Pathway: Trainings

Eğitimler

Job Analysis

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1. Have you reviewed the formal job documentation?

  • Take a closer look at your job description. Mark the key objectives and priorities within it.
  • Review the periodic performance evaluation forms. These set out precisely the behaviors that will be rewarded and, by implication, show those that will be punished.
  • Find out what training is normally required for the role. Ensure that you attend appropriate training so that you know as much as possible about what your job entails.
  • Look at incentive schemes to understand the behaviors that these reward.

2. Do you grasp the organization's strategy and culture?

Your job is ultimately connected to the strategy of the organizational unit you work for. This strategy is often expressed either in a mission statement or corporate vision. Your tasks should help the organization reach its mission (if it does not, you have to ask yourself how established the job is!). Make sure you understand and perform well the tasks that contribute to the strategy.

Likewise, every organization has its own culture – comprised of its attested values, rights and wrongs, and things that it considers to be a part of its identity. If you are new to an organization, talk through with established, respected members of staff to discover these values.

It is important that you understand this culture. Make sure that your actions reinforce the company's culture, or at least do not contradict it. Try to see yourself through the lens of culture, and ask yourself whether the company would value your actions.

Check that your priorities are in line with this mission statement and the company culture.

3. Have you found out who the top achievers are, and understood why they are successful?

Inside or outside the organization, there may be people in a similar role to you who are seen as highly successful. Find out how they work, and what they do in order to generate this success. Observe what they do, and learn from them. Understand what skills make them successful, and acquire those skills.

4. Do you already know if you have the right people and resources to do the job?

The next step is to check that you have the staff support, resources and training needed to do an excellent job. If you do not, you need to start acquiring them.

5. Have you confirmed the priorities with your boss?

By this stage, you should have a thorough understanding of what your job entails, and what your key objectives are. You should also have a good idea of the resources that you need, and any additional training you may need to do the best you can.

There is no better time than now to talk the job through with your boss, and confirm that you share an understanding of what constitutes good performance in the role.

It is also worthwhile to talk through potential or actual inconsistencies, and agreeing how these should be managed.

6. Time to take action.

You should now know what you have to do to excel in your job. This means that you should have a good understanding of the most important things that you have to do, and also the least important.

Remember to be conscious of the way you manage teamwork: Good teamwork often entails helping other people out with jobs that do not necessarily benefit you. However, do not let people take advantage of you: Be keen and assertive in explaining that you have your own work to do.

Where you can drop the less-important tasks, do so. Where you can de-prioritize them, do so.

Where you need more resource or training to do your job, negotiate for this.

If you cannot drop tasks, delegate them or negotiate longer time scales.

Take Home Points

Job analysis is a practical tool for:

  • Understanding and agreeing how to achieve top performance in your job.
  • Ensuring that you and your boss are in a complete agreement on the areas you should concentrate on when time gets tight; and the areas that can be de-emphasized during this time.
  • Checking that you have the resources, training and staff required to do a good job.

By using the job analysis tool, you should develop a good understanding of how you can excel at your job and what your priorities consist of.

The tool is designed for managing stress and job overload by especially helping you decide which jobs you should drop.

Job analysis is one of the many practical action-oriented methods for reducing the stress of job overload. These tools help you resolve structural problems within jobs, work more effectively with the management, improve the way your teams function and become more assertive so that other people respect your right not to take on an excessive workload. These are all crucial techniques for bringing job stress under control, for improving the quality of your working life, and for achieving career success.

Payslip Reading and Comprehension Training

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Employees generally have a difficult time comprehending the net amounts deposited into their bank accounts due to the complex calculations that are used in the compensation
process, these difficulties can lead to a number of issues.
As a result of changes in legislation, fluctuations in wage ceilings and floors, and changing tax brackets; members of the human resources departments are constantly made to
answer questions put forth regarding pay slips by the staff, wasting valuable time and effort.
Additionally, the complex nature of payroll calculations and the consequent confusion of employees can make it difficult for staff to see the link between performance and
compensation. This lack of transparency can lead to reduced motivation and confidence of employees.
Wage calculations vary greatly from country to country based on the laws that are applied. Some examples are items such as tax and social security legislation, and articles
related to business and financial liabilities, all of which can be take a significant amount of time and effort to interpret and stay up to date with.
Switching from gross to net and conversely from net to gross numbers requires that the various compensation rules and regulations be taken into consideration along with the
payroll techniques. This can be achieved in an effective and easy fashion through the proper training provided by seasoned professionals.
Our firm offers a combination of practical training in payslip comprehension and legal information related to the compensation process that are relevant to employees. Thanks to
our highly capable team of trainers who have experience with payroll consulting to both global and local companies, and outsourcing services; you can rely on us to relieve your
human resources department from the burdens of payslip reading and comprehension issues that employees face.
Please contact us for further information
Educational Content:
What is a payslip?
Review of relevant labour law provisions.
Recruitment declarations and personnel files
Calculating wages and calculation methods
Earnings - deductions and social security payments
Summary of financial statements
Tax and social security obligations of earnings
Employer provided private pension and private health insurance operations
Employee owned retirement plan and private  health insurance operations
Payment of monthly premiums and premiums with certificates of service
Premium and non-premium based wages
Missing day notices
Notifications of on the job accidents
Notifications of departures from work
Acquittance pay, Severance pay and payment in lieu of notice
Annual paid leave and leave payslips
General Discussion / Q & A

Employees generally have a difficult time comprehending the net amounts deposited into their bank accounts due to the complex calculations that are used in the compensation process, these difficulties can lead to a number of issues.  

