Human Resources Policy

1.1 HR Policy
Runitas Bilisim’s human resources strategies are formulated in line with Runitas of New Generation vision to continuously sustain its stance of being “Employer of Choice.”
As of the end-2019, Runitas has provided employment opportunity to approximately 48 people, including subcontractors’ employees.
The main objective of Human Resources management and practices is to make Runitas Bilisim’s position of “Employer of Choice” permanent and sustainable for its current and potential employees.
As of the end-2019, Runitas Bilisim has employed about 48 people, including subcontractor employees. Runitas Bilisim is powered by its high caliber human resources who have diverse capabilities and competencies.

1.2 Human Resources Strategy Management
Runitas Bilisim’s Human Resources (HR) strategies are formulated to continuously sustain its stance of being “Employer of Choice.“
Our human resources strategy is aiming to deploy Culture, Values and initiatives that will foster “Runitas of New Generation” throughout Runitas Bilisim and establish a unique end-to-end employee experience. Our goal is to attract, retain and develop the best talent and to create value by implementing effective human resources policies, systems and processes.

1.3 Culture Management
To deploy the culture, values and competencies that are the pillars of Runitas of New Generation vision, all HR processes and systems started to be revised in line with this approach, new generation working environments have been designed, flexible working model have been introduced.

1.4 Talent Management
Organizational Design, Planning, Succession and Career Management
At Runitas Bilisim, the Organizational Design and Planning process comprises the regular review of the organizational structure in line with company strategies, targets and needs, as well as necessary design and planning.
Succession and Career Management includes assessing future strategies and organizational needs, drafting of both best successions plans for the organization and meaningful career plans for employees, in due consideration of individual year-end performances, leadership potentials and career preferences.

1.5 Organizational People Review (OPR)
In 2019, the process of the Organizational People Review (OPR) – which forms the foundation of sustainable human resources at Runitas Bilisim and where all components of talent management on company basis are evaluated each year – was revamped end to end on a company basis. As a result, potential evaluation according to the Runitas Leadership Model that emerged under the vision of Runitas of New Generation, succession principles and organizational health check criteria were updated. The Runitas Leadership Model Establishes from the Competency Model that forms the Runitas of New Generation vision and traits, drivers and experiences in a holistic manner.. The Runitas Leadership Model is taken as a basis for supporting all leader’s development throughout the Group. In the OPR process, objective assessment results are considered for leadership potential and succession decisions. Therefore, the OPR process is ensured to operate at a much higher quality.

1.6 Runitas People Review for Top Management
The OPR process continued with the Runitas People Review for top management of the Group; For critical positions internal and intercompany succession plans and development plans for successors were created These plans are followed regularly.

1.7 Continuous Learning and Development
The Development Programs currently being implemented throughout the Runitas are based on the Competency Model created according to the Runitas of New Generation vision. These Development Programs are targeting specially to develop the components of the Runitas Leadership Model.

1.8 Organizational Climate, Employee Satisfaction and Loyalty Management
To receive feedback from employees and to determine the actions to improve employee engagement, regular employee loyalty and satisfaction are measured through independent companies and the results are evaluated in terms of engagement, employer branding, leadership, performance culture and employee experience. In addition to these studies, the feedback of employees regarding the organizational climate and the leadership styles of the management team, which give the greatest impact on this climate are measured by independent organizations every year.

1.9 Performance Management
The Performance Management Process aims to highlight employees’ successful work results, attitude & behaviors in line with the corporate culture and values, and their high performance.
During the Performance Management Process in 2019, all white-collar employees were evaluated. The process yielded favorable results.
In the 5-year strategic roadmap of Runitas Bilisim created in 2019, Performance Culture is positioned as one of the core factors enabling added value. On the road to this target, the Group identified a challenging performance culture, incentive systems that reward high performance and operational excellence as its focus areas.

1.10 Recognition, Appreciation and Total Reward Management
Runitas Bilisim’s Total Rewards and Benefits Management process includes fair and objective recognition and reward practices that bolster high performance and center on employees’ work objectives and competencies. The process also covers rewarding, motivating and competitive remuneration and side benefits.
All practices under Rewards and Benefits Management are regularly reviewed and updated through market analyses and benchmarking studies.
The sizes of all roles throughout the Runitas are evaluated with objective methods and the job grading structure created based on these values is the basis for remuneration and benefits management. In 2019, the Runitas’s job grading structure and performance-based bonus system were reviewed and redesigned to strengthen the organization’s competitive edge.

1.11 Runitas Social Network
The Runitas Social Network project aims to develop an easy-to-use, reliable mobile and web platform that provides access to group-wide HR applications from one place. This effort is designed to improve communication and cooperation between Runitas Bilisim employees. The platform’s preparations were completed in 2019; Runitas Social Network will be available for employee use in 2020. Under the Runitas of New Generation vision, rapid communication and the agile way of working are expected to spread across the Group with this platform.

1.12 Labor Relations Management
Runitas Bilisim closely monitors studies conducted worldwide and in Turkey related to the change and development of business and statistical data and trends. Opinions, analyses and results are shared with Group companies and are used in human resource planning, developing model practices and setting labor relations standards.
All legislative amendments and developments that affect work life are closely monitored. Proactive measures against the risks that may arise are shared with Runitas Bilisim companies. The Group makes use of all opportunities and incentives, including flexible working models, presented by labor legislation. Developments in this area are closely monitored. In 2019, under the Employment Incentives and Subcontractor Practices project conducted and participated by all enterprises across the organization, Runitas Bilisim kept Runitas companies informed on developments related to these subjects, shared best practice examples within the Group, and facilitated an exchange of perspectives and viewpoints.

1.13 Occupational Health and Safety
Occupational health and safety is a natural part of the workplace and corporate culture at Runitas Bilisim. We aim to continuously improve the OHS culture across the Runitas. Occupational health and safety applications are carried out under relevant legal and regulatory requirements, obligations and standards; national and global trends and best practices in this field are constantly monitored and being adapted at the same time.
In all its business activities, Runitas Bilisim analyzes potential risks in advance and adopts proactive approaches to prevent these risks. Occupational health and safety refresher training is provided to all employees upon recruitment and at certain intervals thereafter. Runitas Bilisim aims to standardize and continuously improve occupational health and safety practices via the sharing of information and experience. Runitas extends this compliance and pursuit of excellence toward its workforce and all stakeholders. For this purpose, synergy and difference-making opportunities are evaluated.

1.14 Equality and Diversity in Business
Runitas Bilisim has also agreed to the Declaration of Equality. Establishing and maintaining a fair working environment for employees is a top priority at Runitas companies. Any type of discrimination within the organization based on language, race, skin color, gender, political thought, faith, religion, denomination, age, physical disability or similar reasons is not tolerated.
To ensure the effective participation of women, young people and disabled individuals in business, Runitas Bilisim implements practices that encourage these groups to participate while offering equal employment opportunities.