Human Resources PolicyASYAPORT defines and carries out the Human Resources Policy in accordance with the law, the legislation, the social, cultural and economic conditions of our country and respect for human rights. ASYAPORT prepares the health and safety of its employees and gives training to all employees for quality, job security and environmental awareness. It creates an equal opportunity environment among all its employees in the process of recruitment, promotion and compensation. It does not discriminate on the basis of fair behaviors, language, race, color, sex, religion, sect, political thought, age, physical disability and the like. ASYAPORT directs the applications to be done by taking opinions from employees through questionnaires, proposal-request boxes and similar ways. ASYAPORT adopted the seven internationally recognized principles of Social Responsibility and published its Social Responsibility Policy. ASYAPORT respects human rights, constitutional organizations and collective aggreement rights.
The principle of equal opportunity for people with equal conditions on recruitment has been adopted and in practice the criteria set out in writing for each title are complied with; T. C. to be a citizen, to be 18 years old, to fulfill military service in men, not to be deprived of public rights, not to have a criminal record, to be in compliance with the position of health status, to have professional qualification certificates according to the nature of the job and to be successful in the exam and / or interview.
For open positions, business applications are announced on our corporate website and in various career sites, and are collected by hand or by gathering them in the job application pool through our corporate website. Acceptance of applications to be realized in our company, work flows towards employment are carried out within Human Resources.
Employees who are more than 6 months old in the framework of ILO Convention No. 158 and Labor Law No. 4857 benefit from the provisions of job security.
The wages of our employees are adjusted by the annual rate of increase determined by the conditions of the day. In addition to wages, social assistance such as provision of a shuttle service and lunch is also available.
Training plans are made in order to identify, implement and evaluate the results for the benefit of the company in order to provide the knowledge, skills, attitudes and behaviors necessary for the improvement of the duty satisfaction and to be more successful in the business environment. Trainings for vocational and personal development are implemented as in-house or out-of-school trainings and these training programs are benefited from domestic and international sources. The main purpose of our training activities is for our employees to improve their work competencies in the preparation of orientation training programs and annual training programs given at the start of work and to prepare them for future tasks. Trainings are often planned, implemented, and implemented to meet today's needs so as not to diminish the resources of future generations, to create sustainable insight in employees, to create value in the long run, to promote awareness of their environmental and socio-economic dimensions in their goals, to prevent occupational accidents, and to improve health- security-environment the results are measured.
We work with integrity and honesty, in our relationships with employees, customers, suppliers, shareholders and all stakeholders. Special attention is paid to protect the private information of employees, customers and suppliers, and this information is not allowed to be shared with third parties. Relations with official institutions are always transparent and clear. All kinds of documents and information demanded by official institutions are provided in a correct, complete and timely manner. Asyaport employees act in accordance with the principles of legality, justice, equality and honesty in all of their actions and transactions, cannot treat discriminatorily and practice against the principle of equality, they cannot act in a manner that targets the benefit or harm of any person or group. They have personal responsibility in the conflict of interest, they are careful about any potential or actual conflict of interest. They take the necessary steps to avoid conflict of interest, inform their superiors as soon as they become aware of the conflict of interest and keep themselves away from personal benefits and favors. The main principle is that all employees don’t receive gifts, no gifts are given to Asyaport employees, and they don’t use their professional titles for personal benefits. No gift is requested or implied from customers, subcontractors and contractors. All employees avoid wasting any of Asyaport goods and resources, and acts effectively, efficiently and sparingly while using the office hours, resources, labor, and facilities. They cannot make statements, commitments, promises or attempts out of of their responsibilities or perform deceptive or untrue statements when performing their duties. They cannot keep their personal interests ahead of company interests. Violations of the law on harassment and violence are in no way acceptable. In this context, Code of Conduct training is given and employees are expected to believe in these rules and to adapt to the culture. Follow-up to the rules is monitored and if contradictions are identified, the Disciplinary Regulation is applied.