Careers
Offering our employees a development-focused working environment where they feel happy, valued and productive is among our most important responsibilities.
At the heart of the uninterrupted service we provide our customers and the sustainability of our business lies a strong team of dynamic, qualified professionals who will carry Akdeniz Finans Faktoring into the future. Our human resources policy is to meet our workforce needs and ensure that this workforce is used as efficiently and consistently as possible. Offering our employees a development-focused working environment where they feel happy, valued and productive is among our most important responsibilities. In fulfilling this responsibility, our priority approach is to move forward with employees who embrace our corporate culture and values and are committed to ethical principles, and to act in line with the values that define who we are.
We support open communication at every level and a transparent management policy for our employees. With this understanding, we build a trust-based, fair, transparent, objective and success-oriented performance structure; we reward our employees' achievements while supporting them with technical and personal development training aimed at increasing their performance and potential throughout their careers. Through our internship opportunities, we give interns the chance to get to know the factoring sector and its business lines up close, guiding them to take firmer steps into professional life. In this way, we take pride in bringing well-equipped employees to the sector.
Sustainable Human Resources Management
Our human resources practices are carried out to increase workforce efficiency and, in line with that work, to increase employee engagement and satisfaction. Our goal is to ensure sustainability by standardizing systems and processes through end-to-end infrastructure work enabled across the organization.
Workforce Planning
In our workforce planning, we address not only the organizational structure but also the development of business processes to bring out employee potential, adopting the principle of "the right people, with the right skills, in the right job, at the right time, at the right cost" when determining optimum workforce.
Competency Management
While carrying out the development activities needed to manage the talent and skills that reflect our organization's core strength and enable employees to perform successfully, we aim to increase operational efficiency by making the right competency matches within the organization.
Recruitment Management
The common trait sought in candidates during recruitment is, alongside the education, technical knowledge and competencies required by the position, personality traits that align with our corporate culture and values. To create a long-term working dynamic, we aim to bring talent we believe will carry us into the future by effectively using internship programs, personality inventories, competency interviews and assessment center practices in our recruitment processes.
Career Management
Our aim is to help our employees analyze their talents and interests and build their career maps accordingly. We believe that turning the future from uncertainty into a predictable and foreseeable planning model creates highly motivated employees with a strong sense of corporate belonging.
Performance Management
Our system consists of goal setting and cascading, goal tracking, mid-term and year-end evaluations, and action and feedback processes. Our aim is to disseminate the goals set in line with Holding and company strategies to all management levels and to manage employee performance objectively within a common set of principles.
Succession Management
To ensure business continuity within the organization and minimize risks that may arise from workforce gaps, positions of key importance within the organization and those that may be needed in the future are identified under succession management.
Development & Training Management
Within the organization's HR practices, training management is planned and implemented to include identifying the training needed to educate and develop employees in line with vision, mission, goals, and long-term plans and strategies.
Recognition & Reward
Recognition and Reward programs are implemented within our organization to highlight our employees' behaviors and efforts that contribute to our company, support and sustain their achievements, and boost motivation.
Effective Compensation Management
AFF's remuneration policies are performance-oriented and are set in line with market dynamics, company strategy and shareholder interests. To ensure effective compensation management, transparency and internal equity, the core principles of the company's remuneration policy are:
- Transparent and open management
- Compliance with legal regulations
- Consideration of the skills, experience and knowledge required by job descriptions
- Support for sustainable performance
- Alignment with market conditions
- Alignment with long-term company goals and contribution to effective risk management