Orhan Holding

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ORHAN HOLD‹NG
ISRINGHAUSEN
AUNDE TEKN‹K (KILIF )
AUNDE TEKN‹K (KUMAfi)
AUNDE TEKN‹K (ÜST YAPI)
AUNDE KFT (HUNGARY)
MATAY
MATAY (KARACABEY)
NOBEL AUTOMOTIVE TROY OFFICE
NOBEL AUTOMOTIVE INDIA PRIVATE LTD.
NOBEL AUTOMOTIVE KOREA
NOBEL AUTOMOTIVE MEXICO
NOBEL AUTOMOTIVE POISSY
NOBEL AUTOMOT‹VE ROMANIA
NOBEL AUTOMOTIVE RUSYA LTD.
NOBEL ROCKET CO., LTD (FUZHOU)
NOBEL ROCKET CO.,LTD (CHONGQING)
NOBEL ROCKET CO.,LTD (HAIKOU)
NOBEL ROCKET CO.,LTD (LIUZHOU)
NOBEL AUTOMOTIVE SLOVAKIA SRO
NOBEL AUTOMOTIVE TENNESSEE
NOBEL AUTOMOTIVE UK
NOBEL PLASTIQUES IBERICA
NOBEL PLASTIQUES VITRY
NOBEL TEKNIK FRANCE VITRY
NOBEL TEKN‹K TÜRK‹YE
ORDA
ORCIA
ORHAN TARIM
ORMETAL
ORMETAL SÜNGER
SANÇ‹M B‹LEC‹K Ç‹MENTO
SILA TEKN‹K
SILA TEKN‹K FRANCE
STG
TEKN‹K MALZEME
TEKN‹K MALZEME (DOSAB)
TEKN‹K OTO
TEKN‹K OTO (‹ZM‹R YOLU fiB)
TEKN‹K OTO (ESK‹fiEH‹R)
URAY S‹GORTA
URAY S‹GORTA (ESK‹fiEH‹R)
URAY S‹GORTA (‹STANBUL)
URAY TEKN‹K
+90 224 280 49 00
+90 224 219 00 30
+90 224 219 78 00
+90 224 219 00 00
+90 224 219 00 15
+36 (5) 637 16 06
+90 224 483 35 50
+90 224 671 80 70
+1 248 637 5650
+1 248 515 43 57
+82 32 817 08 09
+52 444 834 6500
+33 130 06 77 64
+40 248 507 100
+7 8482 93 05 43
0086 591 2277 5216
0086 23 6719 0480
0086 898 6680 2537
0086 772 2608501
+421 43 581 4625.
+1 731 641 67 00
+ 44 1926 319750
+34 93 373 0111
+33 326 73 64 64
+33 3 26 72 59 10
+90 224 244 71 42
+90 224 524 88 00
+90 274 266 25 90
+90 224 280 49 00
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+90 224 267 06 92
+90 228 243 40 70
+90 224 280 66 00
+33 172 75 72 50
+90 224 524 87 70
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+90 224 219 78 90
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+36 563 757 46
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+1 248 637 5649
+91 44 45583052
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+90 224 211 55 05
Ovaakça Çeflmebafl› Mah. Yeni Yalova Yolu Cad. No:661 Osmangazi-Bursa Türkiye Phone: +90 0224 280 49 00 Fax: +90 0224 267 14 44 www.orhanholding.com
1 7 TH Y E A R / F e b r u a r y 2 0 1 3
02 03 11 22 29
We carried out our Photo
contest’s award ceremony
R›dvan Yirmibeflo¤lu has
joined us as the Director of
Orhan Holding Human
Resources Department
We have celebrated our
25th year
Orda received the best
supplier award from
Toyota Boshoku
Ormetal received
“Quality in Excellence”
award
index
02
Holding
• We received our star with “Endeavour”
• R›dvan Yirmibeflo¤lu has joined us as the Director of
Orhan Holding Human Resources Department.
• Orhan Holding attended the Bursa Human Resources
and Employment Meeting
• Orhan Holding Single Hoop Basketball Tournament – 2012
• Orhan Holding Basketbol Team competes in Bursa
Corporate Basketball League
• Tarsus American College Career Day 2012
• Visit by Production Research Club 2012
• We Started to Deliver Personal Development Training
• Traditional Orhan Holding Bowling Tournament
06
10
18
28
31
34
36
39
40
Aunde Teknik
Matay
Nobel Automotive
Orda
Orcia
Ormetal
S›la Teknik
Teknik Malzeme
Teknik Oto
Uray Sigorta
Ovaakça Çeflmebafl› Mah. Yeni Yalova Yolu Cad. No:661 Osmangazi-Bursa Türkiye
Phone: +90 0224 280 49 00 Fax: +90 0224 267 14 44
www.orhanholding.com
2012 became a year of growth for Orhan Holding and
our combined sales exceeded 700 Million Euros. We
achieved this despite all negative improvements in the
automotive markets. Second half of year came with
significant volume reductions in Europe. Even though
our plants serving the European markets suffered
from this downturn, a good first half and the
performance of our operations in rest of the world
made 2012 a growth year overall.
2013 will be even more difficult with lots of challenges but I believe also with
opportunities. Like most of our customers and colleagues in the automotive industry, we
are faced with continued reduction of volumes in Europe and increases elsewhere,
especially in the China and Russia. In the foreseeable future world economy will
continue to fluctuate with many ups and downs. There may be disruptions in the
automotive supply chain because of some manufacturers going into financial difficulty.
We may get directly or indirectly affected by these developments. Therefore we have to
be agile and flexible to be able to deal with the volume decreases as well as the
increases at all times.
Synergies between our group companies will continue to be a focus in 2013. We will
continue to improve our organizations to become more agile and efficient in line with the
market needs. In the first quarter of 2013 we will place significant emphasis on
developing our automotive business organizations. Our objective is to combine our
organizations and unite our leadership.
We have strong boats, moreover very good captains and crew. From now on we will sail
as strong navy rather than individual boats. I have full confidence that Our Navy will
always move forward against the stormy waters of fluctuating world economy.
H. Murat ORHAN
Orhan Holding
Chairman & CEO
02
Holding
We received our star with “Endeavour”
This year, the “Endeavour” themed 8th International Orhan
Holding Photograph Competition Award Ceremony was hosted
by BUSIAD (Association of Industrialists and Businessmen of
Bursa). Orhan Holding was over the moon and honoured to
receive our second star from the Turkish Photography
Federation at this year’s award ceremony, in the presence of
fiahabettin Haput (Governor of Bursa) and Nguyen Cuong
(Vietnam Ambassador), who were among the numerous guests
invited to the occasion. The interest shown in our competition,
awarded with a bronze plaque by Fédération Internationale de
l'Art Photographie (FIAP), illustrates that it is followed closely
by photography artists worldwide. Orhan Holding International
Photography Competition is one of the few international
photography competitions that open the doors of Turkey to the
world. A total of 1382 photographs by 178 artists from 20
different countries from Vietnam to Bangladesh, India to
Croatia, and Denmark to Hungary entered the “Endeavour”
themed competition in 2012. Members of the jury were Cengiz
Karl›ova (photograph artist), Bülent Özgören (photograph
artist), fiafakTortu (photograph artist), Hakan Öge (photograph
artist), Serra Mübeccel Gültürk (photograph artist), Cemil
A¤ac›kl›o¤lu (photograph artist), Jan McGready (photograph
artist), and Ayflegül Orhan and Necla Orhan on behalf of Orhan
Holding. Jury members decided to award 24 works of art under
the categories black and white, coloured, and experimental,
and display 38 works of art.
03
Holding
also a Member of the Board of Directors and the Director of
the Human Resources Committee in the companies of
Bakcell (a cell phone operator), AIMROC (Gold Mines), Norm
Q›z›ldafl (Concrete) and Baku&Boston TV (TV Broadcast
Company). We believe that he will add an important value to
Orhan Holding Group companies with his rich international
experience in the fields of human resources and business
management and we wish him all the best in his new
position.
R›dvan Yirmibeflo¤lu has joined us as
the Director of Orhan Holding Human
Resources Department.
After his Bachelor’s degree at Istanbul University in the
department of Public Management, R›dvan Yirmibeflo¤lu
completed his master’s studies in the fields of International
Management and Organisation and Strategy relatively.
He started his carried as Organisation and Methodology
Expert in Kordsa, one of Sabanc› Group companies (Cord
Fabric Production), in 1986. He performed various
management duties (Human Resources, Overall Quality and
Information Technologies) during his 10 years in Kordsa. In
1996, he was appointed as Sabanc› Holding Human
Resources Department Head and during this period he
focused on ensuring perfection in the Department of Human
Resources and institutionalisation of the Group companies in
his activities. In the year 2005, he was appointed as an
Executive Board Member of the Holding and Human
Resources Group Director. Yirmibeflo¤lu acted as a Member
of Sabanc› Holding Human Resources Committee between
1996 and 2008, and he reported his observations to the
Chairman of the Holding Board. In addition, between the
years 1997 and 2008, he performed Board of Directors
Membership duties in various Sabanc› Holding group
companies in different business fields such as Insurance
(Deputy Chairman of Aksigorta and Ak Emeklilik Board of
Directors), Concrete (Oysa Çimento), Rubber Tube (Pilsa),
Hotel Management and Tourism (Parksa, Ankara, Adana and
Mersin Hilton Hotels), Telecommunication & Internet
(Sabanc› Telekom and Akinternet). Before joining Orhan
Holding, he performed Executive Board Membership and
Human Resources Group Directorship duties in CRA Group
companies in Azerbaijan between October 2009 and
September 2012. CRA is one of the leading group companies
in Azerbaijan and is active in several sectors such as
Petroleum & Gas, Telecommunication, Concrete and Mining.
During his office term in this group company Mr.
Yirmibeflo¤lu mainly focused on improving the corporate
structure and management principles of the group as well as
determining the Managerial Rules. He was also responsible
for the development and implementation of the Humans
Resources policies and processes of the company. He was
Orhan Holding attended the Bursa Human
Resources and Employment Meeting
The Governor’s Office of Bursa, Bursa Metropolitan
Municipality, Bursa City Council and the Provincial directorate
of ‹fi-KUR organized the “Bursa Human Resources and
Employment Meeting” (B‹‹B ’12) between 22-24 November
2012. Orhan Holding as well as other leading companies in
bursa attended this meeting which was organized for the first
time in Bursa Holding was represented by the Managers of the
Human Resources Departments of Orhan Holding Group
companies at our stand in Atatürk Congress and Culture
Center (Merinos AKKM). U¤ur SIRMAN and Nihan YILDIZ from
Orhan Holding, Ayhan EFE and Gülfiye DO⁄AN from S›la
Teknik, Gökhun DO⁄AN and ‹smail Hakk› ÜNAL from Matay ,
Nazif G‹RG‹N, Kemal DEL‹KANLI, Esin GÜL and Kamer
DÖLENER from Teknik Malzeme and Önder fiENTÜRK from
Ormetal attended this meeting. Around 19 thousand guests
visited the employment meting which lasted 3 days. Our
human resources staff borth replied inquiries about Orhan
Holding and provided information about the recruitment
process. There was a cocktail party after the Bursa Human
Resources and Employment Meeting. Plaques were presented
to all companies to reward their presence after the cocktail
and speeches. U¤ur S›rman, Human Resources Specialist of
Orhan Holding received the plaque on behalf of Orhan Holding.
