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Establishing Company-Specific Human Resources Systems
Organizational Structure and Job Descriptions
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The job description, authority and responsibilities of each position are clearly defined.
The roles of family members and professionals are separated.
Job evaluation is done according to the content and characteristics of the job (knowledge, skills, experience, difficulty, etc.) and the size of the job is determined.
Recruitment and Placement System
Professional recruitment criteria are established.
Objective evaluation and interview processes are defined.
Separate career policies are determined for family members (non-family manager preferences are clarified)
If necessary, employees are recruited from external sources.
Performance Management System
Establishing a performance management system (PMS) in family businesses ensures that both professional employees and family members are evaluated in a fair, objective, and development-oriented manner. This system is one of the most critical building blocks of institutionalization. It supports the establishment of an evaluation culture that is "based on goals achieved and performance demonstrated, not on individuals."
It is ensured that the company's general goals are compatible with departmental and individual goals.
01
Defining KPIs (Key Performance Indicators). Measurable and concrete criteria are determined for each position.
02
Role-based goals are clarified for all employees, including family members.
03
Interviews and Feedback Meetings: Performance evaluation results are shared transparently with employees. Strengths and areas for development are discussed. Career goals and promotion opportunities are reviewed.
04
Wage and Benefits Management
It is the determination and implementation of material (wages) and non-material (fringe benefits) opportunities provided to employees in a systematic and fair manner.
In family businesses, the Wage and Benefits System is critical to ensuring both employee loyalty and corporate justice.
Wage Policy is determined according to the position, the level of the position determined as a result of the job evaluation, the sector and market data.
Market wage research (benchmarking),
Wage scale (salary bands),
Wage grouping system studies
The main purpose of this system is:
Establishing a fair and competitive wage policy
Rewarding performance
Ensuring the attraction and retention of non-family professionals
To increase employee loyalty.
Corporate Culture and Communication
Corporate culture defines an organization's values, beliefs, norms, behaviors, and work style. It's like the organization's "personality."
Corporate communication refers to how, in what way, with what tools and in what language individuals and teams within the organization communicate with each other and with external stakeholders.
Corporate identity studies are carried out,
Internal communication strategies and channels (newsletters, feedback boxes, surveys) are created,
Employee satisfaction is measured regularly and areas for improvement are identified.
Performance-Based Reward and Bonus Systems
Systems that reward success are established. A fair and transparent reward culture is encouraged.
Bonuses
Promotions
Educational opportunities, etc.
HR Policies and Procedures
Issues such as working hours and remote working are governed by rules,
HR procedures such as leave, overtime, vacation, etc. are established.
Review & Revision of Personnel Service Contracts and Labor Law process
It is the work of establishing and ensuring the continuity of practices that will ensure that employee and employer relations are carried out legally without any problems and that will add positive value to the corporate and professional image.
Disciplinary and Ethical Rules System
Davranış kuralları, etik ilkeler ve disiplin süreçleri tanımlanır.
Flexible Consulting Model Shaped According to Need
CREATE
We develop strategic solutions for processes and periodic projects that are needed but do not yet exist.
DEVELOP
We improve existing but dysfunctional systems and make the process functional again.
MONITOR
We define project success criteria (KPIs) and support continuous improvement by measuring them at regular intervals.