OYAK Mersis Number
0645003428900012OYAK Member Communication Center
+90 312 415 60 00OYAK Member Communication Center Fax
+90 312 434 12 50Management
Human Resources and Sustainability
Member Services
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OYAK Mersis Number
0645003428900012OYAK Member Communication Center
+90 312 415 60 00OYAK Member Communication Center Fax
+90 312 434 12 50Management
Human Resources and Sustainability
Member Services
Follow Us!
Career in OYAK Companies
OYAK adopts the vision of becoming the most preferred organization in the sectors it operates in by combining its human-oriented approach with effective, inclusive, and innovative strategies. In line with this vision, OYAK designs smart, lean, and integrated human resources processes focused on employee experience and performance, contributing to its sustainable development and success with the strength it derives from its employees.
The goal is to acquire talented human resources for OYAK Companies to support sustainable growth, increase employee competencies and performance, strengthen employee engagement, and cultivate leaders who will guide OYAK strategies; this approach is enriched by many initiatives specific to sectors and companies.
OYAK Competency Model
Within the framework of OYAK’s vision and strategic priorities, the “OYAK Competency Model” was updated in 2024 to develop a common language and understanding in the fields of leadership culture, business conduct, management approach, and organizational climate, taking OYAK values as a reference.
The updated OYAK Competency Model was created based on the collective wisdom of OYAK leaders and global competency norms under the main headings of “We Shape the Future, We Succeed Together, We Draw Strength from Our Team, and We Take Responsibility.” This model sets forth the approaches and behaviors expected of every employee while leading themselves, their teams, and their business, providing individual and corporate benefits, particularly continuous development and sustainable performance.
Career at OYAK
Operating in many sectors ranging from mining-metallurgy to cement, concrete, and paper, from automotive to logistics, from chemicals and agriculture to energy, and from finance to food, OYAK continues its activities across 21 countries on 6 different continents, offering career opportunities to its employees both domestically and abroad through its performance and potential-oriented career approach.
The performance and potential-oriented career approach entails OYAK evaluating its employees by focusing not only on their past achievements but also on their future potential. OYAK supports each of its employees in discovering their strengths and highlighting these strengths through the innovative development tools it offers. In this way, while each individual maximizes their own potential, OYAK also benefits from having a strong and talented workforce.
In order to bring a human resource profile suitable for its strategies and corporate culture to OYAK, the goal is to place and retain candidates selected through fair, objective, and innovative tools into the right positions. Within the framework of strategic workforce plans and in line with the growth plans of the sectors, the objective is to reach human resources with the competencies and qualifications that can lead OYAK Companies to their targets and to diversify employee experiences across different companies. Through collaborations between OYAK Companies and universities, opportunities are offered to young talents at the beginning of their career journeys, and the human resource is further strengthened by including high-potential candidates in the teams.
Talent and performance management approach
OYAK talent management activities are carried out in light of fair, objective, and data-driven evaluations. It is aimed to place and retain internal and external candidates in the right positions using standardized global tools that differentiate based on title groups.
Within the scope of the talent definition jointly adopted by OYAK and OYAK Companies, the identification of high-potential employees is conducted through assessment tools differentiated by title group. Succession plans compatible with the career goals and mobility status of our employees are developed in line with their potential. In this way, managerial roles and critical positions are backed up, and the development of potential employees is supported by training and development programs specifically designed for OYAK's needs.
Talent needs across OYAK Companies are met using the talent pool created within this framework. The Talent and Succession Management process plays an important role in OYAK's sustainable growth journey. Through this process, procedures are designed to ensure the availability of a sufficient number of talented employees with the necessary qualifications to fulfill OYAK's current and future strategic priorities.
Within the scope of OYAK Talent Management Practices, "Employee engagement and experience research surveys" are conducted. Through these surveys, it is aimed to create a more transparent and participatory culture.
Performance Management at OYAK is carried out in light of focused, aligned, and trackable principles that are jointly used by all OYAK Companies, supporting a fair, lean, transparent, and high-performance culture. In this context, corporate objectives are aligned with employee goals, and evaluations are made based on specific, concrete, measurable, and ambitious targets that focus on strategic priorities, address changing priorities, are compatible with today's working methods and dynamics, and will create a critical difference.
The goal of carrying OYAK into the future and ensuring organizational continuity forms the basis of the Institution’s talent and performance management strategies.
Approach focusing on the holistic development of the employee
Handling development processes with a holistic perspective, OYAK aims to continuously support the individual and professional development of its employees. Thanks to a wide range of current and hybrid development tools offered in line with global trends, the objective is to advance employee competencies and contribute to organizational success. In this scope, various training investments that support leadership and career development are carried out.
Hybrid development strategy
OYAK’s development programs continue to diversify with both online and face-to-face modules, in alignment with current trends in the business world. Flexible and effective solutions are offered to employees for creating individual development plans in a digital environment, accessing training through online platforms, and tracking development activities.
350.000
Hours of e-training
30.000
Subject Title
Shape the Future Program
The Shape the Future Development Program, which encourages senior executives of OYAK Companies to rapidly adapt to changing world dynamics, develop different perspectives, and create a common leadership culture within the organization, was launched as a strategic step in 2024.
The program is designed to expand OYAK’s senior management pool and cultivate more leaders from internal resources. This comprehensive development program aims not only for senior executives to gain the necessary skills to adapt to the current business environment but also to enable them to accurately interpret transformations in the global business world, make innovative decisions, and be pioneers of change.
A total of 107 senior executives from 25 OYAK Companies participated in the program. Through the training modules organized throughout the year, participants completed a learning process averaging 81 hours per person.
Our Route is the Future Program
Designed specifically for OYAK talents, the Our Route is the Future Program aims to ensure that employees adapt to today's agile business methods and become more proficient in the innovative governance approaches of the future. The Our Route is the Future Program is a strategic development investment that aims for OYAK Group employees to both fulfill today's requirements and reach the potential to lead in the business world of the future.
280
Participant
20+
Module
22
Hours of learning process
SinerjİK Development Program
Launched in 2023 and continuing in 2024, the SynergIC Development Program aims to holistically follow Human Resources trends in today's business world by addressing the Human Resources processes and competencies of OYAK Companies within a common framework.
The program supports Human Resources teams in having a common approach to processes and creating synergy across the group. In the program, which included 190 participants from 32 OYAK Companies, participants completed an average learning process of 122 hours per person throughout 2023.
The SynergIC Manager Development Program, launched in 2024, was designed to develop future leaders by addressing the Human Resources processes and competencies of OYAK Companies at the group level. The program supports leaders not only in managing current business processes but also in creating a common culture regarding people management and making organizational success sustainable.
36 managers from 21 different OYAK Companies participated in the program. Participants completed an average learning process of 97 hours per person through training modules organized throughout the year.
DigitalHR
Developed in 2018 to manage Human Resources processes more effectively, the DigitalHR application, with its 14 main modules and 11 different language options, enables the end-to-end integrated management of processes both domestically and abroad through a single database.