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Y E A R : 2 I S S U E : 5 J U LY 2 0 1 6In-house publ icat ion by Standard Prof i l . Complimentar y copy.NEWS

BIrcan Kutlu / HR Projects and Corporate HR Director

We completed the project with no complicationsBulent atay / Düzce HR and Industrial Relations Director

It is very important that all employees can express their opinion freely

KamIllIa allouch / Morocco Administration Manager

“The Voice of SP” posters raise hype

KIm Damonze / South Africa HR Director

It is a great projectmerceDes mazo saenz / Spain HR Director

The reaction of the employees was very positivenan lIu / China HR Director

The survey received great interest

olIvIa Gaytan / Mexico HR Manager

It is a very positive project for the company

tuGrul cInar / Manisa HR Director

The survey contributed to the employee satisfaction

vanya tutova / Bulgaria HR Director

The employees are happy to state their opinions

We listened to the

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TURHAN SEMIZER / CEO

Our differences enrich us

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We conducted a survey in order to better hear the voice and understand the opinions of our 8,000 membered global family. The survey, titled “SP’s Voice” was prepared in six languages and saw around 79% turnout among Standard Profil Group employees. Conducted in collaboration with the world-famous consultancy company Willis Towers Watson, “SP’s Voice” project is an important step for our corporate growth. We received quotations about the project from our HR managers and employees.

TobIas BreIchler, VP Sales and MarketIng

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Acoustic tests in an anechoic chamber PAGE 3

Standard Profil’s fully domestic online marking system PAGE 2

We have a powerful sales network

“SP’s Voice”

SP FAMILY 'sLITTLE PAINTERS AWARDED

WIth exports worth USD 175 million, Standard Profil Group received the “Stars of Exports” award by IKMIB (Istanbul Chemicals and Chemical Products Exporters’ Association). Our Group thus became the third largest rubber exporter in Turkey with the volume of products manufactured in 2015. Sezai Akdemir, our VP Procurement, attended the “2015 Stars of Chemistry Awards” organized by IKMIB. “Growing competitive power and increasing production quality of our Group enabled us to achieve an export volume worth USD 175 million in 2015,” he said.

SP Awarded “Stars of Exports”

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Dear colleagues, For this issue, I would like to speak of “diversity,” a concept that has gained more prominence for organizations in recent years. In addition to the the Ford Supplier Diversity Workshop we attended in Köln in June, reports of various events from our Turkish customers such as Tofaş and Otosan show the importance they attach to this matter as well.What is diversity? Diversity may be called a community of differences in every area, a mixed group composed of people with different profiles. If we compare an organization to an orchestra, diversity at work can be considered a state of harmony where different languages, religions, nationalities, genders, ages, ethnic origins, educational profiles, and socio-economic classes coexist just as the musical instruments that comprise the orchestra.Based on those descriptions, we can say that the Standard Profil Group was born lucky. As a large family of 8,000, our diversity approach came naturally throughout the development and growth of our Group. At the Standard Profil Group, we;• represent 14 different nationalities across four continents.• speak 11 different languages.• serve 25 brands in 45 countries.• procure products from 1,600 different companies.• incorporate three generations with employees aged 18 to 65.• value experience while appreciating the dynamism of the new. Thanks to this variation we have the knowledge of employees with a vast experience of 45 years alongside the fresh perspectives of brilliant, newly graduated minds.• appreciate women assuming more active roles in business life. We are proud to outpace our competitors and even our customers with a female employment rate of 31% in an industry that is traditionally seen as ‘male-dominated’.The variety of backgrounds and cultures brought by such diversity within the Group is our most precious asset, because by leveraging these differences, we can:- enhance our creativity,- solve problems more effectively,- adapt better to rapid changes, and - secure a competitive advantage over our competitors.

It is in our hands to benefit from the diversity within the Group. To this end, we must diversify and enable interpersonal and interdepartmental communication. We should utilize our differences as a source of innovation and give chance to all views and new ideas. We must create environments to remind ourselves of our efforts towards a common goal and reinforce the team spirit. I am sure that, by working in harmony, we will deliver an amazing performance just like an orchestra that is enriched with its diversity. I wish for a more efficient, effective, and innovative future in which we will sustain ourselves with our differences and grow with diversity...

