As Dinçer Lojistik, investigation and selection of the candidates who are in possession of the competences appropriate for the company's mission, vision, values and corporate culture, with high motivation levels, open to development and change, with high levels of self-confidence, well-trained and possess the qualities that would allow them to create a difference in their jobs are of vital importance for the maintenance and development of our organization.

The applications can be submitted to our company via our website, personal application and through human resources companies. All of the applications submitted are being kept in the CV pool at the Human Resources department.

The candidates whose applications are found positive after evaluation are then interviewed by the relevant department managers and human resources department. The candidates who receive a positive assessment as a result of the interview are then offered a job.

Our employees are included in the orientation process that starts with Occupational Health and Safety Training and continues with the introduction of other departments. The objectives of the program include

» Presenting fundamental information about the company's mission, vision, targets, strategic priorities, values, organizational structure and functions to the employee and explaining their role inside Dinçer Lojistik,

» Explaining the organizational structure, culture and services of the company,

» Introducing the employee to the managers and other members of the staff,

» Describing the business processes of the department in detail,

» Providing information on the Company's regulations and practices related to human resources and quality systems as well as pricing policies and additional benefits,

» Shortening the learning period and assisting the employee to actualize its objectives.

Considering employee satisfaction and motivation as a factor of internal quality and therefore placing particular emphasis on it, Dinçer Lojistik measures the motivation levels of its employees through employee satisfaction surveys conducted every year for all of the employees and generates business plans for those aspects that are found inadequate as a result of the assessments.

Performance management system aims to develop a common approach regarding the organizational targets that are expected to be realized and the performance that the employees have to demonstrate in this direction.  This way, the process of setting a price for, rewarding and developing the contributions that the employees will have, is adopted. The data collected as a result of the performance evaluations conducted at certain periods, are used as part of the implementation of training and development, career management and wage management systems.

Aiming for constant development by keeping the employees' competence levels high, Dinçer Lojistik especially prioritizes training practices. Training plans are prepared in 4 main categories in accordance with the demands of the employees and the needs determined by the executives.

» Training Sessions on Integrated Management Systems,
» Complementary Professional Training,
» Personal Development Training,
» Management Training.

In case there is a need for intracompany personnel, Dinçer Lojistik will firstly try to meet this requirement through intracompany promotion by taking the outputs of performance evaluation studies into account. Dinçer employees have an open career path both horizontally and vertically. Career Management is carried out in accordance with career plans and this process is supported with training sessions.

As Dinçer Lojistik, investigation and selection of the candidates who are in possession of the competences appropriate for the company's mission, vision, values and corporate culture, with high motivation levels, open to development and change, with high levels of self-confidence, well-trained and possess the qualities that would allow them to create a difference in their jobs are of vital importance for the maintenance and development of our organization.

The applications can be submitted to our company via our website, personal application and through human resources companies. All of the applications submitted are being kept in the CV pool at the Human Resources department.

The candidates whose applications are found positive after evaluation are then interviewed by the relevant department managers and human resources department. The candidates who receive a positive assessment as a result of the interview are then offered a job.

Our employees are included in the orientation process that starts with Occupational Health and Safety Training and continues with the introduction of other departments. The objectives of the program include

» Presenting fundamental information about the company's mission, vision, targets, strategic priorities, values, organizational structure and functions to the employee and explaining their role inside Dinçer Lojistik,

» Explaining the organizational structure, culture and services of the company,

» Introducing the employee to the managers and other members of the staff,

» Describing the business processes of the department in detail,

» Providing information on the Company's regulations and practices related to human resources and quality systems as well as pricing policies and additional benefits,

» Shortening the learning period and assisting the employee to actualize its objectives.

Considering employee satisfaction and motivation as a factor of internal quality and therefore placing particular emphasis on it, Dinçer Lojistik measures the motivation levels of its employees through employee satisfaction surveys conducted every year for all of the employees and generates business plans for those aspects that are found inadequate as a result of the assessments.

Performance management system aims to develop a common approach regarding the organizational targets that are expected to be realized and the performance that the employees have to demonstrate in this direction.  This way, the process of setting a price for, rewarding and developing the contributions that the employees will have, is adopted. The data collected as a result of the performance evaluations conducted at certain periods, are used as part of the implementation of training and development, career management and wage management systems.

Aiming for constant development by keeping the employees' competence levels high, Dinçer Lojistik especially prioritizes training practices. Training plans are prepared in 4 main categories in accordance with the demands of the employees and the needs determined by the executives.

» Training Sessions on Integrated Management Systems,
» Complementary Professional Training,
» Personal Development Training,
» Management Training.

In case there is a need for intracompany personnel, Dinçer Lojistik will firstly try to meet this requirement through intracompany promotion by taking the outputs of performance evaluation studies into account. Dinçer employees have an open career path both horizontally and vertically. Career Management is carried out in accordance with career plans and this process is supported with training sessions.

As Dinçer Lojistik, investigation and selection of the candidates who are in possession of the competences appropriate for the company's mission, vision, values and corporate culture, with high motivation levels, open to development and change, with high levels of self-confidence, well-trained and possess the qualities that would allow them to create a difference in their jobs are of vital importance for the maintenance and development of our organization.

The applications can be submitted to our company via our website, personal application and through human resources companies. All of the applications submitted are being kept in the CV pool at the Human Resources department.

The candidates whose applications are found positive after evaluation are then interviewed by the relevant department managers and human resources department. The candidates who receive a positive assessment as a result of the interview are then offered a job.

Our employees are included in the orientation process that starts with Occupational Health and Safety Training and continues with the introduction of other departments. The objectives of the program include

» Presenting fundamental information about the company's mission, vision, targets, strategic priorities, values, organizational structure and functions to the employee and explaining their role inside Dinçer Lojistik,

» Explaining the organizational structure, culture and services of the company,

» Introducing the employee to the managers and other members of the staff,

» Describing the business processes of the department in detail,

» Providing information on the Company's regulations and practices related to human resources and quality systems as well as pricing policies and additional benefits,

» Shortening the learning period and assisting the employee to actualize its objectives.

Considering employee satisfaction and motivation as a factor of internal quality and therefore placing particular emphasis on it, Dinçer Lojistik measures the motivation levels of its employees through employee satisfaction surveys conducted every year for all of the employees and generates business plans for those aspects that are found inadequate as a result of the assessments.

Performance management system aims to develop a common approach regarding the organizational targets that are expected to be realized and the performance that the employees have to demonstrate in this direction.  This way, the process of setting a price for, rewarding and developing the contributions that the employees will have, is adopted. The data collected as a result of the performance evaluations conducted at certain periods, are used as part of the implementation of training and development, career management and wage management systems.

Aiming for constant development by keeping the employees' competence levels high, Dinçer Lojistik especially prioritizes training practices. Training plans are prepared in 4 main categories in accordance with the demands of the employees and the needs determined by the executives.

» Training Sessions on Integrated Management Systems,
» Complementary Professional Training,
» Personal Development Training,
» Management Training.

In case there is a need for intracompany personnel, Dinçer Lojistik will firstly try to meet this requirement through intracompany promotion by taking the outputs of performance evaluation studies into account. Dinçer employees have an open career path both horizontally and vertically. Career Management is carried out in accordance with career plans and this process is supported with training sessions.