To employ individuals who are competent, educated, open to change, committed to continuous development, and take responsibility, creating a structure where employee satisfaction and loyalty are maintained at the highest level, partnering with growth strategies, and forming a workplace where talented human resources aspire to work.
The recruitment and placement process is one of the human resources practices we prioritize the most. We believe that selecting the right person enables us to manage their performance effectively, plan their career accurately, and achieve maximum productivity. In hiring, we emphasize the importance of candidates possessing the qualifications and competencies required for the position, being team-oriented, and demonstrating openness to change and development. We not only expect the person we will work with to perform their current tasks but also to contribute to improvements in their role.
In line with the company's strategy, goals, mission, and quality principles, we organize training programs with the aim of fostering the development of employees. These programs, designed for all employees, aim to equip them with the knowledge and skills to professionally practice their professions. Our goal at ODE is to create a learning organization and continuously develop our employees. We are aware that maintaining our leadership position in the insulation sector is possible through continuous improvement and learning.
MBA
Turquality Executive Development Program
Management Training Program
Manager Development Program
E-Learning
Open Classroom Trainings
Our Performance Management System begins with the determination of annual company goals in line with the company's vision and mission. Based on departmental strategy and priority tasks, department or unit goals are established. In accordance with these goals, annual performance objectives are set for employees. Employees are evaluated against these objectives and predefined competencies. Managers conduct at least one formal performance review meeting with their subordinates during the year, with additional interim evaluations as needed. The results of performance evaluations contribute to data for training, development, and career plans.
In our company, appointments and promotions to any position are made in accordance with the principles of career planning. Promotion involves the assignment of an employee to a higher position in terms of duties and responsibilities. For a promotion to occur, the position in question must be open, the employee must meet the minimum conditions required for the position, their performance and competencies must be at the level to assume the duties and responsibilities of the higher position, and they must be nominated for the position.
In order to encourage the contribution of employees in the management process across all departments, and to effectively evaluate ideas that enhance quality and efficiency in all processes, we implement an individual suggestion and reward system. Suggestions that can be put forward by employees are collected in the Human Resources Department. The evaluation committee assesses the suggestions in terms of feasibility, simplicity, originality, efficiency, alignment with goals, customer focus, etc. Suggestions that are deemed acceptable by majority vote are implemented, and the person making the suggestion is rewarded.