İnsan Kaynakları Politikamız - Inntech Mühendislik

Our Human Resources Policy

To increase the satisfaction of our employees, who are constantly involved in the success of INNTECH Engineering, by creating a working environment where our employees can feel happy and comfortable by improving internal communication with our Human Resources practices.
We are a team that is responsible towards society, our customers, our business partners, nature and the environment, attaches importance to moral values, always aims to win, and is in a preferred position in the sector by revealing the knowledge, skills and abilities of our employees through in-house communication.
To implement Human Resources practices that will ensure that all our employees have a perspective focused on "people" and "continuous development" and to bring human resources with this vision to our company,
To establish a continuous cooperation based on trust with our stakeholders in all our work,
Prioritizing the development of our employees at every stage and level, and constantly “investing in people”,
To continue to contribute to company goals such as "productivity", "profitability" and "customer satisfaction" by ensuring the continuous development of our employees.

In our company, we fill new/additional positions approved in line with our strategy and goals, as well as vacant positions arising from various reasons such as death, resignation, termination, transfer and promotion, by selecting candidates with competencies that align with our institution's policies, goals and corporate culture.
We collect job applications coming to our company from various sources such as e-mail, website, fax, mail, recommendations from our company employees or consultancy institutions in our application pool, and we transfer the applications that have the necessary competencies in line with our needs and meet the position requirements to our relevant candidate pool.
We conduct careful and meticulous work to place the right candidates in the right positions through face-to-face interviews with candidates in our candidate pool.
As a result of the selection process, we make job offers to candidates we find suitable, and if the offer is accepted, we say “Welcome to the INNTECH Family” to our new colleague, and we inform candidates we find unsuitable about the results.
We support our new employees with orientation/on-the-job training and ensure their adaptation to our company and their role.

We conduct evaluations and systematically produce the necessary data within the Performance Management System and mutual interviews to be informed about the development of our human resources, to ensure the integration of our employees with our organization and to carry our organization towards its goals.

We consider it important for our employees to not only change their positions but also increase their authority and responsibilities in their current positions based on their performance, in order to ensure their continued personal development.
We determine the competence and technical knowledge levels of our employees on the job and develop the aspects that need development, ensuring that they progress in tasks where they can be successful.
While doing this, we consider and evaluate not only the performance and/or suitability of our employees in their current position, but also their suitability for horizontal or higher positions.

With our belief in the importance of continuous development and knowledge-based working values, we make great efforts to increase the suitability of our employees for their work and to continuously improve their competencies.
We continue our investment, which we initiate with orientation/on-the-job training for our employees when they start work, by implementing annual training plans that we create each year, drawing on resources such as our Company's Strategies, Investment Targets, Training Needs Analysis Survey results, Performance Management System results, and Customer complaints.
We evaluate the effectiveness of our training activities within the framework of the system we have determined and take planned steps for continuous improvement.

We determine starting salaries for recruitment based on our system and individual qualifications. When our employees change positions, we implement wage adjustments based on defined principles and fair competition. We also continuously monitor market wage levels in our practices.