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[SOCIAL PERFORMANCE] EMPLOYMENT and TRAINING

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.

TARGETED GAINS

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.

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