1. PURPOSE
As RHG Enertürk Enerji Üretim ve Ticaret A.Ş. ("RHG Enertürk"), our aim is to increase the happiness of our employees, strengthen their loyalty to our company and create a work environment where everyone wants to participate. We develop and implement a fair Human Resources Policy that increases the participation of our employees in achieving our goals, reveals their potential, creates an environment that is measurable, transparent, where everyone's opinions are listened to, and personal development is given importance.
Our Human Resources policy aims to create competence and skill groups that will support sustainability and meet the expectations of our stakeholders by maintaining our strong position in the energy sector and increasing our capacity.
Our human resources management approach aims to create the best and most productive employees and teams that are committed to ethical values, sensitive to the environment, aiming to create value and aiming to create value within the framework of our company's principles and culture.
2. SCOPE AND RESPONSIBILITIES
This policy is developed by the Human Resources (HR) department under the knowledge and supervision of the Board of Directors and updated when necessary.
The Board of Directors, company management, Department and Power Plant managers and all personnel are responsible for the implementation of this policy and related procedures, and the HR Department is responsible for human resources activities.
3. OUR APPROACH
• Protecting the rights of our employees and working in a healthy and safe environment is our top priority. We comply with all legal regulations regarding employee rights, occupational health and safety and working conditions.
• Our HR management approach is developed to support our sustainability policy, strategy and goals.
• Equal opportunity is one of our fundamental human resources principles. We ensure equal opportunity in recruitment, career development, competency development, promotion, performance evaluation, remuneration and fringe benefits, personal rights, and combat discrimination.
• We believe that diversity strengthens our company and we support it.
• Our HR policy and management is inclusive; we support the loyalty, development and motivation of all our employees and ensure equal opportunity.
• We create mechanisms through which our employees can convey their opinions, complaints and suggestions at any time, comfortably and without pressure.
• We support the career and competency development of our employees. We create career paths and provide mobility opportunities. We offer training opportunities where they can increase their competencies and technical knowledge in different fields.
• Our Remuneration and Fringe Benefits Policy takes into account the quality of life of our employees. In order to increase the motivation of our employees and unlock their potential, a fair, balanced, competitive and encouraging wage approach is adopted, and these rights are supported by the benefits policy. In this context, the wage band structure determined by the Holding Industrial Relations unit is taken into consideration.
• In addition to their salary, we offer our employees benefits such as complementary health or private health insurance, vehicle allocation & fuel support, mobile phone & company line support and opportunities to benefit from the products of our brands at a discount, taking into account the size of the work they carry out, representation requirements and functional needs.
4. APPLICATION
4.1. RECRUITMENT AND ORIENTATION
Our HR Policy covers all processes and activities of all employees from recruitment to separation, based on the principles of equality, inclusion and diversity. Our company aims to make life easier for all its stakeholders with innovative projects that encourage the success of its employees and shape the future. Our employees work with self-confidence, aware that they are part of a big team.
Our Recruitment and Rotation Procedure and related instructions outline how the recruitment and rotation process of white and blue collar candidates will work and what the minimum requirements are, and our Human Resources team is in regular communication with the employee during these processes.
The Training Management Procedure and related annexes cover the determination of the training needs of white and blue-collar employees, the preparation of the training plan, the realization of planned, unplanned, orientation, in-service trainings, and the keeping and reporting of these training records.
4.1.1. All human resources activities are carried out in line with Erciyes Anadolu Holding definitions.
4.1.2. In line with our Company's sustainability goals, the following priorities are pursued.
4.1.2.1. To increase our white-collar female employee ratio by 100% by 2030. To reduce the ratio of female employees in engineering and managerial positions to 40%.
4.1.2.2. To become a signatory to the United Nations Women's Empowerment Principles.
4.1.2.3. To cooperate with Women in Renewable Energy.
4.1.3. When there is a need for labor force in our company, the relevant department manager requests personnel. After the requests are evaluated by the General Manager, according to the competencies of the employee, the personnel are first announced in the surrounding settlements, giving priority to local employment.
