Our Human Resources Policy
At Mega Metal, we consider respect for human rights as a fundamental principle in all our activities and prioritize creating a contemporary and fair working environment.
We commit to providing equal opportunities regardless of age, gender, belief, ethnicity, or any personal characteristics throughout our business processes and all stages of our value chain. We stand against discrimination and all practices that imply discrimination, aiming to create a sustainable and inclusive business model centered on respect for human rights.
Our Human Resources Vision
Mega Metal aims to develop exemplary human resources systems at both national and international levels and to manage these systems successfully. Our goal is to create an organizational structure that stands out with competencies in our sector, providing a competitive advantage and maximizing employee satisfaction. With our employee-focused approach, we offer opportunities for our employees to best utilize their skills.
Our Ethical Principles and Policies
At Mega Metal, we view adherence to ethical values as a fundamental principle at every stage of our operations. We create a trust-based business environment by acting with a sense of responsibility towards society, the environment, our employees, and our business partners. We make decisions in line with the principles of transparency, fairness, and accountability, accepting these principles as an integral part of our corporate culture. Our ethical rules guide us on our journey toward sustainable success, enabling us to establish strong and trustworthy relationships with our stakeholders.
Our Diversity and Inclusion Policy
Mega Metal values the diversity of every individual and aims to build an organizational culture powered by diversity. We commit to creating a workplace where our employees can express themselves freely, and a respectful and trusting environment prevails. By promoting diversity, we support creativity and innovation while being aware of the contributions that individual differences make to our corporate wealth. With this understanding, we continue to offer equal opportunities to everyone and embrace inclusivity as a way of conducting business.
Our Compensation and Benefits Policy
At Mega Metal, we adopt a fair and transparent approach in our compensation policy. Independent of title or personal factors, we use a job sizing measurement system based on the content of the job and implement a competitive compensation policy by closely monitoring salary practices in the industry through national market research.In terms of benefits, we provide a wide range of support to our employees according to their roles and locations. We offer meal cards and transportation support to our white-collar employees in Istanbul, while our Kayseri factory provides shuttle and cafeteria services. All our white-collar employees are rewarded through a performance-based bonus system, while additional benefits such as private health insurance, vehicle allocation, and fuel support are offered to those in management roles.Our training and development programs conducted under the umbrella of Mega Academy, along with our leadership development projects and mentorship/coaching support, help us support our employees' career journeys. We are adapting to the requirements of the modern business world with our remote work support and various benefits, aiming to keep employee satisfaction at the highest level.
Our Recruitment and Internship Practices Policy
At Mega Metal, we prioritize attracting qualified human resources that align with our current and future goals. We maintain a transparent and objective evaluation process by treating all candidates equally in our recruitment processes. We base our selection on criteria such as technical skills, behavioral traits, and alignment with our company values and competencies. Our internship programs are structured to support young talents in their career journeys and to develop the professionals of the future. Mega Metal operates with an approach centered on inclusivity, equal opportunity, and candidate experience in recruitment and internship processes.
Blue-Collar Recruitment Process
At Mega Metal, we employ blue-collar workers at our Kayseri Factory. Our recruitment process starts with the acceptance of applications and is completed in several stages. Applications are received through the Turkish Employment Agency (İŞKUR) or through direct individual applications. The initial evaluation is conducted by our Human Resources specialists, during which interviews and aptitude tests are applied.
Candidates who pass the initial evaluation phase are invited to meet with the relevant departmental managers for technical interviews. After the technical evaluation, reference checks are meticulously conducted for the candidates deemed suitable. Following reference checks, candidates are offered a salary proposal. Accepted candidates undergo detailed health checks by our workplace physicians. In necessary cases, reports from contracted health institutions are also reviewed by our workplace physicians. If no impediments to work are found, the recruitment process is completed, and the legal onboarding procedures are initiated for the candidate.
In the final stage, a comprehensive orientation program specifically designed for new employees is implemented. This program enables our candidates to quickly adapt to the company culture, work processes, and role definitions through informative sessions.
Candidates who pass the initial evaluation phase are invited to meet with the relevant departmental managers for technical interviews. After the technical evaluation, reference checks are meticulously conducted for the candidates deemed suitable. Following reference checks, candidates are offered a salary proposal. Accepted candidates undergo detailed health checks by our workplace physicians. In necessary cases, reports from contracted health institutions are also reviewed by our workplace physicians. If no impediments to work are found, the recruitment process is completed, and the legal onboarding procedures are initiated for the candidate.
