90 DEGREE PERFORMANCE EVALUATION:

The superior's or manager's evaluation of the employee.

180 DEGREE PERFORMANCE EVALUATION:

It is the evaluation of the superior, the manager, the employee, and the employee himself.

270 DEGREE PERFORMANCE EVALUATION: 

It is the evaluation of the superior, the manager's colleague (peer) and the employee himself. 

360 DEGREE PERFORMANCE EVALUATION: 

It is the evaluation of the immediate superior, peers, employees and the employee himself.

OPEN SPACE EDUCATION:

These are special trainings that mostly focus on topics such as self-confidence, teamwork, communication, and leadership, are held in open areas, and are based on a learning-by-experiencing approach.

DEDICATION:

It is the passionate commitment of a person to his/her job and organization and the willingness to work selflessly for the goals.

CANDIDATE:

A job seeker who has already qualified and gone through the application process for a specific position or job category.

SIX SIGMA:

It refers to a set of management techniques that use data-driven methodology to improve business process outcomes by identifying and eliminating the causes of errors and defects and reducing the likelihood of an error occurring.

ANALYTICAL THINKING:

It is the term used to describe the thought process of abstractly breaking down a whole entity into its constituent parts in order to examine the parts and their relationships.

DISCRIMINATION:

It is the process of favoring one group of people over another, which leads to unfair treatment of others.

LOYALTY:

Loyalty programs refer to programs that reward employees and therefore encourage loyalty. In a workplace setting, these programs are often called Employee Rewards and Recognition Programs.

BALANCED SCORECARD (Balanced Scorecard):

It is a new management system that guides managers in a phased approach in transforming long-term strategic goals into short-term actions and ultimately integrates strategic decisions and applications.

WHITE COLLAR:

This includes a wide range of mentally resilient, desk-bound workers, from civil servants to executives. White-collar workers in jobs that don't require physical effort are primarily involved in administrative and research and development work.

BRAIN POWER:

It is defined as the migration of undergraduate and higher educated and talented people from their own country to another country.

BENCHMARKING:

It is the organization's development of its weaknesses by evaluating itself, examining its competitors, business partners, successful examples in other sectors, researching practices in domestic and foreign markets, and taking best practices as an example.

ONE-TIME BONUSES (LUMP SUM BONUS):

These are one-time cash payments based on performance to show that employees' success is part of the company's success.

PAY FOR KNOWLEDGE:

It is the payment of an additional wage to the employee based on his/her acquisition of new knowledge and skills related to his/her job.

KNOWLEDGE BASED TRAINING:

These are classroom trainings on topics such as product knowledge, manufacturing techniques, service procedures, market knowledge, company policies, accounting principles and practices, financial analysis techniques, foreign trade, and tax legislation.

SKILL-BASED TRAINING:

Topics such as communication, effective presentation, listening, decision-making, problem-solving, leadership, motivation, meeting management, team building, and conflict management are participant-centered and practice-oriented trainings.

PAYROLL:

A payroll is a document that shows the monthly wages paid to an employee, including all taxes and deductions, for the work performed. It is prepared periodically throughout the employee's employment. … A payroll is a document that proves that the employer has paid the employee the wages owed.

BONUS:

The benefits package includes everything an employee can receive from their employer beyond their basic salary. The primary goal is to increase employee motivation and loyalty to the company.

VACANCY:

Opening a position within the company.

GLASS CEILING:

A term used to describe the invisible barriers that hinder the career advancement of certain groups and individuals, regardless of their qualifications, achievements, and contributions.

EMPLOYEE STOCK OWNERSHIP PLAN (ESOP)

Giving employees a portion of the company's ownership and ensuring that they are directly affected by increased profitability and performance.

WORK GROUP (Work Team):

They are often teams that engage with each other to share knowledge, best practices or perspectives, and to decide how each individual will perform within their area of ​​responsibility.

CONFLICT:

It is a conflict, war, emotional tension or clash that occurs when two or more people or groups attempt to use the same place or resource at the same time and their needs, interests or desires conflict with each other.

Exit Interview:

It is the final formal or informal meeting between management and the outgoing employee.

MULTITASKING/MULTIFUNCTIONALITY: 

It includes tasks that involve performing more than one task at a time.

CONSULTANCY:

Guidance and assistance to a person who is experiencing problems in business or personal life to solve their problems.

VALUES:

It encompasses everything that employees in an organization individually and collectively deem superior, exalted, and important.

