PASHA_BANK ANNUAL REPORT 2021

65 Annual Report 2021 PASHA Bank · Creating a social environment for our employees, · Treating our employees and candidates equally and promoting diversity, · Adopting a management approach which cares about employee and candidate experiences, · Adopting a sustainable notion of work that could respond to current and future needs. PASHA Bank Recruitment Policy PASHA Bank Recruitment Policy is based on the principle of attracting high potential human resource to the organization in line with the Bank’s objectives and strategies, corporate values and the competencies required for the position. Our recruitment process begins with a clear determination of the duties and responsibilities, qualifications and competencies required for each position. The process is completed by evaluating the candidate’s suitability regarding these criteria and the corporate culture, as well as the employee’s enthusiasm for the job and the institution. The most appropriate candidates for the position are interviewed by the Human Resources and the Manager of the relevant Unit and competency inventories are implemented for objectively evaluating the candidate’s competencies, assessment centers are conducted for senior positions. Orientation Training Programs New employees are subjected to orientation training programs upon arrival, helping them to understand the vision, mission and the corporate culture of the Bank and these programs are supported with orientation booklets. The importance of the Bank’s vision, mission, competencies and corporate culture is emphasized during these programs. Furthermore, an “Online Orientation” program in line with the orientation project carried out among the PASHA Group companies, is run conveying the messages of the C Level Managers so that the new comers learn more about Pasha Holding and the Group companies. Training and Development Activities Training and development activities are conducted to support continuous development, starting with an orientation program and continuing with on the job training, technical trainings for individual needs of employees, conferences, seminars and leadership trainings. In 2021, the Bank contributed to the development of the employees with in‑house and external training programs in line with its strategy and objectives. PASHA Bank has provided an average of 4.03 days of training per employee in 2021. In 2021, priority continued to be given to supporting our employees in all areas in order to cope with the pandemic. In order to develop the new generation competencies necessary for adapting to the new normal, various training programs were organized for personal development. Furthermore, the individual needs of our employees were analyzed and they were supported with individual coaching sessions and tailor made training programs accordingly. Corporate Culture and Organizational Development Organizational Health Index (OHI) survey which started in 2017 with group companies continued in 2021. This is a significant indicator of Group’s emphasis on organizational development and cultural integration. PASHA Bank carried out communication and motivation focused activities so as to increase performance and to manage change across the Group also in 2021 within the framework of Organizational Health Index activities. Projects started within the light of Organizational Health Index assessments data across the Group, will continue in line with the Bank’s growing structure and needs in 2022. The following activities and applications were implemented at the projects conducted to create awareness and commitment of the employees regarding the vision, mission, strategic goals and corporate values. Value Competition was held to internalize our values and create awareness. Workshops were organized to strengthen and reinforce our values.