HR Management System

The main aim of our company’s selection process is to employ highly motivated and effective people who will be committed to the company. Job applications made to TALOS Logistics are evaluated by our Human Resources Department.

Application Process; All job applications can be made through our postings on sites and platforms such as kariyer.net and LinkedIn, via the application form below, or by sending a CV to ik@talos.com.tr.

Recruitment Process; Candidates whose CVs are reviewed and who are found suitable for the position are invited to an interview by the HR Department.

Candidates evaluated positively after the interview with the HR Department are invited to a second interview with the Department Manager. Candidates who are also evaluated positively after the interview with the Department Manager receive a job offer from the HR Department. Once hiring takes place after the offer, the candidate’s social security registration is completed, the candidate attends Orientation Training and then starts work in the relevant position.

All our employees receive training on labour law during orientation, and their legal rights are explained. Payslips are signed by our employees regularly at the end of each month, and they can get answers to all their questions at any time.

In line with the organisation chart established at TALOS Logistics, job analyses have been carried out for all our positions and job descriptions have been put in writing. The necessary updates and improvements in line with the annual staffing plan are carried out by the HR Department.

Development areas identified through training needs analysis meetings with employees are included in the annual training plan. Training is organised by the HR Department in line with the Annual Training Plan. After training, the necessary behavioural change is measured and result reports are prepared.

The performance evaluation system is designed in line with “SMART” objectives. The system is essentially implemented based on the competency matrix and objectives. A general evaluation is carried out at the end of each year. An interim evaluation is carried out every 3 months; at the end of the first 6 months the feedback process begins, employees and managers share their mutual evaluations, and new development areas are identified as a result. Through Performance Evaluation Management, the main outputs of employees’ job performance, development areas, strengths and career maps are determined.

Our company applies salary bands covering all positions. Our salary scales are prepared based on evaluation criteria such as education, experience and responsibility, and are revised every year taking into account data obtained from market salary surveys.

Our aim is to fill vacancies at all levels in our company primarily from within.

To this end, a career pool is created each year based on the results of performance evaluations. The competencies required of candidates in the pool are defined and the necessary development programmes are organised. Candidates who successfully complete the development programmes are appointed with the approval of management.

Each year, satisfaction survey questions in line with the corporate culture are prepared to identify the expectations of management and employees from each other. Employees and managers receive special behavioural training on the purpose of the survey and the steps to follow. Survey results are shared transparently with all employees, and their support is sought.

Following the feedback received from employees, effective action plans are prepared for the areas that need improvement.

Process improvement plans are made together with employees who, when completing the survey, share their names and put forward ideas to develop the company.