PEOPLE & CULTURE
We transform
energy into
value.
Our most valuable asset is our human resources. We offer a happy and successful work environment to our experienced, expert and hardworking employees. We grow together with the training and career opportunities we provide.
People & Culture Practices
CREATE OPPORTUNITIES FOR THEIR DEVELOPMENT.
As Enerjisa Üretim, we work in line with our vision of adding value to the sector and Turkey. We consider everyone who contributes to the company performance and corporate culture as a value. We focus on our employees and create opportunities for their development.
Field Practices
Career Talks
University Events
University Collaborations
Organizational Success Plan
Prioritizes flexibility, transparency and speed.
Supports team spirit and cooperation development among employees via feedback and performance culture.
Adapts systems and organizational structure around agility and simplicity principles.
Aims to maximize the efficiency throughout the organization. Supports both managerial competency development and technical expertise.
Attaches importance to work & life balance of employees and their well-being.
Encourages employees to volunteer in social responsibility activities.
Feedback Culture
The Continuous Feedback Performance Management System
The Continuous Feedback Performance Management System
We deploy the Next Generation Performance Process to support performance culture, which is one of our strategic priorities. The process consists of three steps:
Yeni Nesil Performans Süreci
GOAL-SETTING
CONTINOUS PERFORMANCE
YEAR-END ASSESSMENT
856 number of employees
36 average age of our team
We support the career journey of our employees on the way to success. We know the importance of data in this journey and we continue our digitalization operations in the People and Culture Department.
360° Principles Assessment
Employee Participation in Management
Employee Committee
Training & Development
To strengthen our behavioral, professional and leadership competencies We design learning and development products.
We design learning and development products to enhance our behavioral, professional and leadership competencies in line with the strategic goals and the needs of the employees. In addition to the training, we also benefit from tools such as coaching/mentoring opportunities, foreign language training, professional development and experiential learning methods. As well as face-to-face options, our online training platform, E-Development portal, provide innovative and rich content including the following topics:
- E-Orientation
- Technical
- Information Technologies
- Mandatory
- Managerial Competency
In case of need, we design combined experiences from in-class, digital and individual learning methods and offer options that enrich the learning journey.
Enerjisa Üretim Academy
Üretim employees under the titles “Learn”, “Share”, “Try”, “Read”, “Discover”, “Enjoy”, “Lab”, “Fun”, which constitute its foundation philosophy, in classrooms organized in accordance with pandemic conditions. It became a sector-leading training institution with 935 different training contents and 99 hours of training per employee per year.
The number of trainings on the e-Development platform increased by 197%, with original training contents designed by in-house trainers who are experts in their fields. We planned, budgeted and carried out the training of employees in the head office and power plants according to the training competency matrix according to the positions held.
Orion Experience and Development Program
Orion is an experience and development program designed for 4th year university students and recent graduates. The training aims to equip the candidates selected within the scope of the departments determined in each phase, with the technical competencies of the relevant department. It is designed as a 6-month development school that will prepare new graduates for business life through various workshops, group works, 1-1 mentoring on the career path, power plant trips, vocational and behavioral competency training, seminars, guest speakers and the project to be prepared at the end of the program. Almost nine thousand people applied to the two-term program.
2021 Trainings
Technical Training
We identify the technical training needs in the light of the competency and training matrices created for the positions in the departments. We design technical training as a journey specific to each department and position, and include experts working in both power plants and central functions. We organize the training online and face-to-face and involve external speakers who are experts in their fields or the internal experts. The number of courses in our technical training catalog is approximately 500. We announce the annual training programs to the employees and plan them together. In 2021, we provided a total of 35.797 hours of technical training, and 28.483 hours of this total was face-to-face and 7.314 hours over E-Development.
Master & Doctorate Study Support
In 2021, we provided support to all our employees who applied to the Master and Doctorate Study Support program, as we did in 2020.
935
training content
99 Saat
annual training per employee
%197
increase in the number of trainings on e-development platform
35.797 saat
We conduct Power MBA, which is a Professional Development Program, in cooperation with Enerjisa Üretim and Sabancı University EDU. At Power MBA Program, participants acquire a robust perspective on the integrity of the energy industry. With the scientific infrastructure of the program, they have the opportunity to be obtain comprehensive information on energy markets, generation technologies, financial dimensions in energy business, and the strategic depth of energy and its future.Participants are provided training in 4 different modules on the following subjects in the program, which lasts for a total of 7 months.
- Fundamentals of Energy
- Energy Business
- The Future of the Energy Industry
- Operations and Technical Info
They reinforce the theoretical training they receive in the courses through observation on site at the field trips to the power plants. Within the frame of the program, guest speakers from inside and outside the sector are invited to share their experiences and knowledge from their own perspectives. In the last module of the program, our experienced team members from Enerjisa Üretim are involved as trainers and they share their knowledge and experience.
In creating this program, we were inspired by two quotes: First, we reviewed Socrates’ advice to teachers: “Don’t teach your students anything, make them think. Because if they start to think, they will learn by their own efforts. And the knowledge learned as a result of effort becomes the most enduring knowledge. It never wipes.” Secondly, the American writer and futurist Alvin Toffler’s quote, “Are you ready to learn, unlearn, and relearn?”