As a result of changes in legislation, fluctuations in wage ceilings and floors, and changing tax brackets; members of the human resources departments are constantly made to answer questions put forth regarding pay slips by the staff, wasting valuable time and effort. 

Additionally, the complex nature of payroll calculations and the consequent confusion of employees can make it difficult for staff to see the link between performance and compensation. This lack of transparency can lead to reduced motivation and confidence of employees. 

Wage calculations vary greatly from country to country based on the laws that are applied. Some examples are items such as tax and social security legislation, and articles related to business and financial liabilities, all of which can be take a significant amount of time and effort to interpret and stay up to date with.   

Switching from gross to net and conversely from net to gross numbers requires that the various compensation rules and regulations be taken into consideration along with the payroll techniques. This can be achieved in an effective and easy fashion through the proper training provided by seasoned professionals.  

Our firm offers a combination of practical training in payslip comprehension and legal information related to the compensation process that are relevant to employees. Thanks to our highly capable team of trainers who have experience with payroll consulting to both global and local companies, and outsourcing services; you can rely on us to relieve your 
human resources department from the burdens of payslip reading and comprehension issues that employees face. 

Please contact us for further information 

 Educational Content:

  • What is a payslip?
  • Review of relevant labour law provisions.
  • Recruitment declarations and personnel files
  • Calculating wages and calculation methods
  • Earnings - deductions and social security payments
  • Summary of financial statements
  • Tax and social security obligations of earnings
  • Employer provided private pension and private health insurance operations 
  • Employee owned retirement plan and private  health insurance operations
  • Payment of monthly premiums and premiums with certificates of service
  • Premium and non-premium based wages 
  • Missing day notices
  • Notifications of on the job accidents
  • Notifications of departures from work
  • Acquittance pay, Severance pay and payment in lieu of notice
  • Annual paid leave and leave payslips General Discussion / Q & A

Company Establishment Practices

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sirketkurmapratikleri

Company Establishment Best Practices

With all the new regulations that have recently come to into play such as debt and commercial law, and capital market regulations; the practice of establishing a new organization in Turkey has become a challenging and often time’s problematic task. 

Due to the nature of foreign entities, it is common that during the establishment process the founders, representatives, and authorities will dispersed in different geographic locations. This geographic obstacle can be challenging when it comes to the collection of signatures, dealing notarization errors, and delays in implementation. Unfortunately many foreign entities have a low establishment success rate as a result of these problems.

Not only is a failed attempt at establishing a foreign entity costly in terms of time and effort  for the local organization providing the consulting services, a low success rate also damages consultants image in a significant way. By determining the correct strategy during the establishment process, the foreign entity stands to gain by receiving a value adding service while simultaneously reducing the time and effort they need to spend on the process; ultimately reducing costs. 

Given the right training through our services, we will insure that loose ends commonly left unattended such as preparing the power of attorney and confirming the statutory books will be done correctly. 

Moreover, the service provider can empathize with foreign entities that make errors such as late or complete lack of validations of statutory books and the consequent trade and taxation sanctions. 

Law firms, lawyers, lawyers in training, accountants, and account managers are just a few examples of professionals who can understand and comply with law enforcement practices in a flawless manner if they receive the proper training. 

Please contact us for detailed information regarding best practices during the establishment process for your company.

 

Occupational Health and Safety Regulation N. 6331

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isSagligi 

The Occupational Health and Safety Act No. 6331, officially published on June 30, 2012 consolidates all relevant legislation under one act and presents a significant obligation to

employers. The scope of this new legislation will be contingent on the number of employees, and the level of danger present in the workplace.
Once these levels are identified, the organization will be placed into one of three categories A, B, or C with each level having specific licensing requirements for counselors who
will advise organizations and their employees on how to make an effective transition to mandatory compliance.
According to the legislation, every employee in the organization regardless of the total number must be provided with training and certification by a licensed councilor who will
be provided by the employer.
Additionally, the lack of health and safety training given to employers and employee representatives along with technical managers and human resources officials can lead to
liability issues resulting in significant penalties in the event of a on the job accident and potential law suits.
Overview of employer obligations:
To take the appropriate measures to ensure occupational health and safety
To conduct risk assessments, or have them conducted in an acceptable manner
To provide employees with tasks that are compliant with the legislation
To give the necessary training and information regarding health and safety in the workplace
Notably, the law covers all members of public and private sector organizations regardless of the subject of their activities; including but not limited to employers, employers'
representatives, apprentices and trainees.
Please contact us for further information regarding health and safety training and our services in this area.

The Occupational Health and Safety Act No. 6331, officially published on June 30, 2012 consolidates all relevant legislation under one act and presents a significant obligation to employers. The scope of this new legislation will be contingent on the number of employees, and the level of danger present in the workplace. 

Once these levels are identified, the organization will be placed into one of three categories A, B, or C with each level having specific licensing requirements for counselors who will advise organizations and their employees on how to make an effective transition to mandatory compliance. 

According to the legislation, every employee in the organization regardless of the total number must be provided with training and certification by a licensed councilor who will be provided by the employer.

Additionally, the lack of health and safety training given to employers and employee representatives along with technical managers and human resources officials can lead to liability issues resulting in significant penalties in the event of a on the job accident and potential law suits. 

Overview of employer obligations:

  • To take the appropriate measures to ensure occupational health and safety
  • To conduct risk assessments, or have them conducted in an acceptable manner
  • To provide employees with tasks that are compliant with the legislation
  • To give the necessary training and information regarding health and safety in the workplace 

Notably, the law covers all members of public and private sector organizations regardless of the subject of their activities; including but not limited to employers, employers' representatives, apprentices and trainees. 

Please contact us for further information regarding health and safety training and our services in this area.