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-2023, Tofaş had a total of 5,900 people on its payroll, of whom 1,531 were those paid monthly salaries, and 4,369 were those paid hourly wages.

NUMBER OF PERSONNEL
Monthly salaries	1,531
Hourly wages	4,369
Total	5,900

BREAKDOWN OF EMPLOYEES BY GENDER
Male (monthly salaries)	1,159
Female (monthly salaries)	372
Male (hourly wages)	4,047
Female (hourly wages)	322

AVERAGE AGE OF EMPLOYEES
Monthly salaries	36
Hourly wages	34
Total	34
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. 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

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.

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 three-week period during 2023. Nineteen 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.

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 four sessions, each of which is organized around a particular theme. Each of 2023 series of live Career MeetUP events attracted an average viewership of 6,000, with a total of 25,000 people being reached overall.

Hack-Auto Women

Seeking to increase the number of women employed in jobs and managerial positions related to technology and innovation at the company, Tofaş prioritizes their inclusion in the company’s candidate pool. The “Hack-Auto Women” case-study camp that the company organized to attract women to apply for such positions and to tap their potential was attended by senior-year engineering students, graduate students, doctoral candidates, and recent graduates.

OSD Automotive Industry Summer Camp

The OSD Automotive Industry Summer Camp is an online event organized jointly by Tofaş and the Automotive Manufacturers Association for university students. It typically features speakers from leading automotive manufacturers and includes such activities as motivational talks, case studies, and simulated interviews. The 2023 camp attracted more than 45,000 attendees.

1Day/Tofaş

As part of the 1Day/Tofaş program, university students are taken on a technical tour of the factory, participate in an interviewing techniques session with a human resources specialist, and have an opportunity to chat with Tofaş employees who graduated from their own universities and departments.

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.

HUMAN RIGHTS

Tofaş adheres to the principles of the Universal Declaration of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work. The company makes every effort to ensure that all its employees and any stakeholders affected by its operations are dealt with honestly and fairly. Tofaş strives to create and maintain a discrimination-free, safe, and healthy workplace environment in which human dignity is respected.

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.

At end-2023, Tofaş had 171 people with disabilities on its payroll and ranked second on that measure among employers based in the province of Bursa according to Ministry of Labor and Social Security statistics. The company intends to increase the number of people with disabilities in its employ by 2026 through initiatives planned for implementation and expansion between now and then. 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%.

	2019	2020	2021	2022	2023
Female employee promotion rate	9%	5%	29%	9%	24.4%
Female employee ratio	10.3%	9.7%	10.1%	10.1%	11.76%
Female new-hire rate	33%	28%	21%	28.45%	29.8%
Female mid-senior level employee ratio	5.9%	5.9%	5.9%	5.9%	12.2%

PERFORMANCE MANAGEMENT SYSTEM

Tofaş’s 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 & TALENT MANAGEMENT

Under Tofaş’s “Pusula” career-planning system, employees interact with their managers to identify and manage detailed short- and medium-term career goals for themselves. This is intended to let employees define a clear career direction, explore alternative career paths, and pursue development opportunities aligned with their career goals. The system has been well-received by employees, with over 80% expressing satisfaction with its ease of use and its ability to serve its purpose. In 2023, the company introduced Pusula, a Dynamic Career Planning system that uses AI to help employees find their best career path. By calculating compatibility rates and providing intelligent suggestions based on department and position, this module helps employees make informed decisions about their future.

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.

Uludağ-Tofaş Internship Program

The Uludağ University Vocational School Automotive Program and Tofaş have partnered to provide Uludağ students with hands-on experience in the automotive industry. Under this program, 40 students are given an opportunity to intern at Tofaş for a total of 24 weeks during their sophomore year.

