We gather the development of all value chain under a single roof via training activities organized through Tofaş Academy. Within this Academy, we support the knowledge and talents of our employees multidimensionally. In 2017, 6,870 office employees attended to class trainings and 3,024 office employees received distant learning that supports self-development; moreover 10,762 field workers attended to classroom trainings and 874 field workers received distant learning. During the reporting period, we have conducted 60 hours of trainings per office employee and 12 hours per field workers. In addition, we gave technical class trainings to 1,135 employees of our 68 suppliers for 13,702 personxhours; and a technical and behavioral training to 3,774 dealer owners.

Employee Trainings
Number of Participants	7,527
Field Workers	5,838
Office Employees	1,689
Female	672
Male	6,855
Total Hour (person*hour)	191,507
Field Workers	91,001
Office Employees	100,506
Female	24,988
Male	166,519

We apply the Performance Management System that includes all Tofaş employees to support performance and development-oriented culture. Two cornerstones of Performance Management System are the “Leadership Principles” defined as goals and behavioral competences. Our goals are set annually and reviewed at least once a year together with the development plans. Subjects related to sustainability management are also among the performance goals of our employees. Thanks to 360 Degrees Competency Evaluation approach, employees have the opportunity to give feedback about Leadership Principles to their managers and colleagues.

In 2017, we took an important step in line with our personalized learning approach. We provided support for the development and designing of personal development plans of almost 200 employees based on their personal needs via internal certified coaches based on the application called “Development Consultancy.” In 2018, we aim to expand this application and activate development consultancy at team level.

We continued to apply Employee Experience Management (EEM) practice that we developed based on “Design Thinking” approach in 2017 as well. We provided “Human-oriented Design” trainings to teams that would carry out EEM projects according to the application we aimed to improve our processes in the eyes of our internal customers. These teams are encouraged to handle their processes via “Design-oriented Idea” approach. We aim to expand this application to other units and increase its efficiency in 2018.

Automotive Post-Graduate Program During hiring process for Tofaş R&D Center, candidates that have post-graduate or PhD degree have priority. The number of employees that received post-graduate or PhD degree has increased to 134 in this R&D Center in 2017. In this regard, we carry out Automotive Post Graduate Program organized mutually with Uludağ University. According to this program, 6 experienced Tofaş employees give lectures at graduate and PhD levels. As of 2017, 59 Tofaş employees have been participating to post-graduate program, while 15 Tofaş employees have been participating to PhD program.