Page 75 - B-SR-2016-EN
P. 75


 Borusan Academy   Borusan Lojistik

 Faculty and Proficiency Programs  Program of Creating
                 a Feed Back Culture (+Value Project–Phase II)
 There  are  faculty  and  proficiency  programs   Group are the target group of the Sales Fac-
 under  the  roof  of  Borusan  Academy.  We   ulty. In addition to these, we aim to develop   After Borusan Lojistik acquired Balnak   while the managers joined the Culture
 have  been  running  the  Leadership  Faculty   black belt managers in Lean 6 Sigma Faculty   Lojistik company, in order to merge   of Feedback Creation Program. Ware-
 since 2007 and the Sales Faculty since 2008   Black Belt Development Program which was   both  companies’  employees  as  one   house Operations Leaders who man-
 with Sabancı Edu Partnership, the Financial   revised in 2016 and adopted as the preferred   team and to establish the collective   age the blue-collar employees on the

 Affairs  Proficiency  Program  since  2014  and   business methodology in Borusan. The Black   corporate culture that will carry our   sites also participated. 105 Managers
 Purchasing Proficiency Program since 2016   Belt  Development  Program,  which  solely   company to sustainable successful fu-  completed 9 trainings and 9 follow up
 with Boğaziçi University Partnership.  teaches Lean 6 Sigma Methodology, aims to   ture, we initiated +Value Project at the   work.  We also organized 6  trainings
 develop skills such as change management,   end of 2014. Human Resources De-  for 120 employees among managers
 The  target  group  of  Leadership  Faculty  is   conflict management, facilitation, gaining the   partment and Executive Management   and leaders. The aim of these train-
 the  future  leaders  of  Borusan  Group,  and   cooperation of others, and creating a positive   sponsored the study that covered ap-  ings was to create leaders who com-
 all  newly  recruited  sales  teams  at  Borusan   perception.  proximately 1,285 employees at Boru-  municate with its team who are in the
                  san Lojistik offices.                        process of continues development by
                                                               motivating,  questioning  and  listening
                  To facilitate different corporate cultures   to them, and also celebrating their
                  and employee profiles to work togeth-        successes.
 In-House Trainer   er, we introduced workshops, class

 Development Program  trainings and survey with a budget of    We plan to continue all practices initi-
                  TRY 780 thousand. In 2016, we sup-           ated via this project including new sug-
 Across Borusan Group, all trainings are outsourced, with the exception of Lean 6 Sig-  ported this work with video messages,   gestion system, performance culture,

 ma and the product trainings. We also specify individuals with skills to teach and trans-  learning by experience, case studies   recognition  and rewarding practices,
 fer their own knowledge accumulation and expertise to others as ‘Internal Trainers’ in   and monitoring, and top management   open communication platforms, using
 Borusan Group, and develop their trainer skills and enable them to transfer what they   review and decision meetings.  “we”  language,  celebrating  achieve-
 have to offer to other fellow Borusan members. To date, 102 white and blue-collar em-  ments and dissemination of feedback
 ployees applied to this program.   All our office staff joined +Value Project   culture, in the following years as well.


                 RESULTS AND GAINS
 ECONOMIC Reducing training budget by replacing outsourced training courses with
 in-house training courses given by internal trainers.  ECONOMIC We started experincing the positive impacts of open communication
 SOCIAL Creating a cultural environment where people share their knowledge and   and instant feed backs of employees and managers on various platforms, on our
 expertise within Borusan Group and learn from one another.  business results
 CORPORATE Benefiting from our expert employees’ potentials at maximum level,   SOCIAL We were able to increase employee loyalty and motivation and maintain
 increasing motivation and the sense of ownership, creating a learning organisation,   all employees from different units to work for mutual goals. We also contributed
 maintaining enriched business, and meeting expectations of the participants at the   to our managers’ competence in team management, leadership, feed back and
 highest level.  performance communication.

 74                                                                                                                  75
   70   71   72   73   74   75   76   77   78   79   80