ENG
As the Human Resources Department, we carry out al modern Human Resources practices in line with the goals and institutional strategic plans of our university, with the aim of recruiting suitable administrative and academic personnel and enabling our employees to perform their duties within our university with a high level of employee satisfaction. We are responsible for conducting studies related to the university's workforce planning and personnel policies, making recommendations for the development of the personnel system, carrying out procedures related to the appointment, personnel affairs, and retirement of university staff, organizing and implementing pre-service and in-service training programs for administrative staff, and performing similar duties as assigned.
Istanbul Nişantaşı University considers its human resources to be its most important stakeholder in achieving the objectives of its 2023-2027 strategic plan.
• Academic and Professional Excellence: Efforts are made to maximize the quality of education and research. Employees are supported in their pursuit of continuous learning and self-development. With an excellence-oriented approach to work, quality and achievement are encouraged in every position.
• Transparency and Accountability: All Human Resources processes (recruitment, promotion, performance evaluation, and rewarding) are expected to be open, understandable, and fair. Human Resources policies and practices are explained to al employees during orientation training. Employees adopt an accountable structure in accordance with their responsibilities and duties.
• Ethical Conduct and Professionalism: Integrity, fairness, respect, and professional ethical rules are essential in al activities of academic and administrative staff. Every individual representing the university is expected to act in accordance with social and professional ethical principles.
• Teamwork and Collaboration: Cooperation and collective effort are of great importance in achieving the university's goals. Therefore, an environment that develops and supports team spirit is provided. In addition to academic success, increasing efficiency through teamwork in administrative processes is also targeted.
• Innovation and Continuous Development: Innovative thinking is encouraged in academic and administrative processes, and employees are supported in continuously improving themselves and remaining open to new ideas. By focusing on development, innovative and creative solutions are produced in the university's academic and administrative activities. The university's management capabilities are developed. Training programs are organized to improve leadership skills and technical knowledge.
• Respect for People: A work culture that recognizes differences as a source of enrichment and aims to provide equal opportunities to al employees is adopted. A supportive and inclusive environment is created so that every employee can realize their potential regardless of factors such as race, language, religion, gender, age, or disability status.
• Employee Well-Being and Work-Life Balance: Taking measures to protect the physical and mental health of employees and ensuring work-life balance are adopted as fundamental values. With the awareness that healthy, happy, and motivated employees contribute to the success of the university, employee well-being is treated as a priority.
• Justice and Equality: A fair and equal approach is followed in al Human Resources practices. Employees are evaluated according to their contributions, achievements, and competencies. Recruitment and promotion decisions are based on individuals' personal qualities, knowledge, and abilities.
• Contribution to Society and Sense of Responsibility: With an awareness of the university's responsibilities toward society, employees are supported in participating in projects that benefit society. Employees are encouraged to take an active role in the university's activities and projects carried out for the benefit of society.
Strategic Human Resources Management is a management approach aimed at improving organizational performance in order to achieve the long-term goals of organizations.
• Attracting and Retaining a Competent Workforce Competency-Based Recruitment: Professional and objective recruitment processes are developed for highly qualified candidates suitable for academic and administrative positions. In academic positions, individuals who are leaders in their fields, have strong research identities, and possess high teaching competencies are preferred, while qualified candidates who meet the requirements of the position are slcted for administrative positions. Inclusion: Based on equal opportunity and inclusiveness, an environment is created in which al employees can contribute to the institution. Increasing Employee Engagement: Employee satisfaction surveys are conducted and improvement measures are implemented to increase employees' commitment to the university.
• Employee Development and Continuous Training Talent Development: Advanced academic and pedagogical training programs, research support, and participation in domestic and international conferences are encouraged for academic staff. Continuous training programs are also provided for administrative staff to develop the technical knowledge and skills required by their roles. Leadership and Management Skills Development: Programs aimed at improving the leadership skills of employees in managerial positions are implemented. These programs aim to strengthen management skills within the framework of the university's values and culture. Career Planning and Promotion Opportunities: Personal development plans are prepared to help employees achieve their career goals. A transparent promotion system and opportunities for career advancement are provided.
