17 TH YEAR / February 2013

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1 Companies Phone Fax ORHAN HOLD NG ISRINGHAUSEN AUNDE TEKN K (KILIF ) AUNDE TEKN K (KUMAfi) AUNDE TEKN K (ÜST YAPI) AUNDE KFT (HUNGARY) +36 (5) MATAY MATAY (KARACABEY) NOBEL AUTOMOTIVE TROY OFFICE NOBEL AUTOMOTIVE INDIA PRIVATE LTD NOBEL AUTOMOTIVE KOREA NOBEL AUTOMOTIVE MEXICO NOBEL AUTOMOTIVE POISSY NOBEL AUTOMOT VE ROMANIA NOBEL AUTOMOTIVE RUSYA LTD NOBEL ROCKET CO., LTD (FUZHOU) NOBEL ROCKET CO.,LTD (CHONGQING) NOBEL ROCKET CO.,LTD (HAIKOU) NOBEL ROCKET CO.,LTD (LIUZHOU) NOBEL AUTOMOTIVE SLOVAKIA SRO NOBEL AUTOMOTIVE TENNESSEE NOBEL AUTOMOTIVE UK NOBEL PLASTIQUES IBERICA NOBEL PLASTIQUES VITRY NOBEL TEKNIK FRANCE VITRY NOBEL TEKN K TÜRK YE ORDA ORCIA ORHAN TARIM ORMETAL ORMETAL SÜNGER SANÇ M B LEC K Ç MENTO SILA TEKN K SILA TEKN K FRANCE STG TEKN K MALZEME TEKN K MALZEME (DOSAB) TEKN K OTO TEKN K OTO ( ZM R YOLU fib) TEKN K OTO (ESK fieh R) URAY S GORTA URAY S GORTA (ESK fieh R) URAY S GORTA ( STANBUL) URAY TEKN K Ovaakça Çeflmebafl Mah. Yeni Yalova Yolu Cad. No:661 Osmangazi-Bursa Türkiye Phone: Fax:

2 17 TH YEAR / February R dvan Yirmibeflo lu has We carried out our Photo contest s award ceremony joined us as the Director of Orhan Holding Human Resources Department We have celebrated our 25th year Orda received the best supplier award from Toyota Boshoku Ormetal received Quality in Excellence award

3 index 02 Holding We received our star with Endeavour R dvan Yirmibeflo lu has joined us as the Director of Orhan Holding Human Resources Department. Orhan Holding attended the Bursa Human Resources and Employment Meeting Orhan Holding Single Hoop Basketball Tournament 2012 Orhan Holding Basketbol Team competes in Bursa Corporate Basketball League Tarsus American College Career Day 2012 Visit by Production Research Club 2012 We Started to Deliver Personal Development Training Traditional Orhan Holding Bowling Tournament 06 Aunde Teknik 10 Matay 18 Nobel Automotive Orda 28 Orcia 31 Ormetal 34 S la Teknik 36 Teknik Malzeme 39 Teknik Oto 40 Uray Sigorta Ovaakça Çeflmebafl Mah. Yeni Yalova Yolu Cad. No:661 Osmangazi-Bursa Türkiye Phone: Fax:

4 2012 became a year of growth for Orhan Holding and our combined sales exceeded 700 Million Euros. We achieved this despite all negative improvements in the automotive markets. Second half of year came with significant volume reductions in Europe. Even though our plants serving the European markets suffered from this downturn, a good first half and the performance of our operations in rest of the world made 2012 a growth year overall will be even more difficult with lots of challenges but I believe also with opportunities. Like most of our customers and colleagues in the automotive industry, we are faced with continued reduction of volumes in Europe and increases elsewhere, especially in the China and Russia. In the foreseeable future world economy will continue to fluctuate with many ups and downs. There may be disruptions in the automotive supply chain because of some manufacturers going into financial difficulty. We may get directly or indirectly affected by these developments. Therefore we have to be agile and flexible to be able to deal with the volume decreases as well as the increases at all times. Synergies between our group companies will continue to be a focus in We will continue to improve our organizations to become more agile and efficient in line with the market needs. In the first quarter of 2013 we will place significant emphasis on developing our automotive business organizations. Our objective is to combine our organizations and unite our leadership. We have strong boats, moreover very good captains and crew. From now on we will sail as strong navy rather than individual boats. I have full confidence that Our Navy will always move forward against the stormy waters of fluctuating world economy. H. Murat ORHAN Orhan Holding Chairman & CEO

5 02 Holding We received our star with Endeavour This year, the Endeavour themed 8 th International Orhan Holding Photograph Competition Award Ceremony was hosted by BUSIAD (Association of Industrialists and Businessmen of Bursa). Orhan Holding was over the moon and honoured to receive our second star from the Turkish Photography Federation at this year s award ceremony, in the presence of fiahabettin Haput (Governor of Bursa) and Nguyen Cuong (Vietnam Ambassador), who were among the numerous guests invited to the occasion. The interest shown in our competition, awarded with a bronze plaque by Fédération Internationale de l'art Photographie (FIAP), illustrates that it is followed closely by photography artists worldwide. Orhan Holding International Photography Competition is one of the few international photography competitions that open the doors of Turkey to the world. A total of 1382 photographs by 178 artists from 20 different countries from Vietnam to Bangladesh, India to Croatia, and Denmark to Hungary entered the Endeavour themed competition in Members of the jury were Cengiz Karl ova (photograph artist), Bülent Özgören (photograph artist), fiafaktortu (photograph artist), Hakan Öge (photograph artist), Serra Mübeccel Gültürk (photograph artist), Cemil A ac kl o lu (photograph artist), Jan McGready (photograph artist), and Ayflegül Orhan and Necla Orhan on behalf of Orhan Holding. Jury members decided to award 24 works of art under the categories black and white, coloured, and experimental, and display 38 works of art.

6 03 Holding R dvan Yirmibeflo lu has joined us as the Director of Orhan Holding Human Resources Department. After his Bachelor s degree at Istanbul University in the department of Public Management, R dvan Yirmibeflo lu completed his master s studies in the fields of International Management and Organisation and Strategy relatively. He started his carried as Organisation and Methodology Expert in Kordsa, one of Sabanc Group companies (Cord Fabric Production), in He performed various management duties (Human Resources, Overall Quality and Information Technologies) during his 10 years in Kordsa. In 1996, he was appointed as Sabanc Holding Human Resources Department Head and during this period he focused on ensuring perfection in the Department of Human Resources and institutionalisation of the Group companies in his activities. In the year 2005, he was appointed as an Executive Board Member of the Holding and Human Resources Group Director. Yirmibeflo lu acted as a Member of Sabanc Holding Human Resources Committee between 1996 and 2008, and he reported his observations to the Chairman of the Holding Board. In addition, between the years 1997 and 2008, he performed Board of Directors Membership duties in various Sabanc Holding group companies in different business fields such as Insurance (Deputy Chairman of Aksigorta and Ak Emeklilik Board of Directors), Concrete (Oysa Çimento), Rubber Tube (Pilsa), Hotel Management and Tourism (Parksa, Ankara, Adana and Mersin Hilton Hotels), Telecommunication & Internet (Sabanc Telekom and Akinternet). Before joining Orhan Holding, he performed Executive Board Membership and Human Resources Group Directorship duties in CRA Group companies in Azerbaijan between October 2009 and September CRA is one of the leading group companies in Azerbaijan and is active in several sectors such as Petroleum & Gas, Telecommunication, Concrete and Mining. During his office term in this group company Mr. Yirmibeflo lu mainly focused on improving the corporate structure and management principles of the group as well as determining the Managerial Rules. He was also responsible for the development and implementation of the Humans Resources policies and processes of the company. He was also a Member of the Board of Directors and the Director of the Human Resources Committee in the companies of Bakcell (a cell phone operator), AIMROC (Gold Mines), Norm Q z ldafl (Concrete) and Baku&Boston TV (TV Broadcast Company). We believe that he will add an important value to Orhan Holding Group companies with his rich international experience in the fields of human resources and business management and we wish him all the best in his new position. Orhan Holding attended the Bursa Human Resources and Employment Meeting The Governor s Office of Bursa, Bursa Metropolitan Municipality, Bursa City Council and the Provincial directorate of fi-kur organized the Bursa Human Resources and Employment Meeting (B B 12) between November Orhan Holding as well as other leading companies in bursa attended this meeting which was organized for the first time in Bursa Holding was represented by the Managers of the Human Resources Departments of Orhan Holding Group companies at our stand in Atatürk Congress and Culture Center (Merinos AKKM). U ur SIRMAN and Nihan YILDIZ from Orhan Holding, Ayhan EFE and Gülfiye DO AN from S la Teknik, Gökhun DO AN and smail Hakk ÜNAL from Matay, Nazif G RG N, Kemal DEL KANLI, Esin GÜL and Kamer DÖLENER from Teknik Malzeme and Önder fientürk from Ormetal attended this meeting. Around 19 thousand guests visited the employment meting which lasted 3 days. Our human resources staff borth replied inquiries about Orhan Holding and provided information about the recruitment process. There was a cocktail party after the Bursa Human Resources and Employment Meeting. Plaques were presented to all companies to reward their presence after the cocktail and speeches. U ur S rman, Human Resources Specialist of Orhan Holding received the plaque on behalf of Orhan Holding.

