Abdi İbrahim believes in the importance of working with a “good” team on its journey to the future guided by its Strategy 2025. Accordingly, the company has prepared internal processes through the Talent Management project, which was initiated in January 2015 to attract top talent to the company while retaining and developing existing talent and establishing a talent succession system with a forward-looking focus.

These processes include the “Orientation Program” enabling new recruits to rapidly adapt to their job and the corporate culture of Abdi İbrahim, “Goal-Oriented Management” designed to identify how each employee can contribute to the organization’s long-term goals, “Competence Assessment” for evaluating and recognizing behavior that will enable success, “Feedback and Development Planning” for in-depth reviews and tailored development plans for each employee, “Academy” for training opportunities, and “Remuneration and Bonus Management” to identify and reward high performance.

These processes follow a cyclical pattern, and at the end of each annual cycle, Abdi İbrahim evaluates the potential and performance of employees who exhibit sustainable performance. These employees may be added to the company’s list of Future Leader Candidates upon a positive review of committees. Future Leader Candidates are offered support and guidance in their advancement through accelerated career development plans.