04
Holding
Orhan Holding Basketbol Team
competes in Bursa Corporate
Basketball League
Orhan Holding Single Hoop Basketball Tournament – 2012
12 teams and 60 athletes from our companies participated in the
single hoop basketball tournament which was organized for the
first time this year. We would like to take this opportunity to
thank all our employees who participated in this tournament with
exciting and challenging games, for their sportsmanship and fair
play. The winners of the tournament are as follows;
We participated in
Bursa Corporate
Basketball League,
the fourth of which is
organized this year,
with Orhan holding
Basketball Team. We
represent Orhan
Holding successfully with sportmanship in the leage which is
highly challenging, with our team comprising our colleagues
from various group companies. Our team is preparing for the
games by training for two hours at nights twice a week. Our
teams comprises 15 players, some of whom are experienced
from previous years.
The leage champion and other places will be determined as a
result of the games to be played in two groups according to
the league table.
A Group; Bosch – Emine Örnek E.K. – Borusan Holding –
TOFAfi – Garanti Bankas› – Valeo – Yap› Kredi Bankas›
Champion - Orhan Holding Karma (Emre Kemer – Gökhan
Torun – Orhan ‹kizler – U¤ur S›rman)
B Group; Orhan Holding – OYAK Renault – Karsan – Üstünberk
Holding – Çoflkunöz Holding – Denizbank – Bursagaz
We wish luck to our team in Group B and invite all our
employees to the games to support our team. You can follow
the training sessions and games of our team as well as the
scores at “Orhan Holding Basketball Team” facebook page.
Runner up - S›la Teknik Supersport United (Burak Tezcan –
Samir Kadiro¤lu – Kerem Tatbul – Ça¤lar Ter – Harun Meriç )
Third - Matay Benders (Murat Aç›kel – Serdar Kutlu – ‹smail
Çelik – Murat Güngörmez – Aflk›n Körkaya)
05
Holding
Tarsus American College Career Day 2012
We Started to Deliver Personal
Development Training
Orhan Holding started to deliver “Leadership Skills” training in
October in continuation of training courses provided under our
individual and corporate development program. This training
was delivered by the firm Ekser which also delivered the
previous training courses (Social Stiles and Flexibility, Crisis
Management). This training aims at combining personal social
stiles of our employees with the concept of leadership. 175
employees attended the training. Coaching skills were also
covered in the training in addition to leadership skills.
We believe that the training will be useful for all our
employees.
The Chairman of our Board of Directors Mr. Murat Orhan attended
the “Career Day” organized by Tarsus American College in Tarsus
on Tuesday, the 20th of November, 2012 as a graduate of the year
1983 and shared his business experience with the students. In this
memorable and meaningful day, organized jointly by the TAC
Alumni Association, TAC Corporate Communications Department
and TAC Guidance and Psychological Counseling Department,
successful professionals and businessmen who have graduated
from this school tried to help the students to choose the right
profession, set their goals and acquire detailed information about
professional life interactively with the students.
Visit by Production Research Club 2012
Students from the Production Research Club of ‹stanbul
Commerce University have organized technical research trips
to various manufacturers and suppliers in Bursa and visited
MATAY and the Head Office of Orhan Holding during this trip.
During the visit, detailed information about MATAY as well as its
production stages was provided to the students from the
Production Research Club at the production site. Following the
technical research visit, a general presentation was made to the
students from the Production Research Club by the Human
Resources Department at the Head Office of Orhan Holding and
an interactive meeting was held with the students about
professional life and career opportunities.
Traditional Orhan Holding Bowling
Tournament
The Traditional Orhan Holding Bowling Tournament this year
took place on the Friday night of November 23rd, 2012 at the
Cosmic Bowling Court in Beflevler Carefoursa; the closely
contested game was organized in two groups. At the end of all
games S›la Teknik D team has won the tournament with a total
of 687 points. The second was Matay1 team with 670 points and
Ormetal1 team came third with 665 points. The highest scorer
among men was Aflk›n Körkaya from the Matay1 team with 168
points and the highest scorer in the women category was
Burçak Yelkenkaya from Nobel Otomotiv 2 team with 109 points.
Winning teams and individuals were given their cups and awards
with a magnificent ceremony. We wish them continued success
and hope that we will be together again in the next tournament.
06
DOSAB SIAD Award Ceremony
Suggestion Awards
Suggestion Awards for the year 2011 were given to successful
nominees at the suggestion awards ceremonies organized at
our plants in September.
An award ceremony was organized by the association of
Demirtafl Organized Industrial Estate Industrialists and
Businessmen Association in commemoration of their “25th Year
of Establishment”.Our company Aunde Teknik A.fi.was entitled
to receive awards in the categories of “The 25 Largest
Companies at Demirtafl Organized Industrial Estate” and
“Companies Active in Demirtafl Organized Industrial Estate for
25 years”. Our Human Resources Manager Asl› Yavuz received
our awards on behalf of our company at the ceremony
organized on the 16th of August.
Seat Covers Plant;
The winner was Hayriye Afl›k with the highest number of
suggestions in 2011, the runner up was Vildan Üstünel and
Fatma Orhan was the third. The department with the higherst
number of suggestions per employee in 2011 was Sales and
Engineering.
Kaizen Presentations
Conversion Plant;
Ferdi Akgül was the winner, Fuat Günay was the runner up and
Erkut Ad›güzel was the third bu submitting the highest number
of positive suggestions. Staff members of the Quality
Department, which submitted the highest number of positive
suggestions per employee in 2011 also received their awards at
the award ceremony.
We delivered Lean Production Kaizen training at our
company in June-July, where designated Kaizen teams
shared the results of Kaizen studies they have conducted in
various fields with our blue collar employees.
Quality Success Awards
Sabahattin Mercan and Cevat
Erfiliz from the Brushing and
Cutting department of our
Fabric Upholstery Plant who
were entitled to receive the
quality success awards for the
1.Term of 2012 received their
awards at the award ceremony.
We congratulate our employees
and wish them success in their
future career.
Fabric Upholstery Plant;
Alper Yolaç›c› was the winner with the positive suggestions he
submitted in 2011, Oktay Çetkin was the runner up and Cevat
Erfiliz was the third. Staff members of the Engineering and
Quality Department, which submitted the highest number of
positive suggestions per employee also received their awards
at the award ceremony.
07
Recently Married Employees
Isringhausen plant;
Hakan Da¤l›, who had submitted the highest number of positive
suggestions was the winner, Harun Kenar was the runner up
and Emre Ahmeto¤lu was the third. The Procurement
department was the winner with the highest number of positive
suggestions per employee.
We would like to take this opportunity to thank all our employees
for their contributions to our company with their suggestions,
looking forward to hear new suggestions from them.
Vocational Training
We delivered vocational training to our blue collar employees at
our Seat Covers - Conversion - Fabric Upholstery and
Isringahusen Plants on Manufacturing Welding, Manufacturing
Logistics, Assembly, Dyeing and Finishing, Lamination,
Ramming and Maintenance pursuant to the Regulation on Hard
and Dangerous Work.
Planting Saplings for“Don’t Let
Turkey Become a Desert Campaign”
Aunde Teknik A.fi participated in the organization for
planting saplings on the 29th of May with the slogan “Don't
Let Turkey Become a Desert”.
Tülay Ercan, Meryem ‹slam, Recep ‹nan, Engin Ak›n, fienol
Kahraman, Ayd›n Yavuz, Canan fiimflek, Sema Torun, Elif
Kara, Emel K›l›ç, Ekrem Y›ld›r›m, Samet Özdemir, Mahmut
Uslu, Gizem Hande Y›lmaz, Nevin Gümüfl, Merve Kavurt,
Mehmet Ayd›n, Bülent Garip, Naz›m Çak›r, Betül Lale,
Nesrin Kasapo¤lu, Erkan Karan, Ayd›n Yavuz, Sevim Demir,
‹lknur Aykanat, P›nar Akkaya, Meral Pehlivano¤lu, ‹smail
Damat, Cafer ‹flsever, Derya Karagöz, Havva Y›lmaz, fiaban
Ak, Merve Köksoy, Cem Sad›k Zengin, Pembe Uçar, Mehmet
Çamur, Gülümser Yavuz, Saadet Bulut, Nilgün At›fl, Hacer
Çal›flkan, Serap Kurun, Sündüz Gürsoy, Zeynep Durmufl,
Elmas Y›ld›z, Serap Erkoluk›sa, Ali Bayr›, Sabri Söner, Ömer
Aydemir, Serhat Alt›n, Ayhan Y›lmaz, Gülümser Yavuz, Ayfle
No¤man, Fatma Orhan, Semih Yi¤it, ‹brahim Meriç, Mücahit
Mustafa Yi¤it.
We wish lifelong happiness to the new couples.
Employees with Newborn Babies
Hakan Göktepe, Gökhan Biçer, Birkan K›l›ç, Hayretttin
K›z›laltun, R›za Okten, Cemal Deniz, Tuncay Yarar, Serkan
Oral, Cengiz Avc›, Osman Bardak, Serkan Bozkurt, Murat
Esin, Kenan Pehlivan, Mustafa Bilgin, fiahin Demir, Sedat
Kuru, fiükrü K›rbafl, Serkan U¤ur, Erhan Gürdeniz, ‹brahim
Ordu, U¤ur Mutlu, Cengaver Taflk›n, Cemal Kaymaz, Öznur
Gingiren, Hacer K›vrak, Hülya Tunca, Melek Vatansever,
Kerime Güler, Firdevs Alan, Kader Tafl, Beyhan Kaymaz,
Mediha Serbest, Cennet Didik, Reyhan Yarat, Emel
Karaman, Semra Atalay, Emine Saka, Gülay fiener, Özden
At›c›, Fatmagül Y›lmaz, Duygu Okumufl, fierife Sa¤, Sinem
Özdemir, Gülizar Kamar, Naziye Mutlu, Hatice Kaymaz, Heda
Oktay, Ünzile Akdo¤an, ‹lkay Kahraman, Zeynep Kaymaz,
Mümine Mutlu, Nurdan Demir.
We wish a happy life to the newborn babies together with
their families.
