İnsan Kaynakları Politikası

HUMAN RESOURCES POLICY

The human resources policy of VBT Yazılım AŞ aims to create a high-performance, development-oriented, and efficient workforce that reflects a unified VBTYZ spirit. It is a culture where employees are valued, have the opportunity to showcase their potential, and contribute to the future of VBT Yazılım AŞ by creating value.

In line with this goal, VBT adopts and develops fair, transparent, and integrated practices aligned with global human resources trends under three main headings to attract, develop, and retain the most valuable talents. This approach aims to progress rapidly toward becoming a preferred employer and the best workplace. VBTYZ's human resources adopt a management approach that works strategically with all units, continuously analyzes company and employee needs, creates value, and adapts quickly to changing conditions.

I. Talent Acquisition Process

Based on VBTYZ's vision, mission, and values, all recruitment tools are effectively used to place the most suitable and competent candidates in available positions. Primary recruitment sources include an area on VBT's website that posts open positions and accepts job applications, as well as alternative recruitment sources such as kariyer.net and LinkedIn.

In our recruitment process, competency-based interviews, potential analysis, technical interviews, aptitude tests, and foreign language exams for some positions are applied.

II. Talent Management Process

In VBTYZ's performance management system, corporate and functional success indicators are determined at the beginning of each year, and goals are broken down from top to bottom within a specific model to enable the entire company to work toward the same objectives.

In addition to focusing on "what" is achieved, a competency framework consisting of core, functional, and managerial competencies has been designed and included in the performance management system to monitor behaviors that support the company culture.

We implement a performance management system where high performance is sustainable, successful performance is rewarded, areas for improvement are developed through development programs, and performance results are integrated with other human resources systems.

Additionally, potential assessment, succession planning, rotation, and career mapping studies are conducted to evaluate the potential of our employees within their current roles, increase their value, and support them with development opportunities.

III. Retention Process

The strong corporate culture experienced and shared by all employees since VBTYZ's establishment is one of the most important cornerstones of our retention process, ensuring sustainable employee loyalty. Our compensation and benefits packages follow global, national, and industry trends, and an appropriate compensation policy is applied. A recognition and reward system is used to appreciate and reward the value-creating behaviors and professional efforts of our employees.

Working hours that maintain employees' work-life balance are adopted, supporting efficient work. An active internal candidate evaluation process is in place for open positions. A rotation program is also implemented to support employees' development by moving them between departments.

A structured onboarding and orientation program is applied for new hires and role changes within the company.

There is no discrimination in the company, and no complaints have been received from any of our employees regarding this issue to date.