Job Application Form

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Human Resources

Vision

The vision of Eyüboğlu Educational Institutions is to have dynamic, result oriented, high qualified human capital who are open to innovation and change.

Mission

The mission of Eyüboğlu Educational Institutions is to develop human resource functions to maximize the effectiveness of human capital and create sustainable competitive advantage by usage of internal and external resources.

Objectives

Human resource management has strategic role in the institution. The main objective of human resources is to increase the effectiveness of human capital by fulfillment of their expectations and needs. In order to achieve this objective, human resource department executes the following;

• plans and conducts the work related to human resources
• plays an active role in the process of selecting and recruiting highly qualified personnel who suit the school culture
• determines training and development needs and ensures that such needs are met
• implements the performance appraisal process and conducts activities to increase performance with respect to the attainment of institutional goals
• plans career paths in line with the results of performance appraisal and establishes compensation and reward packages accordingly
• conducts activities to create and reinforce the targeted institutional culture and establishes an appropriate physical and social environment to increase job satisfaction
• researches, determines, evaluates, and applies information systems pertaining to human resources management.

Human Resources Management Main Functions:

Strategic HR Planning

The main aim of strategic hr planning is to obtain and organize necessary human force systematically based on institutional goals. Also, all employees' information is updated periodically, job descriptions are prepared, and training and performance management processes are planned.

Selecting, Hiring, and Placement of Personnel

The aim of the selection, hiring, and placement processes is to determine the job openings within Eyüboğlu Educational Institutions and to fill such openings with personnel who suit best the institution’s vision, mission and philosophy.

All job applications that are received by the HR Department through mail, e-mail or the internet, are collected in a pool and they are reviewed by HR for any openings that arise. The candidates who match the requirements of the position best are invited for a first interview. For courses in which the language of instruction is English, the candidates’ oral and written language competency is assessed by a committee that is set up by the English Department.

The candidates who are found eligible in terms of their qualifications, experience, and language competency are then asked to conduct a demo lesson for an assigned committee of specialists. Based on the results, the candidates are invited to the second interview which is held by the relevant department head. After the second interview, the HR Department presents the qualifying candidates with a job offer.

The applicants who are not found eligible are sent rejection letters and their resumes are kept in the CV pool for one year to be reconsidered if an appropriate position opens.

Each new staff member participates in an orientation program in which Eyüboğlu Educational Institutions are presented and the prevailing principles and practices of Eyüboğlu Schools are explained.

Training and Development (In-service Training)

Every year, the Human Resources Department determines the professional development needs of staff members through analyses, performance appraisal and by taking career targets into consideration. According to the results and findings, HR prepares an in-service training program.

At Eyüboğlu, in-service training starts with the orientation program. Subsequently, during the academic year, it is ensured that the staff members participate in the planned training events which are offered by parties within and outside Eyüboğlu Educational Institutions. The teaching staff participates in professional development opportunities such as seminars, workshops, and conferences in Turkey and abroad. The staff members are expected to demonstrate a recognizable improvement in the quality of their work consequent to the professional training activities which they participate in.

Performance Management

Through the performance management system, Eyüboğlu Educational Institutions guide and encourage their personnel to improve their performance in line with the objectives of the institution. Performance appraisal results are used as an input in determining staff members’ training and development needs, designing career plans and salary schemes. Performance management is a strong tool used by Eyüboğlu Educational Institutions to communicate their objectives and values to their employees.

Career Management

Eyüboğlu employees’ responsibilities and authorities increase as their knowledge and work experience increase. Career plans are made in line with employees’ knowledge, skills, and competencies. The institution adopts a supportive role in helping its employees to make career decisions and to determine their career paths.

Compensation and Reward System

At Eyüboğlu Educational Institutions, the compensation system is based on the employees’ level of education, knowledge, skills, attitudes, and performance levels. The compensation packages are also affected by the inflation rate as well as the overall salary levels in the education sector. The subject taught, the level of English competence-TOEFL score (min 200), FCE, KPDS scores (min 70), post-graduate academic degrees (master’s degree, PhD. etc.) and number of years worked as a teacher are also important criteria in defining a teachers' compensation package.

Employee Profile

Education Level

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