Within Analysis Career:
· There are no experts who claim to be experts in every subject.
· Support is only received from experts in their field
· Support is provided together with Turkish and international experts,
· Experiences of retired experts from public institutions are utilized,
· An experienced team is definitely supported by young and dynamic new graduates.
JOIN THE ANALYSIS CAREER FAMILY
To join the Analysis Career family, please leave your CV to our advertisements that are constantly open throughout the year on yenibiris.com and make sure that your CV includes the necessary qualifications and skills for the position you are applying for.
In principle, young candidates who want to join the Analysis Career family and have passed the interview process; Regardless of the university and department he/she studied, it is mandatory to go through a comprehensive evaluation process.
Candidates who work as interns, if they are successful at the end of the internship period, start to work in the “Assistant Specialist” position in the relevant and talented department. Our company, which has a systematic Human Resources Policy for 8 years, does not give the title of “Expert” to its employees who have not completed their 3 years of experience. However, promotion and promotion opportunities in our company are provided on the basis of competence, not necessarily based on having spent a certain time in the company.
OUR HUMAN RESOURCES PROCESSES
The main objectives of the Analysis Career Human Resources Department are to design the job suitable for the needs of the institution, to identify and select the appropriate candidate for the suitable job, to create the necessary environment and order to increase the motivation of our employees and thus work efficiency, and to ensure that our employees within the organization reach their career goals. To increase the motivation, job satisfaction and happiness of our employees, as well as work efficiency and continuity, with systems and practices that can provide opportunities and contributions to all kinds of training and development opportunities.
The main purpose of the Analysis Career Human Resources Department, while performing all its functions, is to develop the qualifications of the existing human resources within the institution in order to achieve their career and corporate goals, and to ensure that our new employees who will join Analyzing Career have the competencies to fulfill the job description of the existing position in accordance with the vision and mission of the institution. that is.
SKILL MANAGEMENT
The Talent Management Process, which is carried out throughout the year with the aim of becoming the “Most Preferred Employer” at national and international level, in line with organizational designs and plans, allows our potential employees to be discovered early, and to be trained and developed in accordance with the corporate culture and the requirements of the job. In this process, we aim to meet young people who are eager and determined to gain experience in their fields from respected universities of our country, meet with them in order to listen to their wishes and goals, and increase their knowledge and skills that will enable them to turn their theoretical knowledge into practice with our year-long trainings.
RECRUITMENT PROCESS MANAGEMENT
All or the relevant part of the following evaluation tools are applied by the Analysis Career Human Resources officials, in accordance with the requirements of the position, in the evaluation of the suitability of our newly graduated or experienced candidates for any vacant position within Analysis Kariyer:
Professional Personality Inventory in accordance with International Standards
General Evaluation Test
Position Based Competency Assessment Test
English Placement Exam
Basic Computer Programs Competencies Exam
Position Based Case Study
Candidate Evaluation Group Interview Activity
HR – Competency Based Interview
Competency Based Interview with Unit Manager and/or Company Official
As a result of the evaluations in the recruitment process carried out in a fair and balanced manner by our Human Resources Department, a job offer is made by the relevant Analysis Career Human Resources Department Officer and the recruitment process is terminated. Here, our main goal is to evaluate the knowledge, skills and competencies of our candidates for the existing position, and to ensure that the most suitable candidate for the job is placed in the appropriate department and position.
CAREER MANAGEMENT
It helps our colleagues who take an active role in Analysis Career to reach their career goals, gain a positive work experience and discover their talents, skills and qualities by increasing their motivation and satisfaction levels. Therefore, it is important for us that our colleagues constantly improve themselves in their business lives and reach their career goals.
We aim for our colleagues to have a successful business life in their fields by objectively managing the processes of establishing career goals and paths, determining career transition criteria, and creating a promotion and development plan.
PERFORMANCE MANAGEMENT
Our main goal is to strengthen the Performance Culture within the institution, with the Performance Management Software that we, as Analysis Career, run together with experts in the field.
Our employees, whose performances are evaluated in accordance with position and department-based criteria, are rewarded according to their performance levels in the relevant areas as a result of the performance management process, and are trained in order to support their development in related areas. In this sense, the Continuous Learning and Development Management Process within the institution is also maintained.
CONTINUOUS LEARNING and DEVELOPMENT
With the Performance Evaluation Process carried out at regular intervals in accordance with the annual activity plan, by the Human Resources Department of Analyzing Career, while aiming for the continuous development of our employees in the areas they are good at; We aim to complete the learning and training process with the Continuous Learning and Development process in areas where they are relatively weak, which should be given priority.
MOTIVATION AND CORPORATE LOYALTY OF OUR TEAM MEMBERS
Since we know the importance of understanding the value of the work done by our employees in order to increase the work motivation of the employees and the corporate loyalty, in this sense, employee loyalty, satisfaction and motivation surveys are conducted by the Human Resources Department officials throughout the year in order to understand the suggestions and expectations of our employees, to measure their satisfaction and to take action accordingly.