Human Resources Policies
Putting people at the heart of our policies.
Our human resources policies aim to attract new talents to Kale Group, place the right people in the right jobs, support their learning and development, and contribute to achieving our corporate goals through sound performance monitoring.
Kale Group’s recruitment processes aim to attract individuals who are open to development and novelty, have the qualities and competencies that meet the job requirements, demonstrate ethical values, and are aligned with the organisation’s culture, values and goals.
Our recruitment process includes a series of general aptitude tests, foreign language tests, personality inventory, assessment centre practices and competency based interviews to evaluate candidates against relevant job criteria. The most suitable candidate receives a job offer after all the assessments are completed.
Kale Group’s talent management approach builds on the fact that each and every employee is a talent. Our talent management process aims to recruit and retain individuals who have the right talents, competencies, knowledge and skills for the job and develop their talents efficiently.
Our talent management process also focuses on increasing employee performance in line with individual development plans and balancing employee expectations with the organisation’s expectations.
Learning and Development
Kale Group offers all employees vocational, technical and personal training and development solutions as part of its learning and development policy. In doing so, Kale Group aims to nurture a ‘learning organisation’ culture in which the organisation continuously learns and applies, while also increasing employee satisfaction and motivation.
Kale Group uses the balanced scorecard method built around a multi-dimensional and target-based assessment. The system enables the whole organisation to be aligned in the same growth and development direction, while also defining the strategic goals needed for the organisation’s success in the long run.
After identifying the scorecards for each company, individual performance is monitored in four key categories: financial, customer, business processes, and learning and development.
Job Evaluation and Compensation Management
Kale Group companies use a job evaluation system that applies to all jobs across the organisation to measure the relevant value that each job adds to the company’s strategies. The jobs are grouped under Job Families created for Kale Group and graded according to specific levels.
Job assessments are conducted to determine the job grades that form the basis of the compensation management system. Kale Group uses the international HAY Job Evaluation System that measures jobs by their impact and contribution to the organisation’s targets, irrespective of titles and individuals, and grades them according their level of responsibility required.
After the job evaluation process is completed, Kale Group uses current market research to keep close track of domestic compensation markets and conducts a series of analyses to identify competitive and fair remuneration policies in line with each company’s current compensation structure, market position and financial strength..
To apply an integrated and objective human resources approach, Kale Group uses performance and competency assessments to make decisions for appointments, assignments, upgrades and rotations.
Kale Group supports the technical and personal development and career goals of its employees through practices such as training and development, performance management and talent management. The Executive Career Path identifies the conditions that employees need to meet to move to a higher position. Employees need to possess management and leadership skills to follow this path. The Technical Career Path pursues a path consisting of roles that require in-depth knowledge in a specific field (e.g. R&D, engineering). Kale Group employees are guided to pursue the Executive Career Path or Technical Career Path based on their competency assessment results and their career goals are identified accordingly.