ASSESSMENT CENTER:

It is a method used by many organizations to identify management potential and determine a candidate's suitability for higher functional positions.

CHANGE MANAGEMENT:

A collective term that refers to a comprehensive process of moving individuals, teams, or organizations from one state to another. A method that redefines the use of resources, business processes, or other working methods that profoundly changes an organization.

ABSENCE:

A policy on attendance requirements, planned and unplanned days off, and measures to combat workplace absenteeism

Outplacement:

To support those who are laid off or have left their jobs, to increase their ability to find new jobs, to create connections, to provide training and to provide consultancy.

OUTSOURCING:

An organization's activities, which are carried out by its own resources and employees, are carried out by external resources through a "strategic business partnership" outside the organization, and some functions are carried out by a person who is specialized in that field and has proven its effectiveness.

DISCIPLINE:

To comply with laws and rules, to perform the work he/she has undertaken and to do in an orderly and orderly manner.

DISCIPLINARY PENALTY (Warning):

Disciplinary action is a method of dealing with employees who cause problems or do not comply with company rules and policies.

DISCIPLINARY COMMITTEE:

It is a method of dealing with employees who cause problems or do not comply with company rules and policies.

Emotional Intelligence (Emotional Intelligence):

Emotional Intelligence is the ability to recognize, evaluate and manage your own and others' emotions.

DUE DILIGENCE:

Due diligence refers to the process of researching and evaluating the details of a person, business or investment to assess suitability, risk, potential value and reward before formally entering into a business contract.

Situational Interview:

It is an interview technique in which questions are asked directly about work activities and are structured according to specific problems and situations encountered at work.

Contingency:

The manager or leader changes his/her style depending on the maturity level of the employees, that is, their knowledge, skills and attitudes, and leads as a trainer, coach, mentor or resource, depending on the situation.

TRAINING:

It is the process of providing the people employed in organizations with the knowledge, skills and attitudes they need to do their jobs effectively.

ETHICAL APPROACH:

To follow the views guided by reason and common sense, to act respectfully with established social and moral rules, and to sacrifice personal desires and interests for this purpose.

Training Needs Analysis:

It refers to the process of identifying and evaluating the training and development needs of employees within a company. Training needs analysis operates at three levels: organizational, team, and individual.

Training Policy:

It is a written or verbal explanation of the "organization-specific" reasons for the training and development activities that employees will participate in within or outside the organization.

TRANSFER OF EDUCATION: 

It is the use of knowledge, skills and behaviors acquired in education in business life.

Training Administration / Management:

Determining the appropriate training policy, planning the training, organizing the training, and setting the training budget for the training and development of the organization's human resources in line with the vision, mission, objectives, long-term plans and strategies.

EMPATHY:

It is understanding the feelings and perspectives of others and dealing effectively with their concerns.

Intellectual Capital:

It is the knowledge that all human resources of an organization, such as its employees, customers and suppliers, possess, that can be transformed into value and provide competitive advantage.

ERGONOMICS:

It is the examination of the interaction and harmony between the physical characteristics of the employee and the physical environment of the work.

FLEXIBLE WORK PROGRAMS (Flextime Programs):

For those who have difficulty adapting to working days and hours due to family, education or health reasons, some changes to the normal eight-hour working day are to bring flexibility.

INDUSTRIAL RELATIONSHIP:

Industrial relations refers to the relationship between employers and employees. It also refers to the field of study that examines such relationships, particularly between groups of workers in unions.

ACTION PLAN:

Action learning refers to a continuous learning process to solve real problems and find adequate solutions for different situations. It has been proven effective in developing individual leadership and team problem-solving skills.

MANAGING AWARENESS (MANAGING DIVERSITY):

Institutional systems planned and implemented to effectively manage people who are different in terms of age, gender, religion, belief, personality, etc. should be designed to maximize the benefits of diversity while minimizing its problems and drawbacks.

OVERTIME:

Working beyond the weekly working hours at a workplace constitutes overtime. According to Labor Law, the weekly working hours are 45 hours. Any work exceeding 45 hours is considered overtime.

DISSOLUTION:

It refers to the reversible or irreversible annulment of a contract or legal transaction that has gained legal existence by the parties or the judge.

TEMPORARY EMPLOYMENT:

It is the practice of hiring permanent full-time employees for a certain period of time to replace those who are absent for short or long periods of time or to meet the employer's additional personnel needs during peak business periods.