7 04 Holding Orhan Holding Basketbol Team competes in Bursa Corporate Basketball League Orhan Holding Single Hoop Basketball Tournament teams and 60 athletes from our companies participated in the single hoop basketball tournament which was organized for the first time this year. We would like to take this opportunity to thank all our employees who participated in this tournament with exciting and challenging games, for their sportsmanship and fair play. The winners of the tournament are as follows; Champion - Orhan Holding Karma (Emre Kemer Gökhan Torun Orhan kizler U ur S rman) We participated in Bursa Corporate Basketball League, the fourth of which is organized this year, with Orhan holding Basketball Team. We represent Orhan Holding successfully with sportmanship in the leage which is highly challenging, with our team comprising our colleagues from various group companies. Our team is preparing for the games by training for two hours at nights twice a week. Our teams comprises 15 players, some of whom are experienced from previous years. The leage champion and other places will be determined as a result of the games to be played in two groups according to the league table. A Group; Bosch Emine Örnek E.K. Borusan Holding TOFAfi Garanti Bankas Valeo Yap Kredi Bankas B Group; Orhan Holding OYAK Renault Karsan Üstünberk Holding Çoflkunöz Holding Denizbank Bursagaz We wish luck to our team in Group B and invite all our employees to the games to support our team. You can follow the training sessions and games of our team as well as the scores at Orhan Holding Basketball Team facebook page. Runner up - S la Teknik Supersport United (Burak Tezcan Samir Kadiro lu Kerem Tatbul Ça lar Ter Harun Meriç ) Third - Matay Benders (Murat Aç kel Serdar Kutlu smail Çelik Murat Güngörmez Aflk n Körkaya)

8 05 Holding Tarsus American College Career Day 2012 The Chairman of our Board of Directors Mr. Murat Orhan attended the Career Day organized by Tarsus American College in Tarsus on Tuesday, the 20th of November, 2012 as a graduate of the year 1983 and shared his business experience with the students. In this memorable and meaningful day, organized jointly by the TAC Alumni Association, TAC Corporate Communications Department and TAC Guidance and Psychological Counseling Department, successful professionals and businessmen who have graduated from this school tried to help the students to choose the right profession, set their goals and acquire detailed information about professional life interactively with the students. Visit by Production Research Club 2012 We Started to Deliver Personal Development Training Orhan Holding started to deliver Leadership Skills training in October in continuation of training courses provided under our individual and corporate development program. This training was delivered by the firm Ekser which also delivered the previous training courses (Social Stiles and Flexibility, Crisis Management). This training aims at combining personal social stiles of our employees with the concept of leadership. 175 employees attended the training. Coaching skills were also covered in the training in addition to leadership skills. We believe that the training will be useful for all our employees. Traditional Orhan Holding Bowling Tournament The Traditional Orhan Holding Bowling Tournament this year took place on the Friday night of November 23rd, 2012 at the Cosmic Bowling Court in Beflevler Carefoursa; the closely contested game was organized in two groups. At the end of all games S la Teknik D team has won the tournament with a total of 687 points. The second was Matay1 team with 670 points and Ormetal1 team came third with 665 points. The highest scorer among men was Aflk n Körkaya from the Matay1 team with 168 points and the highest scorer in the women category was Burçak Yelkenkaya from Nobel Otomotiv 2 team with 109 points. Winning teams and individuals were given their cups and awards with a magnificent ceremony. We wish them continued success and hope that we will be together again in the next tournament. Students from the Production Research Club of stanbul Commerce University have organized technical research trips to various manufacturers and suppliers in Bursa and visited MATAY and the Head Office of Orhan Holding during this trip. During the visit, detailed information about MATAY as well as its production stages was provided to the students from the Production Research Club at the production site. Following the technical research visit, a general presentation was made to the students from the Production Research Club by the Human Resources Department at the Head Office of Orhan Holding and an interactive meeting was held with the students about professional life and career opportunities.

9 06 DOSAB SIAD Award Ceremony Suggestion Awards Suggestion Awards for the year 2011 were given to successful nominees at the suggestion awards ceremonies organized at our plants in September. An award ceremony was organized by the association of Demirtafl Organized Industrial Estate Industrialists and Businessmen Association in commemoration of their 25 th Year of Establishment.Our company Aunde Teknik A.fi.was entitled to receive awards in the categories of The 25 Largest Companies at Demirtafl Organized Industrial Estate and Companies Active in Demirtafl Organized Industrial Estate for 25 years. Our Human Resources Manager Asl Yavuz received our awards on behalf of our company at the ceremony organized on the 16th of August. Kaizen Presentations Seat Covers Plant; The winner was Hayriye Afl k with the highest number of suggestions in 2011, the runner up was Vildan Üstünel and Fatma Orhan was the third. The department with the higherst number of suggestions per employee in 2011 was Sales and Engineering. Conversion Plant; Ferdi Akgül was the winner, Fuat Günay was the runner up and Erkut Ad güzel was the third bu submitting the highest number of positive suggestions. Staff members of the Quality Department, which submitted the highest number of positive suggestions per employee in 2011 also received their awards at the award ceremony. We delivered Lean Production Kaizen training at our company in June-July, where designated Kaizen teams shared the results of Kaizen studies they have conducted in various fields with our blue collar employees. Quality Success Awards Sabahattin Mercan and Cevat Erfiliz from the Brushing and Cutting department of our Fabric Upholstery Plant who were entitled to receive the quality success awards for the 1.Term of 2012 received their awards at the award ceremony. We congratulate our employees and wish them success in their future career. Fabric Upholstery Plant; Alper Yolaç c was the winner with the positive suggestions he submitted in 2011, Oktay Çetkin was the runner up and Cevat Erfiliz was the third. Staff members of the Engineering and Quality Department, which submitted the highest number of positive suggestions per employee also received their awards at the award ceremony.

10 07 Recently Married Employees Isringhausen plant; Hakan Da l, who had submitted the highest number of positive suggestions was the winner, Harun Kenar was the runner up and Emre Ahmeto lu was the third. The Procurement department was the winner with the highest number of positive suggestions per employee. We would like to take this opportunity to thank all our employees for their contributions to our company with their suggestions, looking forward to hear new suggestions from them. Vocational Training We delivered vocational training to our blue collar employees at our Seat Covers - Conversion - Fabric Upholstery and Isringahusen Plants on Manufacturing Welding, Manufacturing Logistics, Assembly, Dyeing and Finishing, Lamination, Ramming and Maintenance pursuant to the Regulation on Hard and Dangerous Work. Planting Saplings for Don t Let Turkey Become a Desert Campaign Aunde Teknik A.fi participated in the organization for planting saplings on the 29 th of May with the slogan Don't Let Turkey Become a Desert. Tülay Ercan, Meryem slam, Recep nan, Engin Ak n, fienol Kahraman, Ayd n Yavuz, Canan fiimflek, Sema Torun, Elif Kara, Emel K l ç, Ekrem Y ld r m, Samet Özdemir, Mahmut Uslu, Gizem Hande Y lmaz, Nevin Gümüfl, Merve Kavurt, Mehmet Ayd n, Bülent Garip, Naz m Çak r, Betül Lale, Nesrin Kasapo lu, Erkan Karan, Ayd n Yavuz, Sevim Demir, lknur Aykanat, P nar Akkaya, Meral Pehlivano lu, smail Damat, Cafer flsever, Derya Karagöz, Havva Y lmaz, fiaban Ak, Merve Köksoy, Cem Sad k Zengin, Pembe Uçar, Mehmet Çamur, Gülümser Yavuz, Saadet Bulut, Nilgün At fl, Hacer Çal flkan, Serap Kurun, Sündüz Gürsoy, Zeynep Durmufl, Elmas Y ld z, Serap Erkoluk sa, Ali Bayr, Sabri Söner, Ömer Aydemir, Serhat Alt n, Ayhan Y lmaz, Gülümser Yavuz, Ayfle No man, Fatma Orhan, Semih Yi it, brahim Meriç, Mücahit Mustafa Yi it. We wish lifelong happiness to the new couples. Employees with Newborn Babies Hakan Göktepe, Gökhan Biçer, Birkan K l ç, Hayretttin K z laltun, R za Okten, Cemal Deniz, Tuncay Yarar, Serkan Oral, Cengiz Avc, Osman Bardak, Serkan Bozkurt, Murat Esin, Kenan Pehlivan, Mustafa Bilgin, fiahin Demir, Sedat Kuru, fiükrü K rbafl, Serkan U ur, Erhan Gürdeniz, brahim Ordu, U ur Mutlu, Cengaver Taflk n, Cemal Kaymaz, Öznur Gingiren, Hacer K vrak, Hülya Tunca, Melek Vatansever, Kerime Güler, Firdevs Alan, Kader Tafl, Beyhan Kaymaz, Mediha Serbest, Cennet Didik, Reyhan Yarat, Emel Karaman, Semra Atalay, Emine Saka, Gülay fiener, Özden At c, Fatmagül Y lmaz, Duygu Okumufl, fierife Sa, Sinem Özdemir, Gülizar Kamar, Naziye Mutlu, Hatice Kaymaz, Heda Oktay, Ünzile Akdo an, lkay Kahraman, Zeynep Kaymaz, Mümine Mutlu, Nurdan Demir. We wish a happy life to the newborn babies together with their families. Our Condolences to Filiz Göktepe (her Mother), Emre Ahmeto lu ( his Father), Nursemin Yavuzer (her Father), Celal Mutlu (his Father), Suna Aslan (her Father), fiengül Eren (her Father), Necdet Olkun (his mother), Sevgil Özayd n (her Mother), Aliye Gedik ( her Father), Sadriye Günefl (her Elder Brother), Emine Seyreko lu (her Father), Ayfle Eriflmifl (her Father), Sergin fien (his Father), Nebahat Ard ç (her Husband), Binnur Y lmaz (her Mother), Canses Ay (her Father), Ayflegül Uzunlar (her Father), Fatma Aytekin (her Father), Fatmagül Özel (her Father), Erkan Akcan ( his Father), Nefize Mutlu ( her Father), Emine Usta (her Father), Vacip Yan k (For the loss of his Father), Yalç n Uzunlar (his Father), Gülten Vatansever (her Father), Dilber Musa (her Mother), Gülay Y ld ran (her Elder sister), Neziha Bozkurt (her Mother), Mehmet Y ld z (his Mother). We express our deep condolences to the bereaved families of our employees and wish them patience.

