Training and Development
As Human Resources Department, with our training and development teams at all Kordsa facilities, we implement various practices to align training and education activities, to meet local requirements and needs, and to support employees in realizing their career goals as they perform their duties safely and effectively.
We use performance and competency evaluation results, employee development and career plans, and similar resources to identify employees’ training needs and to devise training plans. We always consider company needs and legal requirements besides employees’ individual requests.
Measuring and Evaluation
We use Training Management System Measuring and Evaluation Module to assess the effectiveness of trainings. Through this system, we measure the contribution of trainings on the business results by improving the knowledge, competency and behavior of participants. We monitor training data monthly at all locations of Kordsa.
Among the tools and platforms used to acquire feedback for improving our training and development processes are the employee engagement survey, training assessment results, post-training development evaluations, trainer feedback, and performance evaluations.
The total hours of training provided to our employees reached 236 thousand hours in 2019. 66% of all trainings focus on career development related topics. We invested over TL 3 million on training and development in Kordsa employees and sub-contractor employees.
Global Development Programs
Kordsa offers various talent management and lifelong learning programs to improve competencies of employees in the talent pool and to facilitate long-term employability. Alongside internal global development programs, trainings, and mentorship, we also provide financial support, as specified in our procedures, to our employees for MA/MB, PhD, and certification programs they wish to attend depending on the type and institution of training.
It is a program that aims to develop our employees in their present roles and future career steps by focusing on their developments. Generation Next is designed for specialist and engineer employees. 14 employees completed the program in 2019.
The program is designed to create and maintain a common leadership language among all managers across the globe. 61 managers completed the program in 2019.
The program focuses on easing the relationship between generations and increasing information flow where the mentee is a senior and experienced employee and mentor is younger and junior in rank. In 2019, three employees were engaged in the program.
In this global program, we bring together experienced and successful employees with junior, less experienced employees. Our aim is to provide support to our mentees in career planning, physical and social issues by our mentors. In 2019, 38 employees were engaged in the program.