Human Resources
We aim to provide a safe working environment which is sustainable, rewards success, attaches importance to continuous learning, encourages individual development promoting to take the initiative.
The Human Resources Policy
We carry out our work by aiming to fully comply with the UN Declaration of Human Rights, the UN Global Compact and the legal framework and legislation regulating human rights and working life in Türkiye.
We strive to provide our employees with a modern working environment that respects human rights and encourages participation with equal opportunity. In order to achieve sustainable corporate success, we focus on the management of human resources in line with TSKB policies, the discovery and development of employee potential on both an individual and a team level, and the advancement of human resources in line with TSKB's activities and goals.
We stand against all kinds of forced labour and the use of child labour in the world and in our country, and support initiatives aimed at preventing such illegal practices.
By following a human resources policy based on diversity and equality of opportunity, we act in accordance with technical and personal competency criteria in each stage of the training, performance and career management, remuneration and promotion. We exercise care to maintain an even ratio of men and women employees, and full the requirements of our policy with 55% of our employees among our banking staff and management staff being women.
We base our promotion system on equal opportunity and have chosen a performance-oriented promotion system. We strive to prepare all of our employees for higher positions and shape their development journeys with priority placed on performance and success.
We deem increasing efficiency to be the most important goal in developing our human resources. In order to achieve this goal, we apply a performance management system for employees including even with the least experience where they are assessed by managers. By establishing a strong performance management system, while measuring the success of this system, we also aim to support a wide range of practices related to Human Resources such as career management, reward and development.
We provide opportunities for promotion to employees who demonstrate high potential and who possess the hard skills experience and competencies required for higher positions. We also attach importance to horizontal career movement in line with the technical knowledge and skills of employees.
In order to ensure the continuity and sustainability of the management, we develop position change solutions by planning for a back up and sucession plan. We enable the maintenance of work-life balance with innovative, efficient and new working models based on mutual trust.
Human Resources Functions
The TSKB Human Resources Department is responsible for the following functions:
- Recruitment Function Finding the most suitable candidates for the Bank through the appropriate correct methods and the right assessment and evaluation tools, helping new employees onboarding to the Bank and carrying out strong employer branding efforts,
- Organizational Development Function Assessing the technical, professional, competence and leadership development of employees and their career planning,
- Learning and Development Function Following the technical, professional, competence and leadership developments of employees and designing and implementing relevant training,
- Employee Engagement and Retention Periodically measuring and reporting the engagement and retentionn of employeesto the Bank and taking action in view of the results,
- HR Management Function Implementation of the performance management system, in which the annual numerical Key Performance Indıcator’sfor employees are measured, remuneration and reward processes, the personal affairs of the employees, compliance with the legal authorities and legislation,
Employee Engagement
In 2023, we repeated the Employee Engagement Survey, which we conduct every year to better understand the perception of the Bank's practices such as career development, promotion, training and development activities.
In 2023, 347 people responded to our employee engagement survey, which we conducted with our business partner AON Hewitt Kincentric, and the participation rate was 84%. Our Satisfaction score was 86%. Our efforts to improve employee engagement were also reflected in the survey results.
The main results of the Employee Engagement Survey are;
- The highest scores in employee engagement were obtained in the areas of and "Collaboration" and “Contentment in First Level Manager” and followed by “Diversity and Inclusion” and “Job Satisfaction”.
- The level of "Job Satisfaction" has been increasing for the last 5 years.
- "Social and Environmental Awareness", "Workplace Safety", "Employee Health and Well-being" and "Education & Development" took their places among our strengths.
- A balanced distribution was observed in the “Engagement” score of our female and male employees.
- "The company's values coincide with my personal values.", "This company strongly supports the training and development of its employees.", "My thoughts and ideas are taken into consideration in my organization.", “We have a working environment where individual differences and different ideas are accepted.” and “There are plenty of opportunities in this company to work on assignments/projects that will give me new skills.” Questions were among the questions we achieved the highest results compared to other sectors, especially banking.
By conducting a Human Resources Policy based on diversity and equal opportunity, we continued to adopt the principle of equality in all human resources practices. In this context, the response to the question "Male and female employees in my company have equal training and development opportunities" was 93%.
