ALTINKALE Madencilik, as a subsidiary of TÜMAD Madencilik, recognizes Human Resources as a fundamental responsibility throughout all stages of its mining activities, including exploration, project development, construction, operations, and closure.
Our strategy is to become one of the country’s leading gold producers by developing sustainable mining projects in prospective mining areas through advanced exploration activities, without compromising our quality standards and with due respect for nature, the environment, and people, while integrating economic and social development with environmental protection.
Our objective is to meet the expectations of our stakeholders at the highest possible level throughout all processes related to the implementation and management of our mining activities, from exploration through rehabilitation, by taking stakeholder expectations into consideration and maintaining mutual dialogue, honest, transparent and effective communication, and appropriate feedback mechanisms. We aim to comply with applicable legislation and ensure continual development, improvement, and sustainability in the mining sector in accordance with international Quality, Environmental, and Occupational Health and Safety standards.
- Adopting strategic, innovative, evolving, and recognized best-practice Human Resources approaches and practices in the mining sector, in line with national and international standards,
- Recognizing that our people are our true capital and giving priority to employees among AKM’s stakeholders,
- Ensuring that no discrimination or preferential treatment is applied in recruitment and placement on the grounds of ethnic origin, race, language, religion, gender, or any other status; providing equal rights and opportunities without discrimination among women, young workers, persons with disabilities, migrant workers, and local workers; and ensuring that migrant workers are protected with respect to their working conditions,
- Employing the right people in the right positions based on the competencies required for the job, including knowledge, skills, and behaviors,
- Ensuring the principle of equal pay for equal work and maintaining transparency in merit-based remuneration, benefits, and working conditions based on achievement and performance; ensuring that payments are made accurately, in full, and on time; and ensuring that working hours, rest periods, overtime practices, and leave entitlements are arranged fairly and equitably in accordance with applicable legislation,
- Supporting the development of employees’ technical, managerial, and behavioral knowledge and skills through appropriate training needs analysis, planning, and implementation, with the aim of developing employees who communicate effectively, contribute actively to teamwork, and are open to innovation and development,
- Seeking employees’ views on relevant matters through surveys, open-door practices, and face-to-face meetings; taking employee suggestions and expectations into consideration; measuring employee satisfaction and engagement levels; and developing action plans for improvement and development. Establishing an accessible, transparent, and confidential feedback and grievance mechanism through which employees can raise complaints and requests, while ensuring protection against retaliation,
- Providing a safe and healthy working environment in which ethical values are upheld, work-life balance is respected, and no form of harassment, bullying, violence, or gender-based discrimination is tolerated; conducting regular training and awareness-raising activities in this regard; and supporting employee satisfaction and engagement,
- Implementing talent management practices based on performance and competency assessments, supported by a pool of successful, qualified, dedicated, and globally competent employees and leaders, together with appropriate succession plans,
- Aiming, through our Human Resources practices, to become an employer of choice in the mining sector for both experienced professionals and individuals entering the industry, while maintaining a low employee turnover rate,
- Establishing, maintaining, and improving sound employee-management relations that support a positive working environment where ethical values are upheld and work-life balance is respected; ensuring the confidentiality of employees’ personal data; and maintaining employee records accurately, up to date, and in compliance with applicable legislation,
- Complying with national employment and labor laws; preventing the use of forced labor and child labor as defined by the International Labour Organization (ILO); and ensuring that all employees work of their own free will,
- Implementing a performance management system in which corporate objectives are cascaded from top management throughout the organization, regularly monitoring performance, and using the resulting data in an integrated manner for training, development, career, and remuneration management; and, where necessary, carrying out fair and transparent workforce planning processes aimed at minimizing adverse impacts on employees,
- Complying with the provisions of any collective bargaining agreement to which AKM is a party, promoting constructive cooperation, and respecting employees’ rights to elect representatives and to form or join trade unions,
- Overseeing contractor and supplier employees to ensure that working conditions comply with national and international standards regarding child labor, forced labor, occupational health and safety, and ethical working conditions; assessing and monitoring labor-related risks, including child labor, forced labor, and Gender-Based Violence and Harassment (GBVH); and conducting the necessary audits, monitoring, and improvement activities.