The main principle adopted at TAV Airports is to appoint suitable employees to fill vacant positions in the company. Accordingly, performance evaluation results, requests/applications, organizational back-up and workforce planning studies are taken into consideration. Career management is focused on personal and corporate development. The cultivation of know-how and leadership management ability is planned in consideration of the professional and personal development of successful employees in parallel with corporate goals and requirements. Relevant training programs are designed to support the career development of these employees.
Overseas assignments for TAV employees to spread the company’s corporate culture and know-how have significant importance in the career plans of high-performing employees. Employees who are eligible to be appointed to international posts should have the necessary technical know-how, qualifications and competencies, social skills, cultural and social adaptability as well as be equipped to represent the company. Know-how is transferred effectively and efficiently to the airports operated by TAV in various regions around the globe by the managerial team, which has gained industrial experience by working at TAV. Additionally, the career development of TAV employees is supported by the opportunity to obtain work experience overseas as part of the Employee Mobility Program being carried out with Aéroports de Paris (ADP).