4.1.4. The Human Resources Department carries out the recruitment processes of the relevant positions as specified in the approval flows tables in the Recruitment and Rotation procedure, and ensures that the process is completed completely by obtaining all relevant approvals according to this flow.
4.1.5. At any point in the recruitment process, candidates' religion, language, race, nationality, gender, age, sexual orientation and disability status and similar criteria are excluded from the scope of evaluation and do not affect the recruitment process of candidates.
4.1.6. As stated in the White Collar and Blue Collar Recruitment Instructions, a job offer is sent to the candidate whose process is finalized positively. Candidates who accept the job offer are informed when the recruitment approval is received. As stated in the Recruitment and Rotation procedure, a Document List is requested from the candidates whose recruitment is approved. In line with these documents, legal recruitment procedures are carried out and the personnel recruitment documents and PDPL (Personal Data Protection Law) documents in the Payroll and Personnel Procedure are signed.
4.1.7. The termination and dismissal of White Collar and Blue Collar Employees are carried out and payments are made in accordance with the current laws after approval as specified in the Payroll and Personnel Procedure.
4.2. TRAINING
In the training needs of our employees, we focus on contributing to the development of both the company and individuals and the creation of a sustainable life. In this context, in addition to supporting our employees to improve their competencies, we contribute to the development of corporate culture in environmental, social and governance areas.
In accordance with our human rights policy, one of our priorities is to create fair training and support processes to ensure equality among our employees and to encourage their participation in these trainings. Our training procedure aims to identify the potential and existing knowledge and skills of our employees for the continuous development of their behavioral and professional competencies and to provide the necessary development tools.
Training and development planning is carried out with the perspective of having the competencies required by the career steps determined for each position, in line with the individual development needs identified during the performance evaluation period and corporate sustainability criteria. With this approach, in addition to on-the-job trainings, classroom and online trainings are offered through external training companies when needed. In addition, our experience and expertise are transferred to the future by training our own internal trainers.
For production employees, all mandatory trainings and technical development trainings, especially on occupational safety and environment, are meticulously completed and regularly monitored by the HSE-Q Department.
4.2.1. Within the scope of the Training Management Procedure, training requests are collected from Department Managers in December and the Annual Training Plan is created according to these requests. After the proposal studies are carried out, the training plan and budget are submitted for the approval of the Group Human Resources Manager and Human Resources Coordinator. After the Training Plan approvals are received, Training requests are realized through the EBA system Training Form.
4.2.2. In accordance with our objectives, the trainings that must be provided to all our employees are as follows:
4.2.2.1. Occupational Health and Safety training
4.2.2.2. Environment and Zero Waste Training
4.2.2.3. Integrated Management Systems Trainings
4.2.2.4. Equality, Diversity and Inclusion training
4.2.2.5. Cyber Security training
4.2.2.6. Business Ethics and Anti-Corruption training
4.2.3. The minimum training hours targeted for our employees are given below:
4.2.3.1. By 2025, each employee will receive at least 30 hours of training per year.
4.2.3.2. New employees will receive at least 12 hours of orientation and supportive training per year.
4.2.4. Within the scope of the Training Management Procedure, training activity evaluation forms are taken by the participants after each training and all results are analyzed. As a result of the analysis, an evaluation is made for the next training activity according to the satisfaction rates with the training or trainer.
5. CODE OF ETHICS AND EMPLOYEE RIGHTS
We strive to protect and manage the rights of our employees in accordance with existing legal regulations and labor agreements. We adopt the principles of respecting human rights and complying with international standards and support these principles through company policies; the protection of human rights is considered a fundamental priority. We also respect employees' right to collective bargaining and freedom of association.