Our Condolences to
Filiz Göktepe (her Mother), Emre Ahmeto¤lu ( his Father),
Nursemin Yavuzer (her Father), Celal Mutlu (his Father), Suna
Aslan (her Father), fiengül Eren (her Father), Necdet Olkun (his
mother), Sevgil Özayd›n (her Mother), Aliye Gedik ( her Father),
Sadriye Günefl (her Elder Brother), Emine Seyreko¤lu (her
Father), Ayfle Eriflmifl (her Father), Sergin fien (his Father),
Nebahat Ard›ç (her Husband), Binnur Y›lmaz (her Mother),
Canses Ay (her Father), Ayflegül Uzunlar (her Father), Fatma
Aytekin (her Father), Fatmagül Özel (her Father), Erkan Akcan (
his Father), Nefize Mutlu ( her Father), Emine Usta (her
Father), Vacip Yan›k (For the loss of his Father), Yalç›n Uzunlar
(his Father), Gülten Vatansever (her Father), Dilber Musa (her
Mother), Gülay Y›ld›ran (her Elder sister), Neziha Bozkurt (her
Mother), Mehmet Y›ld›z (his Mother).
We express our deep condolences to the bereaved families of
our employees and wish them patience.
08
Our New Recruits
‹rem KÖMÜRYAKAN
‹rem Kömüryakan was born on 25.06.1987 and
graduated from Osmangazi University Industrial
Engineering Department. She joined our Seat
Covers Plant as a Project Leader on 03.05.2012.
Necdet ÇAPAR
Necdet Çapar was born on 17.02.1985 and graduated
from Uluda¤ University Textile engineering
Department. He joined our Fabric Upholstery
Department as a Project Engineer on 22.08.2012.
Nurdan KÜÇÜKBURSA
Nurdan Küçükbursa was born on 21.09.1988 and
graduated from Erciyes University Textile
Engineering Department. She joined our Seat Covers
Plant as a CAD System Specialist on 15.05.2012.
Kenan AYDIN
Kenan Ayd›n was born on 23.04.1986 and
graduated from Gazi University Machinery
Drawing Construction Training Department. He
joined our Seat Covers Department as a CAD
System Specialist on 10.09.2012.
Gürkan Volkan YÜKSEL
Gürkan Volkan Yüksel was born on 21.03.1988
and graduated from Bilkent University Industrial
Engineering Department. He joined our Seat
Covers Plant as a Project Leader on 15.05.2012.
Serkan KORKMAZ
Serkan Korkmaz was born on 29.06.1981 and
graduated from Uluda¤ University Textile
Engineering Department. He joined our seat Covers
Plant as a Production Engineer on 23.05.2012.
Levent SEVG‹L‹
Levent Sevgili was born on 25.01.1973 and graduated
from Uluda¤ University Industrial Engineering
Department. He joined our Seat Covers Plant as the
Quality Manager on 04.06.2012.
Hamit Mutlu D‹NLER
Hamit Mutlu Dinler was born on 03.07.1987 and
graduated from Baflkent University Industrial
Engineering Department. He joined our Seat
Covers Plant as a Project Leader on 02.07.2012.
Ömer Can KIVANÇ
Ömer Can K›vanç was born on 01.02.1986 and
graduated from Bo¤aziçi University Management
Information Systems Department. He joined our
Seat Covers Plant as a Sales Engineer on 02.07.2012.
Hatice Hülya KESK‹N
Hatice Hülya Keskin was born on 19.09.1986 and
graduated from Kocatepe University Textile
Department. She joined our Seat Covers Plant as
a CAD System Specialist on 01.08.2012.
Cevat KAMADAN
Cevat Camadan was born on 01.05.1979 and
graduated from Dumlup›nar University Department
of Management. He joined our Conversion Plant as
Procurement and Logistics Supervisor 13.11.2012.
Kenan AYDIN
Kenan Ayd›n was born on 27.09.1983 and graduated
from Uluda¤ University Department of Public
Finance. He joined our Seat Covers Plant as a Clerk
at the Financial Department on 13.11.2012.
Semih KART
Semih Kart was born on 20.02.1984 and graduated
from Dokuz Eylül University Mechanical Engineering
Department.He joined our Conversion Plant as a
Homologation Engineer on 19.11.2012.
Mesut ASLAN
Mesut Aslan was born on 30.07.1986 and graduated
from Ege University Textile and Leather Engineering
Department. He joined our Seat Covers Plant as a
Production Engineer on 20.11.2012.
Onur AYGÜN
Onur Aygün was born on 14.04.1984 and graduated
from Eastern Mediterranean University Industrial
Engineering Department. He joined our Seat Covers
Plant as a Project Leader on 20.11.2012.
We wish all our new friends success in their new jobs and
hope we work together for a long time.
TEK SAYFA BOfi KALDI
10
We have gained one more award
Matay; was presented with “The 2011 Quality and Performance Award” of Tofafl. Chairman
of Orhan Holding Board of Directors, Mr. Murat Orhan received the award on behalf of our
company in the ceremony, which took place on 23.11.2012 at Bursa Hilton Hotel with the
participation of all TOFAfi suppliers. The fact the Matay has been presented with this award,
which it was previously entitled to receive twice as well as the fact that we have received ‘the
Award of Successful Sub-Industry’ from Oyak-Renault are some of the major signs that
sustainable perfection is perceived as an operation principle in our company.
We celebrated our 25th Year
All empoyees celebrated the 25th year of Matay with enthusiasm at the manufacturing
plant on Saturday, the 8th of September, 2012. We made an emotional travel in time
watching the short film show. Following the inauguration speech made by our General
Manager Mr. Bekir Girgin, Honorary President of Orhan Holding, Mr. ‹brahim Orhan and
the Chairman of the Board of Directors of our company Mr. H. Murat Orhan expressed
their feelings and thoughts about the commemoration of the 25th Year of Matay. Awards
and plaques were given to our employees who have completed 10-15-25 years of service as
well as our former employees in commemoration of our 25th Year. After dining with live
music, all Matay employees had a good time entertaining themselves.
11
12
Visit by Oyak-Renault Executives
Visit by Sejong
Our General Manager Bekir Girgin, Sales Manager Sarp Heptürk
and Engineering Manager Selim fiahin held meetings with the
senior management of Sejong, our licensor in Korea, to discuss
the new projects to be launched by Hyundai in Turkey.
Visit by Oyak-Renault Monozokuri
Renault Procurement Director Mr. Gilles Charbonnier
visited Matay together with Messrs. Gokhan Deniz and Hakk›
Ar›ca from Oyak Renault during his visits to major suppliers
in Turkey. The projects of Renault for new vehicles to be
manufactured in Turkey as well as the X98 project were
discussed with the senior management of Orhan Holding
during this visit.
Visit by Tofafl CEO Kamil Baflaran
VSM and process flow charts were developed and non-value
adding activities in the setup and cycles were identified through
video analysis during the joint studies carried out with Renault's
STF team in September and October.
Oyak-Renault X98 Audit
TOFAfi Ceo Mr. Kamil Baflaran visited Matay on 21.09.2012 and
exhanged information with our senior management regarding
current and future projects.
Renault Sport Technology (RST) carried out a process audit for
the RS smoke box manufactured for Clio's sports version under
the scope of the X98 project. Auditors from RST France audited
all processes in detail. The RST committee reported that the
result of the audit was highly satisfactory. The audit was
completed successfully with 95 points.
13
Visit by Korean suppliers
Our Procurement and Logistics Manager Aflkın Körkaya held a
meeting at Matay with various Korean suppliers. The current
state of business and prospect collaborations in the future
were discussed at the meeting.
Occupational Safety and WCM Training
All our employees attended the occupational safety and WCM
training. Basic steps in WCM, Unsafe Conditions, Unsafe
Environment, Near Miss practices and risk reports were covered
during the training.
Tofafl WCM Information Exchange
Conference
Tofafl Kalitema Final Session
Our company was granted awards in the fields of “Loss
Analysis Infrastructure”, “Logistics Practices” and “Recognition
- Appreciation System” at the WCM Information Exchange
conference held at Tofafl premises on 19.06.2012.
We completed 3 Major Kaizens and 2 Detailed A3 Planning
activities successfully on 24.07.2012 with the support of Tofafl
Quality Directorate.
EFQM Self-Assessment Meeting
Strategy Meeting
We continued to hold self-assessment meetings in 2012. Action
to be taken as a result of self-assessment conducted on the
basis of EFQM criteria help us to get better.
We identified our main business targets and strategies for the
period 2013-2017. We reviewed and revised our mission and
vision.
14
Kalder Panel Training
Continuos Improvement Presentations
We conducted the 2nd of the continuous improvement
presentations, which are held quarterly, in June. Presentations
were made regarding TIE Kaize study of P263 welding cell,
suggestions and occupational safety.
Karacabey
Sarp Heptürk delivered strategy training to students receiving
education relevant to the Automotive Industry, under the scope
of Quality Staff Development program launched by Kalder.
Supplier Training
We conducted a one day training session at our company in
Novermber under the scope of our supplier development
training program which is delivered every year on a regular
basis. We provided 5S, Kaizen, ISG, ÇSG, 8D and PPAP training
to our suppliers Ball› Metal, Uzman Kataforez, Norm Civata
and Çal›fl›rlar Demir-Çelik, with a view to ensuring success as
result of the efforts endeavored by our suppliers within their
organizations.
Presentations regarding TIE Kaizen studies for PBT and MCV
welding cells, suggestion system and seasonal diseases were
made under the scope of continuous improvement
presentations, the 3rd of which was held in October. 5S study
regarding hole drilling locations and suggestion examples
were presented during the continuous improvement
presentations held in Karacabey the same month.
15
Autemechenica Exhibition
Environmental Education at
Kayapa Primary School
Matay participated in Autemechanica exhibition 2012 in Moscow.
Our Sales Manager Sarp Heptürk and Sales Supervisor ‹smail
Çelik represented our company in the exhibition, promoted our
company and held meetings for prospect collaborations.
Fire Drill Training (Bursa-Karacabey)
We provided Environmental education to Primary school
students at Kayapa primary school in Bursa as our first activity
in 2012, to raise environmental awareness. Our Quality
Manager Gonca T›knaz, school administrators, staff and
students as well as Matay employees attended the program
where our general manager Bekir Girgin gave a speech on
environmental awareness.
“‹znik”, a town with historical artifcats
from the Ottoman Empire
We conducted the fire drill for 2012 on Wednesday, the 14th of
November, 2012 with the participation of all our employees.
Erhan Semiz from the company Dergio¤ullar› provided
information about fires and conducted the drill on using fire
extinguishers.
We bid farewell to our trainees for
the 2011 - 2012 academic year
Our trainees were trained this year by our employees who are
specialists in their fields in the same way as previous years and
were bid farewell. We wish them success and happiness in
their future lives.
We organized a tour to our charming little town of ‹znik, where
one witnesses the presence of Ottoman Empire at every step,
on the 30th of September. We strongly recommend you to visit
the town of ‹znik, which is full of history, to learn about the art
of tile-making, the speciality of the town, visit the tile bazaar
and drink a cup of tea at the lakeshore.
16
“Cappadocia”
The Country of Beautiful Horses
6th Table Tennis Tournament
Ergün Arg›n won the 6th Table Tennis Tournament by beating
U¤ur Ifl›l with a score of 3-2 to be the champion for the year 2012.
