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Objective : Full HR outsource services covering organizational restructuring, human resource infrastructure design and recruitment following the privitization of a Petroleum Distribution Company.

During the transformation period from a governmental to a private company, human resources processes have been designed and implemented to support this change. In this comprehensive HR outsourcing project, a group of consultants took over the role of the HR to restructure the organization, setup a new title management system, designed a salary structure with job evaluation and grading. Job descriptions were documented, core competencies were defined and a performance evaluation system was designed. The total recruitment process during this period was also managed providing the company with full HR outsource service to enable a seamless change process for the company during the transition period.

Objective : Outsource of the recruitment process with competitive speed and quality standards and to standardize and document job descriptions in a fast growing Telecommunications company.

The recruitment needs of Information Technology and Finance Directorates of Turkcell have been outsourced to adjust the temporary workload of Turkcell HR Department. The outsource has improved the recruitment process resulting in high customer and candidate satisfaction.

As a follow on project to support human resources processes and to enhance the productivity, a job analysis project has been carried out and job descriptions for all information technology and finance positions have been standardized.

Objective : To realign company processes and organization with company vision and mission to help company achieve defined job goals.

Companies need to review their structure and processes periodically to retain their competitiveness. In the first phase of the project, a search conference with a wide employee representation was held to define the bank’s vision and mission. Then, business processes were designed and documented, the organization was restructured, job descriptions and position profiles were drawn up. There has been wide contribution of the employees during all the phases of the project.

Objective : To review and improve the current business processes of the company and have clear division of responsibilities. To have each employee understand all business processes, thus achieve continuous improvement.

Current organizational structure business processes were reviewed to enhance productivity. Each business process was analyzed by participation of the related employees, areas of improvement have been identified and recommendations have been formulated. Business processes interactions have been identified and consensus of all the related parties has been reached for each processes. Deployment of the all business processes was the final step of the project.

Objective : To review organization, salary and workload structure in pre-privatization period.

The major components of the project were organizational restructuring, job evaluation, and right sizing for the total organization. In the first stage, local and international market dynamics have been analyzed and organization was restructured accordingly. Second and third stages covered a job analysis survey and job description for the refineries and the headquarters. Fourth and fifth stages were job evaluation, grading and right sizing which utilized job analysis and field surveys.

Objective : To identify a competitive organizational structure and size in pre-privatization period.

The aim of the project was to make a job analysis study, update the organizational structure accordingly and identify the required workload for all the positions in the company. In the first phase of this six months project, a job analysis survey and extensive interviews were made. Then, organizational restructuring stage was completed and the right number of people for each position was identified by findings in the job analysis and field surveys.

Objective : Definition and deployment of job goals, enhance productivity.

The project has started by clarifying the vision and values of the group, then strategies and goals of each group company has been identified together with the interactions between them. In the following stages of the project, critical business processes have been designed to achieve the identified job goals; job descriptions have been documented; a performance evaluation system has been designed and implemented to align personal performance with business goals.

Objective : To identify the talents in the market who are suitable candidates for the defined critical positions in the company..

Within the scope of the project critical positions were identified, suitable candidates in the market were interviewed and a talent pool was formed. In case of vacancies in these critical positions, the talent pool was used. Thus the recruitment period was minimized, the awareness and positivity of the candidates were increased and current market information about the availability of the critical skills was gathered.

Objective : To enhance the productivity, review and update the current organizational and title structure and to design a performance evaluation system.

A job evaluation study has been carried out for all the positions in the company and a grading system has been designed. To enhance the productivity, a performance evaluation system is introduced, then core competencies have been defined and an incentive system is recommended to support the performance system.