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OUR HR MISSION
To create a motivating working environment through effective and efficient HR practices; where all employees will feel committed to Koc Group values and proud of being a member of Grundig Elektronik.
OUR STRATEGIES
- To hire professionals who will provide competitive advantage to our company.
- To create an environment of professional / personal development and continuous learning.
- To provide chance of career progress within Koc Group, in recognition of performance and competencies.
- To create a change and innovation oriented corporate culture
Our Employee Profile
| Our Employee Profile (White +Blue Collar) |
Total |
| Male Employees |
% |
Female Employees |
% |
|
| 1517 |
77 |
446 |
23 |
1963 |
| Average of Age |
30.7 |
|
Distribution of Engineers
|
Number
|
Proportion
|
|
Electronics Engineers
|
172 |
66% |
|
Mechanical Engineer
|
31 |
12% |
|
Industrial Engineer
|
30 |
11% |
|
Computer Engineer
|
17 |
6% |
|
Aircraft Engineer
|
3 |
1% |
|
Chemical Engineer
|
2 |
1% |
|
Environmental Engineer
|
2 |
1% |
|
Operating Engineer
|
2 |
1% |
|
Mathematical Engineer
|
1 |
0% |
|
Petrol and Natural Gas Engineer
|
1 |
0% |
|
Nuclear Energy Engineer
|
1 |
0% |
|
Total
|
262 |
|
Recruitment and Selection
Human Resources department filter candidates with suitable characteristics from computer databases and other sources to meet the personnel requests of different departments. Human Resources interview evaluates whether candidate was suitable for the competencies of the specific position. The second interview is arranged with the team leader or/and manager of the specific department. This meeting aims to evaluate whether the candidate is functionally suitable for the position. Candidates, who are found to be suitable after the second interview, took Numerical Aptitude Test, English Exam and Occupational Personality Questionnaire. After the evaluation of the results of interviews and exams, Human Resources department starts the recruitment process for suitable candidates. For applying the positions in Grundig Elektronik, you may follow and apply to the postings on www.kockariyer.com.
Compensation
For those employees who are out of the context of labor agreement, the compensation process is based of job evaluation and performance. The salary increase based on performance and inflation occurs annually. Salaries are paid as 16 gross salaries.
Training and Development
The training programs in Grundig Elektronik are arranged according to the targets and strategies of the company. Trainings support corporate culture and aim to develop individual and organizational competencies.
Training process aims
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To provide equal and consistent right of training for all employees
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To be dynamic enough to meet the actual and future development of the company
-
To widespread the learning through teaching principle by bringing the knowledge and experience of the employees together
 Career Development and Performance Management
In Grundig Elektronik, promotions are executed according to competency and performance evaluation results. Promotions to managerial positions are preferably planned within the company.
Social Facilities
Transportation and food in dining hall is provided for all employees. There is a Health Service where all the health tests of the employees are conducted and a dentist where employees could get their dental care during work hours. There is also a day care center for 70 children, cafeteria including a Pub and Cafe and a shopping center providing social facilities for employees including different shops like florist and bootblack.
Internship Opportunities
University students can apply for internship online from 15th of March to 15th of April. For the application of high school internship, the candidates are required to come to Grundig Elektronik in person to complete the application form.
High School Internships
Grundig Elektronik accepts high school internship applications in June and the internships take place during the school term, i.e. between September and June.
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Human Resources Department distributes High School Intern Surveys to departments in April to determine the number of students, vocations and number of internships needed.
-
A needs assessment form that is filled out according to the results of the survey is sent to the Provincial National Education Directorate and the relevant schools in May.
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The schools send the vocational training agreements to the Human Resources Department by the first week of the academic year in September, for the students who will do an internship in the enterprise determined by the school, thus starting the internship process.
University Internships
2008 Internship period will take place from 28th of July to 5th of September for one term.
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The applications will be accepted online between 15th of March an 15th of April.
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The applications are going to be evaluated and the applicants who meet criteria are going to be invited for an examination.
Some of the selection criteria are as follows:
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Applicants must have finished the third year of university
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Internship must be compulsory for the applicant
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Academic results of the candidate
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Internship quotas of the departments
Recruitment process is based on level of success of the candidates and the needs of the departments.
The results will be announced from 15th to 31th of May.
The approval of the internship process is based on attendence and accomplishment of given responsibilities.
Please apply for university internship from here.
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