11 08 Our New Recruits rem KÖMÜRYAKAN rem Kömüryakan was born on and graduated from Osmangazi University Industrial Engineering Department. She joined our Seat Covers Plant as a Project Leader on Nurdan KÜÇÜKBURSA Nurdan Küçükbursa was born on and graduated from Erciyes University Textile Engineering Department. She joined our Seat Covers Plant as a CAD System Specialist on Gürkan Volkan YÜKSEL Gürkan Volkan Yüksel was born on and graduated from Bilkent University Industrial Engineering Department. He joined our Seat Covers Plant as a Project Leader on Serkan KORKMAZ Serkan Korkmaz was born on and graduated from Uluda University Textile Engineering Department. He joined our seat Covers Plant as a Production Engineer on Levent SEVG L Levent Sevgili was born on and graduated from Uluda University Industrial Engineering Department. He joined our Seat Covers Plant as the Quality Manager on Hamit Mutlu D NLER Hamit Mutlu Dinler was born on and graduated from Baflkent University Industrial Engineering Department. He joined our Seat Covers Plant as a Project Leader on Ömer Can KIVANÇ Ömer Can K vanç was born on and graduated from Bo aziçi University Management Information Systems Department. He joined our Seat Covers Plant as a Sales Engineer on Hatice Hülya KESK N Hatice Hülya Keskin was born on and graduated from Kocatepe University Textile Department. She joined our Seat Covers Plant as a CAD System Specialist on Necdet ÇAPAR Necdet Çapar was born on and graduated from Uluda University Textile engineering Department. He joined our Fabric Upholstery Department as a Project Engineer on Kenan AYDIN Kenan Ayd n was born on and graduated from Gazi University Machinery Drawing Construction Training Department. He joined our Seat Covers Department as a CAD System Specialist on Cevat KAMADAN Cevat Camadan was born on and graduated from Dumlup nar University Department of Management. He joined our Conversion Plant as Procurement and Logistics Supervisor Kenan AYDIN Kenan Ayd n was born on and graduated from Uluda University Department of Public Finance. He joined our Seat Covers Plant as a Clerk at the Financial Department on Semih KART Semih Kart was born on and graduated from Dokuz Eylül University Mechanical Engineering Department.He joined our Conversion Plant as a Homologation Engineer on Mesut ASLAN Mesut Aslan was born on and graduated from Ege University Textile and Leather Engineering Department. He joined our Seat Covers Plant as a Production Engineer on Onur AYGÜN Onur Aygün was born on and graduated from Eastern Mediterranean University Industrial Engineering Department. He joined our Seat Covers Plant as a Project Leader on We wish all our new friends success in their new jobs and hope we work together for a long time.

12 TEK SAYFA BOfi KALDI

13 10 We have gained one more award Matay; was presented with The 2011 Quality and Performance Award of Tofafl. Chairman of Orhan Holding Board of Directors, Mr. Murat Orhan received the award on behalf of our company in the ceremony, which took place on at Bursa Hilton Hotel with the participation of all TOFAfi suppliers. The fact the Matay has been presented with this award, which it was previously entitled to receive twice as well as the fact that we have received the Award of Successful Sub-Industry from Oyak-Renault are some of the major signs that sustainable perfection is perceived as an operation principle in our company. We celebrated our 25 th Year All empoyees celebrated the 25th year of Matay with enthusiasm at the manufacturing plant on Saturday, the 8th of September, We made an emotional travel in time watching the short film show. Following the inauguration speech made by our General Manager Mr. Bekir Girgin, Honorary President of Orhan Holding, Mr. brahim Orhan and the Chairman of the Board of Directors of our company Mr. H. Murat Orhan expressed their feelings and thoughts about the commemoration of the 25th Year of Matay. Awards and plaques were given to our employees who have completed years of service as well as our former employees in commemoration of our 25th Year. After dining with live music, all Matay employees had a good time entertaining themselves.

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15 12 Visit by Oyak-Renault Executives Visit by Sejong Our General Manager Bekir Girgin, Sales Manager Sarp Heptürk and Engineering Manager Selim fiahin held meetings with the senior management of Sejong, our licensor in Korea, to discuss the new projects to be launched by Hyundai in Turkey. Visit by Oyak-Renault Monozokuri Renault Procurement Director Mr. Gilles Charbonnier visited Matay together with Messrs. Gokhan Deniz and Hakk Ar ca from Oyak Renault during his visits to major suppliers in Turkey. The projects of Renault for new vehicles to be manufactured in Turkey as well as the X98 project were discussed with the senior management of Orhan Holding during this visit. Visit by Tofafl CEO Kamil Baflaran VSM and process flow charts were developed and non-value adding activities in the setup and cycles were identified through video analysis during the joint studies carried out with Renault's STF team in September and October. Oyak-Renault X98 Audit TOFAfi Ceo Mr. Kamil Baflaran visited Matay on and exhanged information with our senior management regarding current and future projects. Renault Sport Technology (RST) carried out a process audit for the RS smoke box manufactured for Clio's sports version under the scope of the X98 project. Auditors from RST France audited all processes in detail. The RST committee reported that the result of the audit was highly satisfactory. The audit was completed successfully with 95 points.

16 13 Visit by Korean suppliers Occupational Safety and WCM Training Our Procurement and Logistics Manager Aflkın Körkaya held a meeting at Matay with various Korean suppliers. The current state of business and prospect collaborations in the future were discussed at the meeting. Tofafl WCM Information Exchange Conference All our employees attended the occupational safety and WCM training. Basic steps in WCM, Unsafe Conditions, Unsafe Environment, Near Miss practices and risk reports were covered during the training. Tofafl Kalitema Final Session Our company was granted awards in the fields of Loss Analysis Infrastructure, Logistics Practices and Recognition - Appreciation System at the WCM Information Exchange conference held at Tofafl premises on EFQM Self-Assessment Meeting We completed 3 Major Kaizens and 2 Detailed A3 Planning activities successfully on with the support of Tofafl Quality Directorate. Strategy Meeting We continued to hold self-assessment meetings in Action to be taken as a result of self-assessment conducted on the basis of EFQM criteria help us to get better. We identified our main business targets and strategies for the period We reviewed and revised our mission and vision.

17 14 Kalder Panel Training Continuos Improvement Presentations We conducted the 2 nd of the continuous improvement presentations, which are held quarterly, in June. Presentations were made regarding TIE Kaize study of P263 welding cell, suggestions and occupational safety. Karacabey Sarp Heptürk delivered strategy training to students receiving education relevant to the Automotive Industry, under the scope of Quality Staff Development program launched by Kalder. Supplier Training We conducted a one day training session at our company in Novermber under the scope of our supplier development training program which is delivered every year on a regular basis. We provided 5S, Kaizen, ISG, ÇSG, 8D and PPAP training to our suppliers Ball Metal, Uzman Kataforez, Norm Civata and Çal fl rlar Demir-Çelik, with a view to ensuring success as result of the efforts endeavored by our suppliers within their organizations. Presentations regarding TIE Kaizen studies for PBT and MCV welding cells, suggestion system and seasonal diseases were made under the scope of continuous improvement presentations, the 3rd of which was held in October. 5S study regarding hole drilling locations and suggestion examples were presented during the continuous improvement presentations held in Karacabey the same month.

18 15 Autemechenica Exhibition Environmental Education at Kayapa Primary School Matay participated in Autemechanica exhibition 2012 in Moscow. Our Sales Manager Sarp Heptürk and Sales Supervisor smail Çelik represented our company in the exhibition, promoted our company and held meetings for prospect collaborations. Fire Drill Training (Bursa-Karacabey) We provided Environmental education to Primary school students at Kayapa primary school in Bursa as our first activity in 2012, to raise environmental awareness. Our Quality Manager Gonca T knaz, school administrators, staff and students as well as Matay employees attended the program where our general manager Bekir Girgin gave a speech on environmental awareness. znik, a town with historical artifcats from the Ottoman Empire We conducted the fire drill for 2012 on Wednesday, the 14 th of November, 2012 with the participation of all our employees. Erhan Semiz from the company Dergio ullar provided information about fires and conducted the drill on using fire extinguishers. We bid farewell to our trainees for the academic year Our trainees were trained this year by our employees who are specialists in their fields in the same way as previous years and were bid farewell. We wish them success and happiness in their future lives. We organized a tour to our charming little town of znik, where one witnesses the presence of Ottoman Empire at every step, on the 30th of September. We strongly recommend you to visit the town of znik, which is full of history, to learn about the art of tile-making, the speciality of the town, visit the tile bazaar and drink a cup of tea at the lakeshore.

