Human Resources Policy
The fundamental aim of Türk Eximbank’s Human Resources Policy is to guarantee consistent execution of fundamental principles associated with Human Resources (HR) functions at the Bank such as recruitment and employment, training and development, performance management, labor relations, compensation management and so on. No revisions were made to the HR Policy since July 2022.
Türk Eximbank’s Human Resources Policy can be accessed at:
https://eximbank.gov.tr/tr/hakkimizda/insan-kaynaklari/insan-kaynaklari-politikamiz
Human Resources Transformation Project
Launched in 2022, the Human Resources Transformation Project was first implemented in 2023. Accordingly, recruitment processes, career and talent management processes, compensation and fringe benefit processes were updated to the benefit of employees.
Additionally, “Exim HR”, the new HR System, went live in 2023, which is intended to ensure more effective and efficient management of HR processes.
Equal Opportunities and Diversity
Türk Eximbank does not discriminate on the basis of gender, and offers equal career opportunities for recruitment and promotion to female and male employees.
There is no gender pay gap at Türk Eximbank, and all salaries are determined according to the job and position.
Number of Employees |
|
Female Employees |
286 |
Male Employees |
516 |
Total |
802 |
Employees by Tenure |
Female |
Male |
Total |
0-5 years |
122 |
221 |
335 |
5-10 years |
60 |
163 |
223 |
10 years and longer |
104 |
132 |
236 |
Total |
286 |
516 |
802 |
|
|||
Employees by Gender and Age |
Female |
Male |
Total |
>50 years of age |
12 |
22 |
34 |
30-50 years of age |
240 |
446 |
686 |
<30 years of age |
34 |
48 |
82 |
Total |
286 |
516 |
802 |
|
|||
Managers |
Female |
Male |
Total |
>50 years of age |
11 |
17 |
28 |
30-50 years of age |
61 |
147 |
208 |
<30 years of age |
- |
- |
- |
Total |
72 |
164 |
236 |
Recruitment Process
Türk Eximbank aims to be the employer of choice for high-performing, competent and engaged human resource. For this purpose, the Bank determines the selection criteria for candidates to be recruited in accordance with the requirements of the job, and professional, technical and behavioral competencies.
At Türk Eximbank, recruitment processes for staffing planning, needs and fulfillment are carried out in accordance with the Workforce Planning and Recruitment Procedure criteria based on the hiring and working terms and conditions set out in the HR Regulation.
In 2023, new competence sets were designed according to the Bank’s corporate values, and enforced in recruitment, career and talent management processes.
These processes, which are continually improved, were digitalized end-to-end in 2023 and the new career and recruitment model and application management system were put into service. Employee engagement and induction performances are followed up using probation period forms.
Moreover, custom-designed for the IT teams with the purpose of supporting the Bank’s growth in the technology area and also of contributing to social responsibility, “ExIT Long-Term Internship Program” that made its debut was initiated and long-term interns comprised of 3rd and 4th grade students started working as part of the Bank’s IT team.
Remuneration and Fringe Benefits
Türk Eximbank established its remuneration policy to devise and launch fair, transparent and competitive compensation systems in line with its long-term goals and strategies. This policy is formulated to attract, retain and reward the human resource necessary for sustainable success to the Bank.
Türk Eximbank implements similar pay for equal work policy, and any differences between individuals’ pays stem from due consideration given to performance appraisals.
Türk Eximbank introduced the “Contributory Private Pension” practice to complement the Social Security System with the aim of giving employees access to increased welfare on the back of additional income during their retirement through investing their savings in private pension. In addition, the private health insurance coverage was expanded and employees were presented with new types of leaves and additional compensation opportunities in 2023.
Employees are also entitled to various fringe benefits, which include nursery benefit, maternity benefit, death benefit (for 1st degree relatives), marriage benefit, allowance for children with disabilities, commuter benefit, work location benefit and birthday leave.
Türk Eximbank takes part in sectoral research questionnaires periodically administered by consultant firms for improving processes and practices associated with personnel rights and fringe benefit management, reviews comparison of existing fringe benefits with others in the market, and plans suggestions for creation of possible new fringe benefits.
