Training and Development
Improving and developing competencies and skills of every member of Samet family will be
our most effective and supportive step to pave the way to become a global brand.
It is our purpose to expedite the adaptation process of staff members that have just become a
part of our family. By developing their skills we aim to organize training programs that will
become a great benefit for their career plans. At the same time we are encouraging candidates
to take part in various locations units in global MT programs in order to promote personal
development processes of our employees.
 
We take advantage of the following resources
when evaluating all our training requirements: 
* Samet A.Ş. vision, mission and main business plans * Results of Training Requirements Analysis * Personal objectives * Interviews held with executives * Performance Management System (PMS) * Training Evaluation Reports * Customer Feedback (internal and external customers) * Information received from site * Regulations pertaining to legal obligations * Employee satisfaction survey
Selection and Placement
You can become a member of Samet Family. Samet Family is a leader in Turkey and listed among the largest hardware manufacturing companies across the world. Samet manufactures around 2400 product varieties in high capacity production facilities equipped with state-of-the-art technologies. The products are researched & developed by more than 130 R&D engineers team and around 850 company employees; distributed with 500 dealers in the domestic market. Samet’s export operations extend over five continents and cover around 110 countries, while being dominant in the North America, Russia, Germany, the UK, Italy, Spain, Ukraine, Azerbaijan, Georgia, Iran, Poland, Romania, Bulgaria, Kazakhstan and Slovenia.
Recruitment Process

Experienced Candidates

Receiving candidate applications

Finding candidates in possession of the required qualifications as a result of background checks conducted

Interviews with the Human Resources Department

Interview with the related department executive

Reference checks

Results

Recent Graduates

Receiving candidate applications

Finding the candidates in possession of the required qualifications as a result of background checks conducted

Interviews with the Human Resources Department

General culture and general competency tests, and application of personal inventory criteria

Interview with the related department executives

Reference checks

Results

Talent and Career Management

Involves determination of the human resources requirements in the process of becoming a global brand in line with the strategic targets of the company. It also involves determination of the potential employees in possession of the qualifications to meet these requirements and planning the human resources in order to provide the necessary development opportunities. 

At Samet we continuously work on improving the system of evaluation and development our employees’ talents in the most accurate and objective manner within the framework of global development standards.
 
Within the scope of the Talent and Career Management process, that is open to international assignments, those employees who express their potential talents in applications of the Development and Evaluation Center are considered to be eligible for international positions assignment. 

Performance and Potential Management

The most important difference between performance and potential is that the former is a measurement of the success shown in existing jobs, while the latter is a measurement of the performance that could be potentially shown in the future assignments that might require a higher level of competency. 

In line with its vision, mission and strategies, Samet developed the process that helps to ensure common goals between the company and employees. This process aims to measure the goals and competencies of our employees, monitor their development and plan their career, which will helps to realize company’s objectives.