19 16 Cappadocia The Country of Beautiful Horses 6 th Table Tennis Tournament Ergün Arg n won the 6th Table Tennis Tournament by beating U ur Ifl l with a score of 3-2 to be the champion for the year Employees with Newborn Babies We organized a tour to our beautiful province, Nevflehir, which provokes the interest of the public in general, on the 16th and 17th of June. We traveled in and around the Cappadocia area, where fairy chimneys, probably the most beautiful natural formation on earth, commingles with historic buildings. We learned amazing things while traveling in the area with our guide. For example we learned that the name of the area was inherited from the Kingdom of Cappadocia, which was derived from Katpatuka in ancient Persian meaning the Country of Beautiful Horses. We hope you all find an opportunity to visit Nevflehir where you can travel through the history and enjoy marvellous scenic beauties. Let us remind you to visit the wine cellars and buy pumpkin seeds. Sarp Heptürk - Boy / Nasuh Yaman Boy / Metin Toktafl Boy / U ur Dereli Girl / Bilal Onart Boy / Hüseyin Da delen Boy / fiükrü Alio lu Girl / Mehmet Gürden Boy / Mehmet Tosun Girl / Necmi Oruç Girl / Ceyhun Yavafl Girl / Hüseyin Pir Boy / Engin Temel Girl / Nedret Dönmez Girl / Harun Akda Girl / smail Kaçar Girl / Hakan Y ld z Boy / Onur Vidin Girl / Cüneyt Demir Girl/Boy We wish a happy life to the newborn babies together with their families. Recently Married Employees Sarp Heptürk - Boy / Nasuh Yaman Boy / Metin Toktafl Boy / U ur Dereli Girl / Bilal Onart Boy / Hüseyin Da delen Boy / fiükrü Alio lu Girl / Mehmet Gürden Boy / Mehmet Tosun Girl / Necmi Oruç Girl / Ceyhun Yavafl Girl / Hüseyin Pir Boy / Engin Temel Girl / Nedret Dönmez Girl / Harun Akda Girl / smail Kaçar Girl / Hakan Y ld z Boy / Onur Vidin Girl / Cüneyt Demir Girl/Boy We wish a happy life to the newborn babies together with their families. Our condolences to Ergün Arg n (For the loss of his Father), Recep Zeybek (For the loss of his elder brother) We express our deep condolences to the bereaved families of our employees and wish them patience.

20 17 WCM Activities at Matay Ozan BUYRUK WCM Officer Matay had started continuous improvement in 1998 with kaizen studies by using various tools such as suggestion systems, lean production and 6 Sigma. In 2009 we were introduced to WCM World Class Manufacturing with the support of Tofafl, comprising extensive work in all areas, which helped us to handle the processes with a new perspective. WCM World Class Manufacturing is a total improvement methodology for planning improvement activities that will bring us a competitive edge on quality, cost and delivery, for implementing these methods through accurate data analysis and most importantly taking into consideration essential factors such as the participation and development of our employees and occupational safety while conducting such activities. In addition to 10 different technical teams that are engaged in technical issues related to WCM activities, there are 10 different administrative tools to provide administrative support to these teams. The most significant and distinctive feature of WCM is to focus on human resources in the process of prioritizing losses and in the planning and conducting stages of improvement projects. An individual team is designated for employee development both in the general sense and in operational aspects and for increasing competency levels depending on needs for WCM purposes. WCM also aims at improving unsafe operations and conditions in the plants together with the occupational safety team and preventing occupational accidents by providing a risk free working environment. One of the main reasons for Matay to progress rapidly with respect to WCM is its strong continuous improvement philosophy which was fully adopted by its organization through the years. Continuous improvement studies carried out by the company are communicated to all employees through quarterly presentations. We aim at ensuring easy and expedited participation of all our employees in these activities through our effective suggestion system. Consequently all our employees are capable of responding to WCM requirements thanks to our well established continuous improvement philosophy and providing the necessary support to WCM activities effectively. WCM is a change management process. TOFAfi s support is this change cam not be denied. Effective information exchange, the commitment of our management leaders to WCM, adoption of relevant methods by all our employees throughout the plant as well as the improvement in performance indicators as a result of the methods implemented, explain the high commitment to WCM and the rapid progress in WCM practices.

21 18 Expo Turquia "1st Mexico - Turkey Export Products Exhibition" was held at the capital of Mexico, Mexico City under leadership of Istanbul Chamber of Commerce and Embassy of Turkey with the participation of 86 Turkish companies in 30 different sectors at 3-6 October During the exhibition, a panel was held which brings together the participants of the exhibition and the Turkish investors in Mexico. Murat Akman, the Operations Manager of Nobel Automotive Mexico plant was invited to this panel by the Turkish Embassy to represent Orhan Holding. He shared his experiences about Mexico and answered the questions of the participants. It was expressed by all the participants that Turkey and Mexico has similarities in geographical and cultural means, as well as its geographical location and culture of these two countries are very similar to each other and in this sense can do a more intense high potential for trade cooperation. Nikolai Merkushkin Supervisory Board meeting Nikolai Merkushkin Supervisory Board meeting was held SEZ "Tolyatti" on Tuesday, December 18 at Samara Region. Governor Nikolai Merkushkin chaired the meeting of the Supervisory Board of the Special Economic Zone "Tolyatti. The business plans were presented at the meeting for two Japanese and one Turkish company. They unanimously approved and recommended for final approval at the next meeting of the Expert Council on industrial zones in the Russian Ministry of Economic Development. Turkish Orhan Holding Corporation is specialized in the production of Automotive components. The company plans to move in the SEZ "Tolyatti" acting c 2011 fuel production LLC "Nobel Automotive Rusia", which is now located on the leased premises in Togliatti.Orhan Holding the SEZ plans to produce fuel, tekloomyvateli, flexible cables, seat, springs for engine parts. By SEZ project are ready to join two Japanese company - "HI-LEX RUS" and OOO "TOYOTA ATSUMITEK TSUSE RUS", which are also involved in the production of automotive components. All three of the investment will be working as part of the localization of production of components for the largest Russian car factories - "AvtoVAZ», Renault, Nissan, FORD, Toyota, Mitsubishi and others. During the meeting, Nikolai Merkushkin emphasized that the project will attract additional Samara region of more than 2.5 billion rubles., And create about 660 new jobs. In turn, the head of the branch of OJSC "SEZ" in the Samara region Alexei Pakhomenko concluded that, given the approved projects, the number of residents in the SEZ will reach 11 companies.

22 19 Nobel Romania impmlements Lean Manufacturing Korea HR News Rapidity Cost Quality We have implemented in our plant a regular training about Lean Manufacturing: This training is about a continuous improvement in our daily activities and has next objectives : understand how lean measurable support a waste elimination culture; understand how to identify real opportunities for improvement through Lean Process Flow Analysis and Value Stream Mapping (VSM); understand the need for implement change to improve the process and reduce cost in the system, by eliminating waste. This trainig has its base on below course supports: Keys to Lean Manufacturing system Lean philosophy; Waste identify and reduce waste on the shop floor; 5S and Visual Management; Process standardization; Lean Manufacturing measurable; Process Flow analysis and Value Stream Mapping (VSM); Target Group: Engineering, Manufacturing, Quality, Logistics, Maintenance & all members that work with Lean. Henry Wang Thomas Kin Arnold Seo New employees joined Nobel Automotive Korea Please welcome Henry Wang - Administrative Manager, Thomas Kin Production Manager and Arnold Seo Production Engineer. We wish them all the best ion their new roles. Duncan Brown Nobel Automotive was pleased to welcome Duncan Brown as new global business development manager. Olivier Favier as new global commodity manager, Olivier Lebecq as account manager Please join us to wish them all the best in their new role Campulung HR News New hires/job name/employment date -Oproiu Cristina (Accountant) 12/09/2012; -Frincu Serban (Logisticien) 16/10/2012; -Rizea Florin (Maintenance Technician) 29/10/2012; -Ene Marius (Engineer) 29/10/2012. Wedding in Campulung Olivier Lebecq Our colleague from maintenance department Narcis Voican got married to Fanny Holoang; a spectacular wedding with a Romanian groom and an Indonesian bride. The new couple looked gorgeous and had a wonderful party. We wish them all the best and to grow old together hapilly.

23 20 Mexico started dancing CHAKU CKAKU in the flexible production line to the rhythm of the takt time This year we decided to combine the concepts Chaku Chaku (Japanese word means Load-Load ) and the flexible production line in a pilot production cell. The production cell chosen was a Power steering line (Lambda Return). Our targets were: 1. To design a production cell is able to increase or decrease the number of operators according to takt time keeping the PPH. 2. To produce a part in a chaku-chaku way, in other words, the operator is loading, making the process, unloading the piece, moving himself with the piece to the next operation and so on in a good ordered cell. Following is detailed the results gotten for this project in the kaizen form shown below: Area: PAS Date: fiubat 2012 Üretim Hatt : Lambda Dönüfl Ürün: Ekip Üyeleri: Lourdes Mendez Production, Minerva Herera Production, Cinthya Barajas Production, Flor Gaspar Production, Juana Galicia Production, Yolanda Villeneuve Production, Irais Gonzales Nurse, Patricia Castro Nurse, Edgar Bucio Engineering, Victor Martinez Maintenance, Gerardo Zarate Lean Manufacturing Target: 1. To decrase reworks in stamping process. 2. To work one piece flow. 3. To get a flexible production (1, 2 ano 3 persons). 4. To increase productivity. Nowadays this production line is working in three configurations A, B and C it means 1, 2 and 3 persons respectively. This way of working has brought to us good results in terms of quality, ergonomics and productivity. Why? As regards quality we are working one piece flow, so we can detect a defect on time, before we had a lot of WIP between the machines and it made us to have defective pieces therefore reworking and scrap. With regard productivity, the PPH increased because now we are focusing to produce finished goods instead of making WIP and in case we have a problem one day like an absenteeism, the supervisor can choose the better configuration to produce that day without losing PPH. For ergonomics, people is moving constantly into the production cell and changing the movements of their hands and before they were standing and making the same movements of their hands during the whole shift creating muscle wasting. In order to manage this kind of system we need to consider the next points: 1. A multi-skill team (They must have knowledge in all the production cell s operations). 2. A good balancing production line. 3. Semi-automated processes. 4. A standard form that shows the workload and the process sequence per each configuration.

