Human Resources

Entrance:

Limassol Turkish Cooperative Bank was established in Limassol in 1939, is an organization that is adopted in every aspect, makes a superior effort to achieve success and leads the banking sector. Our most valuable asset, which provides our bank’s product and service diversity on the basis of customer satisfaction; It is our human resources. It makes us proud to have human resources that embrace the banking profession, take it forward, and enrich our bank with sustainable service quality. We define the work carried out regarding our employees in our bank and our teammates who play a role in these works as “Human Resources”.

 

Importance of Human Resources Function:

All human resources processes are carried out in line with our bank’s strategic goals, corporate culture and employee expectations. Primarily employee satisfaction and motivation, selection-placement, training and development, career planning, performance management, organizational development, etc. processes are carried out by our Human Resources Department. With the valuable opinions and contributions of department managers and branch managers, it is aimed for our bank to achieve long-term gains. It is aimed to meet economic, social and psychological needs, to make existing competencies usable at the maximum level, and at the same time to overlap individual goals and corporate goals. The Human Resources Department serves as the strategic business partner of our bank.

 

Human Resources Policy:

Our focus at our bank is; is human. First of all, our bank’s goals are clearly shared with all our employees, ensuring team harmony towards the same goal. Our aim is to continue our path with happy, productive employees in positions appropriate to their competencies and experience, and to achieve our goals. Basic Principles of Our Human Resources Policy:

Ensuring the employment of suitable employees for the job in our organization where job descriptions are clear,
Keeping employee productivity, effectiveness and motivation at the highest level,
Realization of the Training Plan prepared in line with the training needs that are renewed every year, within the year,
Ensuring that all our employees have a peaceful and happy working environment,
To fully provide our employees with their material and moral rights and to continuously improve them,
To improve employee and manager relations through an open communication environment,
To create opportunities for our employees through Talent Management and Career Management.

The Importance of Selection and Placement:

Our guides in our selection-placement processes are; These are our job descriptions and competency maps. The general qualifications and job requirements needed for each position have been determined, and we take care to employ individuals who can represent our bank and adapt to our corporate culture. We open our doors to professionals who are experts in their fields, have knowledge of business processes and who we think will add value to our bank, as well as young people who have received training in the banking sector and aim for a career in banking. Our bank’s job application conditions;

Being a TRNC citizen,
Being over 18 years old,
Being at least a high school graduate or equivalent, preferably a Bachelor’s degree,
Not to be deprived of public rights,
Having a clean record (not having committed a disgraceful crime or acting immorally),
For male candidates, having completed military service,
To prove that there is no obstacle to work, with a medical report,
For experienced candidates, it is to have knowledge, skills and positive references in the field.

Individuals who meet all of the above conditions will need to complete the application form below and send it to the e-mail address cv@limasolbank.com.tr along with a photocopy of their diploma and 1 passport-sized photograph. All CVs are carefully examined, recorded in our candidate database and evaluated as needed.

In line with the open positions, firstly, internal vacancies are opened and employment is provided in case there is a demand from our own organization for the relevant position.

In cases where employment cannot be provided due to internal vacancies, our vacancies are published through newspaper vacancies and social media.

Incoming applications are evaluated and suitable candidates are invited for an interview. Candidates with positive interview results are also given exams in line with the requirements of the position.

Candidates whose interview results are not positive are given feedback via e-mail.

 

Education Management:

One of the indispensable elements for our bank is our training processes. All new personnel are first welcomed with Orientation Training by Human Resources. Afterwards, an orientation process is carried out in which all units are introduced.

Our trainings are divided into two categories: internal and external. In addition, it is carried out under three headings: technical, personal development and compulsory training.

At the end of each year, our Training Needs Analysis for the next year is made and our Training Plan based on the needs emerges. The Training Plan is monitored and strengthened with improvements every year.

We have Internal Trainers in our bank, and our Internal Trainers consist of our team members who have successfully completed the “Training of the Trainers” program and are competent in their job.

 

Performance management:

Performance evaluation is carried out twice a year in our bank. Evaluations are made with clear and realistic goals. Our Performance Evaluation System, like everything else, is open to development and change. Every year, our work continues uninterruptedly in order to make the most accurate evaluation for the next year.

Performance Evaluation Results provide data to our bank’s training, career, talent management, promotion and wage management areas.

 

Career and Talent Management:

“Our most valuable asset is our human resources.” Based on our principle; We value the talents of all our employees. Career planning is made in line with the abilities of our employees. Discussions regarding their individual goals are held by our Human Resources Department and they are guided in line with their knowledge and experience. Training and development plans are reviewed in line with their goals and various opportunities are offered.

 

Compensation Management:

In our bank, wage management is carried out within the scope of the training, duties, positions, authorities and responsibilities required by the job, and job-related risks. A job evaluation is made for each position, and the wage distribution is shaped according to the job family. Our Wage Management System is fair and provides internal motivation. Creativity, talent, effort and performance are also rewarded.

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