64 İşbank
Annual Report 2015
In 2015, in line with İşbank’s healthy growth strategy; people who have the competencies and qualifications necessary for the job, were
employed using appropriate assessment tools and methods. As of 2015 year-end, 1,649 new employees in different title groups were
hired domestically while 29 new employees were hired in different title groups abroad. With its 24,877 employees in the country and 280
employees abroad, İşbank’s total number of employees reached 25,157.
In the recruitment processes carried out in 2015, increasing the satisfaction of candidates has been determined as the main objective.
Effective workforce plans were integrated into the recruitment processes and it was ensured that staff needs of branches and divisions of
the Headquarters were met quickly. With the aim of increasing candidate satisfaction, emphasis was put on hiring candidates at the locations
most suitable to their residences. With regional and city-based recruitments, İşbank continued to generate employment for the economy of
Turkey. Apart from this, with the support of shortening recruitment processes and “İş’e Merhaba (Hello to İş)” program that accelerates the
adaptation processes of new hires, it was ensured that İşbank maintained its “Preferred Employer” position.
Application development activities that will i) increase employee efficiency and satisfaction by supporting the way of doing business in
human resources processes with technological infrastructure, ii) decrease operational costs and risks, and iii) ensure effective contribution
of the employees to human resources processes, were carried out also in 2015.
Obligations arising from Occupational Health and Safety Law n. 6331 are fulfilled within the structure of Human Resources Function.
Activities are carried out with the aim of ensuring legal compliance as well as creating occupational health and safety culture among the
employees.
In İşbank, employee compensation and benefits are determined with the Collective Bargaining Agreement within the framework of the
provisions of the relevant Legislation. While determining remuneration of the employees, consistency between the performance of
employees and İşbank’s long-term strategies and assumed risks, is overseen. Managers and candidate managers working in İşbank branches
and in the Head Office are paid a “managerial bonus” annually. While managerial bonuses are paid on the basis of individual performance,
care is also taken to ensure that bonuses are aligned with the Bank’s long-term strategy and the risk taken.
İşbank’s learning and development activities are designed and implemented in accordance with corporate targets and in a manner that
supplements other human resources practices. The number of videos shared via educational platform “ İştube” – that was designed in line
with learning habits of the new generation employees and with the aim of acquiring timely information as soon as it is needed – exceeded
150 in 2015. Approximately 20,000 different employees were reached via this platform. “Marketing Academy”, that is an important
component of the Bank’s strategy, and that was designed to provide managerial point of view, was launched in collaboration with Boğaziçi
University with the aim of introducing modern marketing knowledge to our managers. Academy continues with programs conducted in the
field of “Data Analytics” in order to provide insight into the future in customer management.
Targets for 2016
Also in 2016, İşbank will continue to implement human resources practices suitable for the sector and specific to İşbank. Moreover, it is
aimed to launch “Digital HR”, project for developing necessary human resources solutions in order to ensure consistency between the Bank’s
corporate strategic priorities and priorities of the Human Resources Function, and for supporting decision mechanisms.
Success of İşbank is a consequence of the corporate-owned culture and the human resources. Also in 2016, İşbank will make investment
on human resources necessary for expanding the share of intellectual capital included in the values it possesses. Improvement efforts for
ensuring candidate satisfaction at recruitment processes and for continuous development of efficiency within the processes, will continue.
Starting from the perspective of renewing career website that will strengthen the interaction with the target group in the recruitment
processes and having human resources closer to the employee; by digitalizing human resources applications and processes, it’s aimed to
ensure that the employees can express themselves more effectively via these platforms. In addition; the aim is to continue to be the most
preferred corporation among newly graduated candidates in the banking/finance sector. The Bank will resume to employ human resources
who have high potential and performance, and to support feedback and communication culture between the Bank and employees.
As in every period, in Performance Management practices, İşbank aims to actualize new practices that will support the development of all the
Bank employees both in and outside the country in line with the Bank’s business objectives, that are in compliance with corporate values, and
that will strengthen the collective capital approach and communication culture. Within the framework of this approach, ensuring that İşbank
employees’ individual contributions are more visible, and increasing communication, employee efficiency, loyalty and motivation via making
feedback culture a part of daily business life will be among the priorities of the Performance Management activities in 2016.
In 2016, İşbank’s learning and development activities will be carried out at the newly designed TUTOM Training Center. In parallel to changes
in the concept of instructor-led training, the Learning Management System (LMS) that the employees can reach learning opportunities will
also be renewed. In this way, Bank employees will have the opportunity for reaching timely information from new generation learning tools
from anywhere, whenever they want. Deployment of two learning platforms, “Sermaye Piyasaları Portalı (Capital Markets Portal)” and “Adım
Adım Finansal Analiz Portalı (Step by Step Financial Analysis Portal)”, has been completed. Moreover, the Bank also designed a multi-user
game about its products and applications, and all of themwill be available in 2016. Within the scope of Management Development Programs,
programs relating to Marketing Academy and Data Analytics will continue.
Human Resources Functions at İşbank
