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KURUMSAL YÖNETİM
CORPO ATE GOVERNANCE
95
Human Resources Practices
Fully aware that human resources play the most important role in achieving its sustainable growth strategy as well
as the objectives of its restructuring initiative, VakıfBank continued its improvement efforts in recruitment, promotion,
performance evaluation, career planning and training processes in 2011.
The Bank recruited 1,875 employees due to the personnel needs of newly established units and newly opened
branches in 2011. Meanwhile, 730 employees left the Bank due to retirement, resignation or other reasons. The total
number of employees rose 10.3% to 12,222 as of year-end 2011, up from 11,077 a year earlier.
As part of the new employee recruitment process, the Bank accepted applications from candidates with degrees from
four-year banking-related departments and institutes of Turkey’s leading universities. In addition, candidates who try
to improve themselves, who hold advanced degrees, and who are fluent in foreign languages were preferred. The
share of employees with undergraduate degrees and above increased from 77% at year-end 2010 to 81% at the end
of 2011.
The trainings identified in accordance with the training need analyses performed by the Training Department were
conducted in a manner that meets the requests of employees as well. Some 73,046 employees attended 2,510
classroom training sessions in 338 subjects in 2011; in total, Bank employees received 506,085 hours of classroom
training during the year. With an average number of 11,434 employees during 2011, the Bank administered classroom
training to 9,434 personnel while 6,134 employees attended multiple training sessions. Additionally, the Bank
conducted 997 e-learning sessions in 70 unique subjects; some 213,157 participants in total attended these sessions.
The number of e-learning session hours totaled 327,926, while the Bank’s entire staff received several e-learning
training programs.
A Remuneration Committee was established by the Bank as per the Corporate Governance Principles Article 6, revised
with Communiqué on Amendment of the Communiqué on Banks’ Compliance with Corporate Governance Principles
issued in Official Gazette No. 27959 dated June 9, 2011. The Committee implements the remuneration policy in
accordance with the Bank’s scope and structure of activities, strategies, long-term goals and risk management
structures. The Committee will also contribute to effective risk management by preventing the Bank from taking on
excessive risks.
The strategic goals of the Human Resources Department for 2012 are as follows:
• In order to meet staffing needs of existing units and branches as well as of the newly created units and branches,
VakıfBank will continue to recruit Assistant Financial Analysts, Assistant Specialists and trainee Officers in 2012.
• Specialist employees (Assistant Financial Analysts and Assistant Specialists) who have completed their qualification
periods will be given qualification exams.
• In order to ensure the advancement of the Bank’s employees along their career paths and to meet staffing needs for
authorized personnel, title promotion exams will be given to employees who became eligible to be promoted to a
higher level title in terms of tenure in 2012.
• To conduct human resources practices more efficiently and more objectively, the Bank will revise its Personnel Bylaws,
Specialist Employees Bylaws, Foreign Language Bylaws and Human Resources Department Duties Bylaws.
• A schedule will be designed to make sure that employees take their leaves carried over from earlier years.
• Performance of the employees who are already eligible for retirement or who will become eligible in 2012 will be
monitored. Those with declining performance will be retired while the ones who are still performing effectively will be
retained.
• The trainings identified in accordance with the training need analyses performed by the Training Department will
continue with an emphasis on e-learning applications.