Orientation

Our newly recruited employees are included in an orientation process that begins with an Occupational Health and Safety training and continues with the introduction of the other departments. The orientation programme,

• Offers basic information about the mission, vision, goals, strategic priorities, values, organisational structure and functions of the company, and explains his/her role within Temsa Global,
• Provides an introduction to the company’s organisational structure, culture, products and services,
• Introduces the new recruit with his/her managers, peers and other departments,
• Explains business processes in detail,
• Provides information about the human resources and quality systems of the company, and the relevant legislation and executions as well as remuneration and fringe benefits,
• Serves to contribute to accelerating the learning period of the employee and helping him/her achieve his/her goal

Career Management

Our goal in Career Management is to enhance the experience, knowledge and skills of our employees in the roles they have undertaken, and help them to evaluate and orient these correctly.

Various career opportunities are provided to our employees such as promotions, relocations and position changes in line with our employees’ behaviours that make the difference and generate successful results.

Development Activities

Besides the Occupational Development opportunities offered, training programmes are implemented under various topics to support Personal Development, to improve the skills and competences of our employees, to create an environment in which they can share their experiences, and to create awareness and synergy.

The training programmes organised with this objective can be expressed in four groups:

• General Company Training Programmes
• Sabancı Holding Training Programmes
• Personal Development Training Programmes
• Post-Graduate Programmes

Remuneration And Fringe Benefits

Our remuneration and fringe benefits system is structured with a business evaluation system that is based on individuals’ competences, education and work experiences. Salaries are updated in January according to the Performance Evaluation results, market salary surveys conducted every year. Remuneration and fringe benefits offered are:

• 16 gross salaries, namely 12 monthly gross salaries and 4 gross salaries as bonus,
• Personal accident and life insurance plans to all employees,
• Personal health plan depending on the position,
• Individual pension system with corporate contribution according to position,
• Social Facilities membership opportunity for Adana location (www.bizzadana.com),
• Meals and transportation services.

Performance Management System

A Performance Management System is applied for all white-collar workers with the objective of strengthening performance-focused business approach by means of business goals and competences that are established in line with our company’s vision, mission, values and strategic goals, and ensuring the development of our employees.

The Performance Management System aims to correctly orient the employees and achieve corporate goals by providing continuous feedback.

Building constructive and open relationships among managers and their subordinates, establishing the continuous development culture in the company at large, evaluating the employees with correct and objective criteria fall under the goals of our Performance Management System.

Internship Opportunities

Two different internship programmes are offered:

• According to Law no. 3308, Vocational School students visit our facilities three days a week.
• Summer internship (June-July/August-September) opportunity for 3rd and 4th grade university students majoring in fields that oblige internship programmes, preferably such as Mechanical Engineering, Electrical-Electronics Engineering, Industrial Engineering, Mechatronics Engineering, Materials Science and Engineering and Metallurgy Engineering, as well as Business Administration and Economics, or project-based internship programmes during the winter months.

Internal Communication

Internal communication in our company is provided by means of:

• Global Sports Club – National field trips, sports tournaments, and other various social activities
• Temsa Global Actual magazine – Three-monthly magazine distributed to all employees
• Press Boards – Bulletin boards used to announce press news about the company
• Vehicle Launch Events – New vehicles are introduced to employees before they are introduced on the market
• Spring Fests – Festivals organised in springtime for the friendliness of the employees and their families
• New Year’s Party – Parties are organised to celebrate the new year and enhance the motivation of employees
• Other Motivational Activities – Activities implemented to create synergy among employees through knowledge contests, group works and social facilities.

OUR COMPANIES

1. Temsa Global Sanayi ve Ticaret A.S.

Temsa Global areas of activities are;

• Bus
• Truck and Automotive
• Construction Machinery
• International Marketing and Sales

2. Temsa Europe NV

Temsa Europe NV, which is established in Mechelen, Belgium, is active on the global market with its international representative offices and distributorships across Europe.

3. Temsa Egypt SAE

Proceeding on its path of becoming a global brand with its new products, businesses and locations, Temsa Global has established Temsa Egypt as a result of the agreement made with the Lasheen Group. Temsa Egypt SAE targets to carry Temsa Global’s knowledge, design know-how, and experience in production and marketing to North Africa, Middle East and the Gulf area and meet the increasing coach and midi coach demand in these regions.

4. Temsa Austria GMBH

Founded in October 2007 to give warranty services and to provide the Austrian and Slovenian markets with spare parts, Temsa Austria GmbH started its operations in January 2008 when the necessary equipment was made ready and stocks for the spare parts were updated. Initiated to provide warranty services, the Company became an after-sales services center, as well for the customers in Austria and the Czech Republic, Hungary and Slovakia. It works in cooperation with Temsa Deutschland to provide customers with the spare parts they need as quickly as possible.

5. Temsa Deutschland GMBH

Founded in October 2007, Temsa Deutschland GmbH is an important center for sales and after-sales services in Europe. 2008 was a year of full establishment for this subsidiary; Temsa Global restructured its sales organization in Germany. After this, Temsa Deutschland GmbH started direct sales to customers in all regions of the country, except for north Germany, where marketing and sales activities are carried out through our dealer.

6. Omnibusland GMBH

In September 2008, Temsa Global took a strategic step to strengthen its after-sales and service offerings in Germany and founded Omnibusland GmbH. This company acquired two workshops from Göppel Bus GmbH in Ehrenhain and Augsburg, which will continue their services as multibrand workshops.

Web site: www.omnibusland.com

7. Temsa R&D and Technology Inc.

As an indicator of Temsa Global’s commitment to its clients, Temsa R&D and Technology Inc. has been carrying out its activities at the Marmara Research Center (TÜBİTAK-MAM) in the Technology Free Zone Techno Park, Gebze, occuping 5.000 square meters , since its establishment in 2006. The Company’s goal is to further enhance product quality and manufacturing techniques, ultimately providing Temsa Global’s customers with the utmost satisfaction.

LOCATIONS - TURKEY

1. Adana Plant: The plant that spreads on a land of 555,000 m2 is where Temsa Global’s coaches and midi coaches are produced.
2. Adapazari Plant: The plant spreads on a land of 131,000 m2 is where Temsa Global’s light commercial vehicles and trailers are produced.
3. Gebze R&D
4. Altunizade Office: Our Construction Machines and Automotive activities are operated out of the Altunizade Office.
5. CEO Office: This is our top management office located at the Sabancı Center.