Within the framework of company values and principles, our code of ethics, which is shared with all our employees, is strongly promoted and mandatory trainings are organized in this regard. In case any ethical suspicion arises or a behavior or practice contrary to the rules is observed, all our employees have the opportunity to report this situation or use our communication channels for consultation.
Our employees can report unethical situations they encounter at any time via the Ethics e-mail address.
E-mail: etik@enerturk.com
We endeavor to rigorously implement, monitor and report the requirements of the Personal Data Protection Law. Employees' personal information is kept in full compliance with the principles of confidentiality within the company; likewise, our employees are responsible for respecting the confidentiality of all technical information, including proprietary applications and information in our company's database.
6. DIVERSITY, EQUALITY, EQUAL OPPORTUNITY AND ANTI-DISCRIMINATION
Respecting differences is not only essential for the proper performance of work, but also for achieving success. In this context, our company adopts the aim of creating a working environment that values the talents and experiences of each individual, respects differences and allows each employee to participate in the ideas and opinions of each employee.
Creating and maintaining a fair working environment where employees are not subjected to discrimination and mistreatment is among our priorities.
An ethics committee exists in accordance with the principles of confidentiality to identify any action that has the potential for discrimination and mistreatment and to take necessary measures. All our employee practices are based on individual ability and merit, regardless of race, religion, color, age, sex, gender, nationality, sexual orientation, physical disability, seniority or other factors protected by law. These practices cover processes such as recruitment, promotion, transfer and rotation, training, disciplinary rules and termination of the employment relationship and form the basis of our other practices.
7. EMPLOYEE PARTICIPATION IN MANAGEMENT
All practices for our employees are meticulously carried out in full compliance with the laws regulating the working life. Procedures for recruitment, promotion, transfer, rotation, performance management, training processes and other working models are determined in writing and strictly implemented.
Our Company emphasizes the active participation and responsibilities of employees and encourages their involvement in decision-making processes, committees and projects. To this end, periodic meetings, year-end evaluation and information panels, annual goal setting workshops and performance evaluation interviews are organized.
In addition, the requests, notifications and suggestions of our employees are communicated through our employee representatives at locations and taken into consideration by senior management on platforms such as Occupational Health and Safety Board Meetings and Management Review meetings. In this way, consultation and participation with senior management is ensured.
Finally, our employees have the opportunity to communicate their requests, suggestions and opinions through tools such as the Ethical e-mail address. In addition, open communication practices and employee surveys, through which they can communicate directly with senior management, provide feedback and identify areas for improvement.
In line with our company targets, we aim to ensure 100% participation rate of our employees in satisfaction surveys.
7.1. The Employee Satisfaction Survey is conducted once every two years.
7.2. The Employee Satisfaction Survey is conducted online at the end of the fourth fiscal year quarter, announced by the Human Resources department at least one week before the survey is due to be completed.
7.2.1. No information regarding the identity of the employees filling in the forms will be requested. Survey participation will be completely anonymous.
7.2.2. In addition to rating-style questions on the subjects that the survey wants to measure, there will also be a free writing section where employees can convey their wishes, complaints, suggestions and criticisms.
7.2.3. Following the completion of the survey, the survey results will be analyzed by the Human Resources department and a report on the results will be prepared and shared with the management.
7.2.4. A summary of the survey results will be shared with employees using a platform or bulletin boards that they can access.
7.3. Our employees can submit their wishes, complaints and suggestions to HR by processing them online with the QR code defined in the appropriate fields. Online petitions and complaints are sent to HR's e-mail address immediately after they are created. In addition, our employees can also send their wishes and complaints to the Wish Complaint Boxes in our power plants.
7.3.1.1. Any practice that would reveal the identity of the employee who wants to convey a message is not allowed in the areas where the boxes are placed.
7.3.1.2. All collected messages are forwarded to the Human Resources department and evaluated. Actions to be taken as a result of the evaluation are announced to employees on a platform that they can easily access or by using bulletin boards.