Career

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Career
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HR Policy

Career

The Human Resources Policy of Limak adopts a participatory and value-creating Human Resources
Management approach based on the principles of change and transformation within the scope of the
vision, mission, competencies and ethical values of Limak Group of Companies.
In the light of the Corporate Equality Policy, it is aimed to raise awareness in every employee through
providing a fair, transparent, efficient, healthy and development-oriented work environment
supporting gender equality. Within the framework of the principles of equality and inclusion, we are
completely against to discriminatory factors based on all individual characteristics such as gender, age,
marital status, religion, language, ethnicity, pregnancy status or pregnancy possibility and disciplinary
practices which all attitudes and behaviors that may harm human dignity such as corporal punishment,
physical/psychological pressure, insults and ill-treatment in our entire practices starting from the
recruitment process to training, promotion, performance management, career management and
remuneration. An egalitarian and inclusive communication language which the skills and competencies
are supported is used for all written and verbal communication within and outside of the company.
Limak acts with the awareness of social responsibility in preventing the employment of persons under
the age of 18 and/or child labor in accordance with laws, legislations and regulations. Due to its
working principles, it pays attention not to exceed the working hours stipulated in the legal legislation,
excluding short-term extraordinary business conditions. In recruitment processes, we prioritize female
candidates among female and male candidates with equal qualifications. Positive approaches and
practices such as providing positions to female employees with a decision-making authority in middle
and senior management, encouraging female employees to return to work after childbirth and
preventing potential losses in their career development, representation of women in jobs, professions
and sectors traditionally dominated by men and involving more men in jobs, professions and sectors
traditionally dominated by women, ensuring a balance between the professional and private life and
encouraging the sharing of the unpaid workload in the house equally between women and men,
including childcare and involved fatherhood (fathers as parents take an active role/responsibility in
childcare and development) are fully supported.
Based on the positions at the organizational level and the competencies of the employees, we pay
regard to a fair remuneration system which is compatible with competition and market conditions, fair
and sensitive to the principles of equality. The entire rights of the employees are protected in
accordance with the principle of equal pay for the work of equal value.
By applying a fair, transparent, inclusive and egalitarian performance evaluation system that measures
the knowledge, experience, effort and behaviour, system outputs are ensured to form the basis of
development and promotion processes. The career paths of all employees are managed with the
development-oriented principle and the employees are encouraged to participate in personal,
technical and vocational training programs in accordance with their development requirements.
Internship programs are provided to students in order to motivate them to gain experience in their
professional development processes.
"Zero Tolerance Policy" is adopted against violence, domestic violence and/or violation of sexual
inviolability among employees, between employees and stakeholders and/or among stakeholders at
the work environment and in possible cases, all the sanctions related to the Zero Tolerance Policy are
put into practice.
Incentives are provided to increase the motivation of the employees and to strengthen the
organizational commitment in accordance with the findings obtained from the practices aimed at
increasing employee satisfaction throughout the group companies. It is important to establish the
balance between the private and professional lives of the employees through the effective
implementation of policies and procedures within the scope of work life balance.The Human Resources Policy of Limak adopts a participatory and value-creating Human Resources
Management approach based on the principles of change and transformation within the scope of the
vision, mission, competencies and ethical values of Limak Group of Companies.
In the light of the Corporate Equality Policy, it is aimed to raise awareness in every employee through
providing a fair, transparent, efficient, healthy and development-oriented work environment
supporting gender equality. Within the framework of the principles of equality and inclusion, we are
completely against to discriminatory factors based on all individual characteristics such as gender, age,
marital status, religion, language, ethnicity, pregnancy status or pregnancy possibility and disciplinary
practices which all attitudes and behaviors that may harm human dignity such as corporal punishment,
physical/psychological pressure, insults and ill-treatment in our entire practices starting from the
recruitment process to training, promotion, performance management, career management and
remuneration. An egalitarian and inclusive communication language which the skills and competencies
are supported is used for all written and verbal communication within and outside of the company.
Limak acts with the awareness of social responsibility in preventing the employment of persons under
the age of 18 and/or child labor in accordance with laws, legislations and regulations. Due to its
working principles, it pays attention not to exceed the working hours stipulated in the legal legislation,
excluding short-term extraordinary business conditions. In recruitment processes, we prioritize female
candidates among female and male candidates with equal qualifications. Positive approaches and
practices such as providing positions to female employees with a decision-making authority in middle
and senior management, encouraging female employees to return to work after childbirth and
preventing potential losses in their career development, representation of women in jobs, professions
and sectors traditionally dominated by men and involving more men in jobs, professions and sectors
traditionally dominated by women, ensuring a balance between the professional and private life and
encouraging the sharing of the unpaid workload in the house equally between women and men,
including childcare and involved fatherhood (fathers as parents take an active role/responsibility in
childcare and development) are fully supported.
Based on the positions at the organizational level and the competencies of the employees, we pay
regard to a fair remuneration system which is compatible with competition and market conditions, fair
and sensitive to the principles of equality. The entire rights of the employees are protected in
accordance with the principle of equal pay for the work of equal value.
By applying a fair, transparent, inclusive and egalitarian performance evaluation system that measures
the knowledge, experience, effort and behaviour, system outputs are ensured to form the basis of
development and promotion processes. The career paths of all employees are managed with the
development-oriented principle and the employees are encouraged to participate in personal,
technical and vocational training programs in accordance with their development requirements.
Internship programs are provided to students in order to motivate them to gain experience in their
professional development processes.
"Zero Tolerance Policy" is adopted against violence, domestic violence and/or violation of sexual
inviolability among employees, between employees and stakeholders and/or among stakeholders at
the work environment and in possible cases, all the sanctions related to the Zero Tolerance Policy are
put into practice.
Incentives are provided to increase the motivation of the employees and to strengthen the
organizational commitment in accordance with the findings obtained from the practices aimed at
increasing employee satisfaction throughout the group companies. It is important to establish the
balance between the private and professional lives of the employees through the effective
implementation of policies and procedures within the scope of work life balance.

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