Position Oriented Roles:

These are the roles that describe what the team leader and members must do to achieve a team's goal, what the team's work is and why it is done.

PRIVACY AGREEMENT:

A contract between the employer and the employee that private or confidential information will not be disclosed.

GROUP:

It is a community of people who share common values ​​on certain issues and are formed with social roles, developed relationships and common expectations.

Misconduct:

It is the employee's failure to perform his duty or doing so in an unlawful manner.

GOAL SETTING (Grading):

It refers to the process of setting specific, achievable goals for individuals or groups. It's a technique that can help employees understand their work goals and motivate them to take on challenges. Goals are specific, measurable, attainable, realistic, and

Management by objectives:

It is a management and performance evaluation approach that involves mutual negotiation between the manager and the employee, setting goals, and evaluating the employee based on the achievement of certain goals.

RECIPROCAL AGREEMENT:

It's a term used in the legal field. Mutual termination, a part of labor law, also means "dissolution." If the employer has not made the termination without justified or valid cause, the employee may be reinstated within the framework of job security provisions.

Human Resources Planning:

All activities related to determining the number and qualifications of people that an organization will need to effectively achieve its future goals and determining how and to what extent these needs can be met.

HUMAN RESOURCES MANAGEMENT (HRM):

It is all the work related to reviewing, structuring and evaluating the human resources in an organization in order to create, develop and use them effectively and in accordance with internal and external developments.

COMMUNICATION:

It is a two-way process that enables the exchange of information, news, feelings and thoughts between people and, when effective, facilitates trust, understanding, sharing and common life.

RESIGNATION:

It is the process of a person leaving their job. The employee who is working in the workplace in accordance with the provisions of the relevant labor law, due to personal or general reasons, stops working at that workplace for a definite or indefinite period of time or indefinitely.

EMPLOYMENT:

A job placement is when an individual makes a verbal or written commitment to a business, known as an employer, regarding payment schedules, working hours, and certain conditions.

LABOR COST:

It refers to the total amount of wages, benefits, taxes and insurance paid by an employer to employees.

RECRUITMENT PROCESS: 

Recruitment consists of the stages of finding, selecting and onboarding human resources. 

DISMISSAL:

It is the termination of employees due to reasons such as crisis, downsizing, reorganization, department closure, performance, etc.

WORKFORCE:

It's a concept that expresses a country's labor supply in terms of population. In other words, the labor force is the portion of a country's population that is productive, that is, engaged in economic activity. 

JOB ANALYSIS:

It is the determination of the factors that are decisive in the effective performance of the job by analyzing the elements that constitute the job.

Job Simplification:

It is a process that aims to increase task effectiveness by reducing the number of tasks a person has to do, and eliminates the need for training and skill development by making tasks simpler, more repetitive, and standardized.

JOB EVALUATION:

It is a managerial procedure used to measure the value of a job.

JOB EXPANSION:

It is the combining of a series of tasks into a new, more comprehensive and more interesting job and giving one employee the responsibility of more than one job.

JOB REQUIREMENTS (Job Specifications):

A list of the most important qualities an employee must possess to successfully perform the essential elements of his or her job.

JOB ROTATION:

It is the systematic transfer of an employee from one job to another (from one task to another) in order to increase the number of different jobs performed by the employee and to ensure motivation.

JOB ADVERTISEMENT:

It is the announcement of an open job position.

OCCUPATIONAL HEALTH AND SAFETY (OHS):

It is a system that sets standards for health and safety for employees in the workplace. Its primary purpose is to promote health and take measures to prevent accidents, injuries, and deaths in the workplace.

JOB STRESS:

These are the tensions, anxieties and concerns experienced in organizations related to work.

Task Force:

They are formal work groups of interconnected people who take responsibility for achieving a specific goal.

BUSINESS ETHICS:

It is the term used to describe employees' attitudes towards their work and behavior in the workplace. 

JOB DESCRIPTION:

It is a list of duties, responsibilities, and job specifications that a job entails.

JOB DESIGN:

It is the definition of how a particular job is to be done and what tasks must be accomplished for it to be successful.

JOB SATISFACTION:

It is a feeling that an employee experiences when he realizes that his work and what he achieves align with his needs and personal values, or allows them to align.

JOB ENRICHMENT:

It is a job design process that aims to bring together high-level motivational factors such as taking responsibility, being noticed, being appreciated, personal development and growth, learning and feelings of achievement within the structure of the job.