In the final stage, a comprehensive orientation program specifically designed for new employees is implemented. This program enables our candidates to quickly adapt to the company culture, work processes, and role definitions through informative sessions.
White-Collar Recruitment Process
Our recruitment processes for white-collar positions are conducted with a transparent and systematic approach. Our open positions are simultaneously published on our corporate LinkedIn page and on the Kariyer.net platform, our employment partner. For senior roles, we seek professional support from consulting firms with which we have agreements.
The process begins with the collection of applications through online platforms, followed by competency-based interviews conducted by our Human Resources unit. When necessary, written tests are administered to assess candidates' English proficiency, and English interviews are conducted.
Candidates who successfully pass the initial evaluation process are invited to technical interviews with the department managers to assess their technical knowledge and skills. Technical interviews may be conducted individually or in a panel format, depending on the position. For candidates who successfully complete these stages, reference checks are conducted. Following the reference checks, suitable candidates are offered a written job proposal.
After the positive completion of the entire process, a comprehensive orientation program is implemented to support our new employees' onboarding. This program helps candidates acquire the necessary knowledge and skills to effectively perform their duties while accelerating their adaptation to our company culture.
Both of our recruitment processes are carried out in accordance with the principles of equality, transparency, and objectivity. Our goal is to ensure that our new employees joining the Mega Metal family have a valuable starting point for both our company and their career goals.
The process begins with the collection of applications through online platforms, followed by competency-based interviews conducted by our Human Resources unit. When necessary, written tests are administered to assess candidates' English proficiency, and English interviews are conducted.
Candidates who successfully pass the initial evaluation process are invited to technical interviews with the department managers to assess their technical knowledge and skills. Technical interviews may be conducted individually or in a panel format, depending on the position. For candidates who successfully complete these stages, reference checks are conducted. Following the reference checks, suitable candidates are offered a written job proposal.
After the positive completion of the entire process, a comprehensive orientation program is implemented to support our new employees' onboarding. This program helps candidates acquire the necessary knowledge and skills to effectively perform their duties while accelerating their adaptation to our company culture.
Both of our recruitment processes are carried out in accordance with the principles of equality, transparency, and objectivity. Our goal is to ensure that our new employees joining the Mega Metal family have a valuable starting point for both our company and their career goals.
Mega Metal Internship Programs
At Mega Metal, we offer various internship programs with the goal of training the professionals of the future. We aim to provide our interns with a learning and exploratory experience that supports both their personal and professional development. As our interns contribute to various projects within our company with their innovative perspectives, they learn to explore courageously and work passionately. Here are the internship programs we offer:
Project-Based Internship Program
This program is designed for third- and fourth-year undergraduate students, recent graduates, and master's students. Project-based interns spend at least three full days a week over five months in Mega Metal's dynamic work environment. This program allows students to transform their theoretical knowledge into practice and gain real work experience.
Summer Internship Program
Our summer internship program is conducted for students with a mandatory internship requirement, lasting a maximum of two months between May and September. In this program, students take their first steps into the business world by working on projects that fit the requirements of their field of study.
Vocational High School Internship Program
This program, specially designed for vocational high school students, offers internship opportunities both in the summer (June-September) and winter (September-June) periods. Students have the chance to enhance their vocational skills by combining their theoretical education with practical experience.
Project-Based Internship Program
This program is designed for third- and fourth-year undergraduate students, recent graduates, and master's students. Project-based interns spend at least three full days a week over five months in Mega Metal's dynamic work environment. This program allows students to transform their theoretical knowledge into practice and gain real work experience.
Summer Internship Program
Our summer internship program is conducted for students with a mandatory internship requirement, lasting a maximum of two months between May and September. In this program, students take their first steps into the business world by working on projects that fit the requirements of their field of study.
Vocational High School Internship Program
This program, specially designed for vocational high school students, offers internship opportunities both in the summer (June-September) and winter (September-June) periods. Students have the chance to enhance their vocational skills by combining their theoretical education with practical experience.
Experience in Our Internship Programs
Our interns actively participate in projects carried out in various departments at Mega Metal, gaining a unique work experience. By working side by side with our employees, they develop a team spirit and experience an innovative and solution-oriented approach. The knowledge and skills they acquire during this process not only guide them in their career journeys but also boost their confidence.
