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

Companies Phone Fax

ORHAN HOLD‹NG +90 224 280 49 00 +90 224 267 14 44ISRINGHAUSEN +90 224 219 00 30 +90 224 261 01 21AUNDE TEKN‹K (KILIF ) +90 224 219 78 00 +90 224 219 78 90AUNDE TEKN‹K (KUMAfi) +90 224 219 00 00 +90 224 261 01 22AUNDE TEKN‹K (ÜST YAPI) +90 224 219 00 15 +90 224 261 01 21AUNDE KFT (HUNGARY) +36 (5) 637 16 06 +36 563 757 46MATAY +90 224 483 35 50 +90 224 483 35 64MATAY (KARACABEY) +90 224 671 80 70 +90 224 671 80 72NOBEL AUTOMOTIVE TROY OFFICE +1 248 637 5650 +1 248 637 5649NOBEL AUTOMOTIVE INDIA PRIVATE LTD. +1 248 515 43 57 +91 44 45583052NOBEL AUTOMOTIVE KOREA +82 32 817 08 09 +82 32 812 08 79NOBEL AUTOMOTIVE MEXICO +52 444 834 6500 +52 444 799 7045NOBEL AUTOMOTIVE POISSY +33 130 06 77 64 +33 130 06 77 50NOBEL AUTOMOT‹VE ROMANIA +40 248 507 100 +40 248 507 110NOBEL AUTOMOTIVE RUSYA LTD. +7 8482 93 05 43 +7 8482 93 05 44NOBEL ROCKET CO., LTD (FUZHOU) 0086 591 2277 5216 0086 591 2277 2301NOBEL ROCKET CO.,LTD (CHONGQING) 0086 23 6719 0480 0086 23 6719 0481NOBEL ROCKET CO.,LTD (HAIKOU) 0086 898 6680 2537 0086 898 6681 2879NOBEL ROCKET CO.,LTD (LIUZHOU) 0086 772 2608501 0086 772 2608510NOBEL AUTOMOTIVE SLOVAKIA SRO +421 43 581 4625. +421 43 581 4677NOBEL AUTOMOTIVE TENNESSEE +1 731 641 67 00 +1 731 641 67 01NOBEL AUTOMOTIVE UK + 44 1926 319750 + 44 1926 319769NOBEL PLASTIQUES IBERICA +34 93 373 0111 + 34 93 373 1560NOBEL PLASTIQUES VITRY +33 326 73 64 64 +33 326 73 64 50NOBEL TEKNIK FRANCE VITRY +33 3 26 72 59 10 +33 3 26 72 28 39NOBEL TEKN‹K TÜRK‹YE +90 224 244 71 42 +90 224 244 73 48ORDA +90 224 524 88 00 +90 224 524 88 04ORCIA +90 274 266 25 90 +90 274 266 26 27ORHAN TARIM +90 224 280 49 00 +90 224 267 14 44ORMETAL +90 224 671 81 38 +90 224 671 84 65ORMETAL SÜNGER +90 224 267 06 92 +90 224 267 09 18SANÇ‹M B‹LEC‹K Ç‹MENTO +90 228 243 40 70 +90 228 243 41 91SILA TEKN‹K +90 224 280 66 00 +90 224 242 18 91SILA TEKN‹K FRANCE +33 172 75 72 50 +33 172 75 72 99STG +90 224 524 87 70 +90 224 524 87 71TEKN‹K MALZEME +90 224 219 40 00 +90 224 244 73 04TEKN‹K MALZEME (DOSAB) +90 224 261 21 24 +90 224 261 13 92TEKN‹K OTO +90 224 280 49 20 +90 224 267 23 97TEKN‹K OTO (‹ZM‹R YOLU fiB) +90 224 441 68 66 +90 224 443 69 52TEKN‹K OTO (ESK‹fiEH‹R) +90 222 411 25 10 +90 222 411 28 80URAY S‹GORTA +90 224 280 49 49 +90 224 267 24 39URAY S‹GORTA (ESK‹fiEH‹R) +90 222 224 25 45 +90 222 224 25 48URAY S‹GORTA (‹STANBUL) +90 216 416 56 66 +90 216 416 36 45URAY TEKN‹K +90 224 211 55 00 +90 224 211 55 05

17 TH YEAR / February 2013

02 03 11 22 29R›dvan Yirmibeflo¤lu hasjoined us as the Director ofOrhan Holding HumanResources Department

We have celebrated our25th year

Orda received the bestsupplier award from

Toyota Boshoku

Ormetal received“Quality in Excellence”award

We carried out our Photocontest’s award ceremony

index

Ovaakça Çeflmebafl› Mah. Yeni Yalova Yolu Cad. No:661 Osmangazi-Bursa TürkiyePhone: +90 0224 280 49 00 Fax: +90 0224 267 14 44

www.orhanholding.com

02 Holding

061018

283134363940

Aunde TeknikMatayNobel AutomotiveOrdaOrciaOrmetalS›la TeknikTeknik MalzemeTeknik OtoUray Sigorta

• 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

Orhan HoldingChairman & CEO

H. Murat ORHAN

2012 became a year of growth for Orhan Holding andour combined sales exceeded 700 Million Euros. Weachieved this despite all negative improvements in theautomotive markets. Second half of year came withsignificant volume reductions in Europe. Even thoughour plants serving the European markets sufferedfrom this downturn, a good first half and theperformance of our operations in rest of the worldmade 2012 a growth year overall.

2013 will be even more difficult with lots of challenges but I believe also withopportunities. Like most of our customers and colleagues in the automotive industry, weare faced with continued reduction of volumes in Europe and increases elsewhere,especially in the China and Russia. In the foreseeable future world economy willcontinue to fluctuate with many ups and downs. There may be disruptions in theautomotive supply chain because of some manufacturers going into financial difficulty.We may get directly or indirectly affected by these developments. Therefore we have tobe agile and flexible to be able to deal with the volume decreases as well as theincreases at all times.

Synergies between our group companies will continue to be a focus in 2013. We willcontinue to improve our organizations to become more agile and efficient in line with themarket needs. In the first quarter of 2013 we will place significant emphasis ondeveloping our automotive business organizations. Our objective is to combine ourorganizations and unite our leadership.

We have strong boats, moreover very good captains and crew. From now on we will sailas strong navy rather than individual boats. I have full confidence that Our Navy willalways move forward against the stormy waters of fluctuating world economy.

02

Holding

This year, the “Endeavour” themed 8th International OrhanHolding Photograph Competition Award Ceremony was hostedby BUSIAD (Association of Industrialists and Businessmen ofBursa). Orhan Holding was over the moon and honoured toreceive our second star from the Turkish PhotographyFederation at this year’s award ceremony, in the presence offiahabettin Haput (Governor of Bursa) and Nguyen Cuong(Vietnam Ambassador), who were among the numerous guestsinvited to the occasion. The interest shown in our competition,awarded with a bronze plaque by Fédération Internationale del'Art Photographie (FIAP), illustrates that it is followed closelyby photography artists worldwide. Orhan Holding InternationalPhotography Competition is one of the few internationalphotography competitions that open the doors of Turkey to theworld. A total of 1382 photographs by 178 artists from 20different countries from Vietnam to Bangladesh, India toCroatia, and Denmark to Hungary entered the “Endeavour”themed competition in 2012. Members of the jury were CengizKarl›ova (photograph artist), Bülent Özgören (photographartist), fiafakTortu (photograph artist), Hakan Öge (photographartist), Serra Mübeccel Gültürk (photograph artist), CemilA¤ac›kl›o¤lu (photograph artist), Jan McGready (photographartist), and Ayflegül Orhan and Necla Orhan on behalf of OrhanHolding. Jury members decided to award 24 works of art underthe categories black and white, coloured, and experimental,and display 38 works of art.

We received our star with “Endeavour”

03

Holding

After his Bachelor’s degree at Istanbul University in thedepartment of Public Management, R›dvan Yirmibeflo¤lucompleted his master’s studies in the fields of InternationalManagement and Organisation and Strategy relatively.He started his carried as Organisation and MethodologyExpert in Kordsa, one of Sabanc› Group companies (CordFabric Production), in 1986. He performed variousmanagement duties (Human Resources, Overall Quality andInformation Technologies) during his 10 years in Kordsa. In1996, he was appointed as Sabanc› Holding HumanResources Department Head and during this period hefocused on ensuring perfection in the Department of HumanResources and institutionalisation of the Group companies inhis activities. In the year 2005, he was appointed as anExecutive Board Member of the Holding and HumanResources Group Director. Yirmibeflo¤lu acted as a Memberof Sabanc› Holding Human Resources Committee between1996 and 2008, and he reported his observations to theChairman of the Holding Board. In addition, between theyears 1997 and 2008, he performed Board of DirectorsMembership duties in various Sabanc› Holding groupcompanies in different business fields such as Insurance(Deputy Chairman of Aksigorta and Ak Emeklilik Board ofDirectors), Concrete (Oysa Çimento), Rubber Tube (Pilsa),Hotel Management and Tourism (Parksa, Ankara, Adana andMersin Hilton Hotels), Telecommunication & Internet(Sabanc› Telekom and Akinternet). Before joining OrhanHolding, he performed Executive Board Membership andHuman Resources Group Directorship duties in CRA Groupcompanies in Azerbaijan between October 2009 andSeptember 2012. CRA is one of the leading group companiesin Azerbaijan and is active in several sectors such asPetroleum & Gas, Telecommunication, Concrete and Mining.During his office term in this group company Mr.Yirmibeflo¤lu mainly focused on improving the corporatestructure and management principles of the group as well asdetermining the Managerial Rules. He was also responsiblefor the development and implementation of the HumansResources policies and processes of the company. He was

The Governor’s Office of Bursa, Bursa MetropolitanMunicipality, Bursa City Council and the Provincial directorateof ‹fi-KUR organized the “Bursa Human Resources andEmployment Meeting” (B‹‹B ’12) between 22-24 November2012. Orhan Holding as well as other leading companies inbursa attended this meeting which was organized for the firsttime in Bursa Holding was represented by the Managers of theHuman Resources Departments of Orhan Holding Groupcompanies at our stand in Atatürk Congress and CultureCenter (Merinos AKKM). U¤ur SIRMAN and Nihan YILDIZ fromOrhan Holding, Ayhan EFE and Gülfiye DO⁄AN from S›laTeknik, Gökhun DO⁄AN and ‹smail Hakk› ÜNAL from Matay ,Nazif G‹RG‹N, Kemal DEL‹KANLI, Esin GÜL and KamerDÖLENER from Teknik Malzeme and Önder fiENTÜRK fromOrmetal attended this meeting. Around 19 thousand guestsvisited the employment meting which lasted 3 days. Ourhuman resources staff borth replied inquiries about OrhanHolding and provided information about the recruitmentprocess. There was a cocktail party after the Bursa HumanResources and Employment Meeting. Plaques were presentedto all companies to reward their presence after the cocktailand speeches. U¤ur S›rman, Human Resources Specialist ofOrhan Holding received the plaque on behalf of Orhan Holding.