Career Management
Türk Eximbank offers its employees need-based professional development and lifelong learning support, and targets to ensure positive attitude and job satisfaction by keeping them highly motivated through realistic and measurable performance targets.
Through the career planning and succession system, the Bank recognizes high-potential employees early, offering the necessary professional knowledge, skills, development opportunities to these employees, and supporting them to prepare for positions that involve more responsibilities.
Using the internal notice system to announce career opportunities, Türk Eximbank introduced the application management system, thus making sure that all its recruitment ads reach both internal and external candidates.
Talent and Performance Management
In devising its Talent and Performance Management Strategy, Türk Eximbank went through the following processes in parallel with the Performance and Career Management Procedure. Accordingly, the Bank:
Türk Eximbank carries out performance appraisal once a year and effects promotions twice a year under the Performance and Career Management Procedure.
The Bank implements the “9 Box Talent Grid” for talent management. Employees’ performances and potentials are brought together in the grid and the outcomes are used to determine employees’ performance scores and promotion processes. These results are also used for designing the development plans that will support employees’ career goals and for their appointment to different units where they will perform better.
Based on 2023 year-end performance appraisals, employees found to be successful were rewarded and promotion times of better performers were shortened accordingly.
Türk Eximbank provides a communication environment whereby employees are able to convey their ideas, suggestions and opinions freely.
Introduced in 2023, Exim HR Helpdesk Module gathered all kinds of employee questions and requests about HR service processes under a single roof.
Carefully considering employee suggestions and expectations each year, the Bank implements, and continues to further develop and improve, fair, transparent and data-driven systems to enhance employee engagement and satisfaction.
Designed in 2021 for increasing employee satisfaction, the “Söz Sende” platform lets employees exchange ideas directly with top managers and convey their demands and suggestions. In this context, employees reported 146 suggestions and 63 complaints in 2023.
In 2022, “Söz Sende” gatherings were organized for employee satisfaction purposes, in addition to the platform. In these gatherings, employees find the opportunity to come face-to-face with top managers and share their demands and suggestions directly with the General Manager and Deputy General Managers. During 2023, 2 Söz Sende gatherings were held, which were attended by a total of 19 employees.
Internal Customer Satisfaction Survey
Türk Eximbank conducts Internal Customer Satisfaction Surveys to measure and assess how satisfied employees are with the service they receive from other units within the organizations; more accurately and quickly execute the processes among the units that have business relationships; improve the Bank’s process quality and internal customer experience, and support its development.
Through the Internal Customer Satisfaction Survey, the Bank targets to reveal the units’ strengths, development opportunities, and areas for action.
Employee participation rate in the Internal Customer Satisfaction Survey conducted in 2023 was 84%.
Following the completion of the evaluation of survey outcomes, the Bank plans to take steps for improvement and development actions.
Türk Eximbank provides training opportunities in any area its employees might need, and offers professional development and lifelong learning support.
Türk Eximbank aims to equip all its employees with the competencies required by their respective positions, contribute to building on their personal development and professional knowledge, and get them future-ready through the training and development activities carried out.
The Bank plans basic, leadership and functional reskilling training for its employees and assigns training programs throughout the year in line with its training policy implemented in accordance with the Training and Certificate Procedure.
Türk Eximbank determines training topics according to employees’ personal and professional competencies and performance results, taking into account the Bank’s strategy and business development needs.
Türk Eximbank offers the necessary professional knowledge, upskilling and development opportunities to identified high-potential employees and supports them in preparing for positions that entail more responsibilities. The Bank devises personalized development programs for manager candidates to train future managers from amongst its own employees.
Türk Eximbank encourages its employees to pursue academic studies abroad, and grants sabbatical leaves to scholar employees under the Jean Monnet Scholarship Program for the duration of their overseas education, thus enabling them to benefit from this academic right.
Training Performance Indicators
Training Hours |
2021 |
2022 |
2023 |
Total Training Hours |
2,390 |
14,428 |
35,653 |
Average Training Hours per Employee |
3.19 |
19.29 |
45.77 |
Total Hours of Classroom Training in 2023 |
12,127 |
Total Hours of Online Training in 2023 |
23,526 |
(Total training hours = Participating FTE x Training Hours)
Digitalization in Training
For Türk Eximbank, 2023 has been a year in which digital transformation was given momentum and digital applications were diversified for training activities. In this context, the Bank upgraded the existing Exim Academy platform and transitioned to a sector-leading platform that offers a highly rich digital learning catalogue.