Employees with Newborn Babies
We organized a tour to our beautiful province, Nevflehir, which
provokes the interest of the public in general, on the 16th and
17th of June. We traveled in and around the Cappadocia area,
where fairy chimneys, probably the most beautiful natural
formation on earth, commingles with historic buildings. We
learned amazing things while traveling in the area with our
guide. For example we learned that the name of the area was
inherited from the Kingdom of Cappadocia, which was derived
from Katpatuka in ancient Persian meaning the Country of
Beautiful Horses. We hope you all find an opportunity to visit
Nevflehir where you can travel through the history and enjoy
marvellous scenic beauties. Let us remind you to visit the wine
cellars and buy pumpkin seeds.
Sarp Heptürk - Boy / Nasuh Yaman – Boy / Metin Toktafl –
Boy / U¤ur Dereli – Girl / Bilal Onart – Boy / Hüseyin
Da¤delen – Boy / fiükrü Alio¤lu – Girl / Mehmet Gürden –
Boy / Mehmet Tosun – Girl / Necmi Oruç – Girl / Ceyhun
Yavafl – Girl / Hüseyin Pir – Boy / Engin Temel – Girl /
Nedret Dönmez – Girl / Harun Akda¤ – Girl / ‹smail Kaçar
– Girl / Hakan Y›ld›z – Boy / Onur Vidin – Girl / Cüneyt
Demir – Girl/Boy
We wish a happy life to the newborn babies together with
their families.
Recently Married Employees
Sarp Heptürk - Boy / Nasuh Yaman – Boy / Metin Toktafl – Boy /
U¤ur Dereli – Girl / Bilal Onart – Boy / Hüseyin Da¤delen – Boy
/ fiükrü Alio¤lu – Girl / Mehmet Gürden – Boy / Mehmet Tosun
– Girl / Necmi Oruç – Girl / Ceyhun Yavafl – Girl / Hüseyin Pir –
Boy / Engin Temel – Girl / Nedret Dönmez – Girl / Harun Akda¤
– Girl / ‹smail Kaçar – Girl / Hakan Y›ld›z – Boy / Onur Vidin –
Girl / Cüneyt Demir – Girl/Boy
We wish a happy life to the newborn babies together with their
families.
Our condolences to
Ergün Arg›n (For the loss of his Father), Recep Zeybek
(For the loss of his elder brother)
We express our deep condolences to the bereaved
families of our employees and wish them patience.
17
WCM Activities at Matay
Matay had started continuous improvement in 1998 with kaizen
studies by using various tools such as suggestion systems, lean
production and 6 Sigma. In 2009 we were introduced to “WCM –
World Class Manufacturing” with the support of Tofafl,
comprising extensive work in all areas, which helped us to
handle the processes with a new perspective.
WCM – World Class Manufacturing is a total improvement
methodology for planning improvement activities that will bring
us a competitive edge on quality, cost and delivery, for
implementing these methods through accurate data analysis
and most importantly taking into consideration essential factors
such as the participation and development of our employees and
occupational safety while conducting such activities. In addition
to 10 different technical teams that are engaged in technical
issues related to WCM activities, there are 10 different
administrative tools to provide administrative support to these
teams.
The most significant and distinctive feature of WCM is to focus
on human resources in the process of prioritizing losses and in
the planning and conducting stages of improvement projects. An
individual team is designated for employee development both in
the general sense and in operational aspects and for increasing
competency levels depending on needs for WCM purposes.
Ozan BUYRUK
WCM Officer
WCM also aims at improving unsafe operations and conditions in
the plants together with the occupational safety team and
preventing occupational accidents by providing a risk free
working environment.
One of the main reasons for Matay to progress rapidly with
respect to WCM is its strong continuous improvement
philosophy which was fully adopted by its organization through
the years. Continuous improvement studies carried out by the
company are communicated to all employees through quarterly
presentations. We aim at ensuring easy and expedited
participation of all our employees in these activities through our
effective suggestion system. Consequently all our employees are
capable of responding to WCM requirements thanks to our well
established continuous improvement philosophy and providing
the necessary support to WCM activities effectively.
WCM is a change management process. TOFAfi’s support is this
change cam not be denied. Effective information exchange, the
commitment of our management leaders to WCM, adoption of
relevant methods by all our employees throughout the plant as
well as the improvement in performance indicators as a result of
the methods implemented, explain the high commitment to
WCM and the rapid progress in WCM practices.
18
Expo Turquia
"1st Mexico - Turkey Export Products Exhibition" was held at
the capital of Mexico, Mexico City under leadership of
Istanbul Chamber of Commerce and Embassy of Turkey with
the participation of 86 Turkish companies in 30 different
sectors at 3-6 October 2012.
During the exhibition, a panel was held which brings
together the participants of the exhibition and the Turkish
investors in Mexico. Murat Akman, the Operations Manager
of Nobel Automotive Mexico plant was invited to this panel
by the Turkish Embassy to represent Orhan Holding. He
shared his experiences about Mexico and answered the
questions of the participants.
It was expressed by all the participants that Turkey and
Mexico has similarities in geographical and cultural means,
as well as its geographical location and culture of these two
countries are very similar to each other and in this sense
can do a more intense high potential for trade cooperation.
Nikolai Merkushkin Supervisory
Board meeting
Nikolai Merkushkin Supervisory Board meeting was held
SEZ "Tolyatti" on Tuesday, December 18 at Samara Region.
Governor Nikolai Merkushkin chaired the meeting of the
Supervisory Board of the Special Economic Zone "Tolyatti.
The business plans were presented at the meeting for two
Japanese and one Turkish company. They unanimously
approved and recommended for final approval at the next
meeting of the Expert Council on industrial zones in the
Russian Ministry of Economic Development.
Turkish Orhan Holding Corporation is specialized in the
production of Automotive components. The company plans
to move in the SEZ "Tolyatti" acting c 2011 fuel production
LLC "Nobel Automotive Rusia", which is now located on the
leased premises in Togliatti.Orhan Holding the SEZ plans to
produce fuel, tekloomyvateli, flexible cables, seat, springs
for engine parts.
By SEZ project are ready to join two Japanese company "HI-LEX RUS" and OOO "TOYOTA ATSUMITEK TSUSE RUS",
which are also involved in the production of automotive
components. All three of the investment will be working as
part of the localization of production of components for the
largest Russian car factories - "AvtoVAZ», Renault, Nissan,
FORD, Toyota, Mitsubishi and others.
During the meeting, Nikolai Merkushkin emphasized that
the project will attract additional Samara region of more
than 2.5 billion rubles., And create about 660 new jobs. In
turn, the head of the branch of OJSC "SEZ" in the Samara
region Alexei Pakhomenko concluded that, given the
approved projects, the number of residents in the SEZ will
reach 11 companies.
19
Nobel Romania impmlements
Lean Manufacturing
ity
Rapid
Cost
Korea HR News
Henry Wang
Thomas Kin
Arnold Seo
New employees joined Nobel Automotive Korea Please welcome
Henry Wang - Administrative Manager, Thomas Kin – Production
Manager and Arnold Seo – Production Engineer. We wish them
all the best ion their new roles.
Quality
Duncan Brown
Nobel Automotive was pleased to
welcome Duncan Brown as new
global business development
manager. Olivier Favier as new
global commodity manager,
Olivier Lebecq as account
manager Please join us to wish
them all the best in their new role
Olivier Lebecq
Campulung HR News
New hires/Job name/Employment date
-Oproiu Cristina (Accountant) 12/09/2012;
-Frincu Serban (Logisticien) 16/10/2012;
-Rizea Florin (Maintenance Technician) 29/10/2012;
-Ene Marius (Engineer) 29/10/2012.
We have implemented in our plant a regular training about Lean
Manufacturing:
This training is about a continuous improvement in our daily
activities and has next objectives :
• understand how lean measurable support a waste elimination
culture;
•understand how to identify real opportunities for improvement
through Lean Process Flow Analysis and Value Stream Mapping
(VSM);
•understand the need for implement change to improve the
process and reduce cost in the system, by eliminating waste.
This trainig has its base on below course supports:
Keys to Lean Manufacturing system – Lean philosophy;
Waste – identify and reduce waste on the shop floor;
5S and Visual Management;
Process standardization;
Lean Manufacturing measurable;
Process Flow analysis and Value Stream Mapping (VSM);
Target Group: Engineering, Manufacturing, Quality, Logistics,
Maintenance & all members that work with Lean.
Wedding in Campulung
Our colleague from maintenance department Narcis Voican
got married to Fanny Holoang; a spectacular wedding with a
Romanian groom and an Indonesian bride. The new couple
looked gorgeous and had a wonderful party. We wish them
all the best and to grow old together hapilly.
20
Mexico started dancing CHAKU–CKAKU in
the flexible production line to the rhythm
of the takt time
This year we decided to combine the concepts
Chaku–Chaku (Japanese word means “Load-Load”) and
the flexible production line in a pilot production cell. The
production cell chosen was a Power steering line
(Lambda Return). Our targets were:
1. To design a production cell is able to increase or
decrease the number of operators according to takt time
keeping the PPH.
2. To produce a part in a chaku-chaku way, in other
words, the operator is loading, making the process,
unloading the piece, moving himself with the piece to the
next operation and so on in a good ordered cell.
Nowadays this production line is working in three
configurations A, B and C it means 1, 2 and 3 persons
respectively. This way of working has
brought to us good results in terms of
quality, ergonomics and productivity.
Why? As regards quality we are working
one piece flow, so we can detect a defect
on time, before we had a lot of WIP
between the machines and it made us to
have defective pieces therefore
reworking and scrap. With regard
productivity, the PPH increased because
now we are focusing to produce finished
goods instead of making WIP and in case
we have a problem one day like an
absenteeism, the supervisor can choose
the better configuration to produce that
day without losing PPH. For ergonomics,
people is moving constantly into the
production cell and changing the
movements of their hands and before
they were standing and making the same
movements of their hands during the
whole shift creating muscle wasting.
In order to manage this kind of system
we need to consider the next points:
1. A multi-skill team (They must have
knowledge in all the production cell’s
operations).
2. A good balancing production line.
3. Semi-automated processes.
4. A standard form that shows the
workload and the process sequence per
each configuration.
Following is detailed the results gotten for this project in
the kaizen form shown below:
Area: PAS
Date: fiubat 2012
Üretim Hatt›: Lambda Dönüfl Ürün: 22847737
Ekip Üyeleri:
Lourdes Mendez Production, Minerva Herera Production,
Cinthya Barajas Production, Flor Gaspar Production,
Juana Galicia Production, Yolanda Villeneuve Production,
Irais Gonzales Nurse, Patricia Castro Nurse, Edgar
Bucio Engineering, Victor Martinez Maintenance,
Gerardo Zarate Lean Manufacturing
Target:
1. To decrase reworks in stamping process.
2. To work one piece flow.
3. To get a flexible production (1, 2 ano 3 persons).
4. To increase productivity.
21
Task
Responsible
Day opened
Date Closed
To train people lean
manufacturing techniques
Team
02-3-2012
To level the production line
Team
02-3-2012
02-8-2012
To redefine layout
Team
02-5-2012
02-8-2012
realize a Lean Assessment, to do a Value Stream Mapping
workshop as well as a kaizen workshop.
