WE SHARE THE SUCCESS !

As Globelink Ünimar, we believe that the key of change is to work in harmony with our employees with different points of view.

OUR HUMAN RESOURCES POLICY ;

To increase employee satisfaction and loyalty with a modern human resources understanding, to choose the right person for the right job by applying the right recruitment techniques, to determine and meet the training needs in line with the targeted competencies, to ensure the development of the knowledge and skills of the employees and to increase their performance, and objective monitoring, and to support the achievement of the company target in line with individual goals.

Career

TO BE OF UNIMAR

Career

Unimar Academy

Unimar Academy

Unimar Academy supports our employees to increase their satisfaction, skills and productivity with the unlimited education opportunities it provides.
Bilgi Al

Social Responsibility

Social Responsibility

Globelink Ünimar, in line with the vision of contributing to society, carries out joint works with many non-governmental organizations, including the Association for Supporting Contemporary Life, TEMA, The Tohum Autism Foundation, Mother -Child Education Foundation.

Birthday Leave

Birthday Leave

Globelink Ünimar employees have additional one day leave rights to celebrate their birthdays.

Happy Hour!

Happy Hour!

Special days are celebrated with events and organizations organized by the human resources department.

PARTICIPATION OF WOMEN IN WORK LIFE

Globelink Ünimar with 52% female employee rate supports women's participation in working life.

Ünimar Academy

Leave a mark with Ünimar, focus on your personal development.

Unimar Academy, which was established on October 11, 2018, is a formation that provides competitive advantage by improving the skills of our employees and integrating individual performance with corporate strategic goals in order to spread harmony with the corporate culture. It contributes to creating “learning organizations” by integrating learning into corporate culture. In order to achieve our company target together with our common goal, our employees with different skills, education and view Unimar Academy's first and most powerful goal is to develop their creative power, to learn about their business and business life and to continue their personal development in this direction. Our Academy supports the corporate culture and value; It helps to increase employee engagement and work performance. Our new generation learning platform consists of Unimar Academy, Leadership Faculty, Continuous Improvement Faculty and Sales Faculty. As an output of performance management at Ünimar Academy, trainings that support career management processes are designed and contributed to the development of our employees throughout the year.

Our Human Resources Mission;

To create a company climate that is preferred, recommended in the sector and that improves its employees with our highly motivated team with different perspectives.

Recruitment Policy

Recruitment Policy

As Globelink Ünimar, we evaluate people who are suitable for the needs of the position and company competencies with the right interview techniques in accordance with our recruitment policy. Candidates are subjected to objective tests, and their suitability for the team, institution and position is measured with personality inventories and assessment .As Globelink Ünimar, our priority is to evaluate our family members for the vacant positions.

Performance Management

Performance Management

The performance evaluation system “SMART” is based on the evaluation form prepared by considering the goals and the requirements of the job. At the end of the first six months, the feedback process begins and the employees and their managers share their mutual evaluations, and as a result, new development areas are identified. With performance evaluation management; Employees' job performance, development areas, strengths and basic outputs of career maps are determined.

Skill Management

Skill Management

The target with talent management is to identify employees with high performance and potential early and include them in the backup process. Within the framework of career planning, candidates are promoted to management positions if their managerial competencies are sufficient, while employees who do not want to be managers or who are experts in their fields become process managers.

Appreciation & Rewarding

Appreciation & Rewarding

Ideas and suggestions coming under the titles of ; customer satisfaction / service, sales and marketing, quality, teamwork, creativity / innovation, financial issues, training are evaluated and rewarded by the Award Committee.

Wage Management

All positions in Globelink Unimar are graded according to parameters such as risk, responsibility, content of the job, etc., taking into account international standards.

Wage Management and Employee Rights

Private Health Insurance: Employees have private health insurance opportunities that cover certain rates of outpatient and inpatient treatments. Transportation: Shuttle service is provided on the main routes. Food: There is a meal card opportunity which is valid in many restaurant, cafe etc. Birthday Leave: The employee has the right to "1 (One) Day" leave to be used within the month of birth

Intern Recruitment Process

Based on the collaborations we have made with universities, university students who first pass the career center qualifications, then become successful in the interviews organized with the department managers, and then they are entitled to internship within the company. The university internship interview period covers the months of "April-May". The most important condition for the recruitment of interns is that the "SSI Notification" is made by the university. High School Interns; It includes Vocational High School, Commercial High School, Technical and Anatolian Technical High School students, and they are selected again through interviews in April-May
Globelink Unimar works in cooperation with all generations with its deep-rooted experience.

80% of Globelink Ünimar Employees belong to the Generation Y and the average age of the employees is 34.

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