24 21 Task To train people lean manufacturing techniques To level the production line To redefine layout Responsible Team Team Team Day opened Date Closed realize a Lean Assessment, to do a Value Stream Mapping workshop as well as a kaizen workshop. Regarding the Value Stream Mapping workshop, this is the first one made as Nobel Company in S.L.P. facility. But what is a VSM? As we know a Value Stream Mapping (VSM) is a lean manufacturing technique used to create a One page picture of all the processes that occur in a company, from the time a customer places an order for a product, until the customer has received that product in their facility. The goal is to depict material and information flows across and throughout all Value-Adding Processes required to produce and ship the product to the customer. Value Stream Maps document all of the processes used to produce and ship product, both Value-Adding and Non- Value-Adding (Waste- MUDA) processes. The steps done for those two days of our VSM analysis were: What is the next? The idea is to deploy this system to all the plant, beginning in power steering area and Metalware since we think this is a good system for this kind of business. Finally I want to thank all team members mentioned in the kaizen form because of their good job made so that this project worked. If you are interested on this, you can see some videos loaded in our intranet (Lean Manufacturing folder). Gerardo Zarate Lean Manufacturing Engineer Value Stream Mapping Workshop On October 2012 We had the visit of Cuneyt Tosyali in Nobel Automotive S.L.P. Mexico as Lean Manufacturing consultant. The mean targets of that visit were: to know our facility, to 1. To create a multidisciplinary team that was formed by: Luz Uresti Production Supervisor Daniel Zarate Production Supervisor Marco Diaz Production Supervisor Manuel Guevara Shipping Supervisor Claudia Sugey Quality Auditor Daniel Silva Manufacturing Engineer Victor Martinez Maintenance Manager Adriana Cervantes Lean Manufacturing Engineer Gerardo Zarate Lean Manufacturing Engineer Murat Akman Operations Manager Cuneyt Tosyali Global Lean Coordinator

25 22 The mean actions for this plan are: To start working with a kanban systems for subassemblies and finished goods. To create manufacturing cells in metalware area. To move metalware area to power steering area. To work one piece flow in the assembly production line. To decrease raw material inventory. 2. To receive theoretical and practical VSM training from Cuneyt Tosyali. 3. To identify the target product: In this case the chosen product belongs to Power Steering family (Lambda Pressure line). 4. To create the current state Value Stream Mapping: In this phase we reflected how the processes were linked, how the informatio and product flowed, the inventory size and the business and manufacturing waste between processes. 5. To create the future state Value Stream Mapping: We defined our targets and identified the lean techniques needed to create a value-adding process. 6. To develop an action plan to make the future state Value Stream Mapping the current state Value Stream Mapping. Task Total lead time Production lead time Value added Time % Value added Time Productivity Inventory turnover Product displacement Now we know how to prepare and realize a VSM, as well as the role that the inventory plays in the production line, in other words, we always need to be focusing in decreasing WIP as much as we can. The next step is doing a VSM for plastics family. Kaizen 1205-PAS Responsible days days 349 seconds 0.004% 18 people 3.31 times 357 m Future State days 7.61 days 3.22 seconds 0.016% 12 people times 176 m Improvements 79% 31% 8.40% 400% 33% 487% 51% As part of the VSM action plan we realized a Kaizen workshop in Power Steering area. During the workshop we received training about lean manufacturing

26 23 techniques, the usage of a methodology for taking times of the process, how to use a Yamazumi work balance charts to eliminate non valued work content and the usage of cardboard to simulate the machines in order to analyze flow and redefine the lay out. This activity was integrated for a multi functional skill group, since it is very important to attack the problems in different points of view. Following is shown a summary of this workshop: Consult: Cüneyt Tosyal Leader: Gerardo Zarate Area: PAS Production line: Lambda Pressure Product: Date: Oct 17 th -Oct 19 th 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. Action Plan: Sonuçlar: Target To redifine layout To level the production line To automate cutter To automate marking process Responsible Team Team A. Sanchez A. Sanchez Day opened DateClosed Konsept Alan Yar mamul ürün Döngü süresi PPH (saatlik üretim miktar ) Üretkenlik Önce 88m parça 180s 13.3 %85 Sonra 44m 2 Tek parçal ak fl 163s 22.1 %85 Finally I want to appreciate to operators, technicians and engineers for their availability, ideas and actions implemented as well as to Cuneyt Tosyali for his knowledge as a consultant.

27 24 Heijunka-Production Leveling Yasemin TAfiPINAR Production Manager Nobel Automotive / Orda Otomotiv A.fi This is a Lean practice based on Heijunka pull system designed to manufacture the product purchased by the customer. It is important to have made a certain level of progress in lean production practices before applying Heijunka. Orda had carried out the following procedures related to Lean tools before applying Heijunka. Component kanban racks were placed in front of all lean cells, operating in double bin kanban logic, the backs of which are facing the corridor, enabling the spiders to load without entering into the cell and enabling cell supervisors to pull from the front of the rack easily. TRANSITION TO LEAN PRODUCTION Primarily the entire production was aligned for one piece flow and all units that work within the same flow were integrated to create lean production cells. All cells were leveled according to TACT TIME, alternative balance charts were developed and performance dashboards were prepared to be monitored by cell supervisors. LEVELING Operator 2.Operator 3.Operator 4.Operator Tact Time KANBAN LEAN CELL STANDARD WORK FLOW INTERNAL FLOWS MT0095 MT0096 WAREHOUSE Semi-Finished Goods Super Market Coating Table Mold shelf MT 0097 Mold shelf MT 0098 MT0045 Pallet Table CNC MT0053 End-Forming and Furnace Brazing M. Bender M. Clips MT0048 Pallet MT0047 Kanban shelf WAREHOUSE Finished Goods Super Market Assembly Line Table Tube Cutting Delivery Transport MT0054 Mold shelf MT0046 Pallet Customer Semi-Finished Goods 1 Semi-Finished Goods 2 Finished Goods Signal Kanban Material Flow Pull Signal / Weekly Transport Delivery Pull Signal / Daily PERFORMANCE DASHBOARD Supermarkets at the quantity identified on the basis of customer requirements according to Value Stream Mapping were placed at all consumption areas in accordance with the internal flow and the WIP productions and inventory areas were fixed as per the FIFO system. HEIJUNKA PRACTICES The main objective of Heijunka is to eliminate or minimize the adverse effects of instant changes on customer demands on production. Thus it is aimed at maximizing productivity through accurate, balanced, regular and rhythmic production and to increase value adding.

28 25 LEVELLING AND PULLING Planning production in a way to prevent variations in customer demand from affecting the production processes Reducing production lots to the extent possible Manufacturing all product types in smaller quantities within a specific period of time Reiterating the same production model to the extent possible Ensuring that the processes trigger each other For which products shall we establish a finished goods supermarket and which products shall be manufactured directly on the basis of confirmed purchase orders? It was decided to use the 3a option in the decision matrix and a mixed pull system was applied. OPTION 1. Keep all products (A,B,C) in the finished goods supermarket. Manufacture to inventory. Replenishment Pull System 2. Do not keep finished goods in stock and produce according to demand Sequential Pull System 3a. Keep stocks only for C s and produce A s and B s according to demand Mixed pull system DECISION MATRIX ADVANTAGES It is possible to ship all products with a short lead time upon demand. Less stock and costs Less stock DISADVANTAGES Tüm ürünler için stok tutma maliyeti ve fazla yer iflgali Yüksek süreç yeterlili i ve k sa üretim ak fl süresine ihtiyaç duyulur Kar fl k üretim becerisi ve günlük dengeli talep da l m gerektirir PACEMAKER PROCESS Process 1 C Products FIFO Process 2 Production Control Pacemaker process were identified and HEIJUNKA Dashboards were placed at these areas. All work orders for finished products were placed in bins to provide easy, comprehensible and visual information flow. FIFO IN Process 3 OXOX Customer A ve B products 3b. Keep A and B in the finished goods supermarket and manufacture C with the parts pulled from the work in progress supermarket based on the orders received. Mixed pull system Acceptable stock level Kar fl k model üretim becerisi ve C ler için görsel kontrol The production schedule/chart shall be communicated to all production units according to the Lean Production system. It shall be sent to one process only (Pacemaker process) and other production processes shall be informed as to which product they shall manufacture and the time and quantity thereof. HEIJUNKA DASHBOARD Shift times Production orders HEIJUNKA PRACTICES AT ORDA First of all capacity plans were made for all cells and production was balanced by identifiyng the production quantity for each shift per day. Palnned days

29 26 Automechanika Moskova 2012 We will continue to receive precious awards from our customers as long as our employees and our company continue with their dedicated efforts to manufacture high quality products. The quality award received from Toyota Boshoku Turkey last week is a good example. Our company Orda received the best supplier award from Toyota Boshoku. Our director Mr. Hakan Doyran received the award on behalf of our company. Nobel Otomotiv will continue to be a top supplier for the automotive industry as long as we continue to operate with this vision. At a Picnic... Nobel Automotive Turkey participated to the Automechanika Moscow 2012 powered by MIMS Exhibition together with 3 other Orhan Holing group companies in Moscow/Russia between August We hope our attendance to this exhibition will be of high benefit to Orhan Holding in attracting new business contacts. The best supplier award by Toyota Boshoku We went picnicking to Kestel fielale Do a Restaurant together with our employees and their families. We had a very good time entertaining ourselves with various games after lunching and chatting in a fabulous landscape. The contest to catch live fish was very entertaining. We continued with our entertaining games after giving presents to our employees through an exciting lottery drawing. At the end of the day, although somehow tired with joy and pleasure, we promised to see each other at another picnic. Success means hard work, suffering, confronting difficulties, exertion and exhaustion and wearing yourself out. The level of success and productivity increases if you do your job willingly and enthusiastically. We shall not quit immediately and go on with the work we had started. We all know that it will not always be easy to overcome the obstacles when we are doing our job. But we shall never forget that greatest successes are achieved by overcoming toughest obstacles. Commitment to success is a major step in achieving your goal. We shall have self confidence at all times and believe in success.

