Ataer Mining we deem people and their lives as our first priority, and provide our employees with healthy and safe working environments.
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At the center of our holistic talent management approach, we position ensuring that our employees work in the most appropriate job field that suits their abilities and increasing their personal and professional competencies. Within the scope of our Talent Management strategy, we prioritize internal resource appointments by conducting potential evaluations of employees for career opportunities in our companies through the "OYAK Measurement and Evaluation Center" application. While preparing our company for the future, we identify critical roles and create our backup plans. In line with our Talent and Succession processes, we open career paths for our employees by giving priority to internal candidates whose competencies and experiences match open positions. We also feel the power of being a large structure in our backup processes. We attach importance to transitions between departments and companies by offering our employees the opportunity to gain experience in different fields and locations. We increase the career and development opportunities of our employees by creating individual development plans and career goals.
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Trainings that will support the professional and individual development of our employees are designed and planned to contribute to the realization of the company's strategic goals and the implementation of the basic principles of the Quality, OHS, Environment, Energy and Information Management Systems Policy. Employee trainings carried out through classroom and distance education methods; It is managed through the DigitalİK Learning and Development Platform under the categories of Occupational Health and Safety, Vocational and Technical, Personal Development and Leadership, Management Systems and Orientation. At Ataer Mining which has a strategic human resources policy, leadership and talent development programs, management systems for customers and suppliers, awareness-raising activities of subcontractors and subcontractors, and collaborations with universities and institutions, different learning and development programs are designed according to target audiences. While leadership training is carried out through programs coordinated within OYAK companies, on-the-job and field training for our hourly employees is given under our own operating conditions.
All our monthly and hourly paid employees have the opportunity to remotely access the DigitalİK Learning and Development Catalog, which contains approximately five thousand contents, via mobile devices. In addition, our employees have the opportunity to access and experience different distance education environments from a single point, thanks to the integrations provided with the learning and development platforms preferred all over the world and the foreign language learning platform.
Our company, which falls within the scope of very hazardous work, cooperates with relevant institutions to carry out and certify vocational and technical training within this scope. Within the scope of professional qualification studies, training and examination processes are followed in areas where documentation is required.
Within the scope of vocational skills, internship opportunities provided to high school and university students provide the opportunity to see the practical application of theoretical knowledge learned at school in working life. Ataer Madencilik practices training within the scope of occupational health and safety is provided online to our subcontractor and subcontractor employees, while awareness-raising activities supported by in-class training are also carried out. -
As part of performance management, we subject our monthly paid employees to a target-based individual performance evaluation process once a year.
Within the scope of the Individual Performance Management process, we evaluate to what extent our employees have achieved the performance indicators assigned to them, and identify their strengths and areas that need improvement. To this end, we provide effective feedback to our employees that will support them in increasing their performance, and we plan and follow up their development activities. We evaluate individual performance results on an annual basis in determining variable wages and career management in order to achieve corporate goals.
We give our employees the opportunity to share their Career Goal requests with their senior managers via the Digital HR system. In this context, our employees can follow up the Individual Development Plans they have structured by planning them on an annual basis. -
We create our wage and fringe benefits policies by taking into account the structure of the sector in which we operate and the competitive conditions, and we support our employees with various practices in the light of analyses aimed at increasing employee loyalty and motivation. In remuneration, we apply a systematic approach according to the job levels determined for the positions. While the wages and fringe benefits of our hourly paid employees are determined by the collective bargaining agreements, we use a methodology based on an internationally valid and defined systematic for the determination of the wages of our monthly paid wage employees.
We provide private health insurance, life insurance, performance-based variable wages and employer-contributed individual pensions to our monthly paid employees, and fringe benefits such as bonuses and fuel allowance within the scope of collective bargaining agreements to our hourly paid employees. We also grant our employees rights such as lodging, daycare, social facilities and healthcare services. -
The basis of our recruitment policy at Ataer Mining is the placement of the right people, who best match the values and culture of OYAK Companies, in the right positions, by effectively planning the manpower in line with our needs analysis. We use the criteria and methods determined based on the available positions in order to make the most accurate placement. We carry out recruitment activities within the annual plan and structure the process steps in a standard and transparent manner. Every employee who is successful in our company has the chance to rise to the highest level as long as he/she continues his/her success. We aim to train our own managers, and we share horizontal and vertical career opportunities available within and between our companies with our employees through our internal job postings.
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01
Job Application
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02
Preliminary Evaluation
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03
First Interview
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04
Interview by Manager
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05
English Proficiency Test
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06
Personality Inventory Test
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07
Assessment by the Evaluation Center for Required Positions
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08
Checking the References
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09
Job Offer
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10
Starting to Work