Corporate
Overview
| Akademi Bilgisayar Yazılım Otomasyon ve Danışmanlık A.Ş. was established in 1997 to offer insurance industry-specific software solutions and services. The Company's fields of operation cover product development and implementation of core business applications in health insurance, life insurance, private pension and property&casualty insurance solutions. |  |
Profitability problems, new multinational entrants and increase in competition encourage insurance industry to modify their business strategies and models. A majority of insurance executives report that the best way for sustainable profitability is to strength the processes and applications. That leads the oldest financial industry players back to basics:
- Fast product development and Time to market
- Customer Oriented Services and Processes
- Rapid underwriting of low risks, indepth underwriting of high risks
- Scalability and Performance
- Increased customer loyalty with close and customized relations
- Effective cost management by process oriented applications
A Probil subsidiary since 2002, Akademi is the market and innovation leader in the Turkish insurance industry. With its continuing investment in business know-how and service-oriented technologies, Akademi set its sights on global expansion of its value-added services and solutions in other mature markets.
Management Team
| Bahadır Emre OMACAN One of the founders of Akademi. He was IT manager in İsviçre Hayat insurance company. Insurance software expert. Board Member, General Manager. |
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| Cengiz DOLKAY One of the founders of Akademi. He was IT manager in Demir Hayat insurance company. Insurance software expert. Board Member, Business Development. |
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| Deniz AĞAÇAYAK Joined Akademi on December 2007 Received BS from Industrial Engineering Department Yıldız Technical University Master's degree in Business Administration from Yeditepe University. Comprehensive expertise in the information technology Senior Consultant at Pfizer Management position in Probil, Komtas Director of the Project Management Department |
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Vision, Mission
| Vision; To be the premier software company both in the domestic and abroad market by creating value, specific and flexible solutions to our customers with our own products and solutions in the insurance sector that are created by our expert teams by the help of our sectoral knowledge and advanced competencies. Mission; To be the reliable and professional business partner of our customers in their all software and IT stages from ideas to application and long term management to increase their efficiencies and provide them a competitive advantage. |
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Human Resources Approach
| The strength of Akademi comes from its employees because it is a software company. Because of this, Akademi always aims to be a company which is preferred to work in, develops with its employees, is rewarding the success, is fair and egalitarian. Akademi remembers this aim while executing and improving the Human Resources Processes. |  |
Our Human Resources Processes are based on ERM (Employee Relationship Management) approach that means "all employees are also our customers". Employee Satisfaction Survey's are our guides for all processes.
RECRUITMENT PROCESS
Human resource planning in Akademi is done annually. Except this, the needs for the new projects during the terms are also discussed. The hiring process starts with the screening of the CV's of the candidates in the candidate pool. If suitable candidates can not be found in the pool, Akademi publishes an advertisement about the vacant position. The CV screening, evaluation of the candidates and first interviews are done by the HR Department. In this competency based interview, the candidates also perform a technical exam that is related to the position. The candidate is evaluated by the interview notes, CV and the answers in the exam. The suitable candidates are invited for the second interview with the technical manager. The last stage of the hiring process is the interview with the top management. Akademi makes the job offer to the most suitable candidate according to the rates and the limits in the company.
TRAINING
Development of our employees is our priority task. Trainings in Akademi can be classified as orientation, technical trainings, personal development trainings on competencies and other trainings. Orientation is the training that our new employees attend. It is about the company information, our administrative rules and project methods. Technical trainings are about technical skills and knowledge. They are planned annually according to the employees' current level and the career path. Personal development trainings are on competencies. They are also planned annually according to our strong-weak competencies after the evaluations. Other trainings are required trainings about security and human health. All trainings are planned according to the results of the Performance and Competency Evaluations
CARREER MANAGEMENT
By the effects of its size and the sector, the career path in Akademi is not a promotion based path. It is development based and defined by levels. In Akademi 4 levels are defined except leadership and management levels. Employees are promoted by defined and declared criteria.
PERFORMANCE MANAGEMENT
Evaluation of the company and employees performances is not the first aim of the Performance Management System in Akademi. Our aim is to develop not only our company and processes but also the employees. We are trying to increase our employees performances in a motivating working environment and to provide them opportunities to develop their full potentials with an effective performance management system. Our Performance Management System has inputs from the evaluation of job based targets, evaluation of the competencies (360 degree) and the customer satisfaction surveys. The results are used in career management, training processes, compensation management and administrative decisions.
COMPENSATION MANAGEMENT
Total Compensation Package is accepted in Akademi. Salary, performance based bonus and prizes, transportation benefit, lunch benefit and private health insurance are the components of this package. The salaries change according to the level of the employee. These levels are updated according to the market conditions.