REPUTATION MANAGEMENT:

It refers to the process of monitoring, maintaining, and building an individual's or brand's reputation. Reputation management examines what others say or feel about a business and monitors it to ensure the overall consensus aligns with the company's goals.

HEAD HUNT:

It is the method used to find talent in managerial recruitment or to transfer one of the rival employees.

CAREER:

It is the totality of work-related experiences of a person throughout his/her working life.

Career Stages:

The career stages that an employee goes through throughout his or her working life are named as exploration, establishment, mid-career, late career and landing.

CAREER DEVELOPMENT:

It is all the actions and activities such as adaptation, competence, proficiency and personality development that people carry out throughout their working lives to achieve their career goals.

Career Planning:

Evaluating one's knowledge, skills, interests, values, strengths and weaknesses, defining career opportunities within and outside the organization, determining short, medium and long-term goals for oneself, preparing action plans and implementing them.

Career Management:

Integrating the system with human resources plans, determining career paths, announcing open jobs to increase career knowledge, evaluating employee performance, providing career counseling to subordinates, and gaining experience

PARTICIPATION (Onboarding):

To integrate new hires into the company and move them from applicant to employee status, requiring their established culture and operations and ensuring all administrative and paperwork is done and training is completed

Participative Management:

It is a management approach that allows employees to have greater control over the daily activities of their jobs.

CORPORATE CULTURE:

It encompasses the behaviors, beliefs, and habits specific to any organization.

PERSONALITY ANALYSIS:

It's a test used to analyze a person's character and reveal their core competencies. It evaluates many aspects, including your emotional personality, social life, outlook on life, personality type, leadership qualities, and whether you're optimistic or pessimistic.

KVKK (Personal Data Protection Law):

It is the law that protects the fundamental rights and freedoms of individuals, especially the privacy of private life, in the processing of personal data and regulates the obligations of natural and legal persons who process personal data and the rules they must comply with.

Downsizing:

Downsizing, sometimes called layoffs, is the process of permanently reducing a company's workforce by terminating the employment of employees. This is typically done annually to reduce costs during a recession or to maintain a competitive and productive workforce.

COACHING:

It is a managerial action that creates appropriate environments and conditions that empower, develop and encourage individuals or teams to achieve results.

CORPORATE IDENTITY:

It's the name given to the visible face of an institution. It's the institution's way of expressing itself. This expression is a well-defined and generally immutable expression.

Corporate Culture:

It is a certain system of beliefs and values ​​embraced by people gathered around a vision and mission.

LEADER:

It is the person who unites the efforts of people in organizations to achieve the determined goals, mobilizes them, enables them to reveal all their talents and directs them effectively.

LIFO (Last In/First Out):

A policy used in collective layoffs, in which the youngest employees who have been with the company longer than their length of service are selected for layoffs.

MERIT:

Achievement pay refers to a performance-related payment that provides bonuses or base pay increases for employees who hit the target or perform their jobs effectively, according to measurable criteria over a predetermined period of time.

MENTORING (Mentor):

Mentoring refers to an informal, relationship-based training process in which a more experienced person, usually a senior member of staff, assists, supports, and gives feedback to a younger employee. A mentor acts as an advisor/guide.

BLUE COLLAR:

It is a term referring to working class people who do physical and/or manual labor.

MATRIX ORGANIZATION:

It is an organizational structure that aims to take advantage of only the advantages of functional and divisional organizational structures.

SHIFT:

Working overtime in a workplace outside of the legal daily working hours for an additional fee.

WAGE:

Money paid to an employee regularly in return for work done.

MISSION:

It is the expression of the reason for existence of an organization in one sentence, including its customers, the needs met and the technology used.

MOTIVATION:

It is the enthusiasm, vitality, determination and management of a person's behavior with the power he receives from some internal and external factors to perform a certain action.

PURPLE SQUIRREL:

It's a metaphorical term used by recruiters and HR managers to describe the perfect job candidate. This individual has the right education, experience, skills, abilities, and qualifications to perfectly match the job requirements.

INTERVIEW:

A meeting between an employer and a potential employee to assess whether the applicant is suitable for the job.

NET WAGE:

The monthly salary obtained after deducting income tax, retirement deductions or insurance premiums, etc.

STANDARD STAFF:

It is the determination and standardization of the qualifications, numbers, titles and degrees of personnel to be employed in public institutions and organizations to provide services.

ORGANIZATION:

A regular form of relationship and undertaking established by a large number of people, most of whom are not in face-to-face relationships, for the conscious and systematic development and realization of mutually agreed-upon goals.

