HEMEL Human Resources Policy

At HEMEL, we aim to create a work environment that supports the development of our employees and is open to innovation and change. In line with our sustainable growth strategy, our top priority is to attract technically competent individuals with high development potential to our organization.

Recruitment and Placement Process:

Our fundamental policy is to bring in individuals who are open to innovation and change, have the potential to develop themselves and their work, and are technically competent. We prioritize offering long-term employment opportunities to these individuals by supporting them with individual development plans.

1. Our Hiring Principles

• - Ensuring equal opportunity and supporting diversity.
• - Focusing on technical competence and cultural fit.
• - Prioritizing candidate experience.

2. Our Hiring Channels

• - White-collar: Career portals, consultancy firms, social media, company email applications, referrals from our colleagues.
• - Blue-collar: İŞKUR, Tuzla Municipality Employment Office.

3. Our Recruitment Process

• - Pre-Evaluation: The Human Resources team reviews applications and conducts initial interviews with suitable candidates.
• - Competency Assessment: Personality inventory and foreign language tests are conducted based on position requirements.
• - Department Interviews: Suitable candidates meet with relevant department managers and, for critical roles, with the General Manager.
• - Job Offer: In the final stage, successful candidates receive a job offer.

The process is typically completed within 4-6 weeks.

Training and Development

1. Orientation Process

A comprehensive orientation program is implemented for new employees. During the first week, training is provided on the following topics:

• - Human Resources and Employee Rights
• - Quality, Occupational Health, and Safety
• - Information Technologies

Depending on the position, additional orientation is planned with the following departments:

• - Finance
• - Sales Support
• - Technical Marketing

2. Career and Development Process

• - Mandatory and development-oriented training is provided as part of the annual training plan.
• - Sales teams receive biannual training on existing and new products, marketing, service quality, customer relations, strategic decision-making, and leadership development.

Performance and Potential Management

At HEMEL, a Potential and Performance Management System is applied to evaluate employees' current performance and potential fairly and objectively.

• - Performance Evaluation: Measured based on annual individual goals.
• - Potential Evaluation: Identifies competency-based development areas for employees.
• - Feedback Culture: Regular development meetings are held with employees.

Leave and Working Conditions

1. Annual Leave Periods

Annual leave periods are applied in accordance with labor laws:

• - 0-1 year: 7 days
• - 1-5 years: 14 days
• - 6-14 years: 20 days
• - 15 years and above: 26 days
• - Employees aged 50 and above: 20 days

2. Working Conditions

• - Factory working hours: Weekdays 08:00 – 17:00
• - Flexible work models are applied for the sales team.
• - Meal cards are provided for sales teams, while catering services are offered for office and production employees.
• - Annual comprehensive health screenings are conducted for employees.

Internship Process

Students from vocational high schools, universities, and colleges receiving skill training under Law No. 3308 can apply for an internship at Hemel.

• - University Mandatory Internship: Applications are accepted between April and June, and short-term summer internships begin.
• - Vocational High School Internship: Applications are accepted in the summer, and the official internship process starts when schools open.
• - Internship Departments: Finance, Information Technology, Production.

Employee Benefits and Recognition

• - Employees' innovative ideas outside of daily work processes are encouraged and rewarded.
• - An internal referral reward program is in place to recognize employees who recommend successful candidates.
• - Comprehensive occupational health and safety programs are implemented.
• - Additional benefits such as supplementary health insurance and life insurance are provided.

Employee Experience & Great Place to Work

Since 2013, we have been conducting job grading studies with Korn Ferry (Hay Group) to structure our compensation system more effectively. HEMEL became a certified Great Place To Work company in 2021, reflecting the high trust culture and positive employee experience.

Job Application

If you want to work, develop, and become part of the HEMEL Family, you can follow our open positions on Kariyer.net and apply for suitable positions.