FORD_SRDE_2018

SUSTAINABILITY REPORT 2018 61 We implement the model of Education and Development Department’s Occupational Training on Business (IME) and enable students from occupational and technical schools to get their occupational training in businesses and their theoretical training at their schools. By doing so, we support raising students with high levels of knowledge and skills who can also rapidly adapt to the conditions of the business world. With IME, we were presented the Award for Most Successful Implementation in the field of Corporate Education and Development from Bahçeşehir University EDUCORP. We designed New Leader Orientation Process in order to facilitate newly assigned or rotating Ford Otosan leaders’ adaptation processes to their new teams and duties while making it easy for them to reach the targeted business results and support their leadership developments in a multidimensional and digital way. With the program, we were presented Bronze Stevie Award in Achievement in Workforce Development and Learning category in 2018 Stevie Awards which awards successful projects and organisations in international standards and we were included in For Great Employers 2018 list. Investing in Talents In order to increase talents and competencies of our labour force to maintain our leadership in the sector, we continuously guide our employees in their career developments and create continuous learning opportunities for them. We provide resources for our employees to position Ford Otosan in their minds as a “school.” Our Talent Management system is our most important tool in supporting high performance and focusing on development. Each year, we crate Individual Development Plans for our employees by taking into account their strengths and areas open for development as well as their wants and needs. We provide special technical training programs to provide experienced people new competencies for our company. In collaboration with Koç Holding and Udacity, we provided our employees with nanodegree programs in various fields such as data analysis, introduction to self- driving cars, machine-learning engineering, introduction to programming, business analysis and digital marketing in order to speed up our digital transformation works and increase our employees’ competencies. We provided an average of 40 hours of training to office workers and an average of 44 hours to field workers in 2018. 201 employees were included in the mentorship processes in which experienced executives guide young talents in their developments in line with the culture of learning from each other. Furthermore, four of our employees received coaching within the in-house coaching process. We increased the hours of leadership training programs to 16,402 hours by an increase of 76% from 2017 to 2018.