R›dvan Yirmibeflo¤lu has joined us asthe Director of Orhan Holding HumanResources Department.

Orhan Holding attended the Bursa HumanResources and Employment Meeting

also a Member of the Board of Directors and the Director ofthe Human Resources Committee in the companies ofBakcell (a cell phone operator), AIMROC (Gold Mines), NormQ›z›ldafl (Concrete) and Baku&Boston TV (TV BroadcastCompany). We believe that he will add an important value toOrhan Holding Group companies with his rich internationalexperience in the fields of human resources and businessmanagement and we wish him all the best in his newposition.

04

Holding

Orhan Holding Single Hoop Basketball Tournament – 201212 teams and 60 athletes from our companies participated in thesingle hoop basketball tournament which was organized for thefirst time this year. We would like to take this opportunity tothank all our employees who participated in this tournament withexciting and challenging games, for their sportsmanship and fairplay. The winners of the tournament are as follows;

Runner up - S›la Teknik Supersport United (Burak Tezcan –Samir Kadiro¤lu – Kerem Tatbul – Ça¤lar Ter – Harun Meriç )

Champion - Orhan Holding Karma (Emre Kemer – GökhanTorun – Orhan ‹kizler – U¤ur S›rman)

Third - Matay Benders (Murat Aç›kel – Serdar Kutlu – ‹smailÇelik – Murat Güngörmez – Aflk›n Körkaya)

We participated inBursa CorporateBasketball League,the fourth of which isorganized this year,with Orhan holdingBasketball Team. Werepresent OrhanHolding successfully with sportmanship in the leage which ishighly challenging, with our team comprising our colleaguesfrom various group companies. Our team is preparing for thegames by training for two hours at nights twice a week. Ourteams comprises 15 players, some of whom are experiencedfrom previous years.The leage champion and other places will be determined as aresult of the games to be played in two groups according tothe league table.

A Group; Bosch – Emine Örnek E.K. – Borusan Holding –TOFAfi – Garanti Bankas› – Valeo – Yap› Kredi Bankas›

B Group; Orhan Holding – OYAK Renault – Karsan – ÜstünberkHolding – Çoflkunöz Holding – Denizbank – Bursagaz

We wish luck to our team in Group B and invite all ouremployees to the games to support our team. You can followthe training sessions and games of our team as well as thescores at “Orhan Holding Basketball Team” facebook page.

Orhan Holding Basketbol Teamcompetes in Bursa CorporateBasketball League

05

Holding

Students from the Production Research Club of ‹stanbulCommerce University have organized technical research tripsto various manufacturers and suppliers in Bursa and visitedMATAY and the Head Office of Orhan Holding during this trip.During the visit, detailed information about MATAY as well as itsproduction stages was provided to the students from theProduction Research Club at the production site. Following thetechnical research visit, a general presentation was made to thestudents from the Production Research Club by the HumanResources Department at the Head Office of Orhan Holding andan interactive meeting was held with the students aboutprofessional life and career opportunities.

Visit by Production Research Club 2012

The Chairman of our Board of Directors Mr. Murat Orhan attendedthe “Career Day” organized by Tarsus American College in Tarsuson Tuesday, the 20th of November, 2012 as a graduate of the year1983 and shared his business experience with the students. In thismemorable and meaningful day, organized jointly by the TACAlumni Association, TAC Corporate Communications Departmentand TAC Guidance and Psychological Counseling Department,successful professionals and businessmen who have graduatedfrom this school tried to help the students to choose the rightprofession, set their goals and acquire detailed information aboutprofessional life interactively with the students.

We Started to Deliver PersonalDevelopment TrainingOrhan Holding started to deliver “Leadership Skills” training inOctober in continuation of training courses provided under ourindividual and corporate development program. This trainingwas delivered by the firm Ekser which also delivered theprevious training courses (Social Stiles and Flexibility, CrisisManagement). This training aims at combining personal socialstiles of our employees with the concept of leadership. 175employees attended the training. Coaching skills were alsocovered in the training in addition to leadership skills.We believe that the training will be useful for all ouremployees.

�The Traditional Orhan Holding Bowling Tournament this yeartook place on the Friday night of November 23rd, 2012 at theCosmic Bowling Court in Beflevler Carefoursa; the closelycontested game was organized in two groups. At the end of allgames S›la Teknik D team has won the tournament with a totalof 687 points. The second was Matay1 team with 670 points andOrmetal1 team came third with 665 points. The highest scoreramong men was Aflk›n Körkaya from the Matay1 team with 168points and the highest scorer in the women category wasBurçak Yelkenkaya from Nobel Otomotiv 2 team with 109 points.Winning teams and individuals were given their cups and awardswith a magnificent ceremony. We wish them continued successand hope that we will be together again in the next tournament.�

Traditional Orhan Holding BowlingTournament

Tarsus American College Career Day 2012

06

DOSAB SIAD Award Ceremony

An award ceremony was organized by the association ofDemirtafl Organized Industrial Estate Industrialists andBusinessmen Association in commemoration of their “25th Yearof Establishment”.Our company Aunde Teknik A.fi.was entitledto receive awards in the categories of “The 25 LargestCompanies at Demirtafl Organized Industrial Estate” and“Companies Active in Demirtafl Organized Industrial Estate for25 years”. Our Human Resources Manager Asl› Yavuz receivedour awards on behalf of our company at the ceremonyorganized on the 16th of August.

Suggestion Awards for the year 2011 were given to successfulnominees at the suggestion awards ceremonies organized atour plants in September.

Seat Covers Plant;The winner was Hayriye Afl›k with the highest number ofsuggestions in 2011, the runner up was Vildan Üstünel andFatma Orhan was the third. The department with the higherstnumber of suggestions per employee in 2011 was Sales andEngineering.

Conversion Plant;Ferdi Akgül was the winner, Fuat Günay was the runner up andErkut Ad›güzel was the third bu submitting the highest numberof positive suggestions. Staff members of the QualityDepartment, which submitted the highest number of positivesuggestions per employee in 2011 also received their awards atthe award ceremony.

Fabric Upholstery Plant;Alper Yolaç›c› was the winner with the positive suggestions hesubmitted in 2011, Oktay Çetkin was the runner up and CevatErfiliz was the third. Staff members of the Engineering andQuality Department, which submitted the highest number ofpositive suggestions per employee also received their awardsat the award ceremony.

Sabahattin Mercan and CevatErfiliz from the Brushing andCutting department of ourFabric Upholstery Plant whowere entitled to receive thequality success awards for the1.Term of 2012 received theirawards at the award ceremony.We congratulate our employeesand wish them success in theirfuture career.

Quality Success Awards

We delivered Lean Production Kaizen training at ourcompany in June-July, where designated Kaizen teamsshared the results of Kaizen studies they have conducted invarious fields with our blue collar employees.

Kaizen Presentations

Suggestion Awards

Isringhausen plant;Hakan Da¤l›, who had submitted the highest number of positivesuggestions was the winner, Harun Kenar was the runner upand Emre Ahmeto¤lu was the third. The Procurementdepartment was the winner with the highest number of positivesuggestions per employee.We would like to take this opportunity to thank all our employeesfor their contributions to our company with their suggestions,looking forward to hear new suggestions from them.

07

Vocational TrainingWe delivered vocational training to our blue collar employees atour Seat Covers - Conversion - Fabric Upholstery andIsringahusen Plants on Manufacturing Welding, ManufacturingLogistics, Assembly, Dyeing and Finishing, Lamination,Ramming and Maintenance pursuant to the Regulation on Hardand Dangerous Work.

Recently Married Employees

Our Condolences toFiliz Göktepe (her Mother), Emre Ahmeto¤lu ( his Father),Nursemin Yavuzer (her Father), Celal Mutlu (his Father), SunaAslan (her Father), fiengül Eren (her Father), Necdet Olkun (hismother), Sevgil Özayd›n (her Mother), Aliye Gedik ( her Father),Sadriye Günefl (her Elder Brother), Emine Seyreko¤lu (herFather), 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), FatmaAytekin (her Father), Fatmagül Özel (her Father), Erkan Akcan (his Father), Nefize Mutlu ( her Father), Emine Usta (herFather), Vacip Yan›k (For the loss of his Father), Yalç›n Uzunlar(his Father), Gülten Vatansever (her Father), Dilber Musa (herMother), Gülay Y›ld›ran (her Elder sister), Neziha Bozkurt (herMother), Mehmet Y›ld›z (his Mother).We express our deep condolences to the bereaved families ofour employees and wish them patience.