• Performance Management and Evaluation Comprehensive Performance Evaluation System: A transparent and objective system is developed to ensure that academic and administrative staff are regularly evaluated according to their performance objectives. Feedback and Development-Oriented Evaluation: Constructive and development-oriented feedback is provided to employees following performance evaluations. Reward and Recognition: Reward programs are implemented to recognize high-performing employees and increase motivation.
• Strengthening the Human Focus for Sustainable Living Work Arrangements: Arrangements are made to enable academic and administrative staff to establish an efficient work-life balance.
Health and Well-Being Support: Health programs, sports activities, and social events are provided to support the physical and mental well-being of employees.
• Digital Transformation and Technological Innovations Digital Skills Development: Training programs are organized to improve the digital skills of al employees. For academic staff, areas such as creating digital educational materials and managing online courses are prioritized, while digital management systems are prioritized for administrative staff. Use of Technology in Human Resources Processes: Digital solutions are adopted in processes such as recruitment, training, and performance management, while Human Resources information systems are used to accelerate processes and ensure transparency.
• Ethics and Responsibility-Oriented Approach Protecting Ethical Values: Policies are developed to encourage al employees to work in accordance with ethical values. Academic integrity is adopted as a fundamental principle in the work and research of academic staff. Social Responsibility Awareness: Employees are encouraged to participate in the university's projects that benefit society, and awareness of social responsibility is supported.
• Communication and Feedback Culture Open and Effective Communication: Regular meetings, surveys, and evaluation mechanisms are used to strengthen internal communication within the university and to receive employee feedback. Participatory Management Approach: Employee participation in decision-making processes is encouraged. Environments are provided whr employees can express their opinions.
The overal objective is to create a competitive and sustainable university ecosystem. The aim is to support the university's long-term success by establishing a Human Resources structure that attracts qualified employees who contribute to the university's vision, motivates and develops them, and provides an environment for collaboration.
• Attracting and Retaining a Talented and Diverse Workforce Recruitment of Qualified Academic and Administrative Staff: Attract competent academic staff who will contribute to the quality of education and research activities of the university. Recruit administrative staff who are experts in their fields and can ensure the effective execution of administrative processes. Ensuring Diversity and Inclusion: Encourage employees from different cultures and backgrounds to contribute to creating an inclusive work environment at the university. Retaining Talented Employees: Provide support to increase the commitment of high-potential employees, offer career development opportunities, and continuously improve employee satisfaction.
• Increasing Effectiveness in Performance Management Fair Performance Evaluation System: Establish a performance management system that evaluates employee contributions using objective criteria. Feedback Culture: Provide continuous feedback for employee development and transform performance evaluations into personal development opportunities. Achievement and Reward Programs: Increase employee motivation by establishing fair and motivating reward systems that recognize high performance.
• Selecting Qualified Academic and Administrative Staff Building an Expert Workforce: Recruit academic staff who are leaders in their fields, have strong research capabilities, and pursue excellence in education. Increasing Administrative Competence: Support the university's operational performance through expert staff who ensure the effective execution of administrative processes.
• Legal Compliance: Carry out Human Resources practices in accordance with applicable laws and regulations.
• Enhancing Technological Skills and Digital Transformation Competencies Digital Skills Development: Provide training programs to improve the digital skills of academic and administrative staff. Digital Human Resources Processes: Encourage digitalization in Human Resources processes such as recruitment, performance evaluation, and training, and increase efficiency.
• Strengthening the Principles of Ethics, Transparency, and Academic Integrity
Promoting Ethical Standards: Maintain high ethical standards in the university's academic and administrative processes. Supporting Academic Freedom and Responsibility: While supporting the research freedom of academic staff, ensure that they are also aware of their ethical responsibilities.
• Creating a Work Culture that Encourages Collaboration and Teamwork
Effective Communication Channels: Establish structures and feedback mechanisms that support effective communication among employees.
Interdepartmental Collaboration: Contribute to the achievement of the university's goals by encouraging cooperation and teamwork among different academic and administrative units. These objectives are important for increasing employee satisfaction, ensuring efficiency, and achieving institutional goals.
The process is monitored, developed, and improved through the performance indicators defined in the strategic plan.