated, end-to-end manner that includes all of our activities including the integration of our Human Resources system, the determination of career paths and the organization of training programs accordingly. Pairing career maps with employees is considered to be the most important success factor in terms of employee engagement and corporate vision.

The Performance Management System is designed to make sure that the departments set business objectives in a way to serve the vision of the organization and to measure the achievement of these objectives. Through the performance management system we implement within the organization, the evaluation of the individual, functional and corporate targets is effectively achieved and it is aimed to reach the corporate vision in this direction. First of all, the strategic goals of the company are determined and these targets are reduced to departments and to individuals.

Succession Management : In order to ensure business continuity within the organization and to minimize the risks that may arise due to labor shortages, the positions that may be needed within the organization and that may be needed in the future are determined within the scope of succession management. In order to meet the key positions and managerial positions for the short, medium and long term, high-performance and potential employees are required to perform the succession plans for key positions.

Training and Development : Within the scope of HR practices of the company, training is planned and implemented in a way to include training programs for training and development of employees in line with vision, mission, objectives, long-term plans and strategies. It is managed by evaluating how the employee's contribution will be improved and how the employee will be developed in all the processes described, starting from recruitment.

Appraisal and Rewarding programs are implemented in order to highlight the behavior and efforts of our employees within the organization to support our company, to support its success, to ensure its continuity and to increase its motivation.