HUMAN RESOURCES
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 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-2022, Tofaş had a total of 5,928 people on its payroll, of whom 1,440 were those paid monthly salaries, and 4,480 were those paid hourly wages.
NUMBER OF PERSONNEL |
Monthly salaries |
1,440 |
Hourly wages |
4,480 |
Total |
5,928 |
BREAKDOWN OF EMPLOYEES BY GENDER |
Male (monthly salaries) |
1,100 |
Female (monthly salaries) |
340 |
Male (hourly wages) |
4,229 |
Female (hourly wages) |
259 |
AVERAGE AGE OF EMPLOYEES |
Monthly salaries |
37 |
Hourly wages |
36 |
Total |
36 |
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.
EMPLOYER BRAND
Click4Career
The Click4Career events that Tofaş organizes in order to attract talented university students and young professionals to the automotive industry were conducted as a series of online gatherings over a five-week period during 2022. Twenty thousand senior-year undergraduate students as well as graduate students took part in these sessions. Participants were assessed for positions in the company’s Prova+ traineeship and early-placement program and those who were deemed to be suitable began working at the company.
Talent Chats
Talent Chats are a series of online events during which Tofaş company directors and managers interact amicably and professionally with young people who are interested in automotive and would like to pursue a career in the industry. These chats are conducted concurrently with Click4Career events.
Career MeetUP
Career MeetUP is a series of online events during which Tofaş executives interact with young people and talk about their careers and experiences. These real-time events take place as six sessions, each of which is organized around a particular theme. Each session is viewed by about 5 thousand people on average.
Campus events
During the reporting period Tofaş representatives engaged in more than 50 on-campus meetings with university students. These in-person events can also be viewed online. Workshops are likewise conducted as part of each session.
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.
HUMAN RIGHTS
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.
- 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.
INCLUSIVENESS AND DIVERSITY
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.
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 2022 Tofaş had 194 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.
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%.
|
2018 |
2019 |
2020 |
2021 |
2022 |
% female employees receiving promotions |
16% |
9% |
5% |
29% |
9% |
% female employees |
10.4% |
10.3% |
9.7% |
10.1% |
10.1% |
% female mid-senior level employees |
40% |
33% |
28% |
21% |
28.45% |
% disabled employees |
5.6% |
5.9% |
5.9% |
5.9% |
5.9% |
PERFORMANCE MANAGEMENT SYSTEM
In 2021 Tofaş introduced a new approach to performance management whose aims are to support new ways in which employees do their jobs and to speed up adoption of the agile working model. This new performance system is based on encouraging and sustaining dialogue between employee and supervisor. Team leaders meet with their individual team members five times a year, on which occasions targets and results are managed through development-focused dialogues. Because employees are allowed to proactively update their targets as the year progresses, their performance can be managed more dynamically.
CAREER MANAGEMENT
Under the “Pusula” career-planning system that was introduced in 2022, employees and supervisors have begun discussing and setting short and medium-term career objectives in much greater detail. These discussions are intended to enable employees to clearly lay out their chosen career paths, to discover alternative paths, and take advantage of progression opportunities. As a result of the introduction of this new process, the percentage of employees making career plans shot up from 34% in 2021 to 98% in 2022.
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.
Education ministry occupational training protocol
In 2022 Tofaş and the Bursa Provincial Directorate of National Education signed a protocol covering the provision of various occupational training & development resources in order to expand the province’s qualified workforce. Under this collaborative agreement, training is to be provided to workers with lower-level qualifications so that they can satisfy the Ministry of Education’s requirements for master-craftsmen certification.
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-2022, 5,078 Tofaş employees along with 7,813 of their family members were benefiting from this coverage.
In 2022 another 342 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 3,070.
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. A monthly average of 215 Tofaş employees benefited from this program in 2022.
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 2022, Tofaş had a total severance pay liability of TL 1,094,875,159.39, 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 2022 are explained in the note xx of the financial report.
“Sence?” instant feedback platform
In 2022 Tofaş launched its “Sence?” instant feedback platform, which makes it possible for employees to immediately express their opinions about employee-experience activities and to submit their views and suggestions about processes. This platform is currently under development.
Zekky HR Chatbot
Commissioned in 2022, Zekky Chatbot is a smartphone app that gives Tofaş employees immediate 24/7 access to information about numerous company human resources processes wherever they may be and whenever they wish.
TOFAŞ ACADEMY
Tofaş Academy provides training & development services for about 15,000 people 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.
During 2022, 568 field personnel were provided with digital literacy training in line with Tofaş’s efforts to expand employee digital competencies throughout the company. The training program received an average 4.9 out of 5-point satisfaction rating from participants and elicited 58 digital-transformation suggestions.
In order to foster change adoption among them, Tofaş provides its employees with a variety of agility-coach, scrum-master, and product-owner role training resources. The company has set itself the goal of increasing the number of its certified product owners from 9 to 47 and of its certified scrum masters from 66 to 110 in 2023. In 2022 Tofaş’s “Agility Coach” development program and “Ask Someone Who Knows” mentoring program both won awards in the year’s round of Stevie Awards For Great Employers, the first in the “Certifications Programs” category and the second in the “Coaching & Mentoring” category. The Ask Someone Who Knows program has also been awarded European Mentoring and Coaching Council accreditation.
SOCIAL ACTIVITIES
Tofaş employees have formed 22 clubs and 16 sports teams, membership in all of which is voluntary. Many functions and events that had been suspended owing to pandemic-related restrictions resumed in 2022. Among these activities, the 23 April Children’s Day Festival and series of summer-evening concerts were especially well attended. During “Tofaş Day”, an event held at the Bursa plant for company employees and their families, more than 18 thousand guests took part in such enjoyable proceedings as organized tours of the factory and staged events for kids, teens, and adults. Concerts rounded out the day.
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.
PARTICIPANT |
REPORT HEADING |
VALUE |
Monthly salaries |
Total number of participants |
12,642 people |
|
Ratio of digital training |
76% |
|
Average training time/person |
25.2 hours |
Hourly wages |
Total number of participants |
15,052 people |
|
Ratio of digital training |
31% |
|
Average training time/person |
12.4 hours |
Business partners |
Number of supplier firms |
137 firms |
|
Number of supplier personnel taking part in training |
263 people |
|
Total training time |
2,376 hours |
Dealership personnel |
Total number of participants (virtual face-to-face training) |
6,924 people |
|
Ratio of digital training |
62% |
|
Average training time/person |
6.8 hours |
