Our Human Resources Policy
DOĞA Insurance Human Resources Department’s main goal is making organizations in accordance with company’s value, vision and strategies in order to make employees exhibit their abilities and capacities, also improve skills and enriching the organization values while feeling as an important constituent of it.
Performance And Progress Management Process
As DOĞA Insurance, our purpose in Performance And Progress Management Process is finding out high performance and high potential employees. We aim improve our entire employees’ loyalty accordingly with this process while evaluating their performances and potentials.
Performance Evaluation
It’s been stayed focused on two main components during the finding our abilities, employee’s performance and potential. Employee’s performance mark is made up of annual target assessment’ and competence results. Each employee get their targets annually and they are evaluated in the end of the year. With this process, some results received on the basis of person. Their competences evaluated only once in a year. Supervisory statuses evaluated by subordinate and superior, however, Nonsupervisory statuses only evaluated by superior. In this competence evaluation, employee’s behavior in the related status and business manners are considered. These two results are produced annually (target and competence evaluations) made employee’s performance mark a certain extent. With determining performance mark, ability process’s first component is gained.
Potential Evaluation
The first step of measuring potential is evaluating employee for a upper status via survey by first and secondary manager on the system. Second step is, employee’s involvement into competence inventory that employee evaluated himself. By this means, two results are received on employee; first and secondary managers’ evaluation and employee’s own evaluation.
Talent Management Committees
Entire results are reported and analyzed by Human Resources. In Talent Management Committee, each employee evaluated by Human Resources and related Senior Management personally. In this meeting made by Human Resources, employees’ strongest sides and zone of developments discussed, likewise, development plan is formed. Results that received in these meetings evaluated and confirmed by Executive Committee Member. Manager and upper status results are submit to the approval of Chairman Of The Executive Board. Hereby, talent pool is determined. This process is repeated annually.
Development Programs
Developments plans that made by considering employees’ strongest and development sides are planned within the scope of “Individual Development Program.” On the other development program, Management Development Program’s aim is constitute a common language and attitude. Our talent improvement program is also designed for our chosen DOĞA employees to talent pool in order to prepare them for the upper status. With Talent Development Program, targeted thing is strengthening their strongest sides and support their development area. Our Development Programs made up of multiple education systems and different practices considered for each level (title group). With entire practices during the process of Performance and Development Management, we aim strengthen our employees’ loyalty, improve their satisfactions and support the interior succession systems.
Employment Procedure
Which steps required during the Doğa Insurance Employment Procedure from receiving an application to call out for an employment interviewing?
Career opportunities and Application Ways
Applications saved into our cv bank.
For the vacant positions, this database searched for required qualifications and make contact with matched applicants.
At the first meeting, “General Ability” and “Personality Inventory” are tested.
After these tests, Human Resources Officials interview the applicant.
If Human Resources express a positive opinion, the applicant meets department manager.
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Applicants whom completed entire interviews affirmatively gets an offer by Human Resources Department.
Business Opportunities and Application Paths
Your application will be saved us from our CV bank.
In order to position vacancies that may occur by searching in this database are contacted with the candidate meets the required qualifications.
In the first interview the candidates 'General Aptitude Test' 'and' 'Personality Inventory' is applied.Interview after the test is done by the officials of Human Resources.
Human Resources candidate if a favorable opinion, is interviewed by the relevant department manager.
All these interviews and reference research for candidates who complete a positive job offer is made by the Department of Human Resources.
If the position you are looking for is not available,
you can add your CV so that it can be considered for new positions.
