The Human Resources department plays a strategic role at Garanti BBVA Leasing as the company places a great deal of importance on people. Embodying a proactive and innovative approach, the HR department is actively involved in the strategic decisions of the company.
Working in collaboration with other departments towards Garanti BBVA Leasing’s goals, the Human Resources carries out success-driven, modern Human Resources Programs.
The transparent performance evaluation is based on tangible and quantifiable targets, making it an objective assessment tool. In line with the company targets defined at the beginning of the year, employees set targets together with their managers in line with their duties. These targets are followed up during the year and, if necessary, changes are made and guidance is provided. The performance levels are determined by comparing the targets and the extent of their attainment at the end of the year. Employees’ level of performance enables them to create personal career plans and nominate themselves for various positions and affects their salaries.
For open positions in our company, we give priority to our employees. Roles and required qualifications are announced to employees through the Career Opportunities channel, our in-house announcement platform. Internal candidates, who consider themselves eligible for the role, may apply to job postings without having to receive an approval from any person or manager. Candidates who meet the criteria are called in during the interviews. When our employees apply for a Career Opportunity, they can inform their managers at any stage.
At Garanti BBVA Leasing, promotions can be vertical or horizontal. They come with greater authority, responsibility and compensation. To be able to be promoted to a higher position, employees are required to have the knowledge and experience specified in the job description. However, the most important criterion is the performance level. Career opportunities are not confined to the in-house framework. Transferring between Garanti BBVA and its subsidiaries is also possible.
Believing that it is necessary to recognize the employees’ performance and efforts, Garanti BBVA Leasing developed a "Success Program" as a way of saying thank you to its employees and to evaluate their achievements with more comprehensive and tangible criteria.
Based on the system of targets and measured performance, employees who show superior performance, create added value, commit themselves to achieving their business and personal goals and set an example to others are rewarded as part of the “Success Program”. Achievements are recorded in the corporate memory. These best practices are shared with all employees in order to ensure the continuation of similar achievements, and the award-winning employees are introduced on the Intranet.
At Garanti BBVA Leasing, personal development and training of every employee is important. Employees are encouraged to receive the necessary training from the moment they are employed. New candidates are enrolled at a “Leasing School” where they can learn about Leasing from A to Z. In addition to theoretical trainings, they participate in short-term internship programs at the departments they will be assigned to and at marketing agencies in order to gain deep insights about the entire company structure. They are assigned to their positions after they complete the internship programs.
Garanti BBVA Leasing integrates modern approaches and practices into the trainings, recognizes the differences in learning styles and uses diversified training channels. Coaching and job rotation programs, action plans and experience transfer ensure the continuity of the learning process in the workplace.
Garanti BBVA Training Department is considered as a strategic business partner and development activities are designed in line with business needs.
The trainings are supported with various technologies;
• Interactive web-based trainings consisting of video, animation, text and visual content,
• Webinar, a web conferencing system that allows remote training in both video and audio,
Bringing together the managers of Garanti BBVA and its subsidiaries, the “Managers Summit” aims to create a common platform of sharing and learning specially designed for our employees and is organized with a different theme that is specific to that year.
At the summit, the theme of which changes every year, issues such as “Leadership”, “Sustainability“, “the Age of the New Customer” and “Employee Satisfaction” were on the agenda in recent years.
Garanti BBVA Leasing employees and managers add value to their lives through their sense of social responsibility in their training activities.
A solution-oriented approach and the sustainability of benefits is at the heart of our employee-centric approach. In addition to these benefits, we attach great importance to ensuring a balance between work and personal life and creating a dynamic and creative working environment.
In order to increase employee loyalty and satisfaction, we measure the expectations of our employees with surveys and deliver solutions in line with the results. All these solutions and applications that are measurable, based on open communication, constantly developing and sustainable show that our employees are very important members of this valuable family. We regularly monitor areas of development as well as the employee milestones identified with the Employee Loyalty Surveys.
We evaluate all our female and male employees without any gender discrimination in all kinds of human resources processes and implement a performance-based promotion and compensation policy.
Our primary goal is to create a work environment that fully respects human rights. For this reason, we strictly prohibit all forms of discrimination against women.
Transportation to the Headquarters buildings is provided by shuttle services. Monthly lunch tickets are sent to the regions. The Headquarters personnel have their meals at the cafeteria inside the building.
Our employees have private health insurance and life insurance. Garanti BBVA Leasing employees can benefit from our services for health expenses not covered by private health insurance, such as dental treatment, prescription glasses and contact lenses.
At Garanti BBVA Leasing, we believe that we are a family. Therefore, we attach importance to our activities outside the workplace.
• The company send gifts to its employees on their birthdays as a way to share their happiness on that special day.
• Cocktail parties are organized in the last week of every year with the participation of all our employees as part of the "New Year Celebrations".
• For the benefit of its employees, Garanti BBVA Leasing makes agreements with companies for employee discounts for products or services and announces them on the Intranet.
• You can take part in any of the events or use the gymnasium in our Headquarters at lunch, in the evening or at weekends.
Internal promotions constitute the main approach of our company. In return for their performances, Garanti BBVA Leasing employees can take up required positions within the company through “Career Maps” and “Career Opportunities” programs. Equal pay policy applies to equal work. In parallel with their increasing responsibilities, they receive salary raises in consideration with the sector and internal balance.
Employee salaries are increased on an annual basis, taking into account inflation, sector averages and performance evaluation results to create a competitive compensation system.
The compensation package consists of basic salary, annual bonus payments, meals, foreign language compensation and other fringe benefits. The score obtained in written and oral foreign language exams determines the level of Foreign Language Compensation. Compensation is paid 12 times a year for the English language.
Garanti BBVA Leasing utilizes a very objective performance evaluation process that relies on tangible and quantifiable targets. In line with the company targets defined at the beginning of the year, employees set targets together with their managers in line with their duties. These targets are followed up during the year and, if necessary, changes are made and guidance is provided. The performance levels are determined by comparing the targets and the extent of their attainment every six months. Employees’ level of performance enables them to create personal career plans and nominate themselves for various positions and affects their salaries.