Turhan Semizer / CEO

Our differences enrich us

I started my career 25 years ago when I joined a traditional German automotive supplier (today belongs to Continental) that mainly manufactured products

made of rubber. Since then, I have worked in Sales, Programs & General Management for companies including Arvin Meritor, Valeo and Faurecia among others. Today, a quarter of a century later, I am bringing my story full circle by joining SP, a traditional Turkish automotive supplier that mainly manufactures products made of rubber. Coincidence or fate, who knows?My first impression when starting with SP in April was very positive. I met many passionate experts in their field, who were highly flexible and understood our Customers’ needs very well. I am glad that I am given the opportunity to support SP in our future growth. “What is our business mentality at SP Sales?”It is a common view that Sales is ‘only’ about offering the minimum commercially viable price to the Customer’s Purchasing Department, and that it will automatically bring you the job. Quite straightforward, isn’t it? Well, yes, the final price offered for the products is an important factor for striking a deal, particularly. However, at SP Sales, we deal directly with many more Customer departments who have a significant role to play when it comes to the sourcing decision: Engineering and Programs, (Supplier) Quality, Laboratory, Logistics and Production Plants, only to name the most important ones.As such, SP Sales takes all of these internal SP Functions under their umbrella and very often acts as ‘single point of contact’ or as ‘window’ towards all Customer departments. We call this ‘customer intimacy’. What it means is that we try our best to fully understand the Customer’s needs and to convince them that SP is the optimum overall Supplier of choice for the tasks in

question. This detailed understanding of our Customers is what makes us successful, and it goes without saying that this is not just tremendously important when it comes to an RFQ (Request for Quotation), but requires the SP Sales Function to actively work with all relevant Customer contacts throughout the year and act as their continuous ‘sparring partner,’ so to say.

“sp has global and regIonal customer departments”At SP Sales, we have an organizational structure as follows: The seven Global Customer Directors and their teams are responsible for our customers on a worldwide basis and establish the overall Customer Strategy around the globe (VW Group / Ford / GM-Opel / Renault-Nissan & Peugeot-Citroën / BMW & Daimler / Fiat-Chrysler / Toyota & Hyundai-Kia). Six regional customer teams are in charge of all customers in their specific region and support our global customer teams locally (Turkey, Spain, USA, Mexico, China, and South Africa).We are interacting through a very strong SP Sales network and share all relevant information ‘online’ in order to make the most of the accumulated customer knowledge.

sales tools We are mainly working with three tools to help us in our task:A) The ‘RFQ Monitor’ shows all past, existing and future (foreseeable)Businesses we have quoted, are

currently offering or will aim to compete for. This file is a very good instrument to measure our ability to expand our business and gives us a clear idea of what needs to be done to win a new customer order.B) The ‘AAQ (Application for Authorization Quote)’ integrates all technical, process-related, commercial and market information required to establish a proper cost calculation in order to determine the correct sales price to be offered to the Customer for a specific Car Program. c) Our 5-year ‘BP (Business Plan)’ is

conceived to show SP’s overall Sales figures based on car volumes

with their related sales prices. It is divided into customers,

regions, countries, and even SP production sites. It shows our existing works in production until the EOP (End of Production), new works

we have already acquired that will start in the future,

and targeted new works that are not yet awarded by our

Customers.

What ‘excellerate’ brIngs

We ‘excellerate’ at SP Sales. ‘Excellerate’?

What does that mean? ‘To excell’ means that we are aiming at continuously improving our Sales Function and ‘to accelerate’ means speeding-up our

tasks to achieve our goals

quicker! And

by contracting the two, we get the excellerate approach. Today, SP already enjoys a strong position in Turkey and Europe. These are our so-called ‘traditional markets’ that constitute the majority of our annual sales. This is an excellent area of business, one that we must defend fiercely! Our next demanding challenge for the near future is to further increase our sales in the U.S. & Mexico and China by using our existing production plants near Guanajuato/Mexico and Langfang/China, and attract new Customer Programs into these two recent facilities.

