HUMAN RESOURCES
Tofaş’s goal is a workplace environment in which respect and trust-based relationships prevail, which adds value to employees’ social lives, and which is healthy and safe.
Tofaş considers its human resources as assets of the highest priority in its efforts to quickly adapt itself to changing competitive conditions. The foundations of the Tofaş human resources policy is laid on employing qualified people who are compatible with the company’s operations and on providing employees with a highly motivating workplace environment.
Tofaş’s goal is a workplace environment in which respect and trust-based relationships prevail, which adds value to employees’ social lives, and which is healthy and safe. As of end-2021, Tofaş had a total of 4,946 people on its payroll, of whom 1,462 were those paid monthly salaries, and 6,408 were those paid hourly wages
NUMBER OF PERSONNEL |
Monthly salaries |
1,462 |
Hourly wages |
4,946 |
Total |
6,408 |
BREAKDOWN OF EMPLOYEES BY GENDER |
Male (monthly salaries) |
1,128 |
Female (monthly salaries) |
334 |
Male (hourly wages) |
4,635 |
Female (hourly wages) |
311 |
AVERAGE AGE OF EMPLOYEES |
Monthly salaries |
37 |
Hourly wages |
35 |
Total |
35 |
The human resources information provided in the report covers only Tofaş-employed personnel; none of it is related to Fer Mas or Koç Fiat Kredi employees. |
HIRING PROCEDURES
In the conduct of its recruitment and hiring processes Tofaş Human Resources makes use of reliable tools and methods that will help identify and select the best candidates. These tools and methods include competency-based/technical interviews, video/telephone interviews, Assessment Center practices, artificial intelligence tests in technical areas, personal inventories, and reference checks. When adding to its candidates’ pool, Tofaş not only makes use of extramural resources but also publishes position vacancies through the internal announcement systems of Koç Group companies. As part of its efforts to spot and manage talent at an earlier stage, the company keeps its employee-candidate pool replenished by means of a variety of short- and long-term traineeship programs. Through its Assessment Center, which is used to select personnel for managerial roles, it conducts digital “Pre-boarding” and “On-boarding” programs that support the adaptation and development of newly-hired employees by bringing them up to speed more quickly.
Click4Career virtual career fairs
The career fairs that Tofaş organizes in order to attract university students and young professionals to the automotives industry were conducted online in 2021 as “Click4Career”. Senior-year undergraduate and graduate students taking part in the events were also given a chance to be assessed for the Prova+ traineeship program,
Direct Your Own Career for field operations personnel
Direct Your Own Career is a career-path rotation and progression program which lets Tofaş employees decide how to shape their own careers in line with their personal objectives and under which the company’s own personnel are the first to be made aware of any position vacancies that may open. In 2021, Direct Your Own Career processes for field operations personnel were revised to make them faster, simpler, more transparent, and more opportunity-equitable while also transforming them into a process which triggers more dynamic and continuous development through alternative exam methods and instant feedback mechanisms.
INCLUSIVENESS AND DIVERSITY
In its dealings with its employees, Tofaş behaves honestly and fairly, avoids discrimination, and provides a workplace environment that is respectful of people’s dignity as well as being safe and healthy. Tofaş subscribed to United Nations Women’s Empowerment Principles in 2017. In addition and in line with Tofaş Ethical Principles, it also regards all differences involving gender, age, ethnic background, faith, lifestyles and forms of expression, and intellectual and physical capacity as sources of richness, through the use of which it aims to create business value. Tofaş reflects this attitude in all of its human resources processes and policies.
Tofaş’s Diversity & Inclusiveness Policy as published in 2021 is accessible online in English at https://tofas.com.tr/en/Sustainability/Policies/
- One of the most important elements of Tofaş’s approach to human rights is the issue of diversity. Tofaş believes that diversity is an asset that enriches its corporate culture. Accordingly in the conduct of all recruitment and other human resources processes, decisions are made and action is taken solely on the basis of a person’s knowledge, competencies, and skills and no business-related decisions based on any discriminatory criteria such as age, gender, faith, ethnicity, or the like. Tofaş adheres to the principle of “Equal Pay For Equal Work” when determining employee compensation. No matter what their job position may be, all employees are given the same opportunities as their peers.
- Tofaş believes that equal participation in the workforce is a factor that is crucial to social progress. In line with this, Tofaş encourages women to join the workforce and it focuses on measures that will increase the percentage of women among the people that it hires. The company also seeks to improve the working conditions of the women already in its employ.
