We support the personal development of our employees with goals and competencies designed according to management principles in line with company strategies.

For our white-collar employees, PCM includes a performance management process consisting of position-specific competencies, as well as business targets that are reduced to all positions, with company and senior management targets being determined at the beginning of each year. Therefore, our performance management is designed as a holistic process in which individual performance, business and competence targets act together. 

Our blue-collar employees are evaluated by their managers through the system at the end of the year, in line with their individual knowledge, skills and competencies. We expect our employees to actively contribute to the process at all these stages and we share the results of the process with our employees transparently.

Thanks to our individual performance management system, we carry out objective evaluation of our employees and at the same time contribute to the organizational climate, mutual trust and internal communication through employee-manager meetings. To support our culture of continuous feedback, we use a year-round live system that allows our goals to be revised as needed. In this way, we support continuous development by increasing our employees’ awareness of both their own goals and the company’s goals. Our performance management system; It also contributes to processes such as compensation, talent management, development and training in human resources.

We employ both white-collar (non-union) and blue-collar (union) employees in our company. Our blue-collar employees at PCM, which are members of the Cement Industry Employers’ Union (ÇEİS), are members of the ÇİMSE-İŞ union. For this reason, it is very important for us to manage blue-collar employee relations at the union level, especially in factories.

Effective communication with workplace union representatives and our field teams is very important for our company because we believe that human resources approaches towards blue-collar employees are only possible by successfully carrying out union relations.

Employees of subcontractor companies, which have a very dense employment area in our sector, are also of great importance in our industrial relations.

We also handle the monitoring of employment contracts of our white-collar (non-union) employees and company-wide practices in accordance with the legislation, under the title of industrial relations.

As PCM, we have a wage and benefits policy that supports a competitive, egalitarian and high performance culture. We consider our total reward management as a combination of wage and benefits management and reward processes. By shaping the wage and benefits structure on the basis of level and title, we position ourselves through an objective level structure. In this structure, we make job evaluations and determine position levels by taking into account the job description of each position and its place in the organization. When determining wage and benefits policies, we take into consideration market data, internal balances and company targets for each level and title structure.

With the reward process, we aim to reward our employees who demonstrate significant success in terms of business results or projects in the company, through certain approval mechanisms throughout the year, and this will only increase their motivation.

We implemented our Flexible Benefits Program in 2015 in order to respond to the changing needs of employees and offer freedom of choice according to different working conditions. Thanks to PCM Shop, our Flexible Fringe Benefits application, we offer our employees the opportunity to change their existing fringe benefits and purchase new fringe rights within the framework of the determined rules. 

With the flexible benefit program PCM Dükkan, which is opened to our employees in January every year, employees can spend their leave entitlements over the legal period by selling some or all of the balance loaded on their meal cards and/or by switching their health insurance plans to a sub-plan, and by purchasing clothing, cosmetics, food, etc. They can receive checks valid in areas such as retail and retail.

We reward our employees by taking into account their exemplary behavior, their contributions to the Company and the values ​​they create. 

PCM employees convey their creative ideas, thoughts, improvement and development suggestions in writing via e-mail or the system. The recommendations cover all business areas in which the Company operates, especially OHS, quality, maintenance, production and environment. In this program, in which all employees can participate, ideas are evaluated on a monthly basis and taken into the implementation process. 

We reward the ideas of all PCM employees, who are evaluated positively and share their suggestions with us, with a digital gift certificate by scoring them in line with the determined criteria. Awards; It covers many different areas such as digital gift vouchers, food, clothing, technology, e-commerce and fuel.