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- The current system of the company is examined and a report is prepared that includes the strengths and weaknesses of the organization in terms of Human Resources System processes,
- The organizational structure is redefined and a new Organization Chart is drawn,
- The needs of the organization for the transition process to the Human Resources System are determined,
- The Human Resources unit is established or reorganized,
- Academic and theoretical training is provided to the employees of the Human Resources System Department,
Following the establishment of the Human Resources System department;
- Cadre Planning,
- Job Analysis,
- Job Description,
- Recruitment Processes,
- Orientation Training,
- Guidance Activities,
- On-the-Job Training,
- Performance-based personnel evaluation systems,
- Remuneration,
- Reward and Penalty System,
- Integration processes are put into operation.
- Procedures are prepared for each ICS process, and the activities to be performed in these processes are ensured to be independent of individuals and standardized,
- Procedures that determine the execution of the work are determined in accordance with the Work Flow Chart,
- Organization Handbook, Personnel Regulation and other regulations are created,
- What documents should be used in the enterprise and how they should be determined. (Each application should be put in writing in the system to be established),
- A training plan is prepared for the trainings requested and needed by the institution,
- All employee managers are provided with Labor and Social Security Law Training in accordance with their levels,
- Periodic management review meetings are organized during the project implementation phase, where solutions to the problems that arise and positive developments are evaluated,
- A monthly management and personnel report system is established,
Apart from those written above, other services and training required for the operation of the system are provided.