An objective process based on concrete, measurable goals has been designed. In line with the annual corporate target that will serve the 2021 company vision, at the beginning of the year employees and administrators will work together to establish individual goals. These goals will be reviewed once every three months and performance level will be determined at the end of the year. This level will be used in constituting employee development plans and forms the basis upon which they can be eligible for various positions. It will also bring additional financial benefits, thereby having an impact on wages.

360° Competence Assessment will be repeated every year as a part of performance assessment. It is a form of competence assessment that not only measures “WHAT,” which is measured through targets, but “How” those targets are reached. While focusing on potential, it is used as an instrument of feedback and development planning.

The development path at Abdi İbrahim begins with an orientation program that lasts approximately six months. The goal here is the rapid adaptation of the employee to the company and his position. This program consists of the first day introduction, an e-orientation program, inter-unit orientation, coffee break chats, team orientation and introductions to our different campuses.

This is a three stage program based on Vision 2021 which is designed to create a common administrative culture and outlook and to develop leadership characteristics that will take the company into the future. Its focus in on the role of the manager in developing and actualizing the performance culture.

Abdi İbrahim believes that while development involves acquiring requisite knowledge, it begins with awareness and is realized through experience. Acting upon this belief, it devotes at most 10% of the time reserved for development to classical learning methods, 70% to experience and responsibility that will ensure learning, and the remaining 20% to supporting employees during this experience with feedback.

At a time when the use of technology and social networks have become an integral part of our lives, Abdi İbrahim extensively uses e-learning solutions in behavioral and technical subjects in order to effectively attain widespread sales capability. Morover, it comes together with potential employees on the Linked platform.

Every year, employee commitment is assessed through a questionnaire and by listening to employees; commitment-reinforcing policies are constantly reevaluated and developed accordingly. Employee commitment is currently well above the average in Turkey and is average for the pharmaceutical sector. The goal is to be among The Best Work Places in Turkey by the end of 2013.

Abdi İbrahim sees continuously informing employees about strategy and objectives as the foundation of the perspective of management by objectives and performance culture. Therefore, by holding face-to-face meetings between a CEO and all employees every three months and using webcasts, the objectives of the company and the actions taken in line with them, as well as the extent to which they have been achieved, are relayed.

Abdi İbrahim knows that objectives can be reached only through common sense, continuous improvement, and innovative ideas and suggestions. And one of the most important sources of this is our employees at every level who have assumed leadership in their own areas. A suggestion system whose purpose is getting suggestions from employees and implementing them in the name of efficacy and innovativeness, and rewarding employees according to the savings and gains obtained has been put into place in the manufacturing and R&D facilities. The company’s goal is to generalize the suggestion system among all employees.

Abdi İbrahim encourages its employees to get to know one another, meet in common interest areas and work together, and spend pleasurable time together. For this purpose, in addition to regularly holding social gatherings, the company is also actively maintaining hobby clubs.