30 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 Workers of the Month April : Osman Akyol May : smail Türkmen June : Berkant Çapal July : Ahmet Ayd n Agust : Vasviye Yüksel September : Emre Ön New Parents Tu fan Aslan Born at 12/02/1986 and graduated from the University of Anadolu, Department of Economic Sciences.Joined us as Quality Engineer, at July 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 Sevim Güler Born at 01/06/1985 and graduated from the University Gazi Chemical Engineering.Joined us as Quality Engineer at August Nevzat Yavuz, Emrah Kılıç, Muazzez Cömert, Suat Çalım, Ayhan Gölgeli, Halil Çetintafl, Murat De irmenci have new babies. New Families Ramazan Sarı with Mrs.Mualla, Osman YILDIRIM with Mrs.Halime, Rıdvan Kızılten with Mrs.Dilek, Volkan Köseo lu with Mrs.Ça la, Serap Ergül with Mr.Semih got married. We wish a happy and long life for all new families. Friends who lost their relatives Ercan Hacıo lu (his father), Sibel Sayılgan (his father), Hasan Kandemir (his father), Tanju-Cem Demiral (his father), Emre Bayram (his son), Daut Tatari (his mother). May God have mercy on them.

31 28 Carrier Days Activity ISO Inspection Finally we finalized our efforts which we have been exerting in order to document our quality standard. We have successfully passed the audit carried out by Bureau Veritas on September 2012 and we have become entitled for documentation. Now we are waiting for the document ceremony. On , Kütahya Carrier and Employment Days activity was realised by Kütahya Governorship, Municipality, Dumlup nar University, Directorship of Employment and Job Placement Agency along with the Chamber of Trade and Industry in the Central Campus of Dumlup nar University. Orcia, after carrying an effective cooperation with fl Kur (Employment Agency) during the planning process, made a strong impression and was the only company rewarded with a plaquet due to its contributions. Our Human Resources Manager Sabri TOPÇU participated to the event with his presentation named Carrier and Innovation. The presentation which draw quite a lot of interest, ended with the questions of the students and the answers. Our stand was the most frequently visited one. Therefore, with our corporate image, it has been a successful activity which gained us positive results regarding cooperating with the University and public sector Our University Visit In the scope of University-Industry cooperation, firstly on February 2012 and then on 19 September 2012, Dumlup nar Committee visited our facilities. The ORC A A.fi committee comprising of our Factory Manager Okan YILMAZ, our Human Resources Manager Sabri TOPÇU and Training Manager Hikmet Terzio lu responded to these visits on 21 November The Assistant Rector Prof. Dr. Kaan ERASLAN, Deputy Communication Coordinator Assistant Prof. Dr. Mehmet ERDEM, Assistant Head of Industrial Engineering Department Associate Professor Dr. Özden ÜSTÜN, University Social Responsibility Projects Coordinator Prof. Dr. Osman fian participated to the meeting organised at Dumlup nar University as the representatives of the University. Areas of mutual cooperation determined by Orcia committee, were explained to the University committee by our Company

32 29 Manager Okan YILMAZ. These areas include; Software/hardware support to orchestra program Optimization Project for material stocks and boxing Recycle project for solid wastes Project of having the fabric tests carried out by the University Planning the stitching and cutting lines along with material flow Pastal efficiency improvement studies (Gediz Tekstil MYO) Assigning dissertation projects to final year engineering undergraduates Opening an Orcia photo exhibition in DPU. It was decided that the next meeting shall take place at Gediz Vocational School of Higher Education and the meeting was closed. Our Children in Kindergarten Blood Donation Campaign Our kindergarten activities continue with the increasing number of children and our children find a chance to participate in various activities in addition to daily educational programs. These activities, which are actually applied educational activities related with the daily life, are provided them highly fun and enjoyable ways. They bake pizza, go to supermarkets or bazaars for shopping and visit museums and schools. We followed the motto that we are responsible towards each other and we donated our blood due to the responsibility we feel towards many lives. The first blood donation to K z lay (The Red Crescent in Turkey) took place on with our employees high level of participation and we are planning to organise our second donation campaign on February. Exchanging Eid Greetings Just as in every Eid, our management exchanged Eid greetings with our whole staff on the last business day before the Sacrifice Eid.

33 30 Orcia Photo Club Works Our photo club travelled, explored and challenged themselves in order to catch impressive and beautiful shots for us throughout the We will have a chance to see the results of their first efforts in the Orcia Photo Club exhibition which will be opened in Kütahya Sera Mall on January and with the other exhibitions we will open in other locations during the year, we will continue to help Orcia employees integrate with the society. Our New Recruits Ülkem Özalp Was born in 1978, she graduated from Eskiflehir Osmangazi University, the department of Mechanical Engineering and as of , she started working with us as Manufacture & Maintenance Manager. Cengiz Acar Was born in 1983, he graduated from Dokuz Eylül University, the department of International Affairs and as of he started working with us as sales person. Melih Canl dinç Was born in 1987, he graduated form Dumlup nar University, the department of Mechanical Engineering and as of he started working with as an Engineer. Our employees who got married Fatih Yüksel, Nuray Taflpolat, Ümran Kartal, Sat Yafla, Murat fien, Saadet Kabaday, Nuray Tuna, Kübra Kapdan, Melek Kaya, Zeliha fiaklak, Leman Hanc o lu, Lütfi Ekiztafl, Gülçin Keten, Hale Ayd n, Kader Ifl k, Murat Y lmaz, Ümran Y ld z We wish our newly wed employees happy, healthy, peaceful and lifelong marriages. Our employees who had babies Our secretary Arzu Durmaz had a son, Our foreman Mehmet Yarfli had a son, our cutting operator Hüseyin Gül had a daughter, our stitching operator Hülya Öztürk had a son, our packaging personal Gülay Balaban had a son o lu, our cutting operator Mehmet Coflgun had a son, our stitching operator Matihullah fientürk ün had a son, and our cutting operator sa Sevin had a son. We wish a happy life to the new born babies with their parents

34 31 The Best Supplier of 2011 Award to Ormetal From Oyak Renault The General Manager of Oyak Renault Manufacturing Plants Mr. Tar k Tunal o lu, Procurement Director Mr. Eren Kaya and Chassis Equipment Procurement Manager Gökhan Deniz visited our company on Wednesday, the 19th of December and presented the Best Supplier of 2011 award to our General Manager Ziya Kabo lu in the award ceremony organized with the participation of all our employees and guests. The award ceremony which was organized with the participation of Mr. brahim Orhan, the Honorary Chairman of Orhan Holding, Ms. Ayflegül Orhan, the Deputy Chairperson of the Board of Directors and senior executives of Orhan Holding started with a factory tour, continued with the inauguration speech given by our General Manager Mr. Ziya Kabo lu, the speech given by General Manager of Oyak Renault Manufacturing Plants Mr. Tar k Tunal o lu and the presentation of the awards and was finalized with the address of thanks by Mr. Murat Orhan, the Chairman of the Board of Directors of Orhan Holding. Being awarded as the most successful supplier of Oyak Renault in the year 2011 based on criteria such as quality, delivery and costs encouraged Ormetal in achieving its vision to be a global company with steady growth and innovations and made our employees who helped us in achieving this success very proud. Receiving the most successful supplier award from Oyak Renault only 2 years after our branch in Gez was transferred in 2009 to our new facility, the construction of which was started in Novermber 2007 in Karacabey, following the transfer of Ormetal and Yaysan Teknik manufacturing facilities from Bursa in August 2008, is the joint success of Renault, Ormetal and Orhan Holding thanks to our employees.

35 32 Ormetal was Granted It s First Award in the Journey to Quality in Excellence Hande fiarman Ormetal Quality Manager EFQM Excellence model Fundamental Concepts of Excellence; Achieving balanced results Adding Value for Customers Leading with Vision, Inspiration and Integrity Managing by Processes Succeeding through People Nurturing Creativity & Innovation Building Partnerships Taking Responsibility for a Sustainable Future In the 21st award ceremony organized by Kalder in Lütfi K rdar Congress Center, we were granted the Commitment to Excellence award which is the first stage of EFQM Excellence award. Our General Manager Mr. Ziya Kabo lu received the certificate, crowning our pride, from the Minister of Family and Social policies Ms. Fatma fiahin and Chairman of the Board of Directors of Kalder-Bursa Mr. Emin Direkçi on the 21st of November, The resolution to initiate the EFQM Excellence Model as presented by the award committee of Kalder Bursa branch was adopted at the meeting held at the Holding in March where the project was submitted to the Board of Directors of the Holding as a strategic goal. The EFQM excellence model and 9 main criteria were implemented through model training sessions in June and July and areas for improvement were identified by Ormetal selfassessment. A priorities matrix was developed on the basis of the process flow upon which 3 activities to be improved were identified and respective action was initiated. The process was completed after finalizing the activities, reporting the results and demonstrating the activities to Kalder assessors during the field visit. Our company was granted the award as a result of the assessment made by the self-assessment committee. This model helps the executives/leaders to understand the cause and effect relationship regarding the performance of their organization and the results achieved. It is possible to assess the corporate excellence level of an organization accurately by using RADAR. Taking responsibility for a sustainable future Building partnerships Nurturing creativity & innovation Succeeding through people Achieving balanced results Adding value for customers Leading with vision, inspiration and integrity Managing by processes ORMETAL is committed to continue with this journey based on the principle excellent organizations achieve and maintain a level of performance meeting or exceeding the expectations of all their stakeholders, together with all its employees. We believe that we will succeed to get the grand prize with our comitteed efforts. EFQM Excellence Model ENABLERS RESULTS Leadership People Strategy Processes, Products & Services People Results Customer Results Key Results Partnership & Resources Society Results Learning, Creativity and Innovation