- No violations of employee rights, no child labor, no forced or compulsory labor, nor any forms of discrimination whatsoever are tolerated at Tofaş under any circumstances. Tofaş also endeavors to promote its own approach to human rights throughout its value-creation chain. Accordingly, Tofaş expects its suppliers and other business partners to abide by the same human-rights principles as it does.
- Another issue of which Tofaş is just as mindful is the protection of employees’ unionization rights. Tofaş employees have the right both to organize and to bargain collectively. Tofaş expects its suppliers and other business partners to take the same stance with respect to protecting trade-union rights as it does itself.
- The Tofaş Ethics Committee, which reports directly to the Tofaş Board of Directors, is responsible for dealing with all issues involving human rights at Tofaş. On such matters, Tofaş recognizes the ten principles of the United Nations Global Compact, to which Koç Holding subscribes, as being binding on itself and it strives to be in full compliance with those principles. Tofaş publishes sustainability reports in which all matters pertaining to human rights principles and their implementation are publicly disclosed in a completely transparent way.
Repeating its 2020 performance, in 2021 Tofaş was once again cited by the Ministry of Labor and Social Security as Bursa’s biggest employer of persons with disabilities as well as the company with more projects supporting the employment of such people than any other in the province. In 2021 Tofaş had 209 people with disabilities on its payroll.
Tofaş has set itself the goal of increasing the numbers of women and persons with disabilities in its employ by 2026 by introducing new and strengthening existing HR practices.
|
2021 |
2026 |
% female applicants |
28% |
40% |
% female employees |
25% |
35% |
% disabled employees |
3.3% |
5% |
# physically disabled employees |
- |
15 |
By 2026 Tofaş aims to have increased the percentage of women it employs in STEM-related positions from the current 18% to 30% and the percentage of women managing STEM-involving operations from the current 13% to 20%.
PERFORMANCE MANAGEMENT SYSTEM
In 2021 Tofaş’s performance management approaches were revised not only to support newly-emerged and emerging worklife attitudes and ways of doing business but also to accelerate the company’s own digital transformation and approaches to worklife flexibility. Strictly mathematical & mechanical Employee Goals & Objectives cards (which frequently ended up being forgotten as the year progressed) were replaced with structured goals which employees can actively update in the course of the year. Instead of measuring past performance, this new system concentrates on the future and incorporates a progression-focused mechanism that encourages the exchange of ideas between employees and their managers as well as among all stakeholders.
EMPLOYEE BENEFITS
Every white-collar employee who begins working for a Koç Group company joins the Koç Holding Pension & Assistance Fund as part of the hiring process. The fund invests contributions deducted from wages and salaries in marketable securities and real estate assets. Such deductions and their earnings are repaid upon retirement or withdrawing from the fund as a lump sum or pension. Both active fund members and pensioners as well as their spouses and dependent children are covered by health insurance and fund members may also be entitled to various rights such as housing acquisition assistance, financial support to cover specified needs, and insurance against such risks as death, incapacitation due to sickness, and partial disablement.
All Tofaş employees are covered by a complementary health insurance scheme whose premiums are paid entirely by the company. Employees may elect to have coverage provided for their spouse and dependent children as well. As of end-2021, 5,554 Tofaş employees along with 7,852 of their family members were benefiting from this coverage.
In 2021 another 285 people joined the “TOFAŞ Supports Education Once Again” scholarship program that Tofaş originally introduced in 2011 for its employees’ dependent children, thereby bringing the total number of people benefitting from such support to 2,728.
In 2016 the company introduced daycare assistance for the dependent children of female employees in order to encourage women’s participation in the workplace and to help them better balance their working and home lives. 283 Tofaş employees have benefited from this program in 2021.
As an employer, Tofaş is a member of the Turkish Employers’ Association of Metal Industries (MESS). The collective bargaining agreement that MESS entered into with the Turkish Metalworkers’ Union on 12 January 2022 will expire on 31 August 2023.
As of 31 December 2021, Tofaş had a total severance pay liability of TL 299,693,145.26, all of which amount is covered by provisions that have been set aside. Employees are regularly and systematically provided with such rights and entitlements as may be mandated by laws and regulations.
The fringe benefits provided to the top management within the year ended on 31 December 2021 are explained in the note 27 of the financial report.
E-Tofaş platform
In 2021 the E-Tofaş platform was launched as a way of giving the company’s employees more convenient access to whatever formal documentation they may require. E-Tofaş is a company portal from which users may obtain official copies of statements of their average monthly salary, payroll slips, proof of employment, and spouse designation form. All such documents contain electronic signatures that preclude the need for wet ones and are sent directly to requested corporate email addresses.
