Human Resources

Within the framework of Basal’s strategic business plan, we identify human resources needs both qualitatively and quantitatively. Our actions realized during the year are quickly updated when necessary.

Our selection and placement process is structured on a position-by-position basis. In general, our interviews for office positions have 3 stages;

• Interviews
•  Case study
•  Personality Inventory

Each new employee is subjected to orientation training prepared for their position. Upon successful completion of the orientation training, a six-month induction program begins.

All office employees who have successfully completed six months are subject to a performance evaluation system.

Within the framework of our performance evaluation system, targets and competencies are continuously monitored on a digital platform. A performance development plan is made for each employee and the process is carried out through instant feedback between the manager and the employee.

The Basal learning development strategy is structured with a 70/ 20 /10 approach.

• On-the-job training practices are monitored on a digital platform.
•  Coaching-mentoring support is provided to our managers and potential manager candidates.
•  Classroom trainings are organized online and offline.

The standards of office and field staff to meet position needs are regularly monitored. Learning-development programs are applied to our employees who need professional or behavioral competency development.

Following the biannual career planning process, career maps are shared with our employees.

Talent areas of all our employees are monitored. Personalized development programs are implemented for employees with high potential.