Tülay Ercan, Meryem ‹slam, Recep ‹nan, Engin Ak›n, fienolKahraman, Ayd›n Yavuz, Canan fiimflek, Sema Torun, ElifKara, Emel K›l›ç, Ekrem Y›ld›r›m, Samet Özdemir, MahmutUslu, 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, ‹smailDamat, Cafer ‹flsever, Derya Karagöz, Havva Y›lmaz, fiabanAk, Merve Köksoy, Cem Sad›k Zengin, Pembe Uçar, MehmetÇamur, Gülümser Yavuz, Saadet Bulut, Nilgün At›fl, HacerÇal›flkan, Serap Kurun, Sündüz Gürsoy, Zeynep Durmufl,Elmas Y›ld›z, Serap Erkoluk›sa, Ali Bayr›, Sabri Söner, ÖmerAydemir, Serhat Alt›n, Ayhan Y›lmaz, Gülümser Yavuz, AyfleNo¤man, Fatma Orhan, Semih Yi¤it, ‹brahim Meriç, MücahitMustafa Yi¤it.We wish lifelong happiness to the new couples.

Employees with Newborn Babies

Hakan Göktepe, Gökhan Biçer, Birkan K›l›ç, HayretttinK›z›laltun, R›za Okten, Cemal Deniz, Tuncay Yarar, SerkanOral, Cengiz Avc›, Osman Bardak, Serkan Bozkurt, MuratEsin, Kenan Pehlivan, Mustafa Bilgin, fiahin Demir, SedatKuru, fiükrü K›rbafl, Serkan U¤ur, Erhan Gürdeniz, ‹brahimOrdu, U¤ur Mutlu, Cengaver Taflk›n, Cemal Kaymaz, ÖznurGingiren, Hacer K›vrak, Hülya Tunca, Melek Vatansever,Kerime Güler, Firdevs Alan, Kader Tafl, Beyhan Kaymaz,Mediha Serbest, Cennet Didik, Reyhan Yarat, EmelKaraman, Semra Atalay, Emine Saka, Gülay fiener, ÖzdenAt›c›, Fatmagül Y›lmaz, Duygu Okumufl, fierife Sa¤, SinemÖzdemir, Gülizar Kamar, Naziye Mutlu, Hatice Kaymaz, HedaOktay, Ünzile Akdo¤an, ‹lkay Kahraman, Zeynep Kaymaz,Mümine Mutlu, Nurdan Demir.We wish a happy life to the newborn babies together withtheir families.

Planting Saplings for“Don’t LetTurkey Become a Desert Campaign”Aunde Teknik A.fi participated in the organization forplanting saplings on the 29th of May with the slogan “Don'tLet Turkey Become a Desert”.

08

Our New Recruits

‹rem KÖMÜRYAKAN‹rem Kömüryakan was born on 25.06.1987 andgraduated from Osmangazi University IndustrialEngineering Department. She joined our SeatCovers Plant as a Project Leader on 03.05.2012.

Nurdan KÜÇÜKBURSANurdan Küçükbursa was born on 21.09.1988 andgraduated from Erciyes University TextileEngineering Department. She joined our Seat CoversPlant as a CAD System Specialist on 15.05.2012.

Gürkan Volkan YÜKSELGürkan Volkan Yüksel was born on 21.03.1988and graduated from Bilkent University IndustrialEngineering Department. He joined our SeatCovers Plant as a Project Leader on 15.05.2012.

Serkan KORKMAZSerkan Korkmaz was born on 29.06.1981 andgraduated from Uluda¤ University TextileEngineering Department. He joined our seat CoversPlant as a Production Engineer on 23.05.2012.

Levent SEVG‹L‹Levent Sevgili was born on 25.01.1973 and graduatedfrom Uluda¤ University Industrial EngineeringDepartment. He joined our Seat Covers Plant as theQuality Manager on 04.06.2012.

Hamit Mutlu D‹NLERHamit Mutlu Dinler was born on 03.07.1987 andgraduated from Baflkent University IndustrialEngineering Department. He joined our SeatCovers Plant as a Project Leader on 02.07.2012.

Ömer Can KIVANÇÖmer Can K›vanç was born on 01.02.1986 andgraduated from Bo¤aziçi University ManagementInformation Systems Department. He joined ourSeat Covers Plant as a Sales Engineer on 02.07.2012.

Hatice Hülya KESK‹NHatice Hülya Keskin was born on 19.09.1986 andgraduated from Kocatepe University TextileDepartment. She joined our Seat Covers Plant asa CAD System Specialist on 01.08.2012.

Necdet ÇAPARNecdet Çapar was born on 17.02.1985 and graduatedfrom Uluda¤ University Textile engineeringDepartment. He joined our Fabric UpholsteryDepartment as a Project Engineer on 22.08.2012.

Kenan AYDINKenan Ayd›n was born on 23.04.1986 andgraduated from Gazi University MachineryDrawing Construction Training Department. Hejoined our Seat Covers Department as a CADSystem Specialist on 10.09.2012.

Cevat KAMADANCevat Camadan was born on 01.05.1979 andgraduated from Dumlup›nar University Departmentof Management. He joined our Conversion Plant asProcurement and Logistics Supervisor 13.11.2012.

Kenan AYDINKenan Ayd›n was born on 27.09.1983 and graduatedfrom Uluda¤ University Department of PublicFinance. He joined our Seat Covers Plant as a Clerkat the Financial Department on 13.11.2012.

Semih KARTSemih Kart was born on 20.02.1984 and graduatedfrom Dokuz Eylül University Mechanical EngineeringDepartment.He joined our Conversion Plant as aHomologation Engineer on 19.11.2012.

Mesut ASLANMesut Aslan was born on 30.07.1986 and graduatedfrom Ege University Textile and Leather EngineeringDepartment. He joined our Seat Covers Plant as aProduction Engineer on 20.11.2012.

Onur AYGÜNOnur Aygün was born on 14.04.1984 and graduatedfrom Eastern Mediterranean University IndustrialEngineering Department. He joined our Seat CoversPlant as a Project Leader on 20.11.2012.

We wish all our new friends success in their new jobs andhope we work together for a long time.

TEK SAYFA BOfi KALDI

10

We have gained one more awardMatay; was presented with “The 2011 Quality and Performance Award” of Tofafl. Chairmanof Orhan Holding Board of Directors, Mr. Murat Orhan received the award on behalf of ourcompany in the ceremony, which took place on 23.11.2012 at Bursa Hilton Hotel with theparticipation 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 ‘theAward of Successful Sub-Industry’ from Oyak-Renault are some of the major signs thatsustainable perfection is perceived as an operation principle in our company.

We celebrated our 25th YearAll empoyees celebrated the 25th year of Matay with enthusiasm at the manufacturingplant on Saturday, the 8th of September, 2012. We made an emotional travel in timewatching the short film show. Following the inauguration speech made by our GeneralManager Mr. Bekir Girgin, Honorary President of Orhan Holding, Mr. ‹brahim Orhan andthe Chairman of the Board of Directors of our company Mr. H. Murat Orhan expressedtheir feelings and thoughts about the commemoration of the 25th Year of Matay. Awardsand plaques were given to our employees who have completed 10-15-25 years of service aswell as our former employees in commemoration of our 25th Year. After dining with livemusic, all Matay employees had a good time entertaining themselves.

11

12

Renault Sport Technology (RST) carried out a process audit forthe RS smoke box manufactured for Clio's sports version underthe scope of the X98 project. Auditors from RST France auditedall processes in detail. The RST committee reported that theresult of the audit was highly satisfactory. The audit wascompleted successfully with 95 points.

VSM and process flow charts were developed and non-valueadding activities in the setup and cycles were identified throughvideo analysis during the joint studies carried out with Renault'sSTF team in September and October.

Oyak-Renault X98 Audit

Visit by Oyak-Renault Monozokuri

Visit by Sejong

Our General Manager Bekir Girgin, Sales Manager Sarp Heptürkand Engineering Manager Selim fiahin held meetings with thesenior management of Sejong, our licensor in Korea, to discussthe new projects to be launched by Hyundai in Turkey.

Renault Procurement Director Mr. Gilles Charbonniervisited Matay together with Messrs. Gokhan Deniz and Hakk›Ar›ca from Oyak Renault during his visits to major suppliersin Turkey. The projects of Renault for new vehicles to bemanufactured in Turkey as well as the X98 project werediscussed with the senior management of Orhan Holdingduring this visit.

Visit by Oyak-Renault Executives

Visit by Tofafl CEO Kamil Baflaran

TOFAfi Ceo Mr. Kamil Baflaran visited Matay on 21.09.2012 andexhanged information with our senior management regardingcurrent and future projects.

13

Occupational Safety and WCM Training

All our employees attended the occupational safety and WCMtraining. Basic steps in WCM, Unsafe Conditions, UnsafeEnvironment, Near Miss practices and risk reports were coveredduring the training.

Tofafl Kalitema Final Session

We completed 3 Major Kaizens and 2 Detailed A3 Planningactivities successfully on 24.07.2012 with the support of TofaflQuality Directorate.

Strategy Meeting

We identified our main business targets and strategies for theperiod 2013-2017. We reviewed and revised our mission andvision.

EFQM Self-Assessment Meeting

We continued to hold self-assessment meetings in 2012. Actionto be taken as a result of self-assessment conducted on thebasis of EFQM criteria help us to get better.

Tofafl WCM Information ExchangeConference

Our company was granted awards in the fields of “LossAnalysis Infrastructure”, “Logistics Practices” and “Recognition- Appreciation System” at the WCM Information Exchangeconference held at Tofafl premises on 19.06.2012.

Visit by Korean suppliers

Our Procurement and Logistics Manager Aflkın Körkaya held ameeting at Matay with various Korean suppliers. The currentstate of business and prospect collaborations in the futurewere discussed at the meeting.

Supplier Training

We conducted a one day training session at our company inNovermber under the scope of our supplier developmenttraining program which is delivered every year on a regularbasis. We provided 5S, Kaizen, ISG, ÇSG, 8D and PPAP trainingto our suppliers Ball› Metal, Uzman Kataforez, Norm Civataand Çal›fl›rlar Demir-Çelik, with a view to ensuring success asresult of the efforts endeavored by our suppliers within theirorganizations.

We conducted the 2nd of the continuous improvementpresentations, which are held quarterly, in June. Presentationswere made regarding TIE Kaize study of P263 welding cell,suggestions and occupational safety.

