Recruitment
During its recruitment process, DenizBank adopts an approach of “Right Person for Right Position” and takes into account that experience and educational qualifications of candidates would differ per each required position. For requirement of experienced employees, those who are differentiated with their know-how and experience, with high added value, and fit for team-working are assessed. For requirement of inexperienced employees, candidates with high school degree are considered for Direct Sales, Call Center, Teller and some operational positions, while those with university degree are assessed for Head Office Units, Audit Board, Marketing and Sales positions.
Regarding employee requirements, human resources within the Bank are assessed at the first step. It is specifically important to choose managers among employees with high performance, who have adopted DenizBank corporate culture, aware and experienced of its products and services, know our customers well and foresee their needs. In 2006, 60% of requirements for manager and higher positions were met internally through human resources within the Bank. For outsourcing, experienced candidates suitable for the business principles and culture of our Bank are assessed while Training Groups are formed for new graduates. In the following period, it is planned to initiate major number of Training Groups in line with DenizBank strategic development plan.
Personal Development
Encouraging our employees to attend trainings, certificate programs on personal and technical issues held in/out of the Bank, we provide opportunities for their development and aim at training employees for our managerial positions within the Bank.
In order to enable our employees’ access to training programs and their content any time, DenizAcademy e-learning project has been initiated on intranet and internet.
Promotion Opportunities
We have adapted performance-based salary and promotion system in our Bank. Promotions are realized twice a year. Career paths for each employee are determined as of their employment within our Bank through career maps and these are published in DenizPortal to ensure access any time. Our employees have the opportunity to have news steps in their career paths throughout the year in line with their experience and performance.
Premium System
- In order to stimulate and sustain high performance of our employees, we have the following practices;
"PUPA Premium System" for branch staff to reward product sales and performance beyond the targets
- "Service Quality Premium" to reward performance, attitudes and behaviors of Tellers and Security Personnel who are in direct contact with our customers
- "Direction Premium" to encourage Tellers to use sales opportunities.
All our subsidiaries have their own premium systems to reward high performance.
Fringe Benefits
DenizBank provides its employees and their families with private health insurance and Individual Retirement System Plan with benefits special to our employees.
Employees in Head Office benefit from free transportation service and lunch while those in regional offices and branches are offered lunch services.
DenizBank Family
Since 1998, DenizBank employees have been enjoying being a family during activities organized by DenizClub Traditional DenizBank Bowling Tournament, excursions, theatre shows, outdoor concerts, football matches, boat trips etc.) while creating strong communication and synergy.