• Profile
  • TSKB in Brief
  • TSKB's Subsidiaries
  • Products and Services Of TSKB
• Performance
  • Value Creation
  • Awards & Recognitions
  • CEO's Assessment
• Approach
  • TSKB's Sustainable Banking Strategy
  • TSKB's Sustainability Priorities
• Dialogue
  • TSKB and Stakeholder Engagement
  • TSKB's Stakeholders
  • 2010 Stakeholder Dialogue Highlights
• Sustainability and Environmental Issues
  • Sustainable Banking at TSKB
  • Sustainable Banking Performance: the Economic Dimension
  • The Renewable Energy Sector and TSKB
  • TSKB Energy Index
  • TSKB, Climate Change, and the Environment
  • TSKB's Efforts on Behalf of Sustainability and the Environment
  • Who Wouldn't Want to Be Sustainable?
  • ISO 14001 Certification
  • The Structure of the TSKB Environmental Management Team
  • TSKB's Environment Policy
  • TSKB's Environmental Impact
  • Sustainable Banking Performance: the Environmental Dimension
  • Developments in External Environmental Impact
• Corporate Governance
  • Absolute Compliance With Laws and Regulations
  • TSKB's Corporate Governance Structure
  • Compliance With Corporate Governance Principles
  • Risk Management at TSKB
  • Prevention of Money-Laundering and the Financing of Terrorism
  • Relations with Suppliers
• People
  • Human Resources and the Workplace at TSKB
  • The TSKB Performance Management System
  • TSKB Compensation and Reward System
  • TSKB Human Resources Structure
  • Human Rights and Employee Rights at TSKB
  • Competency Development and Training
  • Health and Safety at TSKB
  • Commuting By Sea
  • Internal Communication at TSKB
• The Community
  • Social Responsibility at TSKB
  • "Environment: Our Priority": Past and present
  • The NGOs that TSKB Collaborates with
• Summarized TSKB Goals and Performance
• Appendices
  • About This Report
  • Statement GRI Application Level Check
  • Global Reporting Initiative Cross Index
  • Online Sustainability
  • Imprint
  • Communication and Service Channels

HUMAN RESOURCES AND THE WORKPLACE AT TSKB

TSKB recognizes having a workplace that continuously encourages participation among personnel, is progressive, and is fully respectful of human rights as a corporate objective.

An interactive and participatory workplace not only supports employees’ personal development but also makes it possible for the social and cultural diversity embodied in TSKB’s human resources to emerge as a positive value.

TSKB seeks to have and maintain a sustainable workplace environment that:

• Rewards success;
• Encourages individual development and initiative;
• Is safe.

TSKB’s most precious assets are its human resources.
TSKB advances confidently towards its goal of sustainable banking thanks to employees who are broad of vision, who are models of professionalism for others in the market, who seek to satisfy customers’ needs and expectations, and who are open to improvement. The members of TSKB’s staff distinguish themselves from their peers in the sector by virtue of the quality of their educational backgrounds, their expertise, and their sense of identification with the Bank. Results-focusedness, effective analytical and problem-solving abilities, and strategic thinking skills rank high among the competencies of TSKB employees.

In order to achieve and ensure its sustainable corporate success, TSKB focuses on the following issues in the conduct of its human resources practices:

• Manage human resources in line with Bank policy;
• Discover and develop employee potential at the group level as well as individually;
• Engage in an interactive and in-depth dialogue with human resources concerning TSKB’s activities and objectives.

TSKB’s human resources policy calls for all employees to be individuals who are broad of vision, who seek to satisfy customers’ needs and expectations, and who are open to improvement and innovation in order to ensure the Bank’s own constant development and progress.

At the focal point of TSKB’s human resources strategy is the concept of maintaining a productivity-mindful workplace which seeks to:

• Ensure that employees are fully involved in their work;
• Strengthen employees’ sense of corporate membership;
• Maximize employees’ satisfaction.