YOUNG TALENT MANAGEMENT

Tofaş PROVA+ internship Program

Tofaş offers a unique opportunity for talented young people to gain hands-on experience in the automotive industry through its 11-month PROVA+ internship program, under which interns gain valuable insights into worklife and the automotive industry by actively taking part in various projects at the company. PROVA+ has a proven track record of success. Over the last three years, an average of 31% of the program’s interns have been hired by Tofaş after their internship. The program is also committed to diversity, with 40% of interns in 2023 and an average of 36% over the last three years being women.

PROVA Professional specialist & intern recruitment program

PROVA Professional is a program that provides young talents with the opportunity to learn from Tofaş experts and develop their basic technical skills. The program includes training sessions, case studies, and technical interviews. Those who successfully complete the program are included in the Tofaş candidate pool.

University internship programs

Under internship program agreements signed with İstanbul Technical University (2022) and Yıldız Technical University (2023), students from both schools are provided with opportunities to gain hands-on experience and learn from industry experts at Tofaş. The program is designed to help students get acquainted with professional life and make informed career plans.

TEV Scholarships

Tofaş partners with the Turkish Education Foundation (TEV) to provide scholarships every year to two students who want to pursue a master’s degree abroad. Under the terms of the scholarship agreement, students who complete their studies are considered for positions at Tofaş.

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-20223, 5,900 Tofaş employees along with 7,952 of their family members were benefiting from this coverage.

In 2023 another 347 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 3,417.

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 248 Tofaş employees benefited from this program in 2023.

On 17 January 2024, the Turkish Employers’ Association of Metal Industries, of which Tofaş is a member, and the Turkish Metalworkers Union agreed to and signed a metal-industry collective bargaining agreement. The agreement went into effect retroactively as of 1 September 2023 and will remain in force until 31 August 2025.

As of 31 December 2023, Tofaş had a total severance pay liability of TL 1,115,480,895.88, 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 2023 are explained in the note 27 of the financial report.

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 183 instructors and 283 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.

To spread digital competencies throughout the company and create value-adding projects, Tofaş provides training resources specifically designed to meet the needs of each target group. As of end-2023, 63% of Tofaş employees had undergone digital-competency training. Of those, 33% demonstrated proficiency in such technologies. Also, 161 Tofaş leaders participated in programs designed to develop their digital leadership competencies. Acceleration With Digital Development (ADD) programs created to speed up the acquisition of digital competencies among the company’s technical specialists were conducted in six key areas: Digital Science (attended by 211 employees), Business Intelligence (97), RPA (292), Image Processing (92), IOT (40), No Code/Low Code (25).

As of end-2023, 691 field employees had received digital literacy training and 74 had received technical specialist training. Digital literacy training, which received a 4.98 out of 5 satisfaction score from its participants, resulted in the submission of 160 digitalization project proposals.

Tofaş promotes workforce adaptability by providing its employees with a variety of agility-focused Scrum Master (SM), Product Owner (PO), and Development Team training resources. In 2023, a total of 128 employees took part in the company’s agility-related training programs.

SOCIAL ACTIVITIES

Tofaş employees have formed 26 clubs and 16 sports teams, membership in all of which is voluntary. Four new clubs opened at Tofaş in 2023. The company also hosted themed events at its employee recreation center and organized activities such as the Children’s Day Artwork Competition and Kids’ Summer Camp for the benefit of employees’ children.

During “Tofaş Day”, an event held at the Bursa plant for company employees and their families, more than 14 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. All Tofaş employees also have access to the company’s outdoor sports complex consisting of a football pitch and tennis and basketball courts.

PARTICIPANT	REPORT HEADING	VALUE
Monthly salaries	Total number of participants	99,655 people
	Ratio of digital training	33%
	Average training time/person	43.5 hours
Hourly wages	Total number of participants	8,050 people
	Ratio of digital training	40%
	Average training time/person	6 hours
Business partners	Number of supplier firms	144 firms
	Number of supplier personnel taking part in training	345 people
	Total training time	2,469 hours
Dealership personnel	Total number of participants (virtual face-to-face training)	10,453 people
	Ratio of digital training	61%
	Average training time/person	33.82 hours