“We need to focus more on InternatIonal Works”SP Sales teams must focus harder on international works, as global presence is key for the sustainable growth of SP. To this end, two new tools will be developed and implemented in the upcoming months: A) The ‘SCP (Strategic Customer Plan)’ will be a constantly evolving working document that covers strategies, customers, etc. with respect to new car models, new production sites, and interest in weight and cost reduction initiatives. It will show our understanding of the sealing business worldwide versus our competitors, new materials and technologies to be introduced as well as our footprint and processes to be optimized. We will further add the internal and external communication matrix for each Customer, and last but not least, set clear short- and mid-term actions for how to achieve our ambitious goals.The ‘CRM (Customer Relationship Management)’ Database will help integrate many of our existing excel-based documents, files, charts, and new ones as well into one comprehensive interactive shareplace. This will allow worldwide real-time access to all major information needed to run our global Customer accounts in a professional manner.

We have a powerful sales networkTobias Breichler, who joined the Standard Profil in April, has 25 years of experience under his belt. Breichler explained SP’s sales strategies, organizational structure and goals.

TobIAs brEIchlEr, VP sAlEs And MArkETInG

Thanks to these studies, SP is capable of evaluating the acoustic performance of its products. The next step of this capability may focus on

determining the effect of this performance on users and the benefits to be gained by customers. The tests primarily aim to determine the acoustic characteristics of the entire vehicle, rather than its components alone, revealing how the sealing system functions as a whole. Capable of performing measurements at the vehicle level and determining the seal’s impact on it, we will become a better solution partner for our customers for

their basic acoustic and noise challenges. We aim to gain an advantage over the competitors by integrating these measurements into our design processes. Naturally, those tests are very sensitive to environmental conditions, and standard measurement conditions are thus ensured only in anechoic chambers built specifically for this purpose. To this end, we have access to such laboratories as part of our cooperation with the OTAM within Istanbul Technical University. We see it as a significant opportunity to enhance our engineering and testing skills.

Orçun Saf, R&D Specialist at SP, explained how the SP’s newly designed products undergo acoustic tests and how this measurement technology translates into competitive advantage.

SP FAMILY 's

On the occasion of April 23, Standard Profil organized a painting contest themed “Recycling and Environment” for our employees’ children across the countries where the SP is present, including China, Turkey, Morocco, Bulgaria, Mexico, and Spain. Little painters of the SP family joined the contest to showcase their

skills and creativity. Participating children were awarded with a variety of prizes intended to encourage the development of their painting skills. We would like to congratulate them all.

LITTLE PAINTERS AWARDED

WE crEAtEd an online marking system at the extrusion lines of Düzce Plant. The new system involves the assembly marking process, which serves as a reference for installation of door seals on assembly lines. The marking process was previously handled manually by operators at the finishing lines of SP düzce Plant, but with this new system, it can now be carried out automatically via online equipment at the extrusion line. Finishing Process Team Leader Erhan Başaran stressed that the system is fully domestic, with all components and the automation system itself produced by our team at the düzce Plant.

standard profil’s fully domestic online marking system

Acoustic tests in an anechoic chamber

U P - T O - D A T E U P - T O - D A T E

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With “SP’s Voice” project, our aim was to determine areas of development in order to increase efficiency and performance within our company, assess the efficiency of our activities, and create proper

action plans to increase employee commitment. In a sense, the company went through an extensive check-up.The first of the two phases of the project, that are critical for realizing the project with no complications was to create a project plan including the project

implementation date, reporting date and responsibilities. After creating the project plan, the second critical phase was the preliminary step including the determination of survey questions and demographic information, establishing hierarchy and reporting format. During the preparation process, introductory and informatory works about the project were carried out in collaboration with the Corporate Communication Department. The survey was started in all the locations on May 16 and completed in June. After analysis and reporting by Willis Towers Watson, all demographics will be reported via an online reporting system in August and all reports will be shared with the employees as of September. We would like to thank the project leader Gürhan Sara, Human Resources teams in all the locations and all our employees for all their efforts, contribution and inclusion during this process.