At Mega Metal, we take pride in supporting young talents in preparing for the professional world. We ensure that during their time with us, they experience not just an internship but also an unforgettable career start.
At Mega Metal, we take pride in supporting young talents in preparing for the professional world. We ensure that during their time with us, they experience not just an internship but also an unforgettable career start.
University Collaborations
At Mega Metal, we have various collaboration agreements with universities to contribute to the academic development of our employees. We provide support for employees who wish to participate in master's or certificate programs. These collaborations allow our employees to build a stronger foundation in their career journeys and help enhance their professional knowledge.
Our Training and Development Policy
At Mega Metal, we aim to continuously develop our employees' knowledge and skills to maintain high standards in operational and management activities. We meticulously analyze training needs to maximize our employees' personal and professional potential and create training plans that will contribute to their long-term success.
Each of our employees is valuable to us; therefore, our priority is to match the right talents with the right positions, highlight their strengths, and provide a continuous development process by identifying development areas. Our training policy aims to support our employees in demonstrating effective performance and achieving sustainable success in their careers.
Each of our employees is valuable to us; therefore, our priority is to match the right talents with the right positions, highlight their strengths, and provide a continuous development process by identifying development areas. Our training policy aims to support our employees in demonstrating effective performance and achieving sustainable success in their careers.
Mega Academy
Mega Academy offers a comprehensive training platform to which all our employees have access. This platform provides a wide training catalog and allows easy access to information with continuously updated content. Through Mega Academy, our employees receive training that enables them to continually develop themselves while also having the opportunity to expand their knowledge boundaries with current and innovative training. Each training is designed to make the development process more accessible and effective.
Our Occupational Health and Safety Policy
At Mega Metal, we implement all our operations regarding occupational health and safety to the highest standards. By prioritizing the health and safety of our employees, we proactively foresee potential risks and take effective preventive measures. Ensuring full compliance with all legal regulations and international standards in occupational health and safety is our primary goal for creating a safe working environment. This approach guarantees sustainable success and healthy business processes.
Our Compensation Policy
Mega Metal manages the compensation rights of its personnel in a transparent and fair manner under the Labor Law and relevant regulations. Rights such as severance and notice are meticulously applied in accordance with legal regulations, and the rights of our employees are always protected. Our compensation policy is shaped by the principles of fairness and equality in our human resources management and guarantees the security of our employees.
Our Working Model and Demographic Structure
Mega Metal offers a flexible and efficient working model tailored to the needs of its employees. Our white-collar employees work 5 days a week, 8 hours a day, while our blue-collar employees, such as operators on production lines, shift supervisors, cleaning, and cafeteria personnel at our Kayseri Factory, work 6 days a week in a shift system. Our shift working arrangement consists of three different shift hours: 08:00-16:00, 16:00-24:00, and 24:00-08:00. Our white-collar employees work in our Istanbul headquarters from 08:00 to 17:00 for 5 days a week. Additionally, we offer the option of remote work once a week in our Istanbul office.
Our company's demographic structure creates a strong family environment with 711 employees. The average age of our white-collar employees is 37, while the average age of our blue-collar employees is 34. The gender distribution among our employees is 31% women and 69% men among white-collar workers, while it is 1% women and 99% men among blue-collar workers.
Colleagues who embrace the "Being Mega" culture at Mega Metal share their experiences gained in different departments through our videos. This allows everyone to listen to inspiring stories about their career journeys.
Our internal communication activities also involve organizing various events aimed at increasing employee motivation. Social events such as new year dinners, company meals, small celebrations, year-end award ceremonies, tournaments, and participation in theater and concert events strengthen commitment and solidarity in the work environment.
Our company's demographic structure creates a strong family environment with 711 employees. The average age of our white-collar employees is 37, while the average age of our blue-collar employees is 34. The gender distribution among our employees is 31% women and 69% men among white-collar workers, while it is 1% women and 99% men among blue-collar workers.
Colleagues who embrace the "Being Mega" culture at Mega Metal share their experiences gained in different departments through our videos. This allows everyone to listen to inspiring stories about their career journeys.
Our internal communication activities also involve organizing various events aimed at increasing employee motivation. Social events such as new year dinners, company meals, small celebrations, year-end award ceremonies, tournaments, and participation in theater and concert events strengthen commitment and solidarity in the work environment.