02-7-2012
Regarding the Value Stream Mapping workshop, this is the first
one made as Nobel Company in S.L.P. facility. But what is a
VSM?
As we know a Value Stream Mapping (VSM) is a lean
manufacturing technique used to create a “One page picture”
of all the processes
that occur in a company, from the time a customer places an
order for a product, until the customer has received that
product in their facility. The goal is to depict material and
information flows across and throughout all Value-Adding
Processes required to produce and ship the product to the
customer. Value Stream Maps document all of the processes
used to produce and ship product, both Value-Adding and NonValue-Adding (Waste- MUDA) processes.
The steps done for those two days of our VSM analysis were:
What is the next? The idea is to deploy this system to all
the plant, beginning in power steering area and Metalware
since we think this is a good system for this kind of
business. Finally I want to thank all team members
mentioned in the kaizen form because of their good job
made so that this project worked. If you are interested on
this, you can see some videos loaded in our intranet (Lean
Manufacturing folder).
Gerardo Zarate
Lean Manufacturing Engineer
Value Stream Mapping Workshop
On October 2012 We had the visit of Cuneyt Tosyali in Nobel
Automotive S.L.P. Mexico as Lean Manufacturing consultant.
The mean targets of that visit were: to know our facility, to
1. To create a multidisciplinary team that was formed by:
Luz Uresti
Daniel Zarate
Marco Diaz
Manuel Guevara
Claudia Sugey
Daniel Silva
Victor Martinez
Adriana Cervantes
Gerardo Zarate
Murat Akman
Cuneyt Tosyali
Production Supervisor
Production Supervisor
Production Supervisor
Shipping Supervisor
Quality Auditor
Manufacturing Engineer
Maintenance Manager
Lean Manufacturing Engineer
Lean Manufacturing Engineer
Operations Manager
Global Lean Coordinator
22
The mean actions for this plan are:
• To start working with a kanban systems for subassemblies
and finished goods.
• To create manufacturing cells in metalware area.
• To move metalware area to power steering area.
• To work one piece flow in the assembly production line.
• To decrease raw material inventory.
Task
Responsible
Future State
Improvements
Total lead time
100.17 days
22.61 days
79%
Production lead time
Value added Time
% Value added Time
2. To receive theoretical and practical VSM training from
Cuneyt Tosyali.
3. To identify the target product: In this case the chosen
product belongs to Power Steering family 22912855 (Lambda
Pressure line).
4. To create the current state Value Stream Mapping: In this
phase we reflected how the processes were linked, how the
informatio and product flowed, the inventory size and the
business and manufacturing waste between processes.
5. To create the future state Value Stream Mapping: We
defined our targets and identified the lean techniques
needed to create a value-adding process.
6. To develop an action plan to make the future state Value
Stream Mapping the current state Value Stream Mapping.
11.07 days
7.61 days
31%
349 seconds
3.22 seconds
8.40%
0.004%
0.016%
400%
Productivity
18 people
12 people
33%
Inventory turnover
3.31 times
16.14 times
487%
357 m
176 m
51%
Product displacement
Now we know how to prepare and realize a VSM, as well as
the role that the inventory plays in the production line, in
other words, we always need to be focusing in decreasing
WIP as much as we can. The next step is doing a VSM for
plastics family.
Kaizen 1205-PAS
As part of the VSM action plan we realized a Kaizen
workshop in Power Steering area. During the workshop
we received training about lean manufacturing
23
techniques, the usage of a
methodology for taking times of the
process, how to use a Yamazumi
work balance charts to eliminate non
valued work content and the usage
of cardboard to simulate the
machines in order to analyze flow
and redefine the lay out. This activity
was integrated for a multi functional
skill group, since it is very important
to attack the problems in different
points of view.
Following is shown a summary of this
workshop:
Consult: Cüneyt Tosyal›
Leader: Gerardo Zarate
Area: PAS
Production line: Lambda Pressure
Product: 22912855
Date: Oct 17th-Oct 19th 2012
Team member: Murat Akman, Victor Martinez,
Teodara Maldonado, Bianca Estrada, Francisca
Meave, Alicia Santillan, Sofia Ramirez, Beatriz
Lara, Lucina Garcia, Rosa Lopez, Irais Gonzalez,
Patricia Castro, Angel Vite, Luis Sarabia, Hugo
Avila, Javier Justo, Roxana Crespo, Fior Gaspar,
Yolanda Villanueva, Josue Amaya, Humberto
Perez, Alfonso Sanchez, Daniel Silva, Claudia
Sugey, Luz Uresti, Adriana Cervantes, Marco
Diaz, Daniel Zarate,
Target: To increase productivity and
decrease WIP.
Sonuçlar:
Action Plan:
Target
Responsible
Day opened DateClosed
To redifine layout
Team
17.10.2012
18.10.2012
To level the production line
Team
18.10.2012
19.10.2012
To automate cutter
To automate marking process
A. Sanchez
A. Sanchez
18.10.2012
18.10.2012
19.10.2012
Konsept
Önce
Sonra
Alan
88m2
44m2
Yar› mamul ürün
300 parça
Tek parçal› ak›fl
Döngü süresi
180s
163s
PPH (saatlik üretim miktar›)
13.3
22.1
Üretkenlik
%85
%85
19.10.2012
Finally I want to appreciate to operators, technicians and engineers for their availability, ideas and actions implemented as well as
to Cuneyt Tosyali for his knowledge as a consultant.
24
• Component kanban racks were placed in front of all lean
cells, operating in double bin kanban logic, the backs of which
are facing the corridor, enabling the spiders to load without
entering into the cell and enabling cell supervisors to pull from
the front of the rack easily.
Tact Time
1.Operator
2.Operator
Mold shelf
MT 0097
3.Operator
Mold shelf
M. Bender
4.Operator
MT 0098
Mold shelf
M. Clips
MT0047
MT0045
MT0046
STANDARD WORK FLOW
50
45
40
35
30
25
20
15
10
5
0
MT0048
LEAN CELL
• Primarily the entire production was aligned for one piece
flow and all units that work within the same flow were
integrated to create lean production cells. All cells were
leveled according to TACT TIME, alternative balance charts
were developed and performance dashboards were prepared
to be monitored by cell supervisors.
LEVELING
TRANSITION TO LEAN PRODUCTION
MT0096
This is a Lean practice based on Heijunka pull system designed
to manufacture the product purchased by the customer.
It is important to have made a certain level of progress in lean
production practices before applying Heijunka. Orda had
carried out the following procedures related to Lean tools
before applying Heijunka.
Yasemin TAfiPINAR Production Manager
Nobel Automotive / Orda Otomotiv A.fi
MT0095
Heijunka-Production Leveling
Table
Pallet
Table
MT0053
Pallet
Kanban
shelf
Table
MT0054
Pallet
PERFORMANCE
DASHBOARD
INTERNAL FLOWS
KANBAN
Delivery
WAREHOUSE
Finished Goods
Super Market
Transport
WAREHOUSE
Semi-Finished
Goods
Super Market
Customer
CNC
Semi-Finished Goods 1
Semi-Finished Goods 2
Assembly Line
Finished Goods
Signal Kanban
Material Flow
Pull Signal / Weekly
Coating
End-Forming
and
Furnace Brazing
Tube Cutting
Transport
Delivery
Pull Signal / Daily
• Supermarkets at the quantity identified on the basis of
customer requirements according to Value Stream Mapping
were placed at all consumption areas in accordance with the
internal flow and the WIP productions and inventory areas
were fixed as per the FIFO system.
HEIJUNKA PRACTICES
• The main objective of Heijunka is to eliminate or minimize the
adverse effects of instant changes on customer demands on
production. Thus it is aimed at maximizing productivity through
accurate, balanced, regular and rhythmic production and to
increase value adding.
25
LEVELLING AND PULLING
DECISION MATRIX
OPTION
ADVANTAGES
DISADVANTAGES
1. Keep all products (A,B,C)
in the finished goods
supermarket. Manufacture to
inventory.
Replenishment Pull System
It is possible to ship
all products with a
short lead time upon
demand.
Tüm ürünler için
stok tutma maliyeti
ve fazla yer iflgali
2. Do not keep finished goods
Less stock and costs
in stock and produce
according to demand
Sequential Pull System
3a. Keep stocks only for C’s
and produce A’s and B’s
according to demand
Mixed pull system
Less stock
3b. Keep A and B in the
finished goods supermarket
and manufacture C with the Acceptable stock
parts pulled from the work in level
progress supermarket based
on the orders received.
Mixed pull system
Yüksek süreç
yeterlili¤i ve k›sa
üretim ak›fl süresine
ihtiyaç duyulur
Kar›fl›k üretim
becerisi ve günlük
dengeli talep
da¤›l›m› gerektirir
It was decided to use the 3a option in the decision matrix and a
mixed pull system was applied.
PACEMAKER PROCESS
• Planning production in a way to prevent variations in
customer demand from affecting the production processes
• Reducing production lots to the extent possible
• Manufacturing all product types in smaller quantities within a
specific period of time
• Reiterating the same production model to the extent possible
• Ensuring that the processes trigger each other
For which products shall we establish a finished goods
supermarket and which products shall be manufactured
directly on the basis of confirmed purchase orders?
Production
Control
Customer
IN
OXOX
C Products
FIFO
Process 1
FIFO
Process 2
Process 3
A ve B products
Pacemaker process were identified and HEIJUNKA
Dashboards were placed at these areas. All work orders for
finished products were placed in bins to provide easy,
comprehensible and visual information flow.
HEIJUNKA DASHBOARD
Kar›fl›k model
üretim becerisi ve
C’ler için görsel
kontrol
Shift times
Production orders
• The production schedule/chart shall be communicated to all
production units according to the Lean Production system.
It shall be sent to one process only (Pacemaker process) and
other production processes shall be informed as to which
product they shall manufacture and the time and quantity
thereof.
HEIJUNKA PRACTICES AT ORDA
First of all capacity plans were made for all cells and
production was balanced by identifiyng the production quantity
for each shift per day.
Palnned days
26
Automechanika Moskova 2012
We will continue to receive precious awards from our
customers as long as our employees and our company
continue with their dedicated efforts to manufacture high
quality products. The quality award received from Toyota
Boshoku Turkey last week is a good example. Our company
Orda received the best supplier award from Toyota Boshoku.
Our director Mr. Hakan Doyran received the award on behalf of
our company. Nobel Otomotiv will continue to be a top supplier
for the automotive industry as long as we continue to operate
with this vision.
At a Picnic...
