Human Resources Policy

PURPOSE
1.1. The purpose of the Human Resources Policy (hereinafter referred to as the “Policy”) is to determine the methods to be applied in the recruitment and placement, compensation, training, career development, performance management and termination of personnel in order to maximize the efficiency of the work performed by HES Kablo A.Ş. (hereinafter referred to as the “Company”) employees.
DEFINITIONS
2.1. In this section, specific terms and concepts used in the policy are briefly explained as follows.
Company: HES Kablo A.Ş.
Policy: Human Resources Policy
Employee: Refers to company managers and employees.
SCOPE
3.1. This policy;
a) Members of the Company's Board of Directors,
b) Company Employees,
c) Companies and employees from which goods and services are purchased,
d) Persons and organizations acting on behalf of the Company, including consultants, lawyers, advisors and external auditors, and other persons, including customers with whom it has commercial relations ("Business Partners")
covers.
PRINCIPLES AND BASIS
4.1. The main goal of the company is to be an institution consisting of employees who are proud and happy to be a part of it, who have reached a high level of consciousness and responsibility, who are specialized in their work and who have adopted work discipline. In this direction:
4.1.1. Recruit, train and develop people who will adopt and live the principles that have become the company's operating and DNA (give confidence, win hearts, produce results, be the best, understand your customers, catch the future, add meaning, empower and guide) with equal opportunities, and retain them,
4.1.2. Create a suitable environment where employees can achieve their personal and professional development,
4.1.3. To see individual differences as human resource richness and to exhibit a fair approach in line with our ethical values,
4.1.4. To provide a more peaceful and secure working environment by taking into consideration the legal rights and obligations of employees at the highest level,
4.1.5. To have a human resources system that increases the satisfaction and loyalty of the current workforce and ensures that the company is the first choice in terms of potential workforce,
4.1.6. Evaluate employee performance by measuring it with objective criteria,
4.1.7. Reward high performance, provide accurate and constructive feedback on performance that falls short of expectations, and support its development,
4.1.8. Develop approaches that strengthen employee motivation and loyalty,
4.1.9. As the Human Resources Department, we aim to implement, develop, improve and execute all these goals.
Commits to leadership of the Board of Directors.
DUTIES AND RESPONSIBILITIES
5.1. Board of Directors
5.1.1. The Board of Directors is responsible for the superior supervision of the creation, implementation and updating of the policy.
5.1.1. The Board of Directors is responsible for the superior supervision of the effective operation of the Ethics Committee and Internal Audit Department, which are the notification, investigation and sanction mechanisms in cases of violations and suspicious situations that are contrary to the principles and fundamentals included in the policy.
5.2. Ethics Committee
5.2.1. The Ethics Committee is responsible for managing the necessary communication channels for reporting violations and suspicious situations that are contrary to the principles and fundamentals included in the policy and takes measures to ensure the confidentiality and security of the persons making the notification.
5.2.2. The Ethics Committee meticulously handles the complaints and reports received and initiates the necessary investigation. If a violation of the rules is detected as a result of the investigation, it brings the issue to the agenda of the Internal Audit Department with the necessary evidence and documents. In addition, it takes the necessary measures and establishes the necessary mechanisms to prevent the same violation from occurring again.
5.3. Internal Audit Department
5.3.1. The Internal Audit Department makes objective assessments on situations that may result in Disciplinary Penalty in accordance with the relevant legislation in case of detection of violations and suspicious situations that are contrary to the principles and fundamentals included in the Policy.
5.4. Human Resources Department
5.4.1. The Human Resources Department is responsible for the preparation, implementation and development of this policy on behalf of the Board of Directors. The HR Department evaluates this policy in terms of its currency and development needs when necessary and makes recommendations to the Board of Directors.
5.5. Employees:
5.5.1. Employees are responsible for complying with this policy and the procedures, regulations and instructions supporting the policy, and for reporting any behavior, activity or practice that violates the Policy via the Ethics Line.
COMMUNICATION
6.1. All behaviors and practices of the Company that are contrary to the principles set forth in the Policy must be reported to the Ethics Committee via the Ethics Line. The Ethics Committee is obliged to respond to all notifications received via the Ethics Line within 3 business days.
Ethics Line:
E-mail: etik@hes.com.tr
Address: Erciyes District, Hes Street No:22 38210 Hacılar/KAYSERİ
ENFORCEMENT
7.1. This Policy has been put into effect by the decision of the Board of Directors and will remain valid and in force until a new announcement is made.
 
REVIEW
8.1. This Policy is reviewed regularly once a year by the Ethics Committee based on controls regarding process or technical infrastructure changes. This reviewed and updated policy is approved by the Board of Directors.
RELATED POLICIES AND PROCEDURES
Ethics Policy
Human Rights Policy
PR-01-01 RECRUITMENT AND ROTATION PROCEDURE
PR-01-03 WAGES AND FRINGE BENEFITS PROCEDURE
PR-01-06 PROMOTION PROCEDURE
TL-01-02 INSTRUCTIONS FOR STARTING-LEAVING-APPOINTMENT CORRESPONDENCE