Continuos Improvement Presentations

Presentations regarding TIE Kaizen studies for PBT and MCVwelding cells, suggestion system and seasonal diseases weremade under the scope of continuous improvementpresentations, the 3rd of which was held in October. 5S studyregarding hole drilling locations and suggestion exampleswere presented during the continuous improvementpresentations held in Karacabey the same month.

14

Karacabey

Kalder Panel Training

Sarp Heptürk delivered strategy training to students receivingeducation relevant to the Automotive Industry, under the scopeof Quality Staff Development program launched by Kalder.

Fire Drill Training (Bursa-Karacabey)

We conducted the fire drill for 2012 on Wednesday, the 14th ofNovember, 2012 with the participation of all our employees.Erhan Semiz from the company Dergio¤ullar› providedinformation about fires and conducted the drill on using fireextinguishers.

Matay participated in Autemechanica exhibition 2012 in Moscow.Our Sales Manager Sarp Heptürk and Sales Supervisor ‹smailÇelik represented our company in the exhibition, promoted ourcompany and held meetings for prospect collaborations.

We bid farewell to our trainees forthe 2011 - 2012 academic year

Our trainees were trained this year by our employees who arespecialists in their fields in the same way as previous years andwere bid farewell. We wish them success and happiness intheir future lives.

Environmental Education atKayapa Primary School

We provided Environmental education to Primary schoolstudents at Kayapa primary school in Bursa as our first activityin 2012, to raise environmental awareness. Our QualityManager Gonca T›knaz, school administrators, staff andstudents as well as Matay employees attended the programwhere our general manager Bekir Girgin gave a speech onenvironmental awareness.

15

“‹znik”, a town with historical artifcatsfrom the Ottoman Empire

We organized a tour to our charming little town of ‹znik, whereone witnesses the presence of Ottoman Empire at every step,on the 30th of September. We strongly recommend you to visitthe town of ‹znik, which is full of history, to learn about the artof tile-making, the speciality of the town, visit the tile bazaarand drink a cup of tea at the lakeshore.

Autemechenica Exhibition

Our condolences to

Recently Married Employees

Employees with Newborn Babies

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/BoyWe wish a happy life to the newborn babies together with theirfamilies.

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 bereavedfamilies of our employees and wish them patience.

Sarp Heptürk - Boy / Nasuh Yaman – Boy / Metin Toktafl –Boy / U¤ur Dereli – Girl / Bilal Onart – Boy / HüseyinDa¤delen – Boy / fiükrü Alio¤lu – Girl / Mehmet Gürden –Boy / Mehmet Tosun – Girl / Necmi Oruç – Girl / CeyhunYavafl – Girl / Hüseyin Pir – Boy / Engin Temel – Girl /Nedret Dönmez – Girl / Harun Akda¤ – Girl / ‹smail Kaçar– Girl / Hakan Y›ld›z – Boy / Onur Vidin – Girl / CüneytDemir – Girl/BoyWe wish a happy life to the newborn babies together withtheir families.

We organized a tour to our beautiful province, Nevflehir, whichprovokes the interest of the public in general, on the 16th and17th of June. We traveled in and around the Cappadocia area,where fairy chimneys, probably the most beautiful naturalformation on earth, commingles with historic buildings. Welearned amazing things while traveling in the area with ourguide. For example we learned that the name of the area wasinherited from the Kingdom of Cappadocia, which was derivedfrom Katpatuka in ancient Persian meaning the Country ofBeautiful Horses. We hope you all find an opportunity to visitNevflehir where you can travel through the history and enjoymarvellous scenic beauties. Let us remind you to visit the winecellars and buy pumpkin seeds.

Ergün Arg›n won the 6th Table Tennis Tournament by beatingU¤ur Ifl›l with a score of 3-2 to be the champion for the year 2012.

16

“Cappadocia” 6th Table Tennis TournamentThe Country of Beautiful Horses

17

Matay had started continuous improvement in 1998 with kaizenstudies by using various tools such as suggestion systems, leanproduction 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 tohandle the processes with a new perspective.

WCM – World Class Manufacturing is a total improvementmethodology for planning improvement activities that will bringus a competitive edge on quality, cost and delivery, forimplementing these methods through accurate data analysisand most importantly taking into consideration essential factorssuch as the participation and development of our employees andoccupational safety while conducting such activities. In additionto 10 different technical teams that are engaged in technicalissues related to WCM activities, there are 10 differentadministrative tools to provide administrative support to theseteams.

The most significant and distinctive feature of WCM is to focuson human resources in the process of prioritizing losses and inthe planning and conducting stages of improvement projects. Anindividual team is designated for employee development both inthe general sense and in operational aspects and for increasingcompetency levels depending on needs for WCM purposes.

WCM Activities at Matay Ozan BUYRUKWCM Officer

WCM also aims at improving unsafe operations and conditions inthe plants together with the occupational safety team andpreventing occupational accidents by providing a risk freeworking environment.

One of the main reasons for Matay to progress rapidly withrespect to WCM is its strong continuous improvementphilosophy which was fully adopted by its organization throughthe years. Continuous improvement studies carried out by thecompany are communicated to all employees through quarterlypresentations. We aim at ensuring easy and expeditedparticipation of all our employees in these activities through oureffective suggestion system. Consequently all our employees arecapable of responding to WCM requirements thanks to our wellestablished continuous improvement philosophy and providingthe necessary support to WCM activities effectively.

WCM is a change management process. TOFAfi’s support is thischange cam not be denied. Effective information exchange, thecommitment of our management leaders to WCM, adoption ofrelevant methods by all our employees throughout the plant aswell as the improvement in performance indicators as a result ofthe methods implemented, explain the high commitment toWCM and the rapid progress in WCM practices.

18

Expo Turquia Nikolai Merkushkin SupervisoryBoard meeting

"1st Mexico - Turkey Export Products Exhibition" was held atthe capital of Mexico, Mexico City under leadership ofIstanbul Chamber of Commerce and Embassy of Turkey withthe participation of 86 Turkish companies in 30 differentsectors at 3-6 October 2012.During the exhibition, a panel was held which bringstogether the participants of the exhibition and the Turkishinvestors in Mexico. Murat Akman, the Operations Managerof Nobel Automotive Mexico plant was invited to this panelby the Turkish Embassy to represent Orhan Holding. Heshared his experiences about Mexico and answered thequestions of the participants.It was expressed by all the participants that Turkey andMexico has similarities in geographical and cultural means,as well as its geographical location and culture of these twocountries are very similar to each other and in this sensecan do a more intense high potential for trade cooperation.

Nikolai Merkushkin Supervisory Board meeting was heldSEZ "Tolyatti" on Tuesday, December 18 at Samara Region.Governor Nikolai Merkushkin chaired the meeting of theSupervisory Board of the Special Economic Zone "Tolyatti.The business plans were presented at the meeting for twoJapanese and one Turkish company. They unanimouslyapproved and recommended for final approval at the nextmeeting of the Expert Council on industrial zones in theRussian Ministry of Economic Development.

Turkish Orhan Holding Corporation is specialized in theproduction of Automotive components. The company plansto move in the SEZ "Tolyatti" acting c 2011 fuel productionLLC "Nobel Automotive Rusia", which is now located on theleased premises in Togliatti.Orhan Holding the SEZ plans toproduce fuel, tekloomyvateli, flexible cables, seat, springsfor 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 automotivecomponents. All three of the investment will be working aspart of the localization of production of components for thelargest Russian car factories - "AvtoVAZ», Renault, Nissan,FORD, Toyota, Mitsubishi and others.

During the meeting, Nikolai Merkushkin emphasized thatthe project will attract additional Samara region of morethan 2.5 billion rubles., And create about 660 new jobs. Inturn, the head of the branch of OJSC "SEZ" in the Samararegion Alexei Pakhomenko concluded that, given theapproved projects, the number of residents in the SEZ willreach 11 companies.

19

Korea HR NewsNobel Romania impmlementsLean Manufacturing

We have implemented in our plant a regular training about LeanManufacturing:

This training is about a continuous improvement in our dailyactivities and has next objectives :• understand how lean measurable support a waste eliminationculture;•understand how to identify real opportunities for improvementthrough Lean Process Flow Analysis and Value Stream Mapping(VSM);•understand the need for implement change to improve theprocess 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.

New employees joined Nobel Automotive Korea Please welcomeHenry Wang - Administrative Manager, Thomas Kin – ProductionManager and Arnold Seo – Production Engineer. We wish themall the best ion their new roles.

Nobel Automotive was pleased towelcome Duncan Brown as new

global business developmentmanager. Olivier Favier as new

global commodity manager,Olivier Lebecq as account

manager Please join us to wishthem all the best in their new role

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.

Our colleague from maintenance department Narcis Voicangot married to Fanny Holoang; a spectacular wedding with aRomanian groom and an Indonesian bride. The new couplelooked gorgeous and had a wonderful party. We wish themall the best and to grow old together hapilly.

Wedding in Campulung

Duncan Brown Olivier Lebecq

Campulung HR News

Henry Wang Thomas Kin Arnold Seo

Quality

Cost

Rapidity

20

Mexico started dancing CHAKU–CKAKU inthe flexible production line to the rhythmof the takt time

This year we decided to combine the conceptsChaku–Chaku (Japanese word means “Load-Load”) andthe flexible production line in a pilot production cell. Theproduction cell chosen was a Power steering line(Lambda Return). Our targets were:

1. To design a production cell is able to increase ordecrease the number of operators according to takt timekeeping the PPH.2. To produce a part in a chaku-chaku way, in otherwords, the operator is loading, making the process,unloading the piece, moving himself with the piece to thenext operation and so on in a good ordered cell.

