Human Resource
“Happy working happy customer”
Since its foundation in the 1990s, Logitrans has adopted the first rule to share the rights, happiness, pain and dreams of each employee from the management team to the lowest unit. This awareness is the awareness that the way to get happy customers is through the happy employee.
It selects the persons to whom it will prefer to work by protecting all its rights to the relevant positions at the right time and provided that it provides the right conditions. Logitrans, which aims to provide effective support to its employees in all areas such as learning, innovation, development and education by the company from the first moment it arrives, evaluates all opportunities to reveal the potential of its employees.
Our company, which accepts job applications through kariyer.net, has the Employee Candidate Clarification text in both job advertisements and on the current website. The published advertisements remain open until the appropriate person for the relevant position is found and are removed from the publication when the appropriate person is hired. After the job interviews with the Human Resources department and the unit manager of the relevant job advertisement, all candidates are responded positively or negatively.
The recruited personnel are determined on the basis of current inflation and wage market within the scope of position, expertise, competence and job description. Apart from wages, we can also offer travel and food to our office employees.
Performance Evaluation Policy
Performance management is a set of processes and systems that aim to develop an employee to do their job in the best way. Performance management does not aim to improve all skills. We focus on developing the skills that help an employee do their job better. This means that one's work is about strategic alignment with the group and organizational goals. Our HR Department defines Performance management as a periodic, systematic and objective process.
Collecting data on employee performance is an important part of our Human Resource practices. In order to better analyze when and why our employees are successful and performing at the most appropriate level, we conduct reviews on the following topics.
- Which employees have stable levels of performance
- We determine which changes in performance are most appropriate for your employees.
We see how the performance of the employees in the Human Resources Department is affected by the average performance over the quarters with the systems that increase your frequency of collecting data. This allows us to take advantage of the stability of performance in assessment and to make a more accurate decision than traditional scales in order to capture the stability of employee performance.
When this method is the result of many different factors, making changes in performance traceable during the period helps you to better understand your employees and create an environment where they can develop.
Training Policy
We perform the “Training Needs Analysis” as the first step in order to achieve an organizational or departmental goal or an individual goal that needs to be developed.
We are well aware that for an efficient analysis, first of all, "Organizational goals should be defined". The best approach is to reduce the organizational goal to a department or individual goal and focus on the core competencies. For this, Pre-employment Competency Assessments of the employees are carried out. It allows us to understand what basic level of competence people have with a series of measurement tools. Our company has defined what the Core Competencies are and obtained average knowledge of good performance with the people in these competencies. We only conduct interviews with our Human Resources specialist and relevant unit managers to examine people's work-related behaviors (Professional Competence). We identify the Professional Behavioral Indicators for each relevant department and list what purpose it serves and what the results are.
The last step in the process is Training Design,
Before doing this, we complete the following questions as a department.
- Does our department have all the necessary information to start the training design and development process?
- Are there non-educational alternatives with a similar effect that we can implement?
We drew the ideal profile of the position and found the most suitable staff. Trainings that can help develop the necessary knowledge and skills that we aim our staff to acquire are obtained internally or externally.
You can follow our open positions through ourkariyer.netandsocial media accounts.
