Human Resources Policy

Forte, providing services to leading institutions and organizations in Turkey, distinguishes itself not only with its technology and human resources but also with its human resources policies.

As FORTE, we aim to create a management approach that continuously analyzes personnel needs, creates value, and rapidly adapts to changing conditions. This is intended to establish a peaceful, happy, secure, and healthy working environment that motivates and creates loyalty in Human Resources.

• The key principles include:

  • Ensuring the right person for the right job and implementing the policy of the right job for the right person at every level.
  • Providing equal opportunities for everyone, treating all rights fairly, avoiding discrimination based on race, religion, language, or gender, and taking measures to protect employees against physical, mental, and emotional mistreatment within the company.
  • Defining criteria for personnel recruitment in writing and adhering to these criteria.
  • Considering productivity in determining employee salaries and other benefits.
  • Recognizing the freedom to establish associations and the effective recognition of the right to collective bargaining.

• Contributing to the continuous development of employees in line with company goals.

  • Conducting training programs to increase the knowledge, skills, and experiences of employees.
  • Increasing self-awareness.
  • Having a modern, innovative, dynamic, and institutional organizational structure.

• Embracing the "open-door" principle.

  • Creating an effective communication environment, providing the opportunity for all company employees to meet with their managers.
  • Supporting employees in sharing their ideas with managers.
  • Conducting informative meetings on the company's financial situation, compensation, career, education, and health for employees.
  • Informing employees about decisions related to them or developments affecting them.
  • Communicating job descriptions, distribution, and performance and reward criteria between personnel and top management.

• Maintaining mutual respect between personnel and top management.

  • Preserving and nurturing differences and wealth.
  • Evaluating success based on measurable performance and demonstrated competencies.
  • Planning succession in cases where changes in managerial duties could potentially disrupt company management.