Bulent atay / Düzce HR and Industrial Relations Director

It is very important that all employees can express their opinion freelyWe conducted the “SP’s Voice” survey among the blue-collar employees after their shift at SP1 and SP2 dining halls on May 25-27. The duration of the survey period was expanded three times due to low turnout. The questionnaires were filled in the presence of independent observers, and forms were collected at survey boxes. “SP’s Voice” aims to convey the employees’ positive and negative opinions to the management and find solutions to their problems. Participation in surveys and all activities within the assessment system is a natural aspect of our work here, and part of our business. It is very important for all employees to express their opinion freely for a more hopeful view of the future, and to ensure that they are mentally part of any improvements to be made. Usually the participation is high in this type of surveys if there are requests by employees for improvements. If the participation is low, it is an indicator that non-participating employees are content with the conditions in the company and do not expect further improvements. We hope this is the case.

We devised a creative method for collecting the survey forms. As we collected the forms on a daily basis, we needed a system for opening the underside of the cardboard boxes without damaging them, as these will be reused in other campaigns such as the “Painting Contest”, since they are quite helpful in collecting submissions. Considering the importance of the project, the participation period was extended in order to increase the number of blue-collar employees taking the survey. In addition, the union representatives were brought in to encourage personnel to take the survey. I think this project is significant as it offers us an opportunity to find out the employees’ real opinions on the company. Likewise, we can identify problems and provide solutions in order to enhance motivation and achieve greater success. Looking at the participation rate and comments, the reaction, particularly among white-collar employees has been quite positive.

effective communication and an environment providing free speech become more and more important for employee commitment and corporate growth. In this respect, we initiated the project titled “SP’s Voice” for

‘employee commitment’ assessment encompassing SP locations for the first time in 2016. The survey was administered in local languages. After comprehensive negotiations with international companies and subsequent meticulous assessments, we elected to work with Willis Towers Watson, a leading global consultancy company with 39 thousand employees in 120 countries.

We conducted a survey in order to better hear the voice and understand the opinions of our

8,000 membered global family. The survey, titled “SP’s Voice” was prepared in six languages and

saw around 79% turnout among Standard Profil Group employees. Conducted in collaboration

with the world-famous consultancy company Willis Towers Watson, “SP’s Voice” project is an

important step for our corporate growth. We received quotations about the project from our

HR managers and employees.

DoBromIr BorIsov / Production TrainerThe first impression I got from the posters was very

positive. I read them in detail, and had some questions. HR Department explained the core aspects. The

questions were inclusive and comprehensible. I think that the survey is a great idea. I hope the results

assessed in detail, and lead to good results. Standard Profil is the best company to work for in this region, of

course there is room for improvement in some areas.

alI ouDDIch Production Shift Leader Our teams are glad to see that Standard Profil cares about their opinions and makes an effort to increase their motivations.

vanya tutova / Bulgaria HR Director

The employees are happy to state their opinionsAs Bulgaria HR team, we informed our employees about the purpose and importance of the project. Employees showed interest in the project and gave it due attention. Some of them wanted to take the survey at home to answer the questions in peace (Laughs). The feedback shows that SP is generally considered as a good workplace. Here, the employees can develop themselves by utilizing the international experience available. This also contributes to SP’s positive image at the national and international platform. The participation rate was 100%. Everyone is glad to be able to voice their opinion on the current situation and progress of Standard Profil Bulgaria. All employees expect to see a change for the better.

BIrcan Kutlu HR Projects and Corporate HR Director

We completed the project with no complications

“SP’s Voice” project is very important for us as it offers an opportunity to find out about the opinions of SP employees. Therefore, we can decide which steps to take and which improvements to make in order to satisfy our employees in line with the resources available. “SP’s Voice” raised hype among the employees as it was only hinted through posters before being officially announced. The survey process was generally good except for the fact that some employees needed more time to fill in the forms and felt somewhat under stress.

