Yönetim ve insan kaynakları danışmanlığı alanında "iş birliğine dayalı, değer yaratan bir danışmanlık modeli" mottosu ile çalışan UNICON ekibi olarak; kuruluş amacımızı “organizasyonları, kendi insanları ve zaten sahip oldukları güç ve kapasiteleri aracılığıyla geliştirmek” olarak tanımlıyoruz.Bunu yaparken de herhangi bir organizasyonun çalışma şeklini anlamak, kurgulamak ya da dönüşümünü gerçekleştirmek için, ele alınması gereken 4 ana alan üzerine çalışıyoruz:1. Strateji ve İş… Show more Yönetim ve insan kaynakları danışmanlığı alanında "iş birliğine dayalı, değer yaratan bir danışmanlık modeli" mottosu ile çalışan UNICON ekibi olarak; kuruluş amacımızı “organizasyonları, kendi insanları ve zaten sahip oldukları güç ve kapasiteleri aracılığıyla geliştirmek” olarak tanımlıyoruz.Bunu yaparken de herhangi bir organizasyonun çalışma şeklini anlamak, kurgulamak ya da dönüşümünü gerçekleştirmek için, ele alınması gereken 4 ana alan üzerine çalışıyoruz:1. Strateji ve İş Modeli2. Süreçler, Organizasyonel Yapı ve Metrikler3. Kültür, Liderlik ve Yönetim Tarzı4. TeknolojiBu alanlardaki tanımlama çalışmasının ardından, kuruma özel yetenek yönetimi çözümlerini, yol haritasını ve uygulama planlarını birlikte oluşturuyoruz.………………………………As UNICON, we describe our model as a “collaborative value-creating consulting model” in the field of Management and Human Resources Consultancy. Our founding purpose is to improve organizations through their people and existing capabilities.To achieve this, we work on 4 main areas that need to be addressed in order to understand, create or transform the way any organization works:1. Strategy and Business Model2. Processes, Organizational Structure, Metrics3. Culture, Leadership and Management Style4. TechnologyAfter defining these areas, we create customised talent management solutions, roadmap and implementation plans together. Show less

Responsible from both setting the HR strategies according to the company vision and the execution of these strategies according to the needs and expectations of the accounts like field force, marketing and headquarter.Responsible from all the HR functions such as recruitment, performance management, trainning, expat management, organisational development and process development,etc

Responsible from both setting the HR strategies according to the company vision and the execution of these strategies in the countries like Algeria, Kazakhstan, Georgia, Azerbeijan, Ukraine, Iraq, mainly.Responsible from all the HR functions such as recruitment, performance management, trainning, expat management, organisational development and process development,etc.

Responsible from both setting the strategy and the execution of these strategies related with the HR functions such that recruitment, organizational development, training and performance within the whole company.

Our services can be mainly classified under 3 headings:• Recruitment: Determining the appropriate candidates by using methods like personality inventory, competence-based interview, foreign language test, eventually directing qualifying candidates to the company and sharing detail reports with relevant people within the company.• Human Resources Consultancy: Implementing integrated HR systems on the basis of competencies. Defining the objectives both departmental and personal… Show more Our services can be mainly classified under 3 headings:• Recruitment: Determining the appropriate candidates by using methods like personality inventory, competence-based interview, foreign language test, eventually directing qualifying candidates to the company and sharing detail reports with relevant people within the company.• Human Resources Consultancy: Implementing integrated HR systems on the basis of competencies. Defining the objectives both departmental and personal commensurate with the company’s main strategies. Design performance appraisal system using balanced score card model to align business activities to both vision and strategies of the organization and monitor organization performance against these objectives. Guiding HR policies of the company by both giving coaching and by documenting these policies.• Assessment- Development Center projects in association with the strategic partner.These servives were given to the different size of companies in different businesses but especially information technologies, pharma, FMCG, construction, finance, e-commerce were the most focused ares. Show less

 Maintaining the recruitment procedure in terms of selecting the convenient candidates according to the Koç Group’s competencies and policies. Responsible of the standardization of the tools, such as inventories, cases, exercises and methods, such as competency based interviews, assessment centers, used in this process by the companies.  Responsible from the training, development and orientation plans of the recruiters who are taking active role in the companies’ recruitment… Show more  Maintaining the recruitment procedure in terms of selecting the convenient candidates according to the Koç Group’s competencies and policies. Responsible of the standardization of the tools, such as inventories, cases, exercises and methods, such as competency based interviews, assessment centers, used in this process by the companies.  Responsible from the training, development and orientation plans of the recruiters who are taking active role in the companies’ recruitment processes. Organising different PR activities such as company visits, seminars on personal development, participations in classes as guest speakers, sponsorship of student clubs’ organizations in target universities under the name of Koç. Responsible of the annual department budget. Show less

 In charge of the payroll management including fringe benefits, remuneration and premium systems, etc. Maintaining the recruitment procedure in terms of selecting the convenient candidate and arrange the last meeting with the line manager.  Developing a competency based performance management system commensurate with the system designed by Koç Holding. And apply the salary matrix to determine the annual salary award and rate of salary progression of an individual employee. In… Show more  In charge of the payroll management including fringe benefits, remuneration and premium systems, etc. Maintaining the recruitment procedure in terms of selecting the convenient candidate and arrange the last meeting with the line manager.  Developing a competency based performance management system commensurate with the system designed by Koç Holding. And apply the salary matrix to determine the annual salary award and rate of salary progression of an individual employee. In charge of the succession planning that is drawn upon that performance appraisal system to meet the organizational goals. Responsible for all the training, development and orientation plans. Either apply the training programs herself together with the company’s clinical psychologist or get consultancy from specific hr firms. Take active role in ISO 9000 project in terms of human resources processes and operations. Show less

 Maintaining the recruitment procedure in terms of selecting the convenient candidate and arrange the last meeting with the line manager. Assisting, maintaining and coordinating the performance appraisal system within the service and production companies to meet organizational goals. Responsible for the determination of training, development and orientation plans. And either apply the training programs herself or organize them accordingly. Assisting the director to maintain the… Show more  Maintaining the recruitment procedure in terms of selecting the convenient candidate and arrange the last meeting with the line manager. Assisting, maintaining and coordinating the performance appraisal system within the service and production companies to meet organizational goals. Responsible for the determination of training, development and orientation plans. And either apply the training programs herself or organize them accordingly. Assisting the director to maintain the salary system within the company. Adding the new created positions to the  Maintaining the promotion and rotation procedures according to the career and succession planning. Show less