1. Purpose
This policy has been prepared to define Meysu Gıda’s human resources approach and to establish the fundamental principles to be applied in order to create a high-performing, safe, and fair working environment that supports employee development.
2. Scope
This policy covers all personnel working within Meysu Gıda, HR processes, and managerial practices.
3. Legal and Ethical Compliance
Meysu Gıda operates within the framework of:
Labour Law No. 4857;
Occupational Health and Safety Law No. 6331;
Personal Data Protection Law No. 6698 (KVKK); and
All relevant national and international legislation.
Human resources processes are carried out in accordance with ethical values, impartiality, the principle of responsibility, confidentiality, and respect for employee rights.
4. Principle of Equality and Prevention of Discrimination
Meysu Gıda provides equal opportunities to its employees and candidates without discrimination on the basis of age, gender, ethnic origin, religion, political opinion, marital status, physical disability, sexual orientation, or any other grounds.
This principle applies to the following processes:
Recruitment and placement;
Compensation, bonus, and benefits management;
Promotion and position changes;
Employee practices;
Training, development, and career opportunities.
Every employee both benefits from and bears responsibility for upholding the principle of equality.
5. Working Environment and Employee Rights
Meysu Gıda undertakes to provide its employees with a safe, healthy, respectful, inclusive, and peaceful working environment.
Within this scope:
Occupational health and safety practices at the company are continuously improved.
Zero tolerance is applied to situations that threaten the physical and psychological safety of employees.
Mobbing, ill-treatment, and discrimination at the company are strictly prohibited.
Employees’ personal data is protected in accordance with confidentiality principles.
6. Employee Engagement, Transparent Management and Corporate Culture
Our company adopts a management approach based on transparency, open communication, equality, and participation.
Improving the employee experience;
Increasing the sense of belonging; and
Effective use of feedback channels
are part of Meysu Gıda’s sustainable success objective.
All managers are responsible for supporting a corporate culture based on respect, fairness, openness, and cooperation.
7. Leadership and Management Principles
The expectations from managers and leaders at Meysu Gıda are:
Being open to learning and development;
Demonstrating a leadership approach that inspires and guides teams;
Making fair, transparent, and data-driven decisions;
Demonstrating role-model behaviors that strengthen the corporate culture.
Leadership development is an important component of the company’s strategies.
8. Performance, Talent and Career Management
Our company conducts performance management based on objective criteria in line with competencies and objectives.
Within this scope:
Employee performance is evaluated through fair and measurable systems.
High performance is supported, and training opportunities are provided for areas requiring development.
Career maps are created, and promotion processes are based on objective criteria.
Workforce planning is carried out in an integrated manner with talent management, succession planning, and critical position management.
9. Training and Continuous Development
Meysu Gıda considers employee development a strategic priority.
Development opportunities provided include:
Technical and vocational training;
Personal development programs;
Leadership and management development programs;
Orientation and onboarding programs.
Training and development activities aim to improve employees’ competencies, increase their productivity, and support them in achieving their career goals.
10. Human Resources Planning and Sustainability
Meysu Gıda regularly carries out human resources planning in line with its strategic objectives.
The following are taken into consideration within this scope:
Proper planning of workforce requirements;
Conducting authorized staffing studies;
Succession planning and critical position management;
Increasing the effectiveness of the organizational structure.
Establishing a sustainable human resources structure is a fundamental principle for the long-term success of our company.
11. Policy Review and Continuous Improvement
This policy and all HR practices are regularly reviewed, updated, and continuously improved in line with changing conditions, legislative requirements, and organizational needs.
12. Commitment of Management
The senior management of Meysu Gıda undertakes to provide all necessary resources for the effective implementation and sustainability of this policy.
This policy has been prepared to define Meysu Gıda’s human resources approach and to establish the fundamental principles to be applied in order to create a high-performing, safe, and fair working environment that supports employee development.
2. Scope
This policy covers all personnel working within Meysu Gıda, HR processes, and managerial practices.
3. Legal and Ethical Compliance
Meysu Gıda operates within the framework of:
Labour Law No. 4857;
Occupational Health and Safety Law No. 6331;
Personal Data Protection Law No. 6698 (KVKK); and
All relevant national and international legislation.
Human resources processes are carried out in accordance with ethical values, impartiality, the principle of responsibility, confidentiality, and respect for employee rights.
4. Principle of Equality and Prevention of Discrimination
Meysu Gıda provides equal opportunities to its employees and candidates without discrimination on the basis of age, gender, ethnic origin, religion, political opinion, marital status, physical disability, sexual orientation, or any other grounds.
This principle applies to the following processes:
Recruitment and placement;
Compensation, bonus, and benefits management;
Promotion and position changes;
Employee practices;
Training, development, and career opportunities.
Every employee both benefits from and bears responsibility for upholding the principle of equality.
5. Working Environment and Employee Rights
Meysu Gıda undertakes to provide its employees with a safe, healthy, respectful, inclusive, and peaceful working environment.
Within this scope:
Occupational health and safety practices at the company are continuously improved.
Zero tolerance is applied to situations that threaten the physical and psychological safety of employees.
Mobbing, ill-treatment, and discrimination at the company are strictly prohibited.
Employees’ personal data is protected in accordance with confidentiality principles.
6. Employee Engagement, Transparent Management and Corporate Culture
Our company adopts a management approach based on transparency, open communication, equality, and participation.
Improving the employee experience;
Increasing the sense of belonging; and
Effective use of feedback channels
are part of Meysu Gıda’s sustainable success objective.
All managers are responsible for supporting a corporate culture based on respect, fairness, openness, and cooperation.
7. Leadership and Management Principles
The expectations from managers and leaders at Meysu Gıda are:
Being open to learning and development;
Demonstrating a leadership approach that inspires and guides teams;
Making fair, transparent, and data-driven decisions;
Demonstrating role-model behaviors that strengthen the corporate culture.
Leadership development is an important component of the company’s strategies.
8. Performance, Talent and Career Management
Our company conducts performance management based on objective criteria in line with competencies and objectives.
Within this scope:
Employee performance is evaluated through fair and measurable systems.
High performance is supported, and training opportunities are provided for areas requiring development.
Career maps are created, and promotion processes are based on objective criteria.
Workforce planning is carried out in an integrated manner with talent management, succession planning, and critical position management.
9. Training and Continuous Development
Meysu Gıda considers employee development a strategic priority.
Development opportunities provided include:
Technical and vocational training;
Personal development programs;
Leadership and management development programs;
Orientation and onboarding programs.
Training and development activities aim to improve employees’ competencies, increase their productivity, and support them in achieving their career goals.
10. Human Resources Planning and Sustainability
Meysu Gıda regularly carries out human resources planning in line with its strategic objectives.
The following are taken into consideration within this scope:
Proper planning of workforce requirements;
Conducting authorized staffing studies;
Succession planning and critical position management;
Increasing the effectiveness of the organizational structure.
Establishing a sustainable human resources structure is a fundamental principle for the long-term success of our company.
11. Policy Review and Continuous Improvement
This policy and all HR practices are regularly reviewed, updated, and continuously improved in line with changing conditions, legislative requirements, and organizational needs.
12. Commitment of Management
The senior management of Meysu Gıda undertakes to provide all necessary resources for the effective implementation and sustainability of this policy.