“SP’s Voice” posters raise hype

KamIllIa allouchMorocco Administration Manager

KIm Damonze / South Africa HR Director

It is a great projectAs HR Department, we told the managers and team leaders that the employees’ participation in this survey is very important. Everyone was positive about the survey. The employees were eager to take part in the survey. As we discuss about the survey with the employees, we realized that most of them took it as a channel to express specific problems that they have. The participation rate was high and the most important result of the survey was this: The employees are glad to have a platform where they can express their opinions and suggestions relating to current business processes. The employees are looking forward to seeing the results of the survey and the implementation of relevant improvements.

cheryl Bolton / Final Quality Control I think the project is a great idea. It offered us a platform where we, as employees, can voice our opinions, which may lead to certain improvements. We are looking forward to seeing the results of the survey. When I saw the posters, I really wanted to find out about the details of the project and immediately wanted to learn more about it.

tuGrul cInar / Manisa HR Director

The survey contributed to the employee satisfaction“SP’s Voice” survey was conducted on May 24-25. The employees, blue-collar workers in particular, were satisfied with the survey as it presented them an opportunity to share their comments and suggestions. Employee feedbacks show that the project made them feel more valued. Furthermore, the employees also said that they are eager to take part in further projects like this. White-collar colleagues noted that the platform was an important instrument for expressing their opinion, and that the efficiency of the process and participation rate will be improved by open communications about survey results and relevant actions that will be taken.

merceDes mazo saenz Spain HR Director

The reaction of the employees was very positive

In my opinion, the survey is an accurate and timely one.

I hope its results are evaluated and assessed in detail, and lead

to action in case any negative results are identified. People

perform their duties better when they feel good about

their workplace.

Production Control Clerk

roBerto FernánDez roDrIGuez

It is a very positive project for the companyolIvIa Gaytan / Mexico HR Manager

“SP’s Voice” is a very positive project for the company. Various surveys

were already administered this year. I believe that such opportunities

which allow employees to voice their opinions make them “feel more in

love with their job”.

The employees were not

offered such an opportunity before.

It was a positive first step for them

to express their opinions like this.

Customs&Traffic CoordinatoranGelIca Belman

nan lIu / China HR Director

The survey received great interest The SP management informed all the employees about “SP’s Voice” on May 16. Our colleagues from the HR Department provided information to participants about the survey. White-collar employees took the survey online while blue-collar employees took it in the dining halls on May 20. The survey received great interest among employees, and it was completed successfully. The employees found the opportunity

to express their comments and suggestions about their working conditions, wages, training needs, social activities, etc. I believe that this survey quite significant and meaningful for the growth of our company.

lIBInG WanG Production OperatorIt seems that our employees believe that our company is improving with

each passing day, and they want to be a part of it for many years to come. Through this survey, they found an opportunity to voice their expectations on

working conditions, social security, and wages.

We listened to the “SP’s Voice”N E W S I N B R I E F N E W S I N B R I E F

SPVoice

’S

6

Dr. Bora Küçükyazıcı, Clinical Psychologist and Family Counselor, says that a two-year-old and a twelve-year-old have different needs when it comes to communication with parents and adds: “Do not know your child just for the sake of knowing, instead try to know them truly”.

Coming back home from work in the evening, busy professionals are faced with the responsibilities of being a

parent and spouse in addition to those of the workday. It is getting harder and harder to strike a healthy balance between these roles. At times, people reflect the stress and frustration of the work onto their family at home. Acting with the guilt of not spending enough time with their children, parents end of being extremely tolerant with their children and showering them with gifts. The fact is that the quality of the time spent with family members is what matters, not the quantity. Playing with children, asking how their day was, paying close attention to what they have to say, going over the pictures, etc. that they draw during the day and showing your appreciation of them, talking about interesting highlights of the day -even briefly- when you come back home is much more valuable than a long-term communication without adequate sharing of feelings. Weekend activities like going to theater, watching them play football, basketball, etc. or even joining them would not take much time, but make your children much happier than you would think.

