Equality at Work
As one of the first companies to provide a fair working environment for men and women, Kordsa practices equal employment policy from recruitment to retirement.
Global Rotation and International Assignments
For Kordsa, as a global company having activities in different countries and various seniority models, expat employees play a significant role in transmitting information via international assignments and global rotation programs. We provide our employees with diverse international opportunities, which are an inseparable part of their personal development.
We have approximately 735 white-collar employees who could be employed as expats in 4 continents, and 6 countries.
Training & Development
Although the Human Resources Department is the main owner of the Training and Development Process, Kordsa positions every one of its employees as the owner of their own development process.
When preparing training plans, department heads talk to their employees, and inform the Human Resources Department about their requests based on the technical needs of their unit, as well as the individual and technical development needs of their subordinates.
Every year, the employees set personal targets, in relation with the company’s targets, by using the 360 Degree Performance Management System. All employees undergo a performance evaluation process. The outcomes of the performance evaluation process constitute the input of the career and development plans of the staff members.
Project assignments across different global functions aim at employee development; and employees having a high potential are encouraged with coaching-mentoring programs, and international assignments.
After winning the “Grand Prize” in the Training and Development Category of the PERYÖN Awards, Kordsa started to work on cascading the mentoring system, which was previously implemented in its factory in Turkey, to all the countries. “The Global Mentoring Program”, encompassing the Specialists-Engineers, and the newly promoted managers as “mentees”, and senior managers as “mentors”, is now implemented.
Employee Engagement Survey
The Employee Engagement Survey, which is one of the most important tools measuring the Human Management Performance, has been done biennially since 2010 in all the locations, with standard questions.
Recognition and Rewarding
At Kordsa we believe that a fair and inspiring rewarding strategy is very important, as it is a critical tool to engage high quality and competent employees at every responsibility level. For this purpose we implement a Global Recognition and Rewarding System under the guidance of the Global HR Unit, in addition to the Local Recognition and Rewarding processes applied by the local HR teams in the respective countries.
Every year since 2006, successful projects and employees who have contributed in these projects, as well as enterprises (countries-factories) with a high performance, are rewarded at global level, with the “All Stars Awards”.
“Kordsa Stars” is a recognition and rewarding system encompassing all employees, where the employees reward each other, and managers reward their employees. The awards are instantly announced on the intra-company social network, which makes the appreciation, gratitude, and success more visible across the company. The Human Resources Department also presents various awards on different occasions, such as the New Year, birthdays, best buddy forever (BFF), and AME. All acts of recognition and rewarding are associated with Kordsa’s values. They provide the opportunity to expand fringe benefits.
Kordsa endorses the United Nations Global Compact Principles.
The Women’s Empowerment Principles
Kordsa endorses the United Nations Women’s Empowerment Principles.