The Power MBA Program was launched in October 2021 with the first-term participants. Among our 25 participants, there are Enerjisa Enerji, Akbank, Garanti Bank, Sabancı DX and Nordex employees as well as Enerjisa Üretim employees. Our goal for the Power MBA program is to be a development program that provides guidance to the energy sector. In line with this goal, we will sustain the program with new participants from public and private sector players from Turkey and other geographies where we operate.
Well-being Practices
Our employees attain the opportunity to arrange their existing fringe benefits according to their individual needs.
Flexible Benefits
By means of the “Just For You” program, our employees attain the opportunity to arrange their existing fringe benefits according to their individual needs.
Bilbot
BilBOT is a chatbot application where employees can get 24/7 support by asking questions about People and Culture processes (Payroll, Leaves, Private Pension, Performance System, Overtime notification etc.) and Purchasing processes (procedure, application and status of purchase requests).
Hobby Clubs
By hobby club activities, we aim to:
- facilitate the development of hobbies for employees
- enable employees to spend time together outside of work,
- enhance the communication between employees working in different departments.
Bless Your Energy
We aim to create opportunities and awareness for employees to lead a better quality of life via “Enerjine Sağlık” Program, which we practice in 21 different locations. We improve the physical health of our employees through on-site practices and exercises under the supervision of sports instructors, and we ensure that they acquire the right eating habits with dietitian visits. We aim to eliminate work stress with massage applications.
Glad to Have You
We have implemented “Glad to Have You” as a digital recognition-rewards system that supports company strategies, loyalty, goals and objectives. We aim to contribute to the formation, functioning and positive development of the corporate culture and way of doing business. We have made the system design based on transparency and in a way that all appreciation, likes and comments can be seen by everyone. Employees appreciate each other by sending badges in the system. The expendable badges earned from the system can be used on the shopping portal of more than 900 suppliers and brands.
Occupational
Health & Safety
Instead of defining Occupational Health and Safety as a priority, we consider it as an indispensable part of our corporate culture adopting the slogan “OHS At All Times”.
OHS Training, Development and Culture
Instead of defining Occupational Health and Safety as a priority, we consider it as an indispensable part of our corporate culture adopting the slogan “OHS At All Times”. We review our activities every year, revise the processes when necessary, and raise our standards to a higher level. All of our employees, who define themselves as OHS volunteers, play an important role in creating and maintaining safer and healthier conditions and attitudes. We reveal our sensitivity on OHS issues with our OHS Policy.
OHS Training
We adopt a culture of continuous learning and development. In OHS management, we attach importance to training that inform employees about safe working conditions and enable them to adopt the OHS culture. At Enerjisa Üretim, we regularly monitor all OHS-related investments and studies based on the following indicators:
Proactive Indicators
Our aim is to continuously improve the aspects of Occupational Health and Safety that are open to development. Accordingly, we work with our stakeholders and regularly practice the SIP (Safety Improvement Plan). At the beginning of 2021, we carried out activities with the participation of 134 employees under the following headings:
- Leadership
- Employee Engagement
- Process Safety (Fire Fighting, Chemical Management, Incident Notification and Research)
- Traffic Management
- Labor Relations
- Pandemic Management
With a performance 166% above the target, we achieved the following outcomes:
Reactive Indicators
Total Recordable Incident Frequency Rate (TRIF) is calculated by taking the ratio of the number of incidents with no loss of working days but resulting in medical intervention, incidents with lost working days and fatal incidents to total working hours, and by multiplying this figure by a coefficient of 1,000,000. Lost Time Injury Severity Rate (LTISR) is calculated by taking the ratio of lost working days resulting from injuries leading to lost working days to working hours and multiplied by a coefficient of 1,000,000. When the data of the last 4 years are examined, a decrease of 49% in TRIF and 48% in LTISR was recorded. Moreover, incident-free operation has been ensured in Hydroelectric and Wind and Solar Power Plants.
TRIF
LTISR
Technology-driven Innovative Practices
2022’de ise yine İSG birinci önceliğimiz olarak In 2022, we will focus on sustainability and sustainable supply chain as we continue to follow the most up-to-date international practices, further digitalize and improve our processes as our first priority at OHS.
ENSAFE (Occupational Health and Safety and Legal Compliance Tracking Software)
ENSAFE is the software developed by Enerjisa Üretim teams and used by our employees, and it enables the analysis and assessment of the dangers and risks within the scope of our operations, minimizing them, keeping the records of the events that create (or potential) negative situations under the following headings, determining the causes and defining the required actions.
- Non-availability of the power plant,
- Environmental, social, security
- Process safety
YES (Integrated System for Contractors)
It is the system we have developed to involve contractors in Enerjisa Üretim’s OHS processes & raise awareness.
Fark@ (Mobile OHS Software)
It is the software we use ensuring that company and contractor employees can record the dangerous situations they observe and the near miss events they experience and create quick solutions before more serious incidents occur. Actions can be monitored and assessed on mobile phones.
Safety Vision
With this project, we are the first company in Turkey as well as being among the leading companies in the world in occupational health and safety. The project utilizes the existing cameras of the power plants, and by artificial intelligence technology, processes and reports the following processes in real time with over 90% accuracy.
- Employee & Equipment Check
- PPE Analysis
- Zone Violation Detection
- Detection of Anomalies
- Temperature Maps Analysis
- Pedestrian & Vehicle Road Violation Detection
- Safety Checks
- Physical Distance Analysