Damla Alyeni

A Work & Organizational Psychologist who is a strong communicator with excellent organizational and time management skills. Efficiently manages multiple projects simultaneously while adhering to strict deadlines. Possesses excellent problem-solving skills and ability to think and act quickly to find creative solutions.

I'm passionate about fostering positive work environments where business strategies are aligned with people strategies. My interests include employee branding, recruitment, retention, and employee succession in inclusive workplaces. With an international background, I value diversity and aim to promote inclusivity.

1. Implementation Plan for Work Life Balance and Employee Well-Being

In collaboration with an organization operating within the HoReCa (Hotel, Restaurant, and Catering) industry, our project was centered on mitigating the challenges posed by high workloads. Recognizing the inability to immediately reduce the workload, our primary focus shifted towards understanding and positively impacting the perception of workload among employees.Our project's scope encompassed a thorough examination of the organization's structure and policies that led employees to perceive their workload as more demanding than it actually was. As a solution, we concentrated on the implementation of policies and work practices that took employees' needs into account, thereby giving them a greater sense of being heard and valued. Additionally, we placed a strong emphasis on promoting recovery and rest, both during and between work hours. These measures aimed to decrease the perceived workload, ultimately contributing to improved employee well-being and heightened engagement.

2. Recruitment Policy Development Recruitment Policy Development

As a team, we worked on the recruitment policy development of an IT company.
The main goals of this project included attracting a bigger pool of applicants with diverse talents, backgrounds, ages, and gender.
Based on the internal data and research outcomes we obtained, the report focused on the improving ongoing practices such as job description and website development as well as recommended new practices including social media use and strategies.

3. A new vision on Leader(ship) Development

The project's scope entails improving the current leadership program and increasing engagement in the leadership program by upper management. We tackle these goals by taking a close look at the current leadership program and investigating what scientific literature can contribute to improving their current leadership program and increasing engagement. By improving the leadership program we hope to improve the satisfaction of Vlisco employees and improve the connection between the management and the employees at Vlisco. Recommendations provided include: moving to one baseline leadership program that ïndividuals can top up with other skill trainings later, research informed organization of this training, use of QR codes to increase engagement with online training platforms as well as strategies to make these QRs more interesting.