Nobel Automotive Turkey participated to the Automechanika
Moscow 2012 powered by MIMS Exhibition together with 3 other
Orhan Holing group companies in Moscow/Russia between
27-30 August 2012. We hope our attendance to this exhibition
will be of high benefit to Orhan Holding in attracting new
business contacts.
The best supplier award by Toyota Boshoku
We went picnicking to Kestel fielale Do¤a Restaurant
together with our employees and their families. We had a
very good time entertaining ourselves with various games
after lunching and chatting in a fabulous landscape. The
contest to catch live fish was very entertaining. We
continued with our entertaining games after giving presents
to our employees through an exciting lottery drawing. At the
end of the day, although somehow tired with joy and
pleasure, we promised to see each other at another picnic.
Success means hard work, suffering, confronting difficulties,
exertion and exhaustion and wearing yourself out. The level of
success and productivity increases if you do your job willingly
and enthusiastically. We shall not quit immediately and go on
with the work we had started. We all know that it will not
always be easy to overcome the obstacles when we are doing
our job. But we shall never forget that greatest successes are
achieved by overcoming toughest obstacles. Commitment to
success is a major step in achieving your goal. We shall have
self confidence at all times and believe in success.
27
Our New Friends
Özcan Yi¤it
Born at 28/02/1984 and graduated from the
University of Dokuz Eylül, Department of
Metallurgical and Materials Engineering
.Joined us as Project Engineer at July 2012.
Workers of the Month
April
: Osman Akyol
May
: ‹smail Türkmen
June
: Berkant Çapal›
July
: Ahmet Ayd›n
Agust
: Vasviye Yüksel
September : Emre Ön
New Parents
Tu¤fan Aslan
Born at 12/02/1986 and graduated from the
University of Anadolu, Department of
Economic Sciences .Joined us as Quality
Engineer, at July 2012.
Mehmet Fatih Alpan
Born at 09/01/1989 and graduated from the
University of Dokuz Eylül, Department of
Nevzat Yavuz, Emrah Kılıç, Muazzez Cömert, Suat Çalım,
Ayhan Gölgeli, Halil Çetintafl, Murat De¤irmenci have new
babies.
New Families
Ramazan Sarı with Mrs.Mualla, Osman YILDIRIM with
Mrs.Halime, Rıdvan Kızılten with Mrs.Dilek, Volkan
Köseo¤lu with Mrs.Ça¤la, Serap Ergül with Mr.Semih got
married.
We wish a happy and long life for all new families.
Mechanical Engineering .Joined us as Project
Engineer, at July 2012.
Sevim Güler
Born at 01/06/1985 and graduated from the
University Gazi Chemical Engineering .Joined
us as Quality Engineer at August 2012 .
Friends who lost their relatives
Ercan Hacıo¤lu (his father), Sibel Sayılgan (his father),
Hasan Kandemir (his father), Tanju-Cem Demiral (his
father), Emre Bayram (his son), Daut Tatari (his mother).
May God have mercy on them.
28
Carrier Days Activity
ISO 16949 Inspection
Finally we finalized our efforts which we have been exerting in
order to document our quality standard. We have successfully
passed the audit carried out by Bureau Veritas on 16-17 September 2012 and we have become entitled for documentation.
Now we are waiting for the document ceremony.
Our University Visit
On 06-07 2012, Kütahya Carrier and Employment Days activity
was realised by Kütahya Governorship, Municipality,
Dumlup›nar University, Directorship of Employment and Job
Placement Agency along with the Chamber of Trade and
Industry in the Central Campus of Dumlup›nar University.
Orcia, after carrying an effective cooperation with ‹fl Kur
(Employment Agency) during the planning process, made a
strong impression and was the only company rewarded with a
plaquet due to its contributions. Our Human Resources
Manager Sabri TOPÇU participated to the event with his
presentation named Carrier and Innovation. The presentation
which draw quite a lot of interest, ended with the questions of
the students and the answers. Our stand was the most
frequently visited one. Therefore, with our corporate image, it
has been a successful activity which gained us positive results
regarding cooperating with the University and public sector
In the scope of University-Industry cooperation, firstly on
February 2012 and then on 19 September 2012, Dumlup›nar
Committee visited our facilities. The ORC‹A A.fi committee
comprising of our Factory Manager Okan YILMAZ, our Human
Resources Manager Sabri TOPÇU and Training Manager
Hikmet Terzio¤lu responded to these visits on 21 November
2012. The Assistant Rector Prof. Dr. Kaan ERASLAN, Deputy
Communication Coordinator Assistant Prof. Dr. Mehmet
ERDEM, Assistant Head of Industrial Engineering Department
Associate Professor Dr. Özden ÜSTÜN, University Social
Responsibility Projects Coordinator Prof. Dr. Osman fian
participated to the meeting organised at Dumlup›nar University
as the representatives of the University.
‘Areas of mutual cooperation’ determined by Orcia committee,
were explained to the University committee by our Company
29
Manager Okan YILMAZ. These areas include;
• Software/hardware support to orchestra program
• Optimization Project for material stocks and boxing
• Recycle project for solid wastes
• Project of having the fabric tests carried out by the University
• Planning the stitching and cutting lines along with material flow
• Pastal efficiency improvement studies (Gediz Tekstil MYO)
• Assigning dissertation projects to final year engineering
undergraduates
• Opening an Orcia photo exhibition in DPU.
It was decided that the next meeting shall take place at Gediz
Vocational School of Higher Education and the meeting was closed.
Our Children in Kindergarten
Blood Donation Campaign
Our kindergarten activities continue with the increasing
number of children and our children find a chance to
participate in various activities in addition to daily educational
programs. These activities, which are actually applied
educational activities related with the daily life, are provided
them highly fun and enjoyable ways. They bake pizza, go to
supermarkets or bazaars for shopping and visit museums
and schools.
We followed the motto that we are responsible towards each
other and we donated our blood due to the responsibility we
feel towards many lives. The first blood donation to K›z›lay
(The Red Crescent in Turkey) took place on 17.05.2012 with our
employees’ high level of participation and we are planning to
organise our second donation campaign on February.
Exchanging Eid Greetings
Just as in every Eid, our management exchanged Eid greetings
with our whole staff on the last business day before the
Sacrifice Eid.
30
Orcia Photo Club Works
Our photo club travelled, explored and challenged themselves
in order to catch impressive and beautiful shots for us
throughout the 2012. We will have a chance to see the results
of their first efforts in the Orcia Photo Club exhibition which will
be opened in Kütahya Sera Mall on January and with the other
exhibitions we will open in other locations during the year, we
will continue to help Orcia employees integrate with the society.
Our New Recruits
Ülkem Özalp
Was born in 1978, she graduated from Eskiflehir
Osmangazi University, the department of
Mechanical Engineering and as of
05.06.2012, she started working with us as
Manufacture & Maintenance Manager.
Cengiz Acar
Was born in 1983, he graduated from Dokuz Eylül
University, the department of International Affairs
and as of 17.09.2012 he started working with us as
sales person.
Melih Canl›dinç
Was born in 1987, he graduated form Dumlup›nar
University, the department of Mechanical
Engineering and as of 02.07.2012 he started
working with as an Engineer.
Our employees who got married
Fatih Yüksel, Nuray Taflpolat, Ümran Kartal, Sat› Yafla, Murat
fien, Saadet Kabaday›, Nuray Tuna, Kübra Kapdan, Melek Kaya,
Zeliha fiaklak, Leman Hanc›o¤lu, Lütfi Ekiztafl, Gülçin Keten,
Hale Ayd›n, Kader Ifl›k, Murat Y›lmaz, Ümran Y›ld›z… We wish
our newly wed employees happy, healthy, peaceful and lifelong marriages.
Our employees who had babies
Our secretary Arzu Durmaz had a son, Our foreman Mehmet
Yarfli had a son, our cutting operator Hüseyin Gül had a
daughter, our stitching operator Hülya Öztürk had a son, our
packaging personal Gülay Balaban had a son o¤lu, our cutting
operator Mehmet Coflgun had a son, our stitching operator
Matihullah fientürk’ün had a son, and our cutting operator ‹sa
Sevin had a son.
We wish a happy life to the new born babies with their parents
31
The “Best Supplier of 2011” Award to Ormetal From Oyak Renault
The General Manager of Oyak Renault
Manufacturing Plants Mr. Tar›k
Tunal›o¤lu, Procurement Director Mr.
Eren Kaya and Chassis Equipment
Procurement Manager Gökhan Deniz
visited our company on Wednesday,
the 19th of December and presented
the Best Supplier of 2011 award to
our General Manager Ziya Kabo¤lu in
the award ceremony organized with the participation of all our
employees and guests. The award ceremony which was organized
with the participation of Mr. ‹brahim Orhan, the Honorary Chairman
of Orhan Holding, Ms. Ayflegül Orhan, the Deputy Chairperson of
the Board of Directors and senior executives of Orhan Holding
started with a factory tour, continued with the inauguration speech
given by our General Manager Mr. Ziya Kabo¤lu, the speech given
by General Manager of Oyak Renault Manufacturing Plants Mr.
Tar›k Tunal›o¤lu and the presentation of the awards and was
finalized with the address of thanks by Mr. Murat Orhan, the
Chairman of the Board of Directors of Orhan Holding. Being awarded
as the most successful supplier of Oyak Renault in the year 2011
based on criteria such as quality, delivery and costs encouraged
Ormetal in achieving its vision to be a global company with steady
growth and innovations and made our employees who helped us
in achieving this success very proud. Receiving the most successful
supplier award from Oyak Renault only 2 years after our branch
in Gez was transferred in 2009 to our new facility, the construction
of which was started in Novermber 2007 in Karacabey, following
the transfer of Ormetal and Yaysan Teknik manufacturing facilities
from Bursa in August 2008, is the joint success of Renault, Ormetal
and Orhan Holding thanks to our employees.
32
Ormetal was Granted It’s First Award in the
Journey to “Quality in Excellence”
Hande fiarman
Ormetal Quality Manager
EFQM Excellence model
Fundamental Concepts of Excellence;
• Achieving balanced results
• Adding Value for Customers
• Leading with Vision, Inspiration and Integrity
• Managing by Processes
• Succeeding through People
• Nurturing Creativity & Innovation
• Building Partnerships
• Taking Responsibility for a Sustainable Future
In the 21st award ceremony organized by Kalder in Lütfi K›rdar
Congress Center, we were granted the “Commitment to Excellence”
award which is the first stage of EFQM Excellence award. Our
General Manager Mr. Ziya Kabo¤lu received the certificate, crowning
our pride, from the Minister of Family and Social policies Ms. Fatma
fiahin and Chairman of the Board of Directors of Kalder-Bursa Mr.
Emin Direkçi on the 21st of November, 2012.
The resolution to initiate the EFQM Excellence Model as presented
by the award committee of Kalder Bursa branch was adopted at
the meeting held at the Holding in March where the project was
submitted to the Board of Directors of the Holding as a strategic
goal. The EFQM excellence model and 9 main criteria were
implemented through model training sessions in June and July
and areas for improvement were identified by Ormetal selfassessment. A priorities matrix was developed on the basis of the
process flow upon which 3 activities to be improved were identified
and respective action was initiated. The process was completed
after finalizing the activities, reporting the results and demonstrating
the activities to Kalder assessors during the field visit. Our company
was granted the award as a result of the assessment made by the
self-assessment committee.
