Page 84 - Nurol YES Sustainability Report

WORKING AT NUROL CONSTRUCTION

Our relationship based on mutual trust, respect for human values, It is one of our primary targets to gain high quality labor force with Creating equal opportunities for every Nurol Construction employee
love, justice, loyalty and sharing is an integral part of our culture with high environmental and social sensitivity, humane and professional can be achieved by regarding our employees at all levels as honorable
the awareness of the idea that “employees determine the future of development to our company and society. and respected individuals. Every employee under Nurol’s guarantee is
institutions”. As a result of the value we attach to employee loyalty, evaluated on the basis of personal qualities, experience, discipline and
our sta turnover rates are very low compared to the sector average. work e ciency, regardless of race, national origin, religious belief, age,
physical disability, gender or sexual orientation, in accordance with
the laws we are subject to. Alongside all these evaluations, the rights
and obligations of our employees and working conditions are
described in our “Personnel Regulation”, promotions, compensation,
benefits, rewarding, working conditions, permits, social benefits are
ALTHOUGH NUROL GROUP PROVIDES SERVICES IN DIFFERENT COUNTRIES applied within the scope of the regulation. We do not consider gender
as a criterion in wage determinations, and we make evaluations
AND DIFFERENT SECTORS, OUR GROUP COMPANIES’ HUMAN RESOURCES depending on the success and development of the employee
regardless of gender. Apart from the remuneration that our
POLICY AND HUMAN PERSPECTIVE ARE COMMON. employees receive in return, we provide our employees with various
corporate benefits to increase their financial motivation. With each
passing day, improving the benefits we provide to our employees
proves that we have the right management approach. We have stated
with our "Code of Governance" that it is a responsibility for our
employees to inform the relevant people and managers if it is
observed or suspected that an application contrary to all these
HUMAN RESOURCES regulations and policies is being made. During the employment
process, the contracts are determined by the relevant labor law and
Human factor is the golden key to success especially for our We make choices considering all the criteria we mentioned in our mutual agreement with the employee is ensured. Personnel rights are
construction industry. Providing the reflection of our know-how and recruitment processes, and add people who are open to development carefully maintained and protected. In line with the skills and In all our projects, we have a cafeteria service that our employees can
e cient asset utilization to our actions and behavior is one of the and who can match the corporate culture to our family. In 2019, we positions of our employees whose duties have ended in our projects, use in the morning, lunch and evening. At the same time, social
most important goals of our company. We believe putting people at took various steps on gender equality and declared our intention to we demonstrate great sensitivity in transferring these skills and spaces are arranged for our employees in our projects. Within the
our core di erentiates us to generate sustainable competitive include women more in business life. While 13% of our personnel experiences to new or existing suitable project, and we strive to create social spaces on camp sites of our projects; depending on the
advantage and create di erence in our activities. recruited in our headquarter in 2018 are women, 40% of the people we opportunities for our employees who have made great e orts to our conditions, there are indoor or outdoor sports areas, game consoles,
As Nurol Construction, we follow the ever-changing personnel employ in 2019 are women. family for many years to be employed in other areas. book reading rooms, television and free sports broadcasting services,
management approach on a global scale with the Human Resources All of our employees have maternity leave and pension rights provided and wireless internet is provided continuously. Gift baskets are
Department that we restructured in 2019. The happiness and FEMALE EMPLOYMENT RATE by legal requirements, but they also have various benefits. Depending prepared for our employees in some of our projects during holidays
motivation of our employees are the building blocks of our success. on the location, di erent applications can be carried out for our and new years.
We believe that our organization, which has made serious progress in (HEADQUARTER) personnel working in our headquarters and projects. We provide two With our new Human Resources structure in 2019, various corporate
becoming a magnet company, will also achieve great success in terms salary bonuses annually in order to provide financial motivation to all applications have been developed for our employees. One of our new
of human resources. We adopt a high trust culture and we are %40 our employees working in our headquarters and projects. Advance applications was to give gold to our new born employees as a gift for
endeavoring to achieve this culture. requests of our personnel are also met based on the seniority year and their newly births, and our personnel who have babies were included
With our new structure, we held meetings with our department net salary. Private health insurance and private pension insurance in this program. Award-winning game tournaments and dining events
managers in order to strengthen communication in our company and (PPS) are among the opportunities provided for our employees upon are also among our new practices to increase the team spirit among
made preliminary meetings for the development of our teams. In the request. We give a meal card to our center employees and load the the our employees. New year gifts, birthday and other special day gift
light of these interviews and other works we have made, we have set designated amount on the cards monthly. We provide shuttle service gestures are made to increase employee loyalty and moral
our goals for the practices we will develop for our employees. Among for transportation, plus we allocate monthly travel fees for our motivation. Some of the said gift preparations are provided by
these, there is also the goal of establishing a performance non-service personnel. We o er parking facilities for our personnel coordinating with the related foundations and associations within the
management system through Human Resources, which is structured. %13 using vehicles. We provide vehicle and telephone opportunities to our scope of social responsibility. We aim to send a message to our
Instead of identifying the shortcomings, we will prepare new personal senior managers. We have twice a year clothing support for our service employees about how sensitive we are to social responsibility and
development plans within the framework of organizational equity, employees, drivers and security personnel working in our General that everyone in our family should be sensitive. In parallel with this,
with a performance evaluation that will enable us to see the strengths Directorate, in summer and winter. we will continue to organize conversations, lunch, tournaments,
and weaknesses of our colleagues. We endeavour to provide the most suitable camp conditions for the competitions, workshops and seminars that increase organizational
accommodation of our sta in the projects. At the same time, we commitment, improve performance, improve corporate
2018 2019 carry out improvement works in our camp sites in line with the communication ability. In 2020, all these activities will continue in line
demands and complaints of our employees during the project period. with the opinions of the employees.

DETALIED
INFO Detailed tables about our employees shared in the Performance Assessment section of the report.

84 NUROL YES SUSTAINABILITY REPORT 2019 WORKING AT NUROL CONSTRUCTION 85