Nowadays this production line is working in threeconfigurations A, B and C it means 1, 2 and 3 personsrespectively. This way of working hasbrought to us good results in terms ofquality, ergonomics and productivity.Why? As regards quality we are workingone piece flow, so we can detect a defecton time, before we had a lot of WIPbetween the machines and it made us tohave defective pieces thereforereworking and scrap. With regardproductivity, the PPH increased becausenow we are focusing to produce finishedgoods instead of making WIP and in casewe have a problem one day like anabsenteeism, the supervisor can choosethe better configuration to produce thatday without losing PPH. For ergonomics,people is moving constantly into theproduction cell and changing themovements of their hands and beforethey were standing and making the samemovements of their hands during thewhole shift creating muscle wasting.In order to manage this kind of systemwe need to consider the next points:

1. A multi-skill team (They must haveknowledge in all the production cell’soperations).2. A good balancing production line.3. Semi-automated processes.4. A standard form that shows theworkload and the process sequence pereach configuration.

Following is detailed the results gotten for this project inthe kaizen form shown below:Area: PASDate: fiubat 2012Üretim Hatt›: Lambda Dönüfl Ürün: 22847737Ekip 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, EdgarBucio Engineering, Victor Martinez Maintenance,Gerardo Zarate Lean ManufacturingTarget: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

To train people leanmanufacturing techniques

To level the production line

To redefine layout

Responsible

Team

Team

Team

Day opened

02-3-2012

02-3-2012

02-5-2012

Date Closed

02-7-2012

02-8-2012

02-8-2012

What is the next? The idea is to deploy this system to allthe plant, beginning in power steering area and Metalwaresince we think this is a good system for this kind ofbusiness. Finally I want to thank all team membersmentioned in the kaizen form because of their good jobmade so that this project worked. If you are interested onthis, you can see some videos loaded in our intranet (LeanManufacturing folder).

Gerardo ZarateLean Manufacturing Engineer

Value Stream Mapping Workshop

On October 2012 We had the visit of Cuneyt Tosyali in NobelAutomotive S.L.P. Mexico as Lean Manufacturing consultant.The mean targets of that visit were: to know our facility, to

realize a Lean Assessment, to do a Value Stream Mappingworkshop as well as a kaizen workshop.

Regarding the Value Stream Mapping workshop, this is the firstone made as Nobel Company in S.L.P. facility. But what is aVSM?As we know a Value Stream Mapping (VSM) is a leanmanufacturing technique used to create a “One page picture”of all the processesthat occur in a company, from the time a customer places anorder for a product, until the customer has received thatproduct in their facility. The goal is to depict material andinformation flows across and throughout all Value-AddingProcesses required to produce and ship the product to thecustomer. Value Stream Maps document all of the processesused to produce and ship product, both Value-Adding and Non-Value-Adding (Waste- MUDA) processes.

The steps done for those two days of our VSM analysis were:

1. To create a multidisciplinary team that was formed by:

Luz Uresti Production SupervisorDaniel Zarate Production SupervisorMarco Diaz Production SupervisorManuel Guevara Shipping SupervisorClaudia Sugey Quality AuditorDaniel Silva Manufacturing EngineerVictor Martinez Maintenance ManagerAdriana Cervantes Lean Manufacturing EngineerGerardo Zarate Lean Manufacturing EngineerMurat Akman Operations ManagerCuneyt Tosyali Global Lean Coordinator

22

2. To receive theoretical and practical VSM training fromCuneyt Tosyali.3. To identify the target product: In this case the chosenproduct belongs to Power Steering family 22912855 (LambdaPressure line).4. To create the current state Value Stream Mapping: In thisphase we reflected how the processes were linked, how theinformatio and product flowed, the inventory size and thebusiness and manufacturing waste between processes.5. To create the future state Value Stream Mapping: Wedefined our targets and identified the lean techniquesneeded to create a value-adding process.6. To develop an action plan to make the future state ValueStream Mapping the current state Value Stream Mapping.

The mean actions for this plan are:

• To start working with a kanban systems for subassembliesand 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.

Now we know how to prepare and realize a VSM, as well asthe role that the inventory plays in the production line, inother words, we always need to be focusing in decreasingWIP as much as we can. The next step is doing a VSM forplastics family.

Kaizen 1205-PAS

As part of the VSM action plan we realized a Kaizenworkshop in Power Steering area. During the workshopwe received training about lean manufacturing

Task

Total lead time

Production lead time

Value added Time

% Value added Time

Productivity

Inventory turnover

Product displacement

Responsible

100.17 days

11.07 days

349 seconds

0.004%

18 people

3.31 times

357 m

Future State

22.61 days

7.61 days

3.22 seconds

0.016%

12 people

16.14 times

176 m

Improvements

79%

31%

8.40%

400%

33%

487%

51%

23

techniques, the usage of amethodology for taking times of theprocess, how to use a Yamazumiwork balance charts to eliminate nonvalued work content and the usageof cardboard to simulate themachines in order to analyze flowand redefine the lay out. This activitywas integrated for a multi functionalskill group, since it is very importantto attack the problems in differentpoints of view.

Following is shown a summary of thisworkshop:

Konsept

Alan

Yar› mamul ürün

Döngü süresi

PPH (saatlik üretim miktar›)

Üretkenlik

Önce

88m2

300 parça

180s

13.3

%85

Sonra

44m2

Tek parçal› ak›fl

163s

22.1

%85

Sonuçlar:

Finally I want to appreciate to operators, technicians and engineers for their availability, ideas and actions implemented as well asto Cuneyt Tosyali for his knowledge as a consultant.

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.

Target

To redifine layout

To level the production line

To automate cutter

To automate marking process

Responsible Day opened DateClosed

Action Plan:

Team

Team

A. Sanchez

A. Sanchez

17.10.2012

18.10.2012

18.10.2012

18.10.2012

18.10.2012

19.10.2012

19.10.2012

19.10.2012

24

Heijunka-Production Leveling Yasemin TAfiPINAR Production ManagerNobel Automotive / Orda Otomotiv A.fi

PER

FOR

MA

NC

ED

ASH

BO

AR

DK

AN

BA

NLE

AN

CEL

L

LEVE

LIN

G

Coating

WAREHOUSESemi-Finished

GoodsSuper Market

CNC

Assembly Line

End-Formingand

Furnace Brazing

WAREHOUSEFinished GoodsSuper Market

Delivery

Transport

Tube Cutting

Customer

Finished Goods

Semi-Finished Goods 1

Signal Kanban

Semi-Finished Goods 2

Material Flow

Pull Signal / Weekly

Transport

Delivery

Pull Signal / Daily

INTE

RN

AL

FLO

WS

This is a Lean practice based on Heijunka pull system designedto manufacture the product purchased by the customer.It is important to have made a certain level of progress in leanproduction practices before applying Heijunka. Orda hadcarried out the following procedures related to Lean toolsbefore applying Heijunka.

TRANSITION TO LEAN PRODUCTION

• Primarily the entire production was aligned for one pieceflow and all units that work within the same flow wereintegrated to create lean production cells. All cells wereleveled according to TACT TIME, alternative balance chartswere developed and performance dashboards were preparedto be monitored by cell supervisors.

• Component kanban racks were placed in front of all leancells, operating in double bin kanban logic, the backs of whichare facing the corridor, enabling the spiders to load withoutentering into the cell and enabling cell supervisors to pull fromthe front of the rack easily.

• Supermarkets at the quantity identified on the basis ofcustomer requirements according to Value Stream Mappingwere placed at all consumption areas in accordance with theinternal flow and the WIP productions and inventory areaswere fixed as per the FIFO system.

HEIJUNKA PRACTICES• The main objective of Heijunka is to eliminate or minimize theadverse effects of instant changes on customer demands onproduction. Thus it is aimed at maximizing productivity throughaccurate, balanced, regular and rhythmic production and toincrease value adding.

504540353025201510

50

1.Operator 2.Operator 3.Operator 4.Operator

Tact TimeST

AN

DA

RD

WO

RK

FLO

W

Mold shelfMold shelfMold shelf MT 0097 MT 0098

PalletMT0054MT0053

MT0

095

MT0

096

TableKanban

shelfTableTablePalletPallet

MT0

047M

T0048

MT0046

M. Bender M. Clips

MT0

045

25

LEVELLING AND PULLING

• Planning production in a way to prevent variations incustomer demand from affecting the production processes• Reducing production lots to the extent possible• Manufacturing all product types in smaller quantities within aspecific period of time• Reiterating the same production model to the extent possible• Ensuring that the processes trigger each otherFor which products shall we establish a finished goodssupermarket and which products shall be manufactureddirectly on the basis of confirmed purchase orders?

It was decided to use the 3a option in the decision matrix and amixed pull system was applied.

OPTION

1. Keep all products (A,B,C)in the finished goodssupermarket. Manufacture toinventory.Replenishment Pull System

2. Do not keep finished goodsin stock and produceaccording to demandSequential Pull System

3a. Keep stocks only for C’sand produce A’s and B’saccording to demandMixed pull system

3b. Keep A and B in thefinished goods supermarketand manufacture C with theparts pulled from the work inprogress supermarket basedon the orders received.Mixed pull system

ADVANTAGES

It is possible to shipall products with ashort lead time upondemand.

Less stock and costs

Less stock

Acceptable stocklevel

DISADVANTAGES

Tüm ürünler içinstok tutma maliyetive fazla yer iflgali

Yüksek süreçyeterlili¤i ve k›saüretim ak›fl süresineihtiyaç duyulur

Kar›fl›k üretimbecerisi ve günlükdengeli talepda¤›l›m› gerektirir

Kar›fl›k modelüretim becerisi veC’ler için görselkontrol

DECISION MATRIX

• The production schedule/chart shall be communicated to allproduction units according to the Lean Production system.It shall be sent to one process only (Pacemaker process) andother production processes shall be informed as to whichproduct they shall manufacture and the time and quantitythereof.

HEIJUNKA PRACTICES AT ORDA

First of all capacity plans were made for all cells andproduction was balanced by identifiyng the production quantityfor each shift per day.

Pacemaker process were identified and HEIJUNKADashboards were placed at these areas. All work orders forfinished products were placed in bins to provide easy,comprehensible and visual information flow.