Organizational Learning:

Developing the skills needed to enable people working together to achieve a common goal within the organization to better understand their work and ultimately be more effective, and to identify new and useful knowledge.

ORIENTATION:

These are activities carried out to introduce new employees to the organization and their own business units and to familiarize them with the job.

ORGANIZATIONAL DEVELOPMENT:

It is the process that analyzes all the methods and processes that a company needs to use to achieve its short, medium and long-term goals and systemizes the establishment, monitoring, development and necessary revisions of the structure and system.

ORIENTATION:

Orientation, which means directing and guiding and is the Turkish pronunciation of the French word orientation, is a process in which newly recruited employees acquire the attitudes and knowledge required by the job, and acquire the mental and/or physical skills.

REWARDING:

To evaluate or reward a success or a good deed with a reward.

PERFORMANCE:

It is the level of effectiveness and efficiency of achieving the objectives.

Performance Agreement:

It is a process where the manager and the employee discuss and decide on goals, obstacles and what is needed to overcome them, and the employee makes a commitment to dedicate himself to the job for high performance.

PERFORMANCE EVALUATION (performance evaluation/assessment/review):

It is the process of formally measuring and evaluating how effectively and efficiently employees in the organization achieve their goals.

PAY FOR PERFORMANCE:

It is the payment of employees according to their individual performance or the rewarding of employees in proportion to their contribution to performance.

PERFORMANCE STANDARDS:

They are written statements that define the level to which a function or task must be performed to meet or exceed expectations.

PERFORMANCE MANAGEMENT SYSTEM (performance management system):

Establishing a common understanding within the organization regarding the corporate goals to be achieved and the performance that employees must demonstrate in this direction, and the level of contribution that employees will make to the joint efforts to achieve these goals.

PREMIUM:

Additional money paid by the employer to the employee, in addition to their wages, due to increased production, sales, etc., with the aim of motivating the employee and increasing work efficiency.

POSITION:

The term used to assign duties, responsibilities and titles to employees within the company.

STAFF COMPETENCE MATRIX:

Competency Matrix is ​​a diagram that shows the competencies and behavior indicators expected from jobs and positions at different levels, roles and responsibilities within the organization.

PROACTIVE EMPLOYEE:

He is a positive-thinking, encouraging, solution-oriented and hard-working person who carefully examines events that develop outside of himself, uses his emotional and spiritual intelligence in sensitive harmony. 

NEAR MISS INCIDENT:

It is an event that has the risk of occurring within the business and has the potential to harm employees, workplace or equipment, but does not cause harm. 

REFERENCE CHECK:

It is the employer's method of obtaining information about the candidate's performance in terms of past work experiences.

GUIDANCE (Coaching/Guidance):

It is the process of creating a suitable environment for relationships to develop and enrich the skills and performance of one or both parties.

SELECTION:

It is the recruitment process in which organizations evaluate applicants based on their knowledge, skills, attitudes and abilities and decide who to accept and who to reject.

ROTATION:

It is the systematic transfer of an employee from one job to another (from one task to another) in order to increase the number of different jobs performed by the employee and to ensure motivation.

LOYALTY PROGRAM:

It refers to programs that reward employees and therefore encourage loyalty. In a workplace setting, these programs are often called Employee Rewards and Recognition Programs.

UNION:

A union established by workers or employers, separately, in accordance with the law, in order to protect their interests in terms of work, earnings, social and cultural issues, to provide new rights and to further develop them.

UNION AGREEMENT:

Collective Labor Agreement is a labor contract made between the labor union that has the authority to make a collective bargaining agreement in the workplace or enterprise on a business line basis and the employer union or the employer who is not a union member.

SYSTEM ANALYSIS:

It is the examination of people, units or jobs that have relationships between them as a whole by determining their interactions with each other.

SOCIAL RESPONSIBILITY:

The act of an organization or individual acting in the interests of society as a whole, as well as their own. Social responsibility is a role that each individual undertakes to maintain a balance between the economy and the ecosystem.

PROCESS MANAGEMENT:

It is a management discipline that ensures continuous improvement of an organization's performance and accepts processes as its fundamental "assets". 

STRATEGIC GOALS:

The goals that are known and shared throughout an organization and that determine the direction an organization will follow over a period of five to twenty-five years.

Strategy Formulation:

The process of an organization deciding on a specific strategic direction by defining its mission and objectives, evaluating external opportunities and threats, and examining its own strengths and weaknesses.

