Careers at Ruzy
Viewing human resources as the most valuable component of its capital and investing in intellectual power, Ruzy is committed to achieving its goals by selecting “the right person for the right job” and supporting their continuous development.
Continuously expanding its talented, participatory, and productive workforce, Ruzy embraces employee happiness as an integral part of its corporate values.
If you wish to become a member of the Ruzy family, you can send us your resume by filling out our general application form or by emailing us at ik@altinyagmadencilik.com.tr.
Our Human Resources Policy
Our most important capital is our Human Resources. The quality of our products and services begins with the quality of our employees. Our chosen path to ensure the continuity and success of our company is to attract and employ the best personnel and skilled workforce; to make the most of their talents, strengths, and creativity; to enhance their productivity; to provide opportunities for their professional development; and to secure a work environment where collaboration and solidarity flourish.
At Ruzy, the Human Resources Department plays a crucial role. It is structured to be proactive and innovative, actively participating in our company’s strategic decisions. In line with Ruzy’s objectives and in coordination with other departments, the HR Department implements contemporary, success-oriented human resources practices.
The primary function of the HR Department at Ruzy is to bring qualified human power into our company, to create the necessary infrastructure for them to perform their duties with job satisfaction and high motivation, and to develop our employees’ knowledge and skills to prepare them for future senior roles.
The activities of the Human Resources Department include recruitment and placement, training, compensation, performance evaluation, career planning, social benefits, personnel affairs, and administrative tasks.
Ruzy’s Human Resources policies include: providing equal opportunity to candidates by using objective evaluation methods starting from recruitment; ensuring a safe and healthy working environment; creating a business atmosphere that fosters motivation and positive human relations; assigning employees to roles that match their knowledge and skills; organizing activities to increase employee commitment; developing communication channels between employees and management; implementing systems to improve employee efficiency and productivity; and prioritizing the personal and professional development of employees from their orientation onwards, supporting this goal through training organizations.
Human Resources Practices
Recruitment and Placement
Our employees are Ruzy’s greatest asset. Accordingly, our main goal is to place the right people in the right positions for openings within our company. While the required criteria vary by position, our expectation for every role is to find candidates who meet the core competencies in line with our values and code of conduct.
Our recruitment process includes:
- Sourcing candidates by reviewing our existing database.
- Posting online job advertisements if a sufficient number of candidates cannot be reached through sourcing.
- Selecting suitable candidates through interviews.
- Presenting the information and interview reports of suitable candidates to senior management.
- Conducting reference checks for candidates approved by senior management before making an offer.
- Executing the job offer procedure for the selected candidate.
Training
At Ruzy, we organize training programs to enhance the technical knowledge and personal skills of our employees in line with our mission, vision, and goals. As a vital component of our company’s HR practices, our training initiatives aim to support the professional and personal growth of our employees and to increase their motivation and job satisfaction.
Our training system is structured in parallel with our organizational design. New hires participate in a specially prepared orientation program. Annual training plans are created at the beginning of each year based on assessment center results, the employee’s manager, and their position. This allows our employees to attend programs that support their development.
Performance Evaluation System
Our company employs separate performance evaluation systems for blue-collar and white-collar employees. Our system is based on qualifications, competencies, and goals. In the first stage, employees conduct a self-assessment, which is then reviewed by their direct manager and finally approved by a senior manager. The resulting performance score is shared with the employee by their manager. These results are considered crucial data for identifying training needs, determining salary increases, and managing careers.
Compensation System
At our company, the compensation and benefits package for each position is determined by considering the required competencies and qualifications. Subsequently, salary increases are made based on the inflation rate, the company’s strategies and goals, and individual performance.
Career Management System
At the end of each year, promotion requests from company management are collected and evaluated. Candidates’ past work experience, awards and disciplinary actions, performance scores, and project participation are all taken into account. This process results in a competency score for each candidate. Based on all this data, the career paths of our employees are planned.
Development Management
We conduct talent management practices to identify employees with leadership potential who can provide a competitive advantage to our company in the future and to support their growth. Different development programs are implemented for employees identified as high-potential, and their individual development plans are continuously monitored.
Within the framework of development management, we carry out individual, functional, and company-wide training and development programs. Our goal is to enhance our employees’ competencies and continuously raise their technical knowledge. Ruzy considers not only formal training but also on-the-job learning, project work, and rotations as integral parts of development management.
Suggestion System
Ruzy continuously takes steps toward improvement by regularly reviewing its systems and processes. As we move forward, every employee’s idea is valuable, and a suggestion system is operated to evaluate these ideas. Our goal is to ensure the participation of all our employees through their suggestions and to build the future of Ruzy with their ideas.
Recognition and Reward System
To acknowledge the achievements of our employees, appreciate them in a timely manner, and share in their happiness by rewarding them, we utilize different reward systems in our company. Each year, we identify the most successful projects and initiatives and celebrate these achievements at company ceremonies.