This model helps the executives/leaders to understand the
cause and effect relationship regarding the performance of
their organization and the results achieved. It is possible to
assess the corporate excellence level of an organization
accurately by using RADAR.
Taking responsibility
for a sustainable
future
Achieving balanced results
Adding value for
customers
Building
partnerships
Leading with
vision, inspiration
and integrity
Nurturing
creativity &
innovation
Managing by processes
Succeeding through people
ORMETAL is committed to continue with this journey based on the
principle “excellent organizations achieve and maintain a level of
performance meeting or exceeding the expectations of all their
stakeholders”, together with all its employees. We believe that we
will succeed to get the grand prize with our comitteed efforts.
EFQM Excellence Model
ENABLERS
Leadership
RESULTS
People
Processes,
Products &
Services
People
Results
Strategy
Customer
Results
Partnership
& Resources
Society
Results
Key Results
Learning, Creativity and Innovation
33
Commissioning of the Project in Russia
Our New Recruits
Güner Mutlu
Güner MUTLU was born in Eskicuma in 1984,
graduated from, Sakarya University, Faculty of
Engineering, Department of Metallurgical and
Materials Engineering in 2006 and joined our
company as Procurement and Metal MRP officer
on 06.07.2012. We wish him luck in his new job.
‹brahim Yan›
‹brahim YANI was born in Mustafakemalpafla in
1988, graduated from Yıldız Teknik University,
Faculty of Engineering, Department of Mechanical
Engineering in 2011 and joined our company as a
Project Engineer on 09.07.2012. We wish him luck
in his new job.
One of the world’s largest automotive assembly plants is currently
being constructed in Togliattia, Russia with the partnership of
Renault, Nissan and Avtovaz. Following the decision by Renault
and Nissan to start manufacturing on this platform, it was resolved
to produce L42L and W52 seat and armrest frames, for which we
are nominated, at Togliatti.
A simulation area was formed at Ormetal to make product validations
and process validations for all products to be transferred to Russia.
The production and quality systems of Ormetal were explained to
a Russian team of 5, between 12-22 through practical training. The
audits conducted with the operators who are going to work in
Russia enabled us to simulate the layout in Russia 100% and to
control the cycle time, ergonomy and process flow.
Ahmet Ayd›n
Ahmet AYDIN was born in Bursa in 1987, graduated
from Sakarya University, Faculty of Engineering,
Department of Mechanical Engineering in 2010 and
joined our company as a Project Engineer on
09.07.2012. We wish him luck in his new job.
‹smail Yorguno¤lu
‹smail YORGUNO⁄LU was born in
Mustafakemalpa?a in 1981, graduated from
Balıkesir University, Faculty of Engineering,
Department of Mechanical Engineering in 2004
and joined our company as Spring Production
Plannig and Logistics Oficer on 23.07.2012.
We wish him luck in his new job.
‹brahim Yörük
The Logistics Officer of our company ‹brahim Yörük
left our company on the 30th of October due to
retirement. We would like to take this opportunity
to thank him for his contribution to our company
and wish him a healthy and happy life.
K›sa bir yaz› gerekiyor
34
Oyak Renault, Sıla visited
Sıla Teknik, which was granted the RNPO Quality Grand Prize
in June this year, was visited by senior executives of Renault
France and Oyak Renault including Nicolas MAURE (Vice
President RNPO), Antony PLOUVIER (Supplier Account Officer
RNPO) and Eren Kaya.
This visit aiming at allowing RNPO to have a better
understanding of the potential of domestic manufacturers and
to observe the parts’ production process, during which new
projects and prospects were also discussed, was very
successful.
This visit was a milestone in Sıla Teknik’s history due to the fact
that Sıla Teknik was the only company in bursa that was visited
by Mr. Nicolas Maure during this business trip and that it was
the first visit to Sıla teknik by a Vice President of RNPO.
Bowling Tournament Final
We participated in the Automotive Industry and and Automotive
Suppliers bowling tournament held in MAGIC Word Bowling Hall
with SILA TEKN‹K team comprising Tolga Can GÜLEÇ – Sayim
D‹KMEN – Sezai ÜÇYOL – Aytekin KARA – Yakup YAKIN.
SILA TEKN‹K team was successfull in the eliminations, quarter
finals and semi-finals in the tournament where 16 teams
competed, and won its wat you the finals in the Super League.
Our team starred again in the finals which were very exciting.
SILA TEKN‹K won the final match to become the champion and
Sezai ÜÇYOL from SILA TEKN‹K was the highest scorer.
The most interesting player in the tournament was Tolga Can
GÜLEÇ, who contributed to his team’s success by scoring higher
than most adult players.
We congratulate our team for representing us at champions’
level in this tournament and in other tournaments.
Employees with newborn babies
Dursun GÜNEfi-Boy, Gülser ÖZHAN-Boy, Levent ÖZDEM‹R-Girl
Serhat Deniz –Girl, Tolga Tütüncü – Girl, Tuncay Tarla – Girl,
Kürflat Cancı – Boy, Taner Yıldız – Girl, Gönül Nefle – Girl
Osman Ayvalı – Boy, Celil Yurtsever –Boy We wish a happy life
to the newborn babies together with their families.
Recently Married Employees
Naile ESEN-May, Taner GÜNER-June, Erol OMMUfi-June, Oktay
BALER-September, Ersin VARDAR-September, Saffet
Canayakın – April, Adnan Yavuz – April, Hasan Ça¤lar Ter – July
Harun Meriç - July, Olcay Eriflen – July, Ali Özgür – July, Ömer
Erol – July, Olcay Günerten – August, Nüket Uzunlar – August
Ferdane Mutlu – August, Gönenç ‹zgi – September, Erhan Güney
- October. We wish lifelong happiness to the new couples.
Our condolences to
Yüksel UÇAK- his Mother, Öztürk Uçak – his Mother, Lütfü
AKTAfi- his elder sister. We express our deep condolences to
the bereaved families of our employees and wish them
patience.
35
The Occupational Health and
Safety Law numbered 6331;
Tolga TÜTÜNCÜ
Occupational Safety Specialist
I would like to start by asking the
consideration the principle
question “Which disaster claims
asserting that “occupational
the most lives? It is not difficult
safety is a culture requiring time
to estimate your answers to this
to be adopted and developed”,
question. However those who
any delay in any kind of
reply the question with answers
improvement or measure delays
such as war, epidemic diseases
the progress in this field
or natural disasters are way too
accordingly. Consequently, the
wrong. The correct answer to this
expectations are high of the
question is occupational
Occupational health and safety
accidents. There is no other disaster on earth that claims as many
Law numbered 6331, which was brought into force in 2012. It is
lives as occupational disasters. Acording to the forecasts made
a known fact that in our country, 80% of the occupational acidents
by International Labor Organization (ILO) for the period 2005occur in business premises employing 1-50 workers. The most
2006, on the basis of 2003 data, 337 million occupational accidents
important advantage of this new law is that it covers all businesses
occur every year. 2 million 310 thousand people loose their lives
regardless of the number of employees. We will soon be introduced
and 160 million people suffer injuries or occupational diseases
to concepts such as representatives to support occupational
as a result of these occupational accidents. The financial loss
safety activities to be carried out within the organization of the
caused by these accidents is estimated to be around $ 1.2 trillion.
business enterprise or on-site nurse. This law also aggravates
Bernardo RAMAZZINI (1633-1714) was the first scientist to search
penal sanctions and extends the scope of employer’s
the adverse effect of the relationship between workers and their
representative.
professions on human health. The concept of occupational safety
Although the law and the sanctions imposed by the legislators
which was improved through
play an important role in
We need to review our knowledge
international laws on a continuous
occupational health and safety, we
on the importance of occupational
basis since early 1900’s especially
shall always keep in mind that social
safety today
in Europe was unfortunately
awareness and occupational safety
neglected in our country. Our
culture are at least as important as
country ranks the third in the world
laws and rules.
in occupational accidents after
I wish a healthy and accident free
India and Russia according to
life to all our employees.
international statistics and the first
in Europe. Taking into
ISO/TS 16949 Interim audit…
ISO/TS 16949 standard is developed
by ISO Technical Committee-TC 176
for the global automotive industry. It
comprises QS9000 standard
developed by FORD,GM and
CHRYSLER, Germany’s VDA6.1
standard, French EAQF standard and
Italy’s AVSQ standard.
This standard is developed by adding
requirements specific to the
automotive sector to the ISO9000 standard. It is based on a
fundamental system ensuring continuous improvement and
preventing defects.
Together with ISO9001, ISO/TS 16949 sets forth the quality
Ayfle Y›lmaz Kaya
Quality System Specialist / WCM Coordinator
system requirements for designing / developing,
manufacturing, assembling and servicing automotive products.
In addition to these standards car manufacturers may also
demand individual customer specific requirements.
Sıla Teknik and STG were subjected to ISO/TS 16949 Interim
Audit in October by SGS certification firm where no major nonconformities were found. This result proves once more that all
processes from design to delivery are managed in accordance
with this standard.Systems can only survive if thet are
thoroughly implemented by the employees with a high level of
participation…
We would like to take this opportunity to thank all our
colleagues who contribute to the sustainability of our system.
36
Farewell
The Deputy General Manager of our company Mr. Jean-Luc
FUTEUL has left our company and returned to his home country
France after having retired atfer serving in our country for 6.5
years. We would like to thank this opportunity to thank our
senior executive who had contributed to the success of all of us
and wish him a healthy and happy life.
Suggestion System Award Ceremony
was Held at Geçit Manufacturing Plant
‹lker ÖZKAN
Submitted the highest number of suggestions and the highest
number of applicable suggestions
Levent GÜLGÜN
Submitted the best quality suggestion
Serkan AY ve Alaattin YILDIZ
Submitted th best Occupational Health and Safety Suggestion
Osman ZORLU
Submitted the suggestion with the highest economic return
In addition to the above mentioned employees ‹lker KARA was
also awarded through a lottery drawn among all employees who
have submitted suggestions.
Farewell Ceremony
Training
Training is provided to our employees at Dosab and Geçit
Manufacturing Plant on an increasing basis.
The training sessions, mainly covering Quality Techniques are
highly entertaining and efficient with the contributions of the
participants and trainers.
Training sessions conducted so far include but are not limited
to the following:
• ISO Tolerancing Training
• Process Audits
• Financial training for non-financial employees
• APQP Training
• ISO 14001 Environmental Management System
Internal Auditor Training
• MQA
• POKE YOKE
• ISO/TS 16949 KSY
On june 2012, certificates are given to our technical highschool
interns who support us during a year and as Teknik Malzeme,
we wish them best in their lives.
