HUMAN RESOURCES

Çelebi Ground Handling’s human resources policy is to make the company an employer that people in Turkey prefer to work for and whose employees are loyal members of one great and happy family and to keep things that way by encouraging participation, teamwork, enterprise, creativity, and productivity.
These are the basic elements of Çelebi Ground Handling’s human resources policy:

Human Resources Systems:

  •   Selection and placement
    • Recruitment process
    • Orientation
  •   Performance management
    • Objectives and competencies management
    • Merit awards
  •   Training and career planning
    • Coaching system
    • Çelebi Academy
    • Career planning
    • Personal development training
  •   Compensation management
  •   Corporate development activities
    • Corporate culture, vision and mission
    • Company regulations development
    • Organization development
    • Information process infrastructure

 HUMAN RESOURCES – TRAINING

Training and development policies
Training needs are determined in light of changes in local and international industry regulations, competitive conditions and technological developments. The Çelebi Group companies operate efficiently and smoothly in keeping with socioeconomic developments and employees’ personal development. The objective of all training activities is to bring employees’ knowledge, skills and behavior into line with needs and, simultaneously, to allow the group’s companies to be learning organizations.

Since individual development has begun to support corporate development, Çelebi’s goals have been to achieve maximum performance by adapting to the current situation and to change.
In keeping with its leadership position, Çelebi seeks to provide high-quality service through a well-trained workforce.
Çelebi is a school in the aviation sector and provides regular education to its employees in the interest of individual skills and career development. In this context, it also seeks to develop the workforce and is committed to providing the best service to its customers. Our primary goal in the context of short- and long-term work plans is to prepare personal and professional training plans.

 Training needs analysis

Training needs are determined as follows and are based on:

  •   The results of the performance evaluation process;
  •   Trainings required for the position;
  •   The results of CRM System;
  •   The explanations in the Service Charge Form (SCF);
  •   Quality audits and other reports;
  •   New developments.

An orientation plan and training for the employee’s position are developed for each job. With respect to career planning, employees prepare for the next position.

 Training methods

The training methods used include:

  •   Operational courses on the company and individual development;
  •   Training provided by training companies on personal needs and management development;
  •   Rotation plan; and,
  •   On-the-job training.
 Developing the training plan

The following factors are considered while planning the yearly staff trainings:

  •   All trainings that the positions should cover are defined to the SAP HR module independent from people. At the end of each year, in order to plan following year’s trainings, Human Resources Directorate prepares a report about the trainings that the employees need. Needs analysis is sent to stations and head office department managers to provide date-based planning. Identified dates are recorded on SAP system to determine next year’s training plans and targets. The training plan, which is followed by station/department heads and Human Resources Directorate, is monthly reported to every unit by Human Resources Directorate.
  •   Examining the results of performance evaluations, necessary trainings that will contribute to an employee’s career are identified by his/her manager independent from SAP system. These trainings are included in the annual plan and conducted accordingly.
  •   Moreover, trainings that are created by considering the other factors in needs analysis are planned in the SAP system, followed and conducted.
Preservation of training registrations

All planning and actual training records are registered in SAP system and all monthly and cumulative training reports are made accessible via the SAP system. Training budget planning and reporting are performed periodically by the HR on the basis of these records.
Çelebi uses Lotus Notes as its communication tool. Stations are provided with access to all training documents, technical training modules, exams, company guidelines/procedures and regulations via Lotus Notes.

Training activities

The number of training days per employee for January – September 2012 is 4.01. (Personal development, basic and update trainings)
In training activities, particular importance is given to operator education and a special training and certification program is conducted for this purpose. All equipment used on the apron is rated according to difficulty. Operators are given individual, hands-on training in technical features and actual use of equipment in order of difficulty. Those who are successful become certified operators and the premium they receive is increased.

Trainers within the company

All technical trainings (RAMP, LOAD & BALANCE, PASSENGER SERVICES, LOST BAGGAGE, CARGO) are taught by company trainers. There are 72 in-company trainers within Çelebi, all being approved by Directorate General of Civil Aviation (DGCA). Çelebi contracts with outside training companies for personal-managerial development trainings. (Managerial Skills, Teamwork, Stress and Time Management etc.)

Çelebi Academy

The Çelebi family is aware that the organization’s productivity and the strength of its human resources will constitute key competitive assets in the business environment of the future. The Çelebi Academy has taken an approach similar to that of many multinational companies and is one of the first Turkish corporations to do so. The goal is to transmit to our employees an academic sense of business administration, an awareness of business and an understanding of strategic management in the context of global markets where borders have disappeared.
Employees whose performance is high and who have managerial potential are carefully selected to attend Çelebi Academy, which is an important developmental and motivational vehicle for those who have identified career objectives. The majority of Çelebi Academy’s graduates now hold high-level positions in the company.

 HUMAN RESOURCES – SOCIAL ACTIVITIES

Çelebi personnel are given support to develop themselves socially outside the workplace as well. Efforts are made to create social settings that all our employees may take advantage of.
One of the best examples of this is the theatrical performances for the employees and their children.
Another is the bowling tournaments that take place among teams representing all the members of the Çelebi Group. Prizes are awarded to the teams placing in the top three positions.
End-of-season dinners held at all stations bring all the members of the Çelebi family from blue-collar workers to company president a chance to get together and enjoy themselves after the conclusion of another busy season. A traditional feature of these dinners is a performance by the Çelebi Chorus, which consists entirely of Çelebi personnel.
Sports tournaments, excursions, picnics, and similar local activities are organized by headquarters units and stations.
A Social Committee has been set up at Çelebi Ground Handling to diversify social activities and increase participation in them.
Made up of a large number of employees from Çelebi Holding and its associates, Çelebi Film Team took part for the second time in the fourth edition of the Corporate Film Fest (CFF), organized by Patika Productions. The competition was held in three categories. Çelebi Film Team competed in the categories of Short Film-Communications and Advertising.
The Team was awarded with the “Best Actor” and “Best Actress” awards in Short Film-Communications category and “Best Film”, “Best Director” and “Best Actor” awards in Advertising category.
The volunteer film-makers of Çelebi were returned from CFF 2008 where they were participated for the first time, with the “Best Film” and “Best Actor” awards in the fiction film category.
In 2012 Çelebi inaugurated an annual photography contest for all of its personnel in Turkey and other countries.
Photographs taken by Çelebi personnel and entered in the competition are reviewed by a jury of respected academicians, who award prizes based on their judgment of the images’ merit. The prize-winning photographs are exhibited and made use of throughout the year in various ways.
In 2013 Çelebi also organized a kids’ art competition for the offspring of its station and other personnel in Turkey and other countries. The theme of the competition was “My mom’s/dad’s job at Çelebi”. Prizes were awarded for the entries judged to be among the best and the pictures were also exhibited.

 HUMAN RESOURCES – CAREERS

The Celebi group is always looking for experienced and or passionate people that are willing to work in the dynamic world of aviation. Do you have passion for aviation and guest services please share your resume with us by sending it to
careers@www.celebiplatinum.com