Page 53 - Aygaz-Sustainability-Report-2021

SUSTAINABILITY REPORT 2021 51

strengths and development areas on continuously develop the employees, We manage the
their personal leadership journeys build future competencies, and improve recruitment process
and identify their development areas their leadership skills. With a wide with “the right
more accurately. In the first year, range of video training content from
250 employees participated in the technology and personal development candidate for the right
competency assessment process, which to wellness, family, and hobbies, position” and “equality
we plan to expand in scope in the years the employees learn and develop at work” approaches.
to come. remotely on the Koç Academy online
video training platform. Important
Agile Recognition and Rewarding information, useful suggestions, and tips
System that may be necessary for the changing
We launched the “You Are Part of the daily routines that were affected
Success” System as an agile project during the pandemic are added to Koç
to encourage the employees to work Academy every week by Koç Holding,
toward the company’s goals while and the contents are communicated to all
developing themselves and to motivate the employees by the Human Resources
them by recognizing their success and department. Additionally, training
efforts. We designed this system, which content of nationally and internationally
is based on agile project management recognized experts and organizations
principles, to include four processes: available at the TİSK and MESS Academy, a
Good Job, Bright Star, Supporting Us, digital learning resource, are also offered.
and Driving Our Success. The Good Job The employees easily access and take the
category recognizes the successes of training programs on these platforms
the employees every week following on topics ranging from leadership to
the achievement. The Bright Star technical subjects as well as required
category celebrates instant successes subjects. In 2021, total training time was
of the employee/team and aims to 59,835 person*hours while the average
create opportunities for recognition training time per person reached nearly
and rewarding based on a flexible 46 hours.
schedule. In this category, we rewarded
200 employees throughout the year. Koç Dialogue Training Programs:
The Supporting Us category aims to The training programs designed in The New Competencies at Aygaz Group
identify the employees who make a partnership with Emeritus to build Basic Competencies:
difference within the Aygaz Group, on the knowledge and skills that the • Trust
and recognize, appreciate, and reward employees would need throughout • Pushing the Boundaries
their achievements. This approach the Koç Dialogue performance process • Collaboration
increases loyalty and promotes develop the employees and the teams • Agility
exemplary behaviors across functions. in various areas such as next-generation • Courage
The Driving Our Success category aims goal setting, learning agility, feedback
to recognize, appreciate and reward culture, and quality and proper Functional Competencies:
the outstanding achievements of the communication, while contributing
employees identified in the “Supporting significantly to cultural transformation. • Innovation
Us” category and that make significant This year, all office employees were • Perfectionism
contributions to the company. included in the program, which was • Commercial Focus
completed by 92% of Aygaz employees.
Training and Development Programs Leadership Competencies:
We organize a range of training and Koç Holding Education Collaborations: • Inspiring
development programs and activities to Managers from all levels may attend • Managing Talent