Through the human resources functions launched in 2013, İşbank aimed to develop HR solutions that are in line with the Bank’s
corporate strategic priorities.
In 2013, İşbank hired 956 new employees to fill different positions in order to rapidly meet the increased need for staff arising from
both the growth in the Bank’s business and the opening of new branches. The Bank had a total of 24,129 employees on its payroll as
of December 31
st
, 2013.
Regarded as “Turkey’s School of Banking”, İşbank raises the most qualified human resources in the sector, while placing special
importance on supporting the professional development and corporate loyalty of its employees. In the recruitment processes carried
out during 2013, the same sensitivity was demonstrated and regional/local hiring was also realized, placing priority on the effective
management of processes. With the aim to ensure candidate satisfaction, offering positions in locations that best fit the candidates’
locations of residence strengthened İşbank’s position as the “Preferred Employer”.
In 2013, İşbank pressed ahead with its efforts to develop functions that would reduce operating costs and risks in the HR processes,
ensure employees effectively participate in HR processes, and which would support efficient use of the workforce and the
proper and safe storage of HR data. In HR processes, channels were developed where employees may directly submit their views
concerning the Bank and its business processes to the senior management; the Bank generally received positive feedback from its
employees in terms of employee satisfaction.
Training activities at İşbank are designed and implemented so as to be both compatible with the Bank’s corporate objectives and
complementary to its other Human Resources practices. Employees of the Bank are supported in every stage of their careers with
mixed training programs that are designed based on their learning preferences. İşbank added the social learning tools, İşpedia and
İştube, to its portfolio of training applications in 2013. İşbank’s training teamwas deemed worthy of the “Excellence in Practice”
award by the American Society for Training and Development in 2012 and the “Best Training Team” award by Brandon Hall in 2013.
İşbank does not transfer intermediate level managers and all managers are trained and promoted fromwithin the Bank’s own
personnel. Therefore, the Bank places special emphasis on equipping the managers and manager candidates with the knowledge
and skills they will need in their prospective positions and titles. Technical and personal development programs are organized for this
purpose.
İşbank’s Employee Performance Management practices are conducted with an innovative approach that will support the
development of all Bank employees in Turkey and in other countries, which are compatible with our corporate culture and values;
and that will strengthen collective capital concept and culture of communication.
The fringe benefits provided to the employees at İşbank are determined on the basis of a Collective Bargaining Agreement under the
provisions of applicable legislation. Managers and candidate managers working at İşbank branches and the Head Office Divisions are
paid an “executive bonus” once a year.
While executive 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 risk exposure.
Responsibilities arising in connection with Law no. 6331 on Occupational Health and Safety are fulfilled under the Human Resources
function. By carrying out the necessary work, İşbank aims to ensure legal compliance and set up an occupational health and safety
culture within the Bank.
Human Resources Functions at İşbank
Corporate Governance
74
İşbank
Annual Report 2013
