We are a young and dynamic team pushing the limits, making a difference, and adopting quality as a form of life. We consider training as an investment in our future, and we act generously for the development of our employees. We respect our environment, and know that we borrowed it from our children.

We,

are the members of SANKO owning the traditions and conveying them to the future, believe that the trick is honesty, and know how to hang on the oars when the wind stops.

If you consider the power and success in teamwork and believe that thoughts should be turned into action, then join us.” As in our policy, we are a team that adopts this policy at the highest level in our Company

Our Human Resources Policy & Values

• To provide a strong communication and motivation environment,
• To direct our employees towards continuous success and reward these achievements,

It is based on ensuring the development and continuity of our employees.

Our Human Resources Practices

Selection and Placement

 In the process of recruiting new employees at the company; group interviews, case studies, presentations, English test, personality inventory application, and reference research phases are carried out with the participation of all management levels.

Performance Management

The “Performance Management System” is based on the principle of spreading the goals to all employees starting from the senior management. The performances of employees are followed up with their scorecards and evaluated with numerical criteria. The outcomes of the “Performance Management System” are used in determining future wages, personal development planning, and manager potential.

Training and Development Planning

 The competencies of the employees are measured with the 360-degree competency evaluation system in SANKO group and the development plans of the employees are prepared accordingly. “As tools for developments, e-trainings, reading materials, rotations, and project activities are used in addition to the traditional in-class trainings.

Internal communication

Year-end evaluation meeting and celebration, social activity groups, and similar activities are carried out.

Skill Management

A pool of potential manager is created as a result of the performance and competency evaluations that are conducted every year. Succession plans are discussed during Human Resources Planning Meetings, and special training and development opportunities are presented to the employees assigned as potential, and they are enabled to be ready for the next position.

Rewarding

Employees are given seniority-based plaques and various gifts.

Employee Engagement

SANKO Group applies surveys measuring the satisfaction and engagement of the employees as an indicator of the value given to its employees. With this survey, Poligon Construction measures the level of engagement of its employees in business life, and creates and implements action plans for their improvement.

Internship

Only students who are covered by the compulsory summer internship, in other words, whose insurance is covered by the school, are accepted to the internship.

We expect your school achievement score to be minimum 2/4 or 60/100.

The duration of our summer internship program is minimum 20 working days.