The organizational structure of Ziraat Participation that began operations by opening its first branch on 29 May 2015 was created as a structure that puts the customer at the center and enables providing them with effective service.
Our customers were segmented as Individual, Entrepreneur and Corporate to make sure that our organization provides effective service to our customers; the branch and General Directorate organizational structures were created in accordance with this segmentation.
When needed, the organizational structure is being brought to the ideal in a dynamic way by continuously monitoring, according to customer demands, and changing market conditions. Ziraat Participation that has been rapidly growing since the day it was open has provided employment to 458 people including 241 employees in its 22 branches and 217 employees in the Head Quarter units as of the end of 2015.
Ziraat Participation adopts raising today’s and the future’s managers, providing equal opportunities to the employees and giving priority to in-house human resources for career opportunities as a principle in order for the human resources to be composed of competent and distinguished individuals in terms of career possibilities. In this context, Ziraat Participation appointed its in-house employees as a branch manager in 5 out of 22 branches opened in 2015.
Also, it promoted its employees, who were successful in the promotion exam carried out in 2015, to a higher title.
Promotions in Ziraat Participation are in the form of rise in the titles and the duties of the position. In order to rise to a step higher position, the requirements are determined as being successful in the written exam and/or interviews related to the title concerned and having the minimum competencies required by the title concerned and/or the position.
In terms of remuneration; a transparent, fair, competitive human resources policy was created. In addition to the monthly salary, the employees are provided with quarterly bonuses, foreign language allowance, individual retirement contributed by the employee, and place of duty compensation for the employees serving in Istanbul.
Within the framework of provision of the human resources that is required by the growing organizational structure, further enriching the young and dynamic personnel structure and the training of future bankers, 200 Service Officers will be recruited with Service Officer Exam that will be carried out on 27 February 2016 by Anadolu University.
In order to develop human resources career and application management process, the “kariyer.ziraatkatilim.com.tr” page is aimed to be broadcast in the second half of 2016. Upon the commissioning of the application module system, the facilitation of the follow up of the incoming applications, the reduction of operational risks and costs by carrying out interviews and recruitments through the system will be provided.
In the first quarter of the following year, Ziraat Participation aims to switch to T.C. ZİRAAT BANKASI A.Ş. and T. HALK BANKASI A.Ş. MEMBERS PENSIONERS AND ASSISTANCE FUND FOUNDATION (TZHEMSAN) in terms of social security and health practices. Thus, it is aimed that the employees can take advantage of public hospitals, contracted private hospitals and health institutions for free of charge or by paying very low fees.
Ziraat Participation speeded up the individual performance system works in order to ensure increasing the effectiveness of employees in achieving corporate goals, ensuring the continuity of performance, rewarding of successful and added value producing employees by measuring the individual performance. It plans to put the performance system into action in the first half of 2016.
Increasing the motivation and the sense of belonging of the employees, the realization of corporate goals, instilling the marketing and customer-oriented approach and increasing efficiency are aimed through the Individual Performance System. The performance bonuses will be determined on the basis of quantitative performance results at the end of the three-month periods, performance bonus coefficient and scoring that will be carried out based on competency.
Ziraat Participation launched a training project under the name of “Growth through Sharing Business Culture Principles” in order to establish a common business culture. With this project it is intended that the employees who come from different banks/institutions learn the culture of Ziraat Participation and adopt themselves to the concerned principles by applying them on the job. With the business culture that will be established, it is aimed to contribute to the employees in realizing their organizational goals and objectives and to their institutional loyalty. Within the project scope, Ziraat Participation business culture principles were created with the participation of employees working in different units. The first group will be provided training on 8 January 2016 by launching it within Ziraat Participation on 21 December 2015.
Within the scope of “Growth through Sharing Business Culture Principles” project, the trainings that are to be given consist of 3 stages and the trainings are planned to be completed by the end of May 2016.
The objectives of the 1st stage trainings activities given to implement the “Growth through Sharing Business Culture Principles” project are recognition of oneself, recognition of our Bank, harmonizing the vision and mission of the Bank with the employee’s vision and mission.
In the 2nd stage trainings activities, the business culture principles of Ziraat Participation and behavior patterns compatible with these principles will be studied through case studies and all Bank employees will be asked to exhibit similar behaviors in similar situations.
The 3rd stage of trainings will only be given to managers and upper level managers, and this stage will include the monitoring of the employees’ behaviors to be in compliance with the business culture principles and the feedback methods.
