Organization of work in a Bank
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structure. As the first participation bank in Turkey to go public in order to establish a solid and broad capital base, Bank Asya launched a 23% initial public offering in 2006. As of end-2009, 50.9% of the banks capital was publicly held. Supported by a multi-shareholder, domestically-financed capital structure, Bank Asya increased its paid-in capital to TRY 900 million in 2008.Bank Asya continuously develops its product and service lineup in order to meet the changing needs and expectations of its customers with a proactive approach in the retail banking, commercial banking, corporate banking, and enterprise banking business lines. As the first participation bank in Turkey to be awarded ISO 9001:2000 Quality Management System certification, Bank Asya seeks to reinforce its market share by making an ever greater effort to:
Develop interest-free banking products and come up with new derivative products in this field.Adapt widely used banking products into the interest-free banking system.In keeping with its principle of investing in the future, Bank Asya invests both in people and in technology. It deploys advanced technology in order to continuously strengthen the momentum of its own growth by supporting youthful, dynamic, and development-focused human resources who identify with its corporate values.Having expanded the scope of its delivery network through investments in technological infrastructure and alternative distribution channels in addition to its 158 branches, Bank Asya has been particularly successful in gaining increasingly more frequent recognition in recent years for the innovative payment system products that it has introduced. AsyaCard DIT (Europes most advanced contactless credit card) and DIT Pratik (Turkeys first prepaid contactless bank card), both of which have been made available for the use of the banks customers, are but two examples of how Bank Asya continues to distinguish itself in the market.Bank Asya regards social involvement as an aspect of being a productive and profitable bank whose importance goes beyond the purely economic and financial dimensions. For this reason, it defines its strategic goals out of its awareness that its own sustainability can only be achieved by creating more value for all of its stakeholders.
.1.8 SWOT Analysis
Strengths: Strength ratings despite of last years crises. Small number of competitors in Islamic Banking Sector Their leading position in the industry, with respect to their market shares of assets, loans and deposits. Its branches located in every big and small cities of Turkey. Enough customer base because 96,8 % of population of Turkey is MuslimsWeaknesses: Strong competitor: Turkey Finance Participation Bank. Low amount of foreign customers due to acknowledgement and distrust to Islamic Banking. Opportunities: The availability of modern telecommunication systems and technology will facilitate the improvement and strengthening of the Banks international business and ATM services, and the development of new services, such as telephone banking or on-line banking. The increased access to computers by customers will allow the bank to reach more target groups through electronic communication. Due to recovering of whole economy from the last years crises there is a good chance to take a strong position in banking sector, because overall economic activity will probably increase in country.Threats: The profit of the bank and its market position can be influenced due to increasing number of international banks. Some customers prefer to do business with competitors because Asya Bank is Government owned and political interference or changes often affect their confidence. Bank is unable to attract certain customers because it is Government owned and there is the perception that their account information could be opened to the Government and its agencies.
.1.9 Organizational Structurestructure of Bank Asya refers to the way that an organization arranges people and jobs so that its work can be performed and its goals can be met. When a work group is very small and face-to-face communication is frequent, formal structure may be unnecessary, but in a larger banks like Bank Asya organization decisions have to be made about the delegation of various tasks. Thus, procedures are established that assign responsibilities for various functions. It is these decisions that determine the organizational structure. (see figure Appendix 2)of directors: Appendix
Behet AKYAR Chairman of the Board of DirectorsSARIGLDeputy of the Board of Directors
Tacettin NEGIS Board Member
Ahmet ELIK Board Member
Abdullah ELIK Board Memb
Ismail Erol ISBILEN Board Member
Hlag ZCAN Board Member
Supervisory Board
Ali AKBULUTAuditor
At?f BILGINAuditor
Irfan HACIOSMANOGLU Auditor
.2 Human Recourse Management
since its establishment in 1996, Bank Asya has aimed to be one of the leaders in the financial sector. These aims have always been a part of our mission and vision when we look to the future. Bank Asya acts with the knowledge that our employees are our most important component. With a considerably low average age, yet significant banking experience, most of our employees are college graduates. Like other organizations operating in the finance sector, Bank Asya is aware that only by maintaining a qualified, strong and capable workforce will it then be able to open the doors for success, growth, and stability. As well as training our own supervisors and assistants, Bank Asya provides employment to those with prior work experience in the finance sector. The goal of our Human Resources Department is to find prospective employees that are thinking about a career in professional banking, are tolerant and dynamic, and are looking to develop as both individuals and employees. In doing so, the Human Resources Department wishes to not only benefit our organization, but the banking sector in Turkey in general. All our employees are very valuable to us and no investment made will go unreturned.basic purpose of the Human Resources Department is to maintain a high caliber of personnel in all positions. Employees must be able to understand customers needs and empathize with their feelings. Communication is essential to customer relations and this is one of the key attributes that applicants must demonstrate. The fundamental principles of Human Resources policy are the following:
Planning for the quality and quantity of personnel, and the hiring of personnel that meet job and workplace requirements
To maintain employee output and effectiveness at the highest levels
To have an effective education plan for the career development of personnel
To keep employees at all levels motivated
To protect and further develop employees' rights
To ensure human rights and enable employees to work alongside and be in contact with their superiors
To provide an environment of open communication.
To give all employees equal support in their career planning and provide for their career, individual, and social development. proceduresapplicants for open positions at Bank Asya must meet the following requirements.
Must be a citizen of Turkey or have a valid work permit
Must be at least 18 years of age
Must not have any restrictions preventing the candidate from working in the public sector.
Must be of good moral standing (no heavy imprisonment, more than 6 months jail time, bribery, thievery, fraud, forgery, etc.)
Must not have any outstanding mandatory obligations toward any establishment.
Must not have any physical or mental disabilities that would prevent the employee from completing his/her duties.
Male candidates must have completed their military services.
Must demonstrate skills on possible written and oral exams. process the need for new personnel arises, ads will be placed in the classified section of various newspapers and internet sites. By continuously monitoring these information outlets, prospective employees can view job opportunities and fill out job applications. Candidates who meet the stated requirements are invited to participate in the following processes: Experienced Candidates that have experience in the banking and/or Participation Bank sector may apply online at www.bankasya.com.tr or www.kariyer.net Application forms for the corresponding open positions should be completed in full. All applications that are completed either on our site or www.kariyer.net are automatically stored on our Curriculum Vitae server and can only be viewed by authorized Human Resources personnel. Applicants with CVs that meet the criteria of our bank's open positions will be invited to our main office for an interview. Candidates will first meet with our Human Resources department and if conditions are met, they will be asked to have a meeting with the head of the department. After this stage, candidates that have qualified for employment will receive a written offer of "employment" from the Human Resources department, stating their title and social rights.
.3 Organization Behavior
Principles For BankAsya is a collection of measurements that inquire into the values, norms and rules that form the essentials of the individual and social relations established by people from the moral aspect of right-wrong or good-bad. While the professional ethics regulates the relations of the individuals that form a professional group among themselves and between them and the society, the organizational ethics defines the inner-organizational