ProductionControl

Process 3Process 2Process 1

C Products

FIFO FIFO

OXOX

A ve B products

INCustomer

PA

CEM

AK

ER P

RO

CES

S

Production orders

Palnned days

Shift times

HEIJUNKA DASHBOARD

26

Success means hard work, suffering, confronting difficulties,exertion and exhaustion and wearing yourself out. The level ofsuccess and productivity increases if you do your job willinglyand enthusiastically. We shall not quit immediately and go onwith the work we had started. We all know that it will notalways be easy to overcome the obstacles when we are doingour job. But we shall never forget that greatest successes areachieved by overcoming toughest obstacles. Commitment tosuccess is a major step in achieving your goal. We shall haveself confidence at all times and believe in success.

Automechanika Moskova 2012

Nobel Automotive Turkey participated to the AutomechanikaMoscow 2012 powered by MIMS Exhibition together with 3 otherOrhan Holing group companies in Moscow/Russia between27-30 August 2012. We hope our attendance to this exhibitionwill be of high benefit to Orhan Holding in attracting newbusiness contacts.

The best supplier award by Toyota Boshoku

We will continue to receive precious awards from ourcustomers as long as our employees and our companycontinue with their dedicated efforts to manufacture highquality products. The quality award received from ToyotaBoshoku Turkey last week is a good example. Our companyOrda received the best supplier award from Toyota Boshoku.Our director Mr. Hakan Doyran received the award on behalf ofour company. Nobel Otomotiv will continue to be a top supplierfor the automotive industry as long as we continue to operatewith this vision.

We went picnicking to Kestel fielale Do¤a Restauranttogether with our employees and their families. We had avery good time entertaining ourselves with various gamesafter lunching and chatting in a fabulous landscape. Thecontest to catch live fish was very entertaining. Wecontinued with our entertaining games after giving presentsto our employees through an exciting lottery drawing. At theend of the day, although somehow tired with joy andpleasure, we promised to see each other at another picnic.

At a Picnic...

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.

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

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 .

New ParentsNevzat Yavuz, Emrah Kılıç, Muazzez Cömert, Suat Çalım,Ayhan Gölgeli, Halil Çetintafl, Murat De¤irmenci have newbabies.

Friends who lost their relatives

Ercan Hacıo¤lu (his father), Sibel Sayılgan (his father),Hasan Kandemir (his father), Tanju-Cem Demiral (hisfather), Emre Bayram (his son), Daut Tatari (his mother).May God have mercy on them.

April : Osman AkyolMay : ‹smail TürkmenJune : Berkant Çapal›July : Ahmet Ayd›nAgust : Vasviye YükselSeptember : Emre Ön

Workers of the Month

New FamiliesRamazan Sarı with Mrs.Mualla, Osman YILDIRIM withMrs.Halime, Rıdvan Kızılten with Mrs.Dilek, VolkanKöseo¤lu with Mrs.Ça¤la, Serap Ergül with Mr.Semih gotmarried.We wish a happy and long life for all new families.

28

On 06-07 2012, Kütahya Carrier and Employment Days activitywas realised by Kütahya Governorship, Municipality,Dumlup›nar University, Directorship of Employment and JobPlacement Agency along with the Chamber of Trade andIndustry in the Central Campus of Dumlup›nar University.Orcia, after carrying an effective cooperation with ‹fl Kur(Employment Agency) during the planning process, made astrong impression and was the only company rewarded with aplaquet due to its contributions. Our Human ResourcesManager Sabri TOPÇU participated to the event with hispresentation named Carrier and Innovation. The presentationwhich draw quite a lot of interest, ended with the questions ofthe students and the answers. Our stand was the mostfrequently visited one. Therefore, with our corporate image, ithas been a successful activity which gained us positive resultsregarding cooperating with the University and public sector

Carrier Days Activity

Our University Visit

In the scope of University-Industry cooperation, firstly onFebruary 2012 and then on 19 September 2012, Dumlup›narCommittee visited our facilities. The ORC‹A A.fi committeecomprising of our Factory Manager Okan YILMAZ, our HumanResources Manager Sabri TOPÇU and Training ManagerHikmet Terzio¤lu responded to these visits on 21 November2012. The Assistant Rector Prof. Dr. Kaan ERASLAN, DeputyCommunication Coordinator Assistant Prof. Dr. MehmetERDEM, Assistant Head of Industrial Engineering DepartmentAssociate Professor Dr. Özden ÜSTÜN, University SocialResponsibility Projects Coordinator Prof. Dr. Osman fianparticipated to the meeting organised at Dumlup›nar Universityas the representatives of the University.‘Areas of mutual cooperation’ determined by Orcia committee,were explained to the University committee by our Company

ISO 16949 Inspection

Finally we finalized our efforts which we have been exerting inorder to document our quality standard. We have successfullypassed the audit carried out by Bureau Veritas on 16-17 Septem-ber 2012 and we have become entitled for documentation.Now we are waiting for the document ceremony.

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 engineeringundergraduates• Opening an Orcia photo exhibition in DPU.It was decided that the next meeting shall take place at GedizVocational School of Higher Education and the meeting was closed.

Blood Donation Campaign

We followed the motto that we are responsible towards eachother and we donated our blood due to the responsibility wefeel towards many lives. The first blood donation to K›z›lay(The Red Crescent in Turkey) took place on 17.05.2012 with ouremployees’ high level of participation and we are planning toorganise our second donation campaign on February.

Exchanging Eid GreetingsJust as in every Eid, our management exchanged Eid greetingswith our whole staff on the last business day before theSacrifice Eid.

Our Children in Kindergarten

Our kindergarten activities continue with the increasingnumber of children and our children find a chance toparticipate in various activities in addition to daily educationalprograms. These activities, which are actually appliededucational activities related with the daily life, are providedthem highly fun and enjoyable ways. They bake pizza, go tosupermarkets or bazaars for shopping and visit museumsand schools.

30

Our employees who got marriedFatih Yüksel, Nuray Taflpolat, Ümran Kartal, Sat› Yafla, Muratfien, 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 wishour newly wed employees happy, healthy, peaceful and life-long marriages.

Our employees who had babies

Our secretary Arzu Durmaz had a son, Our foreman MehmetYarfli had a son, our cutting operator Hüseyin Gül had adaughter, our stitching operator Hülya Öztürk had a son, ourpackaging personal Gülay Balaban had a son o¤lu, our cuttingoperator Mehmet Coflgun had a son, our stitching operatorMatihullah fientürk’ün had a son, and our cutting operator ‹saSevin had a son.

We wish a happy life to the new born babies with their parents

Our New Recruits

Orcia Photo Club Works

Our photo club travelled, explored and challenged themselvesin order to catch impressive and beautiful shots for usthroughout the 2012. We will have a chance to see the resultsof their first efforts in the Orcia Photo Club exhibition which willbe opened in Kütahya Sera Mall on January and with the otherexhibitions we will open in other locations during the year, wewill continue to help Orcia employees integrate with the society.

Ülkem ÖzalpWas born in 1978, she graduated from EskiflehirOsmangazi University, the department ofMechanical Engineering and as of05.06.2012, she started working with us asManufacture & Maintenance Manager.

Cengiz AcarWas born in 1983, he graduated from Dokuz EylülUniversity, the department of International Affairsand as of 17.09.2012 he started working with us assales person.

Melih Canl›dinçWas born in 1987, he graduated form Dumlup›narUniversity, the department of MechanicalEngineering and as of 02.07.2012 he startedworking with as an Engineer.

The General Manager of Oyak RenaultManufacturing Plants Mr. Tar›kTunal›o¤lu, Procurement Director Mr.Eren Kaya and Chassis EquipmentProcurement Manager Gökhan Denizvisited our company on Wednesday,the 19th of December and presentedthe Best Supplier of 2011 award to

our General Manager Ziya Kabo¤lu inthe award ceremony organized with the participation of all ouremployees and guests. The award ceremony which was organizedwith the participation of Mr. ‹brahim Orhan, the Honorary Chairmanof Orhan Holding, Ms. Ayflegül Orhan, the Deputy Chairperson ofthe Board of Directors and senior executives of Orhan Holdingstarted with a factory tour, continued with the inauguration speechgiven by our General Manager Mr. Ziya Kabo¤lu, the speech givenby General Manager of Oyak Renault Manufacturing Plants Mr.Tar›k Tunal›o¤lu and the presentation of the awards and wasfinalized with the address of thanks by Mr. Murat Orhan, theChairman of the Board of Directors of Orhan Holding. Being awardedas the most successful supplier of Oyak Renault in the year 2011based on criteria such as quality, delivery and costs encouragedOrmetal in achieving its vision to be a global company with steadygrowth and innovations and made our employees who helped usin achieving this success very proud. Receiving the most successfulsupplier award from Oyak Renault only 2 years after our branchin Gez was transferred in 2009 to our new facility, the constructionof which was started in Novermber 2007 in Karacabey, followingthe transfer of Ormetal and Yaysan Teknik manufacturing facilitiesfrom Bursa in August 2008, is the joint success of Renault, Ormetaland Orhan Holding thanks to our employees.

31

The “Best Supplier of 2011” Award to Ormetal From Oyak Renault

32

EFQM Excellence modelFundamental 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

This model helps the executives/leaders to understand thecause and effect relationship regarding the performance oftheir organization and the results achieved. It is possible toassess the corporate excellence level of an organizationaccurately by using RADAR.

ORMETAL is committed to continue with this journey based on theprinciple “excellent organizations achieve and maintain a level ofperformance meeting or exceeding the expectations of all theirstakeholders”, together with all its employees. We believe that wewill succeed to get the grand prize with our comitteed efforts.

Ormetal was Granted It’s First Award in theJourney to “Quality in Excellence” Hande fiarman

Ormetal Quality Manager

In the 21st award ceremony organized by Kalder in Lütfi K›rdarCongress Center, we were granted the “Commitment to Excellence”award which is the first stage of EFQM Excellence award. OurGeneral Manager Mr. Ziya Kabo¤lu received the certificate, crowningour pride, from the Minister of Family and Social policies Ms. Fatmafiahin 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 presentedby the award committee of Kalder Bursa branch was adopted atthe meeting held at the Holding in March where the project wassubmitted to the Board of Directors of the Holding as a strategicgoal. The EFQM excellence model and 9 main criteria wereimplemented through model training sessions in June and Julyand areas for improvement were identified by Ormetal self-assessment. A priorities matrix was developed on the basis of theprocess flow upon which 3 activities to be improved were identifiedand respective action was initiated. The process was completedafter finalizing the activities, reporting the results and demonstratingthe activities to Kalder assessors during the field visit. Our companywas granted the award as a result of the assessment made by theself-assessment committee.