Working Environment
We are taking firm steps towards our goals with our employees, who are exemplary in the market with their broad vision, professional expertise, who aim to meet customer needs and expectations and are open to development.
In order to achieve sustainable corporate success, within the scope of human resources practices;
- Management of human resources in line with TSKB’s policies,
- The discovery and development of employee potential at a team level as well as on an individual level,
- A focus on engaging human resources in an interactive and in-depth dialogue with regard to TSKB's activities and objectives, aiming to offer a modern work environment which respects human rights and encourages participation as important target; and ensuring the continuity of our employees' development based on competence and expertise.
TSKB Human Resources Structure
| The employee turnover rate is 7% Number of Employees (Banker) |
Person |
% |
|---|---|---|
| Total | 402 | 100 |
| Women | 212 | 53 |
| Men | 190 | 47 |
| Average Banker Seniority | 7 years |
Distribution of Employees by Educational Status
| Number of Employees (Banker) | Women | Men | Total |
|---|---|---|---|
| Doctorate | 1 | 1 | 2 |
| Degree | 70 | 53 | 123 |
| Graduated from a University | 133 | 136 | 269 |
| Vocational School Graduate | 6 | 0 | 6 |
| Others | 2 | 0 | 2 |
| Total | 212 | 190 | 402 |
Remuneration at TSKB
Following a human resources policy based on diversity and equality of opportunity, TSKB acts in accordance with gender equality in remuneration management, as in all human resources practices. The balance of the pay gap on the basis of position and gender is under constant observation.
2023 – Average and Median Wages Gap (Women/Men)
| Median Wages Gap (Women/Men) | Average Wages Gap (Women/Men) | |
|---|---|---|
| Senior Management | % 0.00 | % 3.83 |
| Middle Management | % 4.11 | % 6.02 |
| Other Employees | % 3.29 | % 3.27 |
As of the end of 2023, the difference between the salaries of women and the median wages of men is 0.02, the average wages of 0.06. (externally audited information).
Human Rights and Working Life
As TSKB, we carry out our work by aiming to fully comply with the UN Declaration of Human Rights, the UN Global Compact and the legal framework and legislation regulating human rights and working life in Türkiye.
Regulations covering employee and human rights also have an important place in the “TSKB Sustainability Policy and Guidelines”, which was approved by the TSKB Board of Directors and entered effect on 30 November 2012.
Employee and Human Rights
We work to provide our employees with a modern working environment which respects human rights and encourages participation with equal opportunity. We aim to offer a safe and sustainable working environment which rewards success, attaches importance learning and development, encourages individual development and taking the initiative.
We stand against all kinds of forced labour and the use of child labour in the world and in our country, and support initiatives aimed at preventing such illegal practices.
TSKB's Human Rights Policy can be accessed here.
Diversity and equal opportunity are an important component of TSKB's human resources policy.
Employees working at TSKB at different levels carry out their innovative and value-added work in the field of equal opportunities, in accordance with our Sustainability Policy.
TSKB's Equal Opportunities and Inclusion Policy can be accessed here.
TSKB's Gender Equality Policy can be accessed here.
Pursuing a human resources policy based on diversity and equality of opportunity, TSKB oversees a balanced ratio between male and female employees. The number of women working in TSKB's senior management stands as testament to the Bank's policies in diversity and equal opportunity.
TSKB works to develop inclusive workplace practices and integrate accessibility issues into its business. The employment of the disabled, which is a part of this, is carried out in accordance with the legal regulations. In this context, the number of disabled employees working at the Bank is 10.
TSKB employees have individual contracts, so there has not been any employees affiliated with the union.
Working Environment
Offering a modern working environmentwhich respects human rights and encourages participation is a key goal for TSKB. We ensure the continuity of our employees' development based on competence and expertise.
Health and Safety
We demonstrate a corporate approach which internalizes our goal of providing our employees with a safe and healthy quality of life in human resources policies and practices.
TSKB fully complies with the occupational health and safety legislation in place in Türkiye in its Head Office buildings in Istanbul and in the Ankara Branch. In addition, we strive to improve our processes by following contemporary occupational health and safety practices throughout the world.
We periodically check our physical conditions and technical infrastructure within the scope of occupational health and safety activities.