36 33 Commissioning of the Project in Russia Our New Recruits Güner Mutlu Güner MUTLU was born in Eskicuma in 1984, graduated from, Sakarya University, Faculty of Engineering, Department of Metallurgical and Materials Engineering in 2006 and joined our company as Procurement and Metal MRP officer on We wish him luck in his new job. brahim Yan brahim YANI was born in Mustafakemalpafla in 1988, graduated from Yıldız Teknik University, Faculty of Engineering, Department of Mechanical Engineering in 2011 and joined our company as a Project Engineer on We wish him luck in his new job. One of the world s largest automotive assembly plants is currently being constructed in Togliattia, Russia with the partnership of Renault, Nissan and Avtovaz. Following the decision by Renault and Nissan to start manufacturing on this platform, it was resolved to produce L42L and W52 seat and armrest frames, for which we are nominated, at Togliatti. A simulation area was formed at Ormetal to make product validations and process validations for all products to be transferred to Russia. The production and quality systems of Ormetal were explained to a Russian team of 5, between through practical training. The audits conducted with the operators who are going to work in Russia enabled us to simulate the layout in Russia 100% and to control the cycle time, ergonomy and process flow. Ahmet Ayd n Ahmet AYDIN was born in Bursa in 1987, graduated from Sakarya University, Faculty of Engineering, Department of Mechanical Engineering in 2010 and joined our company as a Project Engineer on We wish him luck in his new job. smail Yorguno lu smail YORGUNO LU was born in Mustafakemalpa?a in 1981, graduated from Balıkesir University, Faculty of Engineering, Department of Mechanical Engineering in 2004 and joined our company as Spring Production Plannig and Logistics Oficer on We wish him luck in his new job. brahim Yörük The Logistics Officer of our company brahim Yörük left our company on the 30th of October due to retirement. We would like to take this opportunity to thank him for his contribution to our company and wish him a healthy and happy life. K sa bir yaz gerekiyor

37 34 Oyak Renault, Sıla visited Bowling Tournament Final Sıla Teknik, which was granted the RNPO Quality Grand Prize in June this year, was visited by senior executives of Renault France and Oyak Renault including Nicolas MAURE (Vice President RNPO), Antony PLOUVIER (Supplier Account Officer RNPO) and Eren Kaya. This visit aiming at allowing RNPO to have a better understanding of the potential of domestic manufacturers and to observe the parts production process, during which new projects and prospects were also discussed, was very successful. This visit was a milestone in Sıla Teknik s history due to the fact that Sıla Teknik was the only company in bursa that was visited by Mr. Nicolas Maure during this business trip and that it was the first visit to Sıla teknik by a Vice President of RNPO. We participated in the Automotive Industry and and Automotive Suppliers bowling tournament held in MAGIC Word Bowling Hall with SILA TEKN K team comprising Tolga Can GÜLEÇ Sayim D KMEN Sezai ÜÇYOL Aytekin KARA Yakup YAKIN. SILA TEKN K team was successfull in the eliminations, quarter finals and semi-finals in the tournament where 16 teams competed, and won its wat you the finals in the Super League. Our team starred again in the finals which were very exciting. SILA TEKN K won the final match to become the champion and Sezai ÜÇYOL from SILA TEKN K was the highest scorer. The most interesting player in the tournament was Tolga Can GÜLEÇ, who contributed to his team s success by scoring higher than most adult players. We congratulate our team for representing us at champions level in this tournament and in other tournaments. Employees with newborn babies Dursun GÜNEfi-Boy, Gülser ÖZHAN-Boy, Levent ÖZDEM R-Girl Serhat Deniz Girl, Tolga Tütüncü Girl, Tuncay Tarla Girl, Kürflat Cancı Boy, Taner Yıldız Girl, Gönül Nefle Girl Osman Ayvalı Boy, Celil Yurtsever Boy We wish a happy life to the newborn babies together with their families. Recently Married Employees Naile ESEN-May, Taner GÜNER-June, Erol OMMUfi-June, Oktay BALER-September, Ersin VARDAR-September, Saffet Canayakın April, Adnan Yavuz April, Hasan Ça lar Ter July Harun Meriç - July, Olcay Eriflen July, Ali Özgür July, Ömer Erol July, Olcay Günerten August, Nüket Uzunlar August Ferdane Mutlu August, Gönenç zgi September, Erhan Güney - October. We wish lifelong happiness to the new couples. Our condolences to Yüksel UÇAK- his Mother, Öztürk Uçak his Mother, Lütfü AKTAfi- his elder sister. We express our deep condolences to the bereaved families of our employees and wish them patience.

38 35 The Occupational Health and Safety Law numbered 6331; Tolga TÜTÜNCÜ Occupational Safety Specialist I would like to start by asking the question Which disaster claims the most lives? It is not difficult to estimate your answers to this question. However those who reply the question with answers such as war, epidemic diseases or natural disasters are way too wrong. The correct answer to this question is occupational accidents. There is no other disaster on earth that claims as many lives as occupational disasters. Acording to the forecasts made by International Labor Organization (ILO) for the period , on the basis of 2003 data, 337 million occupational accidents occur every year. 2 million 310 thousand people loose their lives and 160 million people suffer injuries or occupational diseases as a result of these occupational accidents. The financial loss caused by these accidents is estimated to be around $ 1.2 trillion. Bernardo RAMAZZINI ( ) was the first scientist to search the adverse effect of the relationship between workers and their professions on human health. The concept of occupational safety which was improved through international laws on a continuous basis since early 1900 s especially in Europe was unfortunately neglected in our country. Our country ranks the third in the world in occupational accidents after India and Russia according to international statistics and the first in Europe. Taking into We need to review our knowledge on the importance of occupational safety today consideration the principle asserting that occupational safety is a culture requiring time to be adopted and developed, any delay in any kind of improvement or measure delays the progress in this field accordingly. Consequently, the expectations are high of the Occupational health and safety Law numbered 6331, which was brought into force in It is a known fact that in our country, 80% of the occupational acidents occur in business premises employing 1-50 workers. The most important advantage of this new law is that it covers all businesses regardless of the number of employees. We will soon be introduced to concepts such as representatives to support occupational safety activities to be carried out within the organization of the business enterprise or on-site nurse. This law also aggravates penal sanctions and extends the scope of employer s representative. Although the law and the sanctions imposed by the legislators play an important role in occupational health and safety, we shall always keep in mind that social awareness and occupational safety culture are at least as important as laws and rules. I wish a healthy and accident free life to all our employees. ISO/TS Interim audit ISO/TS standard is developed by ISO Technical Committee-TC 176 for the global automotive industry. It comprises QS9000 standard developed by FORD,GM and CHRYSLER, Germany s VDA6.1 standard, French EAQF standard and Italy s AVSQ standard. This standard is developed by adding requirements specific to the automotive sector to the ISO9000 standard. It is based on a fundamental system ensuring continuous improvement and preventing defects. Together with ISO9001, ISO/TS sets forth the quality Ayfle Y lmaz Kaya Quality System Specialist / WCM Coordinator system requirements for designing / developing, manufacturing, assembling and servicing automotive products. In addition to these standards car manufacturers may also demand individual customer specific requirements. Sıla Teknik and STG were subjected to ISO/TS Interim Audit in October by SGS certification firm where no major nonconformities were found. This result proves once more that all processes from design to delivery are managed in accordance with this standard.systems can only survive if thet are thoroughly implemented by the employees with a high level of participation We would like to take this opportunity to thank all our colleagues who contribute to the sustainability of our system.

39 36 Farewell Suggestion System Award Ceremony was Held at Geçit Manufacturing Plant The Deputy General Manager of our company Mr. Jean-Luc FUTEUL has left our company and returned to his home country France after having retired atfer serving in our country for 6.5 years. We would like to thank this opportunity to thank our senior executive who had contributed to the success of all of us and wish him a healthy and happy life. lker ÖZKAN Submitted the highest number of suggestions and the highest number of applicable suggestions Levent GÜLGÜN Submitted the best quality suggestion Serkan AY ve Alaattin YILDIZ Submitted th best Occupational Health and Safety Suggestion Osman ZORLU Submitted the suggestion with the highest economic return In addition to the above mentioned employees lker KARA was also awarded through a lottery drawn among all employees who have submitted suggestions. Farewell Ceremony Training Training is provided to our employees at Dosab and Geçit Manufacturing Plant on an increasing basis. The training sessions, mainly covering Quality Techniques are highly entertaining and efficient with the contributions of the participants and trainers. Training sessions conducted so far include but are not limited to the following: ISO Tolerancing Training Process Audits Financial training for non-financial employees APQP Training ISO Environmental Management System Internal Auditor Training MQA POKE YOKE ISO/TS KSY On june 2012, certificates are given to our technical highschool interns who support us during a year and as Teknik Malzeme, we wish them best in their lives.

