Question 1

Recruitment and Placement System

Accepted Answer

In line with the "Staffing Plans" made at the beginning of each year, people who are suitable for vacant positions are first tried to be obtained from within the organization and according to the qualifications of the position by scanning the CV pools from the Human Resources of NPISTANBUL Hospital. If the need for vacant positions cannot be met from internal resources, external resources are applied. In case of applying to external resources, advertisements related to the position are published on career sites and / or newspapers for candidates with the appropriate job and philosophy. In this process, job applications made in person are also evaluated and a candidate pool specific to the positions is created. For each position in our organization, the technical knowledge and skills required by the position are defined in job descriptions. During the recruitment process, candidates applying for the relevant position are evaluated for the existence and level of possession of these qualifications specified in the job description. In addition, based on the job descriptions, position-specific qualifications such as experience, foreign language skills, etc. are also taken into consideration in this process and evaluated through written and oral examinations.

In the recruitment process, in addition to the technical knowledge and skills required by the position, the extent to which the candidates are compatible with the values, corporate culture and competencies of NPISTANBUL Hospital is also taken into consideration. All members of NPISTANBUL Hospital are expected to be individuals who are committed to the corporate culture, believe in teamwork, open to communication, attach importance to development, resilient, able to work interculturally, observe service quality, participatory and innovative. As a result of the interviews, the recruitment of the candidate who has the most appropriate knowledge, skills and competencies for the position and who best suits the values and corporate culture of NPISTANBUL Hospital is realized and the staffing need is completed by carrying out the job placement process.

Question 2

Training and Development System

Accepted Answer

It is believed that training and development activities to support individual and corporate development in our organization are necessary and beneficial for all employees. NPISTANBUL Hospital's training and development activities are determined according to the annual training needs analysis conducted by taking into account competencies, accreditation standards and professional requirements. Training and development plans are prepared taking into account the results of this analysis. Trainings are planned as orientation, in-house and external trainings. Trainings, which are provided both in the classroom and electronically, are carried out theoretically and practically according to the subject matter.

In-house trainings are categorized as orientation training, mandatory trainings and department-specific vocational trainings.

Two different orientation programs are implemented for all newly recruited employees by both Human Resources and the department where they will work. The orientation program carried out by Human Resources aims to familiarize the employee with the organization, inform him/her about corporate policies and common practices, and provide some basic training to facilitate the adaptation process, while the program to be carried out by the department aims for the employee to learn department and task-specific processes and practices with a guide. Compulsory trainings basically include vocational trainings and orientation trainings that are mandatory in line with the corporate policy and accreditation standards and that employees are required to take. Department-specific trainings are those planned by department managers for the development of employees.

External trainings mainly consist of competency-based personal development trainings and also include professional trainings and congresses. In addition to these, development programs for future management candidates are also planned and carried out in line with the career management system.

Question 3

Rewarding

Accepted Answer

Activities are organized and announced for our employees who have completed their 5th, 10th and 15th years.

Question 4

Wages and Fringe Benefits

Accepted Answer

The wage management system in our organization is based on job evaluation and performance management. The aim of the system is to prepare wages in a way that will attract and retain the needed human resources to our organization, taking into account the current wage market and inflation level. The gross wage system is applied in our organization and the basic wage is determined according to the wage scale created by taking into account criteria such as market comparison according to the position, graduation status, seniority and the specificity of the field of work. The salary is 12 months gross salary per year. Salary increases are made once a year. Performance evaluation and market movements are taken into consideration in salary increases.

Question 5

Our Aids for Our Employees

Accepted Answer

Child benefit equal to the number of children,
Shopping card at contracted markets during Eid al-Fitr,
A gift of gold when an employee or spouse gives birth,
Gifts for 5th - 10th - 15+ employees on their anniversary,
Male-Female lodging facilities,

Question 6

Private Health Insurance

Accepted Answer

Private health insurance is provided to all employees without exception. In addition, our employees are also offered discounted private health insurance for their spouses and children if they prefer. In addition, our employees and their first-degree relatives have the opportunity to benefit from the services offered by our organization at a discount.

Question 7

Leave Policy

Accepted Answer

Our annual paid leaves are determined based on seniority as stated in the Labor Law. Accordingly
14 days for those between 1 and 5 years (including 5 years),
20 days for those between 6 and 14 years,
Those with 15 years or more are entitled to 26 days of paid annual leave.
However, annual paid leave for those aged 18 and younger and those aged 50 and older shall not be less than 20 days.
In addition, leaves such as death leave, marriage leave, maternity leave, etc. are also granted.

Question 8

Other Facilities

Accepted Answer

We offer free lunch service to our employees and dinner for shift workers. Depending on the working hours, breakfast, lunch, dinner and night snacks are available for a fee in our cafeteria and restaurant.
We have a total of 4 lodgings, 2 female and 2 male, close to our central location on the Istanbul-Anadolu Side. For our nurse employees coming from outside the province, an apartment is provided by our organization.
In our institution, we have rest rooms and a private cafeteria where our medical and administrative staff can spend their rest time. Coffee, tea and food products are served from our cafeteria to the working areas and special discounts are applied to our employees.
We have a shuttle service between the Anatolian and European sides of Istanbul and all our employees can benefit from this opportunity free of charge.

Question 9

Performance Management System

Accepted Answer

Competency Based Performance Management System is implemented in our organization. The Performance Management System is an important part of Human Resources practices that aim to bring qualified human resources to our hospital and to evaluate each employee as a potential talent. An appropriate competency set is defined for each position, taking into account the defined corporate competencies of NPISTANBUL Hospital. Using this competency set, in-house written, verbal and individual performance evaluation is carried out. The performance evaluation process consists of the employee's self-evaluation, the department manager's evaluation of the employee, and then a face-to-face meeting to provide feedback on the performance evaluation result. The data obtained as a result of the evaluation within the scope of the Performance Management System are taken into consideration as basic data in the implementation of wage management, career management and training management systems and in the identification of suitable people for various open positions (internal transfer, career planning opportunities, etc.) and in determining training and development needs.

Question 10

Career Planning

Accepted Answer

The aim of the Career Management System is to ensure that employees advance in positions where they can be successful, taking into account their interests and education levels. At the end of each year, the performances of our employees are evaluated and human resources are created to ensure that our employees who are specialized and have high performance within our organization are transferred to higher positions or different departments. The promotions of our employees who meet the appropriate criteria within the organization are evaluated by the unit managers, Quality and Human Resources Directorate and the directorate to which they are affiliated, and they are notified accordingly.

Question 11

Internship

Accepted Answer

In our hospital, internship opportunities can only be provided to Üsküdar University students in accordance with the internship protocol signed with Üsküdar University. Internship requests from educational institutions other than Üsküdar University cannot be answered positively, regardless of whether they are associate, undergraduate, graduate or doctoral students.

Internship requests of Üsküdar University students are planned by Üsküdar University Career Center. The list of those who are deemed suitable for internship in our hospital is notified to our hospital by this career center and the internship program is planned according to this list. Detailed information can be obtained from the Career Center's page in the link below: https://kariyer.uskudar.edu.tr/

Before the internship, interns are required to attend and complete orientation trainings as online training. Those who do not complete this training cannot start their internship.

Opportunities are provided only for internships within the scope of compulsory internship; voluntary internships are not carried out in our organization.