PrEPArATIon: Set aside half a cup of milk and bring the rest to boil. Mix sahlep, sugar and cocoa in a bowl and slowly add the half cup of milk that you had set aside. Add the mixture to the boiling milk. Let it simmer for 5 to 6 minutes while mixing. Allow it cool by stirring occasionally to prevent skin forming. Place in freezer.

The first rule for and effective communicationwith your children is spending time with them

“WE MAy hAVE To chAnGE our condITIons for ThE sAkE of our chIldrEn’s coMforT”All children are bound to cry or cause unrest. The first step must be to identify the underlying reasons of this disturbance accurately and to determine whether these are based on facts or are merely methods used by the child to get the attention they need. As a matter of fact, all parents know at a glance what their children want, need and what they do not. Sometimes we may need to change our conditions for our children’s comfort, everything would come right if we rearrange our life putting our children first.

coMMunIcATE WITh your chIldrEn AccordInG To ThEIr AGE Build communication with your child, considering their age, needs and expectations. A two-year-old has a different communication needs from that of a twelve-year-old. Try to know your child, not superficially but thoroughly.

KNOwINg yOUR CHIld THOROUgHly CAllS fOR ANSwERINg

THESE qUESTIONS:- Who is your child’s best friend/friends?

- What does he/she likes to do best with his/her friends?- Who is your child’s favorite fictional character?

- Which channels does he/she watch or games does he/she play on PC or YouTube?

Being able to answer these very simple questions means that you know who your child is and what he/she likes to do and with which friends. Spend time with your child whenever you can... Play games with your young child; games are the best

teaching tools for young children. Spend plenty of time with your adolescent; share your own memories and experiences of that particular time in your life. Remember that as

hard as being an adolescent is, being the parent of one is even harder.

Ice cream: a delicious remedy for hot days chocolATE IcE crEAM

sTrAWbErry IcE crEAM

InGrEdIEnTs: - 20 g sahlep - 1 liter of milk - 1 cup of sugar - 3 tablespoons cocoa

InGrEdIEnTs: - 500 g strawberries - 250 g granulated sugar - 1 coffee spoon sahlep - Juice of 1 lemon - 1 cup of water

PrEPArATIon: Puree and strain strawberries, and add lemon juice. Pour sahlep, sugar and one cup of water into a deep cooking pot and bring to boil while stirring. Add strawberry juice while continuing to stir. Put the mixture in freezer.

How about some tasty and nutritional ice cream to cool off in sultry summer days?

Is there anyone who does not like ice cream? Young and old alike, our craving for ice cream, which comes in all colors of the rainbow, peaks up in summertime. Fortunately, we have not only

conventional ice cream producers but also industrial ones, which means that we have access to ice cream anywhere, anytime. As a

type of dairy product recommended for a healthy diet, ice cream is especially beneficial for children thanks to its rich nutrient content, including proteins, carbohydrates and fats as well as A, D, E, C and B group vitamins, and minerals such as calcium,

magnesium, phosphorus, sodium, potassium, iron and zinc. Ice cream can help provide the extra mineral and vitamin for children

who do not like dairy products like milk and yoghurt. So much high praise calls for some ice cream recipes to go with it. Here are recipes for two of the most popular flavors: chocolate and strawberry...

U P - T O - D A T E

Licensee: Turhan Temizer on behalf of Standard Profil Editor-in-chief: Gülbin Gayretlier Dülger

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SP Gazete is a local periodical of Standard Profil. All rights reserved. The content of the newspaper may be copied in whole or in part upon permission of the publisher and with full credit to the copyright holder.

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Kim damonze,gülbin gayretlier dülger,

doğa Tiryaki, Kamilia Allouch, Mercedes Mazo Saenz,

Nan liu, Ayşe fındık, doğa Özkan, Ersan Çetin, Kağan Konçak

Editorial Consultant: doğa ÖzkanCopy Editor: Ayşe fındıkCreative Director: Erdi BozkurtEditing: Seyit göktepe

Photographs: yeryüzü görsel İletişim MerkeziContributors: Burcu gündoğan, deniz doğan, Merve Akbaş, yağmur Acar, Serkan Kuku, Ali Erkin Kutlu, Orçun Saf, Cenk Kılıç

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