40 37 Traditional Recreative Game for lunch breaks Our employees organize highly challenging backgammon tournaments during lunch breaks. Backgammon fans play backgammon throughout the year every day during lunch breaks to relive their stress. Kibitzers never miss a game to applaud their favorite players. Our New Recruits Meral MEfiE Born on , graduated from Uluda University Faculty of Arts and Sciences. She joined our company as a Continuous improvement officer in DOSAB Quality Department. Sevilay BAfiARAN Born on , graduated from Cumhuriyet University, Chemical Engineering Department. She joined our company as a Quality Engineer in DOSAB Quality Department. Harun ANAÇ Born on , graduated from Eskiflehir Osmangazi University Mechanical Engineering Department. He joined out company as a Supplier Quality Engineer in the Quality Department of Geçit Manufacturing Plant. Fire Fighting Training Kutas KANfiAY Born on , graduated from Anadolu University Textile engineering Department. He joined our company as a Logistics Supervisor in DOSAB. Nevin YILMAZ Born on , graduated from Anadolu University Faculty of Management. She joined our company as Acounting supervisor in the Accounting Department. We conducted Fire Fighting Training at DOSAB Manufacturing Plant with the participation of all employees. Recently Married Employees Gürol Akbafl, kram Torun, Selçuk Tuna, Yaflar Güventürk, Salih Sevinç, Hakan Urufl, fiahin Sevim. We wish happiness for the new couples for their whole lives. Our condolences to Seçkin Tuncer-his Father, Mutlu Ar -his Father, Nazmiye brahimo lu - her elder Sister, Mustafa Ayvaz-his Father, Necmi Ayd n-his mother, brahim Özdemir-his Father, Coflkun Ay - his brother, Burhan Kaya-his Father, Hasan Türker-his mother Our condolences to them and wish patience for them. Zada D LL Born on Graduated from Gazi University Chemical Engineering Department. Joined our company as Parts Procurement officer in Geçit Manufacturing Plant. Employees with Newborn Babies brahim fien-girl, Recep Day -Boy, Alaattin Y ld z-girl, Mesut Özceylan-Boy, Ramazan Çetin-Girl, Özgür Kaya-Boy, Gönül Koçak-Boy, Ali Ok-Boy, Sevinç fievik-girl, Ali fiahin-girl, Fatih Vay-Boy, Mustafa Kahraman-Boy, Ersin Altunbulak-Boy, Hasan Türker-Girl, Ak n Bafltürk-Boy We wish happy lives for the new born babies together with their families

41 38 What is Noise? How We Protect Against Noise? Undesired sounds generally generated artificially, the quality and tone of which are distorted. In other words, undesired sounds that affect both individuals and society adversely are called NOISE. Sound is defined by frequency and loudness. The loudness of noise is related to the mechanical pressure directly reaching the tympanic membrane and measured in decibels (db). The human ear can hear sounds between db (decibels). Frequency is described as the number of vibrations per second measured in Hertz (Hz). The human ear can hear sounds with frequency between Hz. This is called the Audible Frequency Range. Sounds under this threshold are called ultrasonic sounds. The higher the shrillness of sound the higher the frequency. Human voice varies between Hz. The level of noise that is detrimental to our auditory system is at Mhz and 85 db. The threshold where an individual faces difficulty to hear the speech from a distance of 1,5 meters in a silent environment is defined as the noise level. This threshold corresponds to 25 db on the average at the frequencies of 500,1000 ve 2000 Hz. Hearing loss and healing time increases with an increase in the noise level. Hearing loss is insidious and might not be recognized until it is too late. Noise-induced hearing loss is an increasingly prevalent disorder that results from exposure to high-intensity sound especially over a long period of time. The healing time to recover normal healing is 10 times longer than the period of exposure. Higher frequencies are lost first. Loss of hearing high frequencies distorts the sound. Thus even if you hear the sound it is not comprehensible. Sound sources are transmitted to the ear through vibrations or sonic waves. These are conducted through the external ear and strike and vibrate the tympanic membrane. These vibrations are conducted to the ossicles in the middle ear and then to the inner ear and auditory nerves. These vibrations are converted to nerve impulses in the inner ear and directly sent to the brain. These impulses are preceived as as sound by the brain. Loud sound damages the hearing cells in the inner ear. The lesser the number of hearing cells the lower is the hearing. This damage is permanent since it is not possible to recover damaged hearing cells.the most common occupational disease both domestically and globally is hearing loss caused by noise. The level of noise reaches damgerous levels not only at business premises but also in metropols. Hearing loss due to noise-industrial Deafness typically: 1- Occurs at sounds over 90 db. 2- Occurs at the same level in both ears. 3- Occurs initially in the part of our ear hearing 4000 Hz frequency. 4- Does not heal since it is neural hearing loss. 5- Does not progress following elimination of the detrimental effect. Noise adversely affects the human health in other aspects other than hearing loss. These are namely, uneasiness, nervousness, insomnia, lack of concentration, reduction in work efficiency, behavioral changes, tinnitus, increase in gastric acid, tachycardia, high blood pressure. Additionally noise leads to chronic fatigue and lessens body immunity increasing vulnerability to diseases. If an employee is found to have hearing loss over Sibel EY Z Quality Assurance, Enrivonment and Occupational Safety Supervisor 30 db at Hz 40 db at 3000Hz 50dB at 4000Hz during the medical examination conducted at the recruitment stage, he/she shall not be allowed to work at a noisy environment. Protection against noise The following measures shall be taken to prevent detrimental effects of noise at all business premises in general: The floor must be coated with materials reducing vibration and noise during initial installation of noise generating machinery at the business premise. Walls shall be coated with materials preventing sound reflection, fitted with double glaze windows and constructed from soundproof materials. Sources of noise must be examined during the design and construction stages. Measures to protect the employees must be taken in cases where it is not possible to reduce the noise, such as using ear plugs or ear muffs. Such equipment reduce the intensity of the sound reaching the tympanic membrane. Ear plugs are fitted into the ear canal to block the entry of noise. They need to block the ear canal entirelyto be effective. Appropriate well fitted ear plugs are capable of reduce the noise by db azaltabilir. Ear plugs used by Teknik Malzeme are capable of reducing the noise level by 26 db on the average. It is possible to hear conversations when using ear plugs because they are designed to reduce the effects of very loud noises. Employees using ear plugs at work get used to the normal noises generated by the equipment and are capable of distinguishing abnormal noises. Employees who do not use ear-plugs are exposed to sound energy at a level which 1000 times more compared to employees using ear plugs. If the distance between the skin of the ear and the ear plug is higher than required the ear plug will not be effective even if it is used on a continuos basis. Thus, ear plugs are required to be used appropriately and continuosly to be effective. Ear plugs must be cleaned after daily use. All employees at Teknik Malzeme are required to use ear plugs/ear muffs when they are working at places where the level of noise is high. This stautory requirement only aims at protecting our employees against the adverse effects of noise. Research shows that using ear plugs increases personal productivity up to 12% and manufacturing earnings by 1%. In addition to protective and preventive measures against noise, our company requires new employees to provide us with their ear audiograms and performs ear audiograms of our employeesworking at noisy jobs on a periodical basis. You need to consult your physician in case of any inflammation or abnormal rash in the inner ear canal. Hearing loss occurs gradually through the years. You may fail to recognize hearing loss because it progrsses slowly and gradually without pain. All you can recognize is ringing in the ears or other sounds. You need to receive medical advise from an otolaryngologist if you suspect hearing loss.

42 39 BMW Test Drive Event BMW test drive day was held on at Teknik Oto Bursa 1 with state of the art high performance cars to the appreciation of our customers. Physicians, Pharmacists and Lawyers for Brunch A brunch was organized at Teknik Oto Bursa 2 on for Physicians, Pharmacists and Lawyers. Our guests had the opportunity to have a closer look at the cars and to take the cars to a test drive.

43 40 Our ofice is refurbished, Our office was refurbished as a part of our continuous improvement efforts under the slogan The Change has Started. We are all excited and happy to move back in to our refurbished office at the end of 2 long and tedious months. Our office now has a modern and new appearance after the refurbishment. We moved back in to our office with the help of all our colleagues in a team spirit and synergy, with the motivation of success. We are very happy and proud to welcome our customers at our new office reflecting our commitment in technology and improvement as well as our dynamism. We hope our new office contributes to customer satisfaction and to the success of our colleagues under our motto Move Further Together. We would like to tke this opportunity to express our gratitude thank everyone who has contributed to our new office. Awards We are happy and proud to crown our success this year, as well as in the previous years, with new awards. Axa Sigorta 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 Ranked First in Burse Region

44 41 Traditional Company Picnic Training This year we went to Alaçam Sefa Tepesi on Sunday, the 24th of june, 2012 for our traditional company picnic which is organized on an annual basis. Both our colleagues and their families accompanied us in this acvitity with their colorful presence. The children entertained themselves and enjoyed the fresh air in a marvellous landscape and their families were more than happy to have a nice day with their children and sparing time to their children. After having a traditional village style breakfast, our employees found the opportunity to enjoy the nature and contested against each other in recreational games to win various awards. Uray Sigorta employees found the opportunity to strengthen their team spirit with the excitement to contest each other and to make sports exercises. Our colleagues compensated for the energy they used in the contests with their high performance with a fine dinner crowning this beautiful day. Our training programs developed on the basis of our continuous improvement principle continued throughout the year All our employees attended the Communication Skills and Body Language Training where they had the opportunity to use their body language effectively and to improve their communication skills. The importance of being a united team was emphasized once more during this useful and entertaining training. We would like to take this opportunity to thank our General Manager Alper Pekmezcio lu who is committed to the development of his personnel, for the opportunities he is providing to us. Welcome to the world baby girl Hatice Yap c, a staffe member in the accounting department gave birth to a baby girl. We wish ESLEM a peaceful, healthy and happy life together with her family.