Hürriyet Gazetecilik aims to reward success, creativity and diversity and offers employees equal opportunities in personal and career development.

Hürriyet Human Resources Coordination Unit has adapted the approach of offering modern and transparent HR practices to all employees and constantly improving these practices.

Accordingly, the following are the targets of the Human Resources Coordination Unit:

• Ensuring that all employees engage in an open and loyal communication with the Company and work with contentment,
• contributing to the continuous development of employees and ensuring that the Company can train its own managers,
• monitoring and rewarding success, creativity and diversity,
• becoming the company of choice for highly qualified employees,

Recruitment

Hürriyet Human Resources Coordination Unit believes that working with select, talented youth will make a significant contribution to the Company and therefore tries to contact such youth on career days and during internship periods.

In 2009, numerous promotional activities were organized on university campuses, especially in Anatolian universities. The reason for the prioritization of universities in Anatolia was providing human resources to the Company’s branches in different locations.

As is the case every year, in 2009 Hürriyet newspaper provided internship opportunities in various fields for university undergraduates, students of Aydın Doğan Vocational School for Communication and winners of the Aydın Doğan Young Communicators Award. Selected students who completed their internship successfully, distinguished themselves with their talent, creativity and achievements are offered job opportunities in the Company at the end of their internship.

Within this framework, 184 university undergraduates and a total of 56 high school students - 24 from Aydın Doğan Vocational School and the remaining 32 from other high schools - were offered internship opportunities in 2009.

In 2009, executive, managerial and specialist recruitments were made as required for the various units of Hürriyet.

Training
Personal and professional development training sessions were devised in accordance with the needs of the employees through meetings with line managers. Employees receive external training and foreign language training in addition to the in-house training. In this regard a total of 211 employees received training -with 128 of them receiving external and in-house training and 83 of them receiving foreign language training.

All newly recruited employees join an orientation program involving an orientation presentation and introductory tours for the executives.

Organization

All functions in the organization were reviewed and duties were updated accordingly.
The structure and content of all job descriptions were revised.

During the review of the organizational structure, job groups and the position of all duties under the structure were studied. Work is ongoing concerning job groups and career paths.

Performance Evaluation System

The principles and operation process for the 360 Degree performance evaluation system had been reviewed in 2008 and the new system was launched in 2009. Job descriptions were assessed at the level of individual employees as part of this effort. Therefore, job details, new competencies attributed to the particular position and performance indicators to measure the output of the job were revised across all positions.

Rewarding Performance

In 2009 Hürriyet revised its monthly award program “The Best” meant to ensure the recognition of the work and pieces created by the publishing group. In this regard, the winners are selected by an evaluation committee and rewarded in categories comprising the best page, the best photograph and the best interview. The names of the award winners are announced to all employees of the Company.

The number of consolidated Hürriyet employees went from 8,043 in 2008 to 8,199 in 2009.

A severance pay obligation of TL 14.2 million was calculated in relation to employees subject to Law No. 1475 and Law No. 5953 (212), taking gross salaries as a basis in accordance with CMB Communiqué Series XI, No. 25.