OUR HR POLICY AND GOALS
1. Our HR Policy and Goals
Koza Gold Operations Inc. aspect; providing added value to employees, society, life values, education, environment and economy; Our aim in our Human Resources Policy, which we have created with the goal of permanent and sustainable gold mining; In line with this purpose, with the right job, employment of the right person; is to carry our company to the leadership with our expert and competent employees.
Everyone who works under Koza Altın is considered equal regardless of language, religion, race, sect, age, gender, nationality or disability. Within the framework of our policy, which starts with respect for human rights, we act with the importance of the right person for the right job, a fair wage system according to the job and performance, and the importance of human capital by creating equal opportunities for everyone.
Another element of Koza Altın İşletmeleri A.Ş.'s Human Resources Policy is that it attaches importance to local employment. As a result of the employment realized in line with this policy, our local employee rate is 86%.
Employment of young and high potential candidates to be trained is another part of Koza Altın İşletmeleri A.Ş's Human Resources Policy. Koza Altın, which is also a large school, supports the development of all employees with on-the-job training, technical and certificate trainings. Employment for training accounts for the vast majority of recruitment. Thus, we provide a trained workforce for both Koza Gold and our country's Mining sector.
2. Our Human Resources Processes
Recruitment
In line with the Employment Policy, in order to meet the employee need reported to the Human Resources Department, after determining the characteristics of the needed employee, candidates who are at least 18 years old from the villages bordering the mine and then from the other villages are evaluated. In case the suitable candidates cannot be found in the village where the mine is located, the candidates are evaluated respectively in the district, province and country to which the mine is located.
In our right person for the right job policy, equal opportunities are provided to all candidates, and as a result of the evaluation of applications, candidates who meet the criteria of the position with their training and, where necessary, their experience are included in the interview and talent inventory process. In this process, interviews are made with Human Resources and relevant department officials. In interviews; The competencies of the candidate, his compliance with the company culture, his suitability for the job are evaluated according to measurable criteria.
·Education
Koza Gold Operations Inc. Necessary training needs are determined as in-house trainings and external trainings in order to increase the technical and behavioral competencies of the personnel who will start or work within the organization, to raise awareness of the environment, worker health and work safety, and to enable them to convert their personal performances into company performances.
Employees who have successfully completed the on-the-job training process along with the orientation training are included in other programs. Newly recruited employees in our company, regardless of their previous experience, are not employed alone until they learn the mining rules and complete on-the-job training. They do their work in the company of an experienced supervisor. During the working period, both the trainings requested from the departments to increase the professional competence of the employee and the trainings for personal development planned by the Human Resources Department are organized.
· Wages and Benefits
The wages and fringe benefits of unionized employees are determined according to the Collective Bargaining Agreement. Wages and compensations of other employees are determined by the Board of Directors, taking into account the Company Budget and economic data.
In addition to standard practices such as wages, service and meals, as fringe benefits to employees within the company;
Group Health Insurance:
Group Pension Plan,
Rental Assistance,
Vehicle Assistance,
Education Aid,
Heating aid,
Clothing Aid,
"Kurban Bayramı" Aid,
various aids such as
Bonus Payment: Bonus payments are made to unionized employees every 3 months (March, June, September, December) depending on the Collective Bargaining Agreement.
Performance Premium Payment: Employees who are not within the scope of bonuses are paid performance bonuses in the range of 2-4 salaries within the scope of year-end performance evaluation results.
3. Suggestion and Reward System
On 5 - 10 - 15th Business Anniversaries, success awards are given to our employees who make suggestions and warnings that can directly contribute to production in the prevention of occupational health and safety accidents and fires.
Seniority awards (5/10/15 years) on certain anniversaries from the beginning of the job, success awards are given to our employees who have contributed and contributed to the active activity in preventing accidents and fires in the workplace, increasing production or minimizing the production cost with technical inventions and innovations. Internal procedures apply for our White Collar employees and the provisions of the Collective Bargaining Agreement for our unionized employees.