PROFESSINAL DEVELOPMENT at the TAV GROUP
In TAV Group, actualising future-focused objectives is being planned with a dynamic human capital with a high level of education, motivation of success and social qualities, innovative, open to developments and innovations, and aiming at improving oneself and the works carried out.

The objective of human resources management is to create a dynamic atmosphere that is open to learning and that supports innovations, to increase the performance of the employees, and to ensure that the company reaches its goals in an effective and efficient manner. It creates solutions that will respond to the present and future human resources and competency requirements of the group, supporting the management.

Planning the Development

Requirements for the development of the individual are determined after an assessment of the following:

• Know-how and competency required by the job profile
• Know-how, experience and the competency of the individual
• The features required by the development set forth by the strategic planning of the company.
  

TAV Airports Holding is committed to support development initiatives throughout the Group. In order to enhance knowledge, skills, competencies and attitude of the human capital, the Company, believing that development is an individual initiative, provides necessary resources and supports its people.

Training and development activities aim to ensure that all the employees reach their business objectives defined within the context of the organization’s strategic goals improve performance and competencies. In order to encourage innovation and continuous improvement in performance, employees are also offered leading-edge business practices through TAV Academy. These studies are:

• Training programs
• Projects for value creation and corporate development
• Business excellence studies
• Personal assignments
• Project studies
• Coaching

TAV GROUP COMPETENCIES
All TAV Group employees are expected to have the level of competencies explained below, as required by their job profiles. The development programs aims at improving these competencies as well as professional technical information.

Customer Orientation
To analyse the requirements and expectations of the customers correctly, to structure all activities towards meeting these, and to aim at offering quality services.

Communication and Team Work
Effective communication through proper use of verbal and written instruments, to ensure that the relevant parties can form teams and work jointly as required by the work.

Creativity and Innovation
To conduct researches and to create opportunities and innovations in order to ensure that the work is done properly, so that the company and the services can improve, and a competitive edge is obtained.

Planning and Result Oriented Approach
To plan time and resources effectively in order to conclude a work as desired, and to make the necessary coordination

Problem Solving and Making Decisions
In complex situations and/or where clear connections cannot be established, to define the situation, to make a cause and effect analysis, and thus to develop solutions and to make correct decisions.

MEASURING THE EFFECTIVENESS OF THE TRAINING
The effectiveness of the training carried out at the TAV Group is measured at four levels.

General Satisfaction
The level of the trainers, the content of the training, the training atmosphere, the sufficiency of the documents, and the general level of satisfaction are measured.

Acquisition of expertise and skills
The level of acquisition of the know-how and the skills in the objectives of the programme, by the participants are checked. This level of measurement can vary from a very simple pen and paper test to a sample simulation where a skill can be observed. The level of learning can be checked by measuring with the help of tests before and after the training.

Measuring changes in behaviour and attitude
The conversion into implementation of the skills, experiences and attitudes intended to be introduced by the program is measured. The 90, 180 and 360-degree feedbacks of the people working closely with the participant are obtained.

Return on the Investment
The reflection in the business outcomes of the investment made through training is assessed. The concrete, financial effects of the program on the performance of the company are researched, and the positive value introduced to the company is measured. The rate of customer satisfaction, business accidents, efficiency, sales, and rotation of labour are important criteria for the value brought by the training on the company.