Additionally, employees were assigned Udemy Business licenses, which give them unlimited access to all training programs. Udemy and Enocta have been integrated to give unified access to both platforms via Exim Academy.
Employees can reach the training content anytime, anywhere using a mobile app that can be downloaded on their smart phones.
Internal Trainer Training Program
Under the Internal Trainer Training Program, Türk Eximbank provided training to employees specialized in their respective fields and possessing the potential to function as internal trainers, upon completion of which they received their Internal Trainer certificates. The Bank started using internal trainers actively and began compensating them for the hours of training they give.Number of People Who Attended Internal Trainer Training and Received Certificates |
Female |
Male |
Number of Trainees |
20 |
28 |
Training Hours |
240 |
336 |
Highlights of 2023 Training Activities:
Internal Training Programs in 2023
Training Heading |
Number of Sessions |
Training Hours |
Total Session Hours |
Number of Participants |
Total Training Hours |
Foreign Trade |
5 |
3.5 |
17.5 |
132 |
462 |
Basic Formulas in Excel |
2 |
4 |
8 |
10 |
40 |
CTP at Eximbank |
2 |
3.5 |
7 |
45 |
157 |
Interest-Free Finance |
9 |
3.5 |
30.5 |
203 |
701 |
Secure Software Development |
2 |
3 |
6 |
39 |
117 |
Participation Receivable Insurance |
2 |
2 |
4 |
79 |
158 |
Sustainability and Environmental/Social Risk Assessment |
2 |
8 |
16 |
47 |
375 |
New Murabaha Processes |
1 |
1 |
1 |
51 |
51 |
Total |
25 |
18 |
90 |
606 |
2,061 |
Other Training Programs
Training Heading |
Number of Participants |
Total Training Hours |
Sustainability |
810 |
639 |
Ethics |
10 |
20 |
Environment |
808 |
159 |
Anti-Bribery and Anti-Corruption |
811 |
2,038 |
Information Security |
862 |
641 |
Türk Eximbank makes it a priority to protect the health and ensure safety of all its employees, in particular, and all its stakeholders, in general.
Türk Eximbank put in place various practices to ensure occupational health and safety of its employees at all regional directorates, branches and liaison offices, as well as its Head Office. Accordingly, the Bank acts in accordance with the ISO 45001:2018 Occupational Health and Safety Management System Standard, which is part of the Integrated Management System coordinated by the Process and Quality Management Department. The said standard is implemented as a proactive system, taking into consideration potential and/or actual risks and potential opportunities.
In 2022, the Bank qualified for Occupational Health and Safety Management System certification, and successfully passed the surveillance audit for the said standard in 2023, thereby ensuring continuity of the certification.
Attaching importance to preventing work-related accidents and illnesses and protecting employee health by maintaining healthy and safe working environments, Türk Eximbank achieved its “zero workplace accident” target in 2023.
Türk Eximbank employs an Occupational Health and Safety Expert that works in the HR and Organizational Development Department, who holds authorization certificates. Furthermore, the Bank set up an Occupational Health and Safety Committee comprised of 11 individuals.
OHS data are kept and followed up both by the OHS expert and the Process and Quality Management Department. Any workplace accident is examined in detail by the OHS expert and reported to the OHS Committee. Accidents and incidents assessed by the Committee members are analyzed, employee opinions and suggestions including risks and opportunities are received, and OHS system is effectively managed.
In 2023, Occupational Health and Safety Standards compliance training given to all Bank employees by the Recruitment and Talent Management Department continued in 2023. In this context, employees were given 1,140 hours of OHS training in 2023.
Furthermore, one emergency drill was carried out at Türk Eximbank Head Office within the frame of the emergency plan prepared.
OHS Training in 2023
Training Heading |
Number of Participants |
Total Training Hours |
OHS |
809 |
1,140 |
Emergency and Fire |
40 |
160 |