Taking responsibilityfor a sustainablefuture

Achieving balanced results

Adding value forcustomers

Leading withvision, inspirationand integrity

Managing by processes

Succeeding through people

Nurturingcreativity &innovation

Buildingpartnerships

EFQM Excellence Model

ENABLERS RESULTS

Learning, Creativity and Innovation

Leadership People

Strategy

Partnership& Resources

Processes,Products &Services

PeopleResults

CustomerResults

SocietyResults

Key Results

Commissioning of the Project in Russia

One of the world’s largest automotive assembly plants is currentlybeing constructed in Togliattia, Russia with the partnership ofRenault, Nissan and Avtovaz. Following the decision by Renaultand Nissan to start manufacturing on this platform, it was resolvedto produce L42L and W52 seat and armrest frames, for which weare nominated, at Togliatti.

A simulation area was formed at Ormetal to make product validationsand process validations for all products to be transferred to Russia.

The production and quality systems of Ormetal were explained toa Russian team of 5, between 12-22 through practical training. Theaudits conducted with the operators who are going to work inRussia enabled us to simulate the layout in Russia 100% and tocontrol the cycle time, ergonomy and process flow.

Our New RecruitsGüner MutluGüner MUTLU was born in Eskicuma in 1984,graduated from, Sakarya University, Faculty ofEngineering, Department of Metallurgical andMaterials Engineering in 2006 and joined ourcompany as Procurement and Metal MRP officeron 06.07.2012. We wish him luck in his new job.

‹brahim Yan›‹brahim YANI was born in Mustafakemalpafla in1988, graduated from Yıldız Teknik University,Faculty of Engineering, Department of MechanicalEngineering in 2011 and joined our company as aProject Engineer on 09.07.2012. We wish him luckin his new job.

Ahmet Ayd›nAhmet AYDIN was born in Bursa in 1987, graduatedfrom Sakarya University, Faculty of Engineering,Department of Mechanical Engineering in 2010 andjoined our company as a Project Engineer on09.07.2012. We wish him luck in his new job.

‹smail Yorguno¤lu‹smail YORGUNO⁄LU was born inMustafakemalpa?a in 1981, graduated fromBalıkesir University, Faculty of Engineering,Department of Mechanical Engineering in 2004and joined our company as Spring ProductionPlannig and Logistics Oficer on 23.07.2012.

We wish him luck in his new job.

‹brahim YörükThe Logistics Officer of our company ‹brahim Yörükleft our company on the 30th of October due toretirement. We would like to take this opportunityto thank him for his contribution to our companyand wish him a healthy and happy life.

33

K›sa bir yaz› gerekiyor

Bowling Tournament Final

We participated in the Automotive Industry and and AutomotiveSuppliers bowling tournament held in MAGIC Word Bowling Hallwith SILA TEKN‹K team comprising Tolga Can GÜLEÇ – SayimD‹KMEN – Sezai ÜÇYOL – Aytekin KARA – Yakup YAKIN.SILA TEKN‹K team was successfull in the eliminations, quarterfinals and semi-finals in the tournament where 16 teamscompeted, 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 andSezai ÜÇYOL from SILA TEKN‹K was the highest scorer.The most interesting player in the tournament was Tolga CanGÜLEÇ, who contributed to his team’s success by scoring higherthan most adult players.We congratulate our team for representing us at champions’level in this tournament and in other tournaments.

Recently Married EmployeesNaile ESEN-May, Taner GÜNER-June, Erol OMMUfi-June, OktayBALER-September, Ersin VARDAR-September, SaffetCanayakın – April, Adnan Yavuz – April, Hasan Ça¤lar Ter – JulyHarun Meriç - July, Olcay Eriflen – July, Ali Özgür – July, ÖmerErol – July, Olcay Günerten – August, Nüket Uzunlar – AugustFerdane Mutlu – August, Gönenç ‹zgi – September, Erhan Güney- October. We wish lifelong happiness to the new couples.

Employees with newborn babiesDursun GÜNEfi-Boy, Gülser ÖZHAN-Boy, Levent ÖZDEM‹R-GirlSerhat Deniz –Girl, Tolga Tütüncü – Girl, Tuncay Tarla – Girl,Kürflat Cancı – Boy, Taner Yıldız – Girl, Gönül Nefle – GirlOsman Ayvalı – Boy, Celil Yurtsever –Boy We wish a happy lifeto the newborn babies together with their families.

Oyak Renault, Sıla visited

Sıla Teknik, which was granted the RNPO Quality Grand Prizein June this year, was visited by senior executives of RenaultFrance and Oyak Renault including Nicolas MAURE (VicePresident RNPO), Antony PLOUVIER (Supplier Account OfficerRNPO) and Eren Kaya.This visit aiming at allowing RNPO to have a betterunderstanding of the potential of domestic manufacturers andto observe the parts’ production process, during which newprojects and prospects were also discussed, was verysuccessful.This visit was a milestone in Sıla Teknik’s history due to the factthat Sıla Teknik was the only company in bursa that was visitedby Mr. Nicolas Maure during this business trip and that it wasthe first visit to Sıla teknik by a Vice President of RNPO.

Our condolences toYüksel UÇAK- his Mother, Öztürk Uçak – his Mother, LütfüAKTAfi- his elder sister. We express our deep condolences tothe bereaved families of our employees and wish thempatience.

34

I would like to start by asking thequestion “Which disaster claimsthe most lives? It is not difficultto estimate your answers to thisquestion. However those whoreply the question with answerssuch as war, epidemic diseasesor natural disasters are way toowrong. The correct answer to thisquestion is occupationalaccidents. There is no other disaster on earth that claims as manylives as occupational disasters. Acording to the forecasts madeby International Labor Organization (ILO) for the period 2005-2006, on the basis of 2003 data, 337 million occupational accidentsoccur every year. 2 million 310 thousand people loose their livesand 160 million people suffer injuries or occupational diseasesas a result of these occupational accidents. The financial losscaused by these accidents is estimated to be around $ 1.2 trillion.Bernardo RAMAZZINI (1633-1714) was the first scientist to searchthe adverse effect of the relationship between workers and theirprofessions on human health. The concept of occupational safetywhich was improved throughinternational laws on a continuousbasis since early 1900’s especiallyin Europe was unfortunatelyneglected in our country. Ourcountry ranks the third in the worldin occupational accidents afterIndia and Russia according tointernational statistics and the firstin Europe. Taking into

consideration the principleasserting that “occupationalsafety is a culture requiring timeto be adopted and developed”,any delay in any kind ofimprovement or measure delaysthe progress in this fieldaccordingly. Consequently, theexpectations are high of theOccupational health and safety

Law numbered 6331, which was brought into force in 2012. It isa known fact that in our country, 80% of the occupational acidentsoccur in business premises employing 1-50 workers. The mostimportant advantage of this new law is that it covers all businessesregardless of the number of employees. We will soon be introducedto concepts such as representatives to support occupationalsafety activities to be carried out within the organization of thebusiness enterprise or on-site nurse. This law also aggravatespenal sanctions and extends the scope of employer’srepresentative.Although the law and the sanctions imposed by the legislators

play an important role inoccupational health and safety, weshall always keep in mind that socialawareness and occupational safetyculture are at least as important aslaws and rules.I wish a healthy and accident freelife to all our employees.

ISO/TS 16949 standard is developedby ISO Technical Committee-TC 176for the global automotive industry. Itcomprises QS9000 standarddeveloped by FORD,GM andCHRYSLER, Germany’s VDA6.1standard, French EAQF standard andItaly’s AVSQ standard.This standard is developed by addingrequirements specific to the

automotive sector to the ISO9000 standard. It is based on afundamental system ensuring continuous improvement andpreventing defects.Together with ISO9001, ISO/TS 16949 sets forth the quality

system requirements for designing / developing,manufacturing, assembling and servicing automotive products.In addition to these standards car manufacturers may alsodemand individual customer specific requirements.Sıla Teknik and STG were subjected to ISO/TS 16949 InterimAudit in October by SGS certification firm where no major non-conformities were found. This result proves once more that allprocesses from design to delivery are managed in accordancewith this standard.Systems can only survive if thet arethoroughly implemented by the employees with a high level ofparticipation…We would like to take this opportunity to thank all ourcolleagues who contribute to the sustainability of our system.

The Occupational Health andSafety Law numbered 6331;

Tolga TÜTÜNCÜOccupational Safety Specialist

Ayfle Y›lmaz KayaISO/TS 16949 Interim audit… Quality System Specialist / WCM Coordinator

We need to review our knowledgeon the importance of occupational

safety today

35

36

Suggestion System Award Ceremonywas Held at Geçit Manufacturing Plant

Training is provided to our employees at Dosab and GeçitManufacturing Plant on an increasing basis.The training sessions, mainly covering Quality Techniques arehighly entertaining and efficient with the contributions of theparticipants and trainers.Training sessions conducted so far include but are not limitedto 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

Training

Farewell

The Deputy General Manager of our company Mr. Jean-LucFUTEUL has left our company and returned to his home countryFrance after having retired atfer serving in our country for 6.5years. We would like to thank this opportunity to thank oursenior executive who had contributed to the success of all of usand wish him a healthy and happy life.

Farewell Ceremony

On june 2012, certificates are given to our technical highschoolinterns who support us during a year and as Teknik Malzeme,we wish them best in their lives.

‹lker ÖZKANSubmitted the highest number of suggestions and the highest

number of applicable suggestions

Levent GÜLGÜNSubmitted the best quality suggestion

Serkan AY ve Alaattin YILDIZSubmitted th best Occupational Health and Safety Suggestion

Osman ZORLUSubmitted the suggestion with the highest economic return

In addition to the above mentioned employees ‹lker KARA wasalso awarded through a lottery drawn among all employees who

have submitted suggestions.

