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Employees

Daily and weekly working hours, daily work starting and ending hours, in between rest periods and hours; are implemented according to the requirements of work, to the needs of the company, local conditions and seasonal characteristics and in a way so as not to exceed the legal periods and within the framework of Work Legislation.

Bowling Tournaments, New Year Dinners, picnic organizations are organized directed to increasing the team spirit.  Organizations such as Year End Dinners, Bowling Tournaments, formation of a Theatre Club, Intranet (Internal Communication Portal), Communication Bulletin (Paquet) are organized with the aim of increasing the communication, team spirit and motivation by the Office of Human Resources Coordinator under the scope of Internal Communication Activities.

• Our communication bulletin "Paquet" is published monthly and is a bulletin housing news from the company, summarized issues from the country and the world that are on the agenda, culture & arts and humor columns and articles on various topics.
• Our theatre club was formed by the participation of the employees chosen among the talented ones and also those who are interested in theatre, and continues its activities under the leadership of another employee having expertise in the related field. Our first theatre show is planned as two plays for the first week of September, to which all our employees will be invited.
  
  GOLDAS/THEATRE Three and a Half team, which started its mission at the end of April 2007 under the coaching of Nihan Serbetci, consisting of the ensemble Alladdin Yaman - Bahar Kayalar - Ebru Tasli Basar - Eda Uyman - Gokcen Eke - Irem Arinc - Nihan H. Serbetci - Polat Kirmanoglu - Sedat Ahmet Kinay - Tuncay Yildirim currently experiences the excitement of meeting with GOLDAS FAMILY for the first time. 
  
  The play “ASK HER ZAMAN GUZELDIR (LOVE IS BEAUTIFUL AT ALL TIMES)” directed by Nihan H.Serbetci, tells about love’s effects on various affairs, and touches today’s fact, being without love, from a humorous point of view.
  
  After a long and tiresome but pleasurable work, GOLDAS/Theatre Three and a Half, GOLDAS's Social Responsibility and Internal Communication project, will be in Profilo Shopping Mall on September 5-6th.
• At the end of each year, year-end dinners are organized for our employees. In the year 2006, year-end dinner for the retail group was held in Zarifi whereas the year-end dinner for administrative personnel was held in Gunay Restaurant.
• Inter Communication Portal (INTRANET) project that started in the year 2006 within the scope of the Continuous Improvement Teams activities is now completed, and by means of Intranet it is aimed for all of our company’s employees to easily access corporate information from any point all over the world.
• Picnic organization was not practiced in the year 2007 however it is planned for 2008.
• Every year, traditionally in March a Bowling Tournament is organized for the participation of our employees.  At the end of this tournament, the winner and the teams ranking 2nd and 3rd are awarded with Cups. Also men and women achieving the highest score are given their Cups.  Our latest tournament organization was held in March 2007.

By inviting the employees to Goldas shows, it is aimed to ensure that the employees own the brand and feel themselves as a part of the company.  With this aim, the employees participation to the show held with the concept of “deep seas” on June 6th 2007, in Suada was provided.

Kaizen practices are being popularized in order to improve the frame of mind of the employees, to make them adopt their jobs and also to enhance their creativity abilities. The employees are encouraged to perform presentations before the managers so as to boost their self-confidence.  Kaizen Practices are being exercised within the Production Management and the outcomes are being shared weekly with all other related units.

Excluding the discount periods in Assortie, all employees are given the advantage of a 30% discount in Assortie and Goldas Stores.

Salary Management is structured according to the Evaluation of the Performance of the Employee.

For our employees’ special days’ celebrations (marriage, birth, circumcision), social aid, the limits of which are adjusted according to the decision of the Board of Directors of the Company, is granted. 

In order to encourage the behaviors that would convey the Company to its business targets to feature those, and to enhance the loyalty, motivation and productivity, any success of the employee providing gains and saving having measurable nature, any innovation and suggestions are first taken into consideration and then awarded or applauded according to the corporate policies.

• Work is being executed under the scope of Reward/Suggestion System.  Under the scope of this system, recently our 3 employees went on trips, the expenses of which were paid by the company, as the result of their successful works, and also 15 people were rewarded with chipgold having different weights.

At the end of each year, Human Resources Department evaluates the related training work for that year.  By discussing with the department managers, the training programs needed and those that will be given are determined.

• In the budget period for 2007, all of the department managers have determined the training needs in a coordinated way and the training budget was formed accordingly.

Our Company provides career opportunities to people, by improving their knowledge, skills and experiences. Human Resources Policies are directed to giving prioritization to appropriate candidates in the company for any position the need for which may arise in future.  Our Company houses both horizontal and vertical career opportunities for all its staff according to performance evaluation results, career expectations of the staff and the need for human resource.  

• For example, we fulfill the need of managerial levels of our retailing group’s new opened stores within the course of rapid growth, by selecting the right employee of our company among the ones exhibiting the right performance.

Performance of the Blue Flag exercise by organizing quality competitions directed to increase the level of quality between the workshops.

Purpose;

• To increase the level of quality by spreading the quality consciousness to each and very level of the factory.
• To ensure participation.

Practice;

• By receiving the rejection amounts of the workshops from the Final Quality Control Unit at the end of each week, the Quality Assurance Department calculates the weekly rejection rates (%) of the workshops.
• As a result of these calculations, the workshop with the lowest rejection percentage is awarded with the Blue Flag.
• The workshop winning the Blue Flag, by keeping this flag hanging on its door for a month, carries that month’s championship title.

By implementing internal customer satisfaction questionnaires, available points of the company for improvement are determined and enhancement works are performed.

Purpose;

• The main objective of the establishment of internal customer satisfaction check over is to determine the satisfaction that the employees of GOLDAS experience as a result of the service they obtained from the units other than their owns, both on the basis of divisions and sub-divisions.
• The results of the check over are expected to form the basis for the work to be implemented for going beyond the expectations of the internal customers by enhancing both the service quality and the production processes. 
• Internal Customer Satisfaction is expected to provide support to the work to be implemented to develop the service network both domestic and international, and to increase the level of external customer satisfaction.
• By becoming aware of our Company’s internal and external customers’ requests and expectations, and by meeting those or going beyond those, it is targeted to create both the internal customer/employee loyalty and the external customers’.

The questions forming the Internal Customer Satisfaction Questionnaire are oriented towards the following;

• Adopting Goldas Corporate Culture,  
• Ability to work with different units,
• Quality Management Values
• Being Focused on Solution,
• Work Follow-up,
• Accessibility.

The divisions are expected to enhance their internal satisfactions by repeating the Internal Customer Questionnaire.

Practice;

To provide safer and more ergonomic working conditions for the employees under the scope of the works being carried out Worker’s Health, Work Safety and Ergonomics to create a healthy and safe environment in workplace, by focusing on the activities related to preventing work related accidents, risks are determined and analyzed.

Purpose;

• To provide safer and more ergonomic working conditions for the employees,
• To prevent work accidents by minimizing the risks the employees are exposed to.
• To increase work performance,
• It is targeted to create a sensitive and responsible image towards both the other businesses or and customers.

Practice;

• Top management declared works to be started on the topics IS&IG.
• Danger factors are determined and risk evaluation is done.
• Areas to be measured directed to the legal responsibilities our company is obliged to comply with are determined.
• Training topics to be given to all employees under the scope of the Worker’s Health and Work Safety are determined.