Name of Organization/Company: Enerjisa Enerji
Category: Most Innovative Talent Management Program
Enerjisa Enerji is Turkey's leading electricity company operating in two main business lines, power distribution and retail sales. With a team of over 10000 employees, Enerjisa operates in 14 provinces across three operational regions and serve 21,5 million users.
Continuous Learning Culture and Human Focus in EnerjiSA:
Being aware of the fact that competent and happy employees are its most important investment in mediating to reach future goals, Enerjisa positioned to invest human capital as one of the strategical priorities.
Enerjisa focuses on the best, the most efficient and collectively adopted HR procedures and practices that touch people with the vision of "being the continuously preferred employer in the industry and within Top 15 in all industries".
In Enerjisa's vision of preparing for the future, it is known that developing potential employees and preparing them for future leadership roles is critical.
The Young Energy Talent Program is designed in 2010 to develop high-potential human resources at the beginning of their careers and to train future manager candidates and has graduated 4 generations.
The 5th generation Young Energy Young Talent Program implemented in 2020 has been redesigned with the changing needs; the development content has been completely rebuilt.
The program is structured in a blended approach with a multi-stage objective selection process and subsequent investment in development. Young Energy program is a blended development program consisting of 1.5 years and 4 modules, including internal and external candidates under the age of 30. 5th Generation of the program started in 2019 with the selection process and orientation; while continuing with in-class development activities and digital tools, it switches to online in 2020 with the effect of the pandemic.
The selection phase of the Young Energy program was carried out through a fully digitalized process; 6000 applications were eliminated in 5 stages with objective criteria and 28 participants were determined.
In the selection process;
-Psychometric measurements and foreign language level measurement
-Competency and leadership potential measurement (KF4D)
Within the scope of the Young Energy program's training and development process, the followings take part;
-In-class and online training
-Self-Study Development Resources
-Meetings with Leaders
-Interactive Video Tutorials
-One-to-One Coaching and
Participants in the program not only invest in their development through training but also receive individual coaching support; in this way, it is ensured that they are not only invested in their future potential but also supported in their current potential.
The development process of the program is carried out in 4 main modules:
Module 1:Self Awareness
Module 2:Organizational Awareness
Module 3:Leadership and Relationship Awareness
Module 4:Digital Awareness
Young Energy program differs from its peers in that it is not only a youth talent acquisition and development program, but also that it aims to enable these talents to act as cultural ambassadors within the organization and to include the voice of young talents in critical decisions while preparing for the future of the business, as well as providing an input to the corporate strategy.
Young Energy program has made measurable and noticeable contributions to the participants and the organization:
-Young Energy program provided a 47.8% increase in the development of targeted behaviors in the participants.
-Managers also state that the Young Energy program improved the target behaviors of the participants by 34.7%.
-Young Energy participants performed approximately 10% better than employees with similar experience.
-Young Energy participants exceeded 50% of all expert-manager level employees and 100% of all employees under the age of 30 in learning agility inventory.
- Young Energy program also strengthens the leadership pipeline; 50% of Young Energy participants were determined as successors in the succession plan of managerial levels for 1-3 years
The program made measurable contributions to retaining young talents and supporting the in-company leadership pipeline; a direct contribution was made to the Enerjisa business with the processes within the scope of the program.
The program also influences internal learning and process development, the recruitment methodology used in this program inspired the digitalization of the Enerjisa recruitment process, and the entire in-house talent acquisition process was revised with the example of Young Energy.
Apx1-Document-Young Energy Program Details: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/aa9f89dd-222e-41cf-a2db-cab33d11f897?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720379972&response-content-disposition=inline%3B%20filename%3D%22Apx1-Document-Young%20Energy%20Program%20Details.pdf%22&response-content-type=application%2Fpdf&Signature=V11HhwAzhrTGcVCvLEgjmw1s9xg%3D
Apx2-Document-Results& Accomplishments: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/259a55e8-135c-42b0-9f15-4a7e02bed1d5?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720379972&response-content-disposition=inline%3B%20filename%3D%22Apx2-Document-Results%20and%20Accomplishments%20of%20Young%20Energy%20Program.pdf%22&response-content-type=application%2Fpdf&Signature=wHh5%2BfiumxpO%2FF2OdzLzohL92eE%3D
Apx3-Video-Young Energy Details and Trainers Messages: https://youtu.be/N8dEuQz876Q
Apx5-Video-First Digital Diploma Ceremony: https://youtu.be/iyeMv2gI3UU
Apx6-Video-Young Energy Managers View: https://youtu.be/6V1Uf1Ec6g0