STRATEGIC MANAGEMENT:

It is the process of analyzing the internal and external environments of an organization and their relationships with each other, and then determining and implementing appropriate behavioral patterns to achieve the organization's long-term goals.

Strategic human resources planning:

It is the process of relating and aligning one's work with the strategic orientations of the organization.

Strategy Implementation:

It is the process of allocating resources and mobilizing structures to implement an organization's chosen strategy.

STRESS INTERVIEW:

It is an interview process that deliberately creates a stressful environment in order to see how a job applicant maintains his balance under pressure, his ability to adapt, and how he recovers from unexpected events.

Process Oriented Roles:

These are roles related to meeting the personal and social needs of team members in a way that contributes to team harmony.

Process Design:

Defining a core job means organizing activities and establishing relationships in certain ways according to that definition.

TEAM:

A group of employees of appropriate size who accept the leadership of a designated team member to carry out a defined set of tasks and responsibilities around a shared and clear purpose.

COMPENSATION:

Severance pay is a type of compensation to which an employee is entitled in the event of termination of their employment contract without just cause or for a valid reason, equivalent to an average of thirty days' gross wage for each year of seniority. NOTICE PAYMENT The employment contract,

Core Competencies:

These are the skills and attitudes such as communication and relationship building, adaptability and willingness to work, needed to fulfill the most basic requirements of living in an organization.

PROMOTION:

It is the progression of an employee's rank or position in an organization's hierarchy system. 

INCENTIVE:

Identifying what motivates an individual to perform an action.

TOTAL QUALITY MANAGEMENT:

It is a management approach focused on developing the capabilities and capacity of management and employees to continuously improve the quality and efficiency of products and services in order to meet the needs and expectations of internal and external customers.

Attitude Based Trainings:

In matters related to personal attitudes such as positive mental attitude, enterprising behavior, openness, reliability, dedication, motivation, loyalty and responsibility, creativity, teamwork tendency, and shared ownership, a learning by experience approach is generally used.

TOP TALENT:

Career platform for top talents

TITLE:

A name related to a person's job, profession and position.

WAGE SURVEY:

It refers to the process by which companies collect and analyze data on wages paid for similar positions.

E-LEARNING:

It is a method of teaching, learning and development that uses electronic methods such as the Internet or other computer-related resources.

FOREIGN MANAGERS (Expat):

Managers who serve temporarily in a country of which they are not citizens, usually for a period of three to five years.

FRIENDLY BENEFITS:

It includes all the rights and benefits granted beyond the salary. Company car, telephone, health and retirement insurance, leave granted beyond the labor law, free meals, coffee, etc.

Structured Interview:

It is an interview style in which predetermined questions are asked in the same way to each candidate.

Succession Planning:

It is a report for identifying, monitoring and developing managers who are ready to be promoted to senior positions in an organization and to replace existing senior managers.

Talent Management:

Talent management, also called human capital management, helps companies make the best possible use of their human capital in the process of recruiting, managing, evaluating, developing and maintaining employees.

TALENT POOL:

It refers to a place or database where recruiters and HR managers keep all their top-tier candidates. Talent pools include not only job applicants but also sourced, referred, silver medalists, and pooled candidates.

COMPETENCE MODELING:

It is a framework for defining the skill, knowledge, and behavioral requirements of a job. It analyzes and explains the range of abilities and skills a company needs to achieve competitive advantage. Competency models clarify the job and job expectations.

Reengineering:

It is the review and redesign of business processes to make them more effective and to improve the quality of the final product or service.

RE-ORGANIZATION Re-organization:

Changing the existing management system and applying new rules and methods to increase efficiency in a business or institution.

COMPETENCE-BASED PERFORMANCE EVALUATION:

Competency management, which answers the question "How will it be done?", enables the company to scientifically measure its status in terms of specified competencies. The performance of certain departments can be measured in a target-based manner, using numerical values.

Empowerment:

It provides employees with information, power, authority and rewards to enable them to act more freely and feel responsible for taking initiative to achieve their work.

MANAGEMENT:

It is the process of completing tasks and activities effectively through people.

GOVERNANCE: 

It represents a set of relationships where mutual interaction is at the forefront rather than one party managing the others, and it means "managing together." We respond with a participatory, sharing, consistent, responsible, transparent, accountable, and fair approach.

Forced Choice Appraisal:

A type of performance appraisal method in which the evaluator must choose one of two statements about the employee's work behavior.