Our condolences toSeçkin Tuncer-his Father, Mutlu Ar›-his Father, Nazmiye‹brahimo¤lu - her elder Sister, Mustafa Ayvaz-his Father, NecmiAyd›n-his mother, ‹brahim Özdemir-his Father, Coflkun Ay - hisbrother, Burhan Kaya-his Father, Hasan Türker-his motherOur condolences to them and wish patience for them.

Recently Married EmployeesGürol Akbafl, ‹kram Torun, Selçuk Tuna, Yaflar Güventürk,Salih Sevinç, Hakan Urufl, fiahin Sevim.We wish happiness for the new couples for their whole lives.

Employees with Newborn Babies

‹brahim fien-Girl, Recep Day›-Boy, Alaattin Y›ld›z-Girl, MesutÖzceylan-Boy, Ramazan Çetin-Girl, Özgür Kaya-Boy, GönülKoçak-Boy, Ali Ok-Boy, Sevinç fievik-Girl, Ali fiahin-Girl, FatihVay-Boy, Mustafa Kahraman-Boy, Ersin Altunbulak-Boy,Hasan Türker-Girl, Ak›n Bafltürk-Boy

We wish happy lives for the new born babies together withtheir families

Fire Fighting Training

37

Traditional Recreative Gamefor lunch breaksOur employees organize highly challenging backgammontournaments during lunch breaks. Backgammon fans playbackgammon throughout the year every day during lunch breaksto relive their stress. Kibitzers never miss a game to applaudtheir favorite players.

We conducted Fire Fighting Training at DOSAB ManufacturingPlant with the participation of all employees.

Our New Recruits

Meral MEfiEBorn on 03.08.1981, graduated from Uluda¤University Faculty of Arts and Sciences. She joinedour company as a Continuous improvement officerin DOSAB Quality Department.

Sevilay BAfiARANBorn on 03.07.1987, graduated from CumhuriyetUniversity, Chemical Engineering Department. Shejoined our company as a Quality Engineer in DOSABQuality Department.

Harun ANAÇBorn on 11.02.1985, graduated from EskiflehirOsmangazi University Mechanical EngineeringDepartment. He joined out company as a SupplierQuality Engineer in the Quality Department of GeçitManufacturing Plant.

Kutas KANfiAYBorn on 01.01.1984, graduated from AnadoluUniversity Textile engineering Department. Hejoined our company as a Logistics Supervisor inDOSAB.

Nevin YILMAZBorn on 02.02.1978, graduated from AnadoluUniversity Faculty of Management. She joined ourcompany as Acounting supervisor in the AccountingDepartment.

Zada D‹LL‹Born on 31.03.1981. Graduated from Gazi UniversityChemical Engineering Department. Joined ourcompany as Parts Procurement officer in GeçitManufacturing Plant.

What is Noise? Sibel EY‹Z

Quality Assurance, Enrivonment andOccupational Safety Supervisor

Undesired sounds generally generated artificially, the quality andtone of which are distorted. In other words, undesired soundsthat affect both individuals and society adversely are calledNOISE. Sound is defined by frequency and loudness. The loudnessof noise is related to the mechanical pressure directly reaching thetympanic membrane and measured in decibels (dB). The humanear can hear sounds between 0-140 dB (decibels). Frequency isdescribed as the number of vibrations per second measured inHertz (Hz). The human ear can hear sounds with frequencybetween 20-20.000 Hz. This is called the “Audible FrequencyRange”. 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 thatis detrimental to our auditory system is at 100-10.000 Mhz and 85dB. The threshold where an individual faces difficulty to hear thespeech from a distance of 1,5 meters in a silent environment isdefined as the noise level. This threshold corresponds to 25 dB onthe average at the frequencies of 500,1000 ve 2000 Hz. Hearingloss and healing time increases with an increase in the noise level.Hearing loss is insidious and might not be recognized until it is toolate. Noise-induced hearing loss is an increasingly prevalentdisorder that results from exposure to high-intensity soundespecially over a long period of time. The healing time to recovernormal healing is 10 times longer than the period of exposure.Higher frequencies are lost first. Loss of hearing high frequenciesdistorts the sound. Thus even if you hear the sound it is notcomprehensible. Sound sources are transmitted to the earthrough vibrations or sonic waves. These are conducted throughthe external ear and strike and vibrate the tympanic membrane.These vibrations are conducted to the ossicles in the middle earand then to the inner ear and auditory nerves. These vibrations areconverted to nerve impulses in the inner ear and directly sent tothe brain. These impulses are preceived as as sound by the brain.Loud sound damages the hearing cells in the inner ear. The lesserthe number of hearing cells the lower is the hearing. This damageis permanent since it is not possible to recover damaged hearingcells.The most common occupational disease both domesticallyand globally is hearing loss caused by noise. The level of noisereaches damgerous levels not only at business premises but alsoin 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 otherthan 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 fatigueand lessens body immunity increasing vulnerability to diseases.If an employee is found to have hearing loss over

30 dB at 500-2000Hz40 dB at 3000Hz50dB at 4000Hz

during the medical examination conducted at the recruitmentstage, he/she shall not be allowed to work at a noisy environment.

Protection against noiseThe following measures shall be taken to prevent detrimentaleffects of noise at all business premises in general:• The floor must be coated with materials reducing vibration andnoise during initial installation of noise generating machinery atthe business premise.• Walls shall be coated with materials preventing soundreflection, fitted with double glaze windows and constructed fromsoundproof materials. Sources of noise must be examined duringthe design and construction stages.• Measures to protect the employees must be taken in caseswhere it is not possible to reduce the noise, such as using earplugs or ear muffs. Such equipment reduce the intensity of thesound reaching the tympanic membrane. Ear plugs are fitted intothe ear canal to block the entry of noise. They need to block the earcanal entirelyto be effective. Appropriate well fitted ear plugs arecapable of reduce the noise by 15-30 dB azaltabilir. Ear plugs usedby Teknik Malzeme are capable of reducing the noise level by 26dB on the average. It is possible to hear conversations when usingear plugs because they are designed to reduce the effects of veryloud noises. Employees using ear plugs at work get used to thenormal noises generated by the equipment and are capable ofdistinguishing abnormal noises.Employees who do not use ear-plugs are exposed to sound energyat a level which 1000 times more compared to employees usingear plugs. If the distance between the skin of the ear and the earplug is higher than required the ear plug will not be effective evenif it is used on a continuos basis. Thus, ear plugs are required to beused appropriately and continuosly to be effective. Ear plugs mustbe cleaned after daily use.All employees at Teknik Malzeme are required to use earplugs/ear muffs when they are working at places where the levelof noise is high. This stautory requirement only aims at protectingour employees against the adverse effects of noise. Researchshows that using ear plugs increases personal productivity up to12% and manufacturing earnings by 1%. In addition to protectiveand preventive measures against noise, our company requiresnew employees to provide us with their ear audiograms andperforms ear audiograms of our employeesworking at noisy jobson a periodical basis.You need to consult your physician in case of any inflammation orabnormal rash in the inner ear canal. Hearing loss occursgradually through the years. You may fail to recognize hearing lossbecause it progrsses slowly and gradually without pain. All youcan recognize is ringing in the ears or other sounds. You need toreceive medical advise from an otolaryngologist if you suspecthearing loss.

How We Protect Against Noise?

38

39

BMW Test Drive EventBMW test drive day was held on 08.12.2012 at Teknik Oto Bursa1 with state of the art high performance cars to the appreciationof our customers.

Physicians, Pharmacists and Lawyersfor BrunchA brunch was organized at Teknik Oto Bursa 2 on 02.12.2012 forPhysicians, Pharmacists and Lawyers. Our guests had theopportunity to have a closer look at the cars and to take the carsto a test drive.

40

Our ofice is refurbished,Our office was refurbished as a part of our continuousimprovement efforts under the slogan “The Change has Started“. We are all excited and happy to move back in to our refurbishedoffice at the end of 2 long and tedious months. Our office now hasa modern and new appearance after the refurbishment. Wemoved back in to our office with the help of all our colleagues in ateam spirit and synergy, with the motivation of success.We are very happy and proud to welcome our customers at ournew office reflecting our commitment in technology andimprovement as well as our dynamism.We hope our new office contributes to customer satisfaction andto the success of our colleagues under our motto “Move FurtherTogether”. We would like to tke this opportunity to express ourgratitude thank everyone who has contributed to our new office.

We are happy and proud to crown our success this year, as well as in the previous years, with newawards.• 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

Awards

41

Our training programs developed on the basis of ourcontinuous improvement principle continued throughout theyear 2012. All our employees attended the “CommunicationSkills and Body Language Training” where they had theopportunity to use their body language effectively and toimprove their communication skills. The importance of beinga united team was emphasized once more during this usefuland entertaining training. We would like to take thisopportunity to thank our General Manager AlperPekmezcio¤lu who is committed to the development of hispersonnel , for the opportunities he is providing to us.

Welcome to the world baby girl

Hatice Yap›c›, a staffe member inthe accounting department gavebirth to a baby girl.We wish ESLEM a peaceful,healthy and happy life togetherwith her family.

This year we went to Alaçam Sefa Tepesi on Sunday, the 24th ofjune, 2012 for our traditional company picnic which is organizedon an annual basis. Both our colleagues and their familiesaccompanied us in this acvitity with their colorful presence. Thechildren entertained themselves and enjoyed the fresh air in amarvellous landscape and their families were more than happyto have a nice day with their children and sparing time to theirchildren.After having a traditional village style breakfast, our employeesfound the opportunity to enjoy the nature and contested againsteach other in recreational games to win various awards.Uray Sigorta employees found the opportunity to strengthentheir team spirit with the excitement to contest each other andto make sports exercises.Our colleagues compensated for the energy they used in thecontests with their high performance with a fine dinner crowningthis beautiful day.

TrainingTraditional Company Picnic