Tofaş Akademi, geliştirdiği yenilikçi öğrenme ve teknoloji çözümleri ile 2020 yılında The Stevie Awards for Great Employers ve Stevie International Business Awards’ta 2’si altın, 1’i bronz olmak üzere toplamda 3 ödüle layık görülmüştür.
TOFAŞ ACADEMY
Tofaş Academy provides training & development services for about 15,000 people annually consisting not only of Tofaş employees but also the employees of its dealership network, Customer Contact Center, and suppliers.
Tofaş Academy’s goal is to provide Tofaş and its value-creation chain with a learning experience that is the most appropriate to people’s ability to do today’s tasks better and to prepare themselves for the future.
Conducting its operations with 249 instructors and 150 mentors, all of whom are employed by Tofaş, 90% of the Tofaş Academy’s technical training is internally sourced. Programs dealing with leadership and behavior issues are prepared according to specific needs and are conducted by both in-house and outsourced training specialists.
Three hundred employees have received certificates attesting to their completion of data-science, IoT, and RPA programs conducted by the Tofaş Digital Transformation School that was set up to promote digital competencies within the company.
Eighty Scrum Masters who graduated in 2021 from agile transformation development programs for employees designed to support Tofaş’s adaptation to change contributed to the company’s transformation processes by taking part in more than 130 projects.
“Pusula” operational competency system
In 2021 an operational competency system called “Pusula” [Compass] was launched at Tofaş. Seamlessly integrating both team-based and organization-level information, this system makes it possible for field operations personnel to keep track not only of their competencies but also of areas in which they are in need of development.
Developa supplier development platform
Commissioned in 2021, Developa is a supplier development platform that is accessible to every Tofaş supplier. Incorporating current learning technologies, Developa has been designed to address the competency requirements of the company’s supply chain. Bringing together a variety of learning methods such as on-demand training, video, and wikis, Developa is the first platform of its kind in the Turkish automotives industry.
Stakeholder development
“Fiat Egea New Product Launch”, a program in the run-up to Tofaş’s first online launch of a new model in 2021, was the recipient of a Gold Stevie Award for Great Employers. Employing a mix of digital training design and implementation methods chosen to best address the particular needs of different stakeholders during each session, the program was attended by all of Tofaş’s sales and after-sales services teams in Turkey.
Inspiring Academy
In 2021, the innovative learning & technology solutions which Tofaş Academy has developed earned the academy a total of four (3 gold and 1 bronze) awards in the Stevie Awards for Great Employers Awards.
PARTICIPANT |
REPORT HEADING |
VALUE |
Monthly salaries |
Total number of participants (virtual face-to-face training) |
4,479 people |
|
Ratio of digital training |
90.4% |
|
Average training time/person |
64.3 hours |
Hourly wages |
Total number of participants (virtual face-to-face training) |
39,575 people |
|
Ratio of digital training |
60.7% |
|
Average training time/person |
17.9 hours |
Business partners |
Number of supplier firms |
50 firms |
|
Number of supplier personnel taking part in training |
838 people |
|
Total training time |
6,776 hours |
Dealership personnel |
Total number of participants (virtual face-to-face training) |
4,014 people |
|
Ratio of digital training |
70.21% |
|
Average training time/person |
12.1 hours |
SOCIAL ACTIVITIES
The 22 clubs and 16 teams that have been voluntarily formed by Tofaş employees organized 33 events in 2021. More than 5,000 employees and their family members and guests attended these events last year. Owing to the pandemic, there was a decrease in the number of employee social activities while most of the activities were moved online.
Located at the Tofaş Bursa plant is an employee rec center that contains a restaurant, a cafe, and indoor and outdoor playgrounds that may be used by all Tofaş personnel and their families. Located within the Mustafa V. Koç Sports Complex at the Bursa plant are a fitness center, basketball courts, and a table tennis area for the use of those who enjoy sports. Outdoor sports facilities consisting of a synthetic pitch, tennis courts, and a basketball court that were opened last year also give all employees the opportunity to take part in sports. Tofaş’s headquarters in İstanbul houses a fitness center that may be used by all employees.
#HaydiTofaşAşıya
In addition to all the other measures which Tofaş has been taking to deal with the pandemic, in 2021 the company launched #HaydiTofaşAşıya, a campaign to encourage all Tofaş employees and the members of their families to get their Covid-19 shots. A total of 8,114 people have taken part in the program, in which participants received their shots quickly and in full compliance with medical requirements at vaccination units set up at the Tofaş plant.