37
Traditional Recreative Game
for lunch breaks
Our employees organize highly challenging backgammon
tournaments during lunch breaks. Backgammon fans play
backgammon throughout the year every day during lunch breaks
to relive their stress. Kibitzers never miss a game to applaud
their favorite players.
Our New Recruits
Meral MEfiE
Born on 03.08.1981, graduated from Uluda¤
University Faculty of Arts and Sciences. She joined
our company as a Continuous improvement officer
in DOSAB Quality Department.
Sevilay BAfiARAN
Born on 03.07.1987, graduated from Cumhuriyet
University, Chemical Engineering Department. She
joined our company as a Quality Engineer in DOSAB
Quality Department.
Harun ANAÇ
Born on 11.02.1985, graduated from Eskiflehir
Osmangazi University Mechanical Engineering
Department. He joined out company as a Supplier
Quality Engineer in the Quality Department of Geçit
Manufacturing Plant.
Fire Fighting Training
Kutas KANfiAY
Born on 01.01.1984, graduated from Anadolu
University Textile engineering Department. He
joined our company as a Logistics Supervisor in
DOSAB.
Nevin YILMAZ
Born on 02.02.1978, graduated from Anadolu
University Faculty of Management. She joined our
company as Acounting supervisor in the Accounting
Department.
We conducted Fire Fighting Training at DOSAB Manufacturing
Plant with the participation of all employees.
Recently Married Employees
Gürol Akbafl, ‹kram Torun, Selçuk Tuna, Yaflar Güventürk,
Salih Sevinç, Hakan Urufl, fiahin Sevim.
We wish happiness for the new couples for their whole lives.
Our condolences to
Seçkin Tuncer-his Father, Mutlu Ar›-his Father, Nazmiye
‹brahimo¤lu - her elder Sister, Mustafa Ayvaz-his Father, Necmi
Ayd›n-his mother, ‹brahim Özdemir-his Father, Coflkun Ay - his
brother, Burhan Kaya-his Father, Hasan Türker-his mother
Our condolences to them and wish patience for them.
Zada D‹LL‹
Born on 31.03.1981. Graduated from Gazi University
Chemical Engineering Department. Joined our
company as Parts Procurement officer in Geçit
Manufacturing Plant.
Employees with Newborn Babies
‹brahim fien-Girl, Recep Day›-Boy, Alaattin Y›ld›z-Girl, Mesut
Özceylan-Boy, Ramazan Çetin-Girl, Özgür Kaya-Boy, Gönül
Koçak-Boy, Ali Ok-Boy, Sevinç fievik-Girl, Ali fiahin-Girl, Fatih
Vay-Boy, Mustafa Kahraman-Boy, Ersin Altunbulak-Boy,
Hasan Türker-Girl, Ak›n Bafltürk-Boy
We wish happy lives for the new born babies together with
their families
38
What is Noise?
How We Protect Against Noise?
Undesired sounds generally generated artificially, the quality and
tone of which are distorted. In other words, undesired sounds
that affect both individuals and society adversely are called
NOISE. Sound is defined by frequency and loudness. The loudness
of noise is related to the mechanical pressure directly reaching the
tympanic membrane and measured in decibels (dB). The human
ear can hear sounds between 0-140 dB (decibels). Frequency is
described as the number of vibrations per second measured in
Hertz (Hz). The human ear can hear sounds with frequency
between 20-20.000 Hz. This is called the “Audible Frequency
Range”. Sounds under this threshold are called ultrasonic sounds.
The higher the shrillness of sound the higher the frequency.
Human voice varies between 500-2.000 Hz. The level of noise that
is detrimental to our auditory system is at 100-10.000 Mhz and 85
dB. The threshold where an individual faces difficulty to hear the
speech from a distance of 1,5 meters in a silent environment is
defined as the noise level. This threshold corresponds to 25 dB on
the average at the frequencies of 500,1000 ve 2000 Hz. Hearing
loss and healing time increases with an increase in the noise level.
Hearing loss is insidious and might not be recognized until it is too
late. Noise-induced hearing loss is an increasingly prevalent
disorder that results from exposure to high-intensity sound
especially over a long period of time. The healing time to recover
normal healing is 10 times longer than the period of exposure.
Higher frequencies are lost first. Loss of hearing high frequencies
distorts the sound. Thus even if you hear the sound it is not
comprehensible. Sound sources are transmitted to the ear
through vibrations or sonic waves. These are conducted through
the external ear and strike and vibrate the tympanic membrane.
These vibrations are conducted to the ossicles in the middle ear
and then to the inner ear and auditory nerves. These vibrations are
converted to nerve impulses in the inner ear and directly sent to
the brain. These impulses are preceived as as sound by the brain.
Loud sound damages the hearing cells in the inner ear. The lesser
the number of hearing cells the lower is the hearing. This damage
is permanent since it is not possible to recover damaged hearing
cells.The most common occupational disease both domestically
and globally is hearing loss caused by noise. The level of noise
reaches damgerous levels not only at business premises but also
in metropols.
Hearing loss due to noise-Industrial Deafness typically:
1- Occurs at sounds over 90 dB.
2- Occurs at the same level in both ears.
3- Occurs initially in the part of our ear hearing 4000 Hz frequency.
4- Does not heal since it is neural hearing loss.
5- Does not progress following elimination of the detrimental effect.
Noise adversely affects the human health in other aspects other
than hearing loss. These are namely, uneasiness, nervousness,
insomnia, lack of concentration, reduction in work efficiency,
behavioral changes, tinnitus, increase in gastric acid, tachycardia,
high blood pressure. Additionally noise leads to chronic fatigue
and lessens body immunity increasing vulnerability to diseases.
If an employee is found to have hearing loss over
Sibel EY‹Z
Quality Assurance, Enrivonment and
Occupational Safety Supervisor
30 dB at 500-2000Hz
40 dB at 3000Hz
50dB at 4000Hz
during the medical examination conducted at the recruitment
stage, he/she shall not be allowed to work at a noisy environment.
Protection against noise
The following measures shall be taken to prevent detrimental
effects of noise at all business premises in general:
• The floor must be coated with materials reducing vibration and
noise during initial installation of noise generating machinery at
the business premise.
• Walls shall be coated with materials preventing sound
reflection, fitted with double glaze windows and constructed from
soundproof materials. Sources of noise must be examined during
the design and construction stages.
• Measures to protect the employees must be taken in cases
where it is not possible to reduce the noise, such as using ear
plugs or ear muffs. Such equipment reduce the intensity of the
sound reaching the tympanic membrane. Ear plugs are fitted into
the ear canal to block the entry of noise. They need to block the ear
canal entirelyto be effective. Appropriate well fitted ear plugs are
capable of reduce the noise by 15-30 dB azaltabilir. Ear plugs used
by Teknik Malzeme are capable of reducing the noise level by 26
dB on the average. It is possible to hear conversations when using
ear plugs because they are designed to reduce the effects of very
loud noises. Employees using ear plugs at work get used to the
normal noises generated by the equipment and are capable of
distinguishing abnormal noises.
Employees who do not use ear-plugs are exposed to sound energy
at a level which 1000 times more compared to employees using
ear plugs. If the distance between the skin of the ear and the ear
plug is higher than required the ear plug will not be effective even
if it is used on a continuos basis. Thus, ear plugs are required to be
used appropriately and continuosly to be effective. Ear plugs must
be cleaned after daily use.
All employees at Teknik Malzeme are required to use ear
plugs/ear muffs when they are working at places where the level
of noise is high. This stautory requirement only aims at protecting
our employees against the adverse effects of noise. Research
shows that using ear plugs increases personal productivity up to
12% and manufacturing earnings by 1%. In addition to protective
and preventive measures against noise, our company requires
new employees to provide us with their ear audiograms and
performs ear audiograms of our employeesworking at noisy jobs
on a periodical basis.
You need to consult your physician in case of any inflammation or
abnormal rash in the inner ear canal. Hearing loss occurs
gradually through the years. You may fail to recognize hearing loss
because it progrsses slowly and gradually without pain. All you
can recognize is ringing in the ears or other sounds. You need to
receive medical advise from an otolaryngologist if you suspect
hearing loss.
39
BMW Test Drive Event
BMW test drive day was held on 08.12.2012 at Teknik Oto Bursa
1 with state of the art high performance cars to the appreciation
of our customers.
Physicians, Pharmacists and Lawyers
for Brunch
A brunch was organized at Teknik Oto Bursa 2 on 02.12.2012 for
Physicians, Pharmacists and Lawyers. Our guests had the
opportunity to have a closer look at the cars and to take the cars
to a test drive.
40
Our ofice is refurbished,
Our office was refurbished as a part of our continuous
improvement efforts under the slogan “The Change has Started
“. We are all excited and happy to move back in to our refurbished
office at the end of 2 long and tedious months. Our office now has
a modern and new appearance after the refurbishment. We
moved back in to our office with the help of all our colleagues in a
team spirit and synergy, with the motivation of success.
We are very happy and proud to welcome our customers at our
new office reflecting our commitment in technology and
improvement as well as our dynamism.
We hope our new office contributes to customer satisfaction and
to the success of our colleagues under our motto “Move Further
Together”. We would like to tke this opportunity to express our
gratitude thank everyone who has contributed to our new office.
Awards
We are happy and proud to crown our success this year, as well as in the previous years, with new
awards.
• Axa Sigorta - 2011 Ranked First in Marmara Region for Premium Generation
• Axa Sigorta – 2011 Ranked Seventh country wide for Premium Generation
• Axa Sigorta – 2011 Ranked eight Country wide for Profitability
• Chartis Sigorta - 2012 Ranked First in Burse Region
41
Traditional Company Picnic
This year we went to Alaçam Sefa Tepesi on Sunday, the 24th of
june, 2012 for our traditional company picnic which is organized
on an annual basis. Both our colleagues and their families
accompanied us in this acvitity with their colorful presence. The
children entertained themselves and enjoyed the fresh air in a
marvellous landscape and their families were more than happy
to have a nice day with their children and sparing time to their
children.
After having a traditional village style breakfast, our employees
found the opportunity to enjoy the nature and contested against
each other in recreational games to win various awards.
Uray Sigorta employees found the opportunity to strengthen
their team spirit with the excitement to contest each other and
to make sports exercises.
Our colleagues compensated for the energy they used in the
contests with their high performance with a fine dinner crowning
this beautiful day.
Training
Our training programs developed on the basis of our
continuous improvement principle continued throughout the
year 2012. All our employees attended the “Communication
Skills and Body Language Training” where they had the
opportunity to use their body language effectively and to
improve their communication skills. The importance of being
a united team was emphasized once more during this useful
and entertaining training. We would like to take this
opportunity to thank our General Manager Alper
Pekmezcio¤lu who is committed to the development of his
personnel , for the opportunities he is providing to us.
Welcome to the world baby girl
Hatice Yap›c›, a staffe member in
the accounting department gave
birth to a baby girl.
We wish ESLEM a peaceful,
healthy and happy life together
with her family.