As a leader and pioneer in sectors where it operates, Rönesans Holding employs competent employees who are suitable to its corporate values in order to add value to its sustainable success. Rönesans has adopted the principle of “Continuous Improvement” attached importance to its employees’ personal and professional development and been organizing some programs in accordance.

Rönesans has been offering its employees a workplace environment, where diversities are respected and principles such as equality, reliability and honesty are adopted in accordance with its corporate values. Rönesans has put its signature under various international, challenging and remarkable projects with its innovative and dynamic staff, who are experts in their fields and act with the team spirit. Also, various sustainable and environmental friendly projects have been implemented at Rönesans those are sensitive towards environment and human health.

The human resources policy defines the human resources strategies those identified in line with Rönesans Holding’s vision, mission and culture in order to add value to Rönesans and its employees. The major strategies of the human resources policy is about creating employee satisfaction, making contributions to the personal and professional development of employees and enabling Rönesans with new talents in line with the corporate vision, mission and culture.

In order to accomplish human resources strategies, following processes and systems are applied by the Human Resources Department;

Besides being the employer “with whom wanted to be worked most” Rönesans has also been aware of the importance of being a reliable and responsible employer. As a company operating in many sectors, Rönesans fulfills various human resources requirements peculiar to the sector, respects diversity and also conducts the human resources activities in accordance with certain human resources principles and corporate values valid in all sectors.


Knowing that the corporate success could be achieved by selecting the “Right Person for the Right Job,” as an employer, Rönesans Holding is aware of the fact that this principle is critically important in terms of enabling its employees to achieve personal success as well. Rönesans is of the opinion that its employees could be provided with job satisfaction, motivation and development by employing them in the right job in accordance with their education, knowledge, experience and competences and that the assessments that are made in the recruitment process is likely to determine its employees’ success in upcoming periods. As a result, the below-mentioned selection and recruitment process is carefully applied in accordance with principle of the “Right Person for the Right Job”;

Rönesans attaches importance to its employees’ success and career plans as from the recruitment process and conducts following activities respectively for its employees’ career development;

Rönesans is aware of the fact that success could be sustained by adopting the principle of “sustainable development,” and thus organizing below-mentioned training and development programs that are suitable for its employees’ personal and professional development needs.;

General Training Programs:

General training programs are determined on a yearly basis and aimed at developing knowledge, skills and competencies through their implementation in accordance with Rönesans employees’ development needs.

Special Training Programs:

Special training programs are provided in order to develop functional and strategic knowledge, skills and competences of participant groups which are chosen to add value in accordance with Rönesans’s vision and strategies.

Management Trainee Programs:

Management trainee programs are implemented with regard to appointing the right persons to management positions and supporting them in order to improve Rönesans’s sustainable success. In these programs, which are realized within the context of the “Competence Management System,” a “Pool of Competencies” is established to consist of employees delivering an outstanding performance and the candidates are prepared for senior positions through the “Development Center.” The employees’ strengths, limits and areas of development are determined through certain tests and case studies and the competences that are expected to be ensured are evaluated in line with human resources principles such as reliability, honesty and team spirit through the “Competence Model.” As a result of all these applications, the competence of employees attending the “Manager Recruitment Program” is developed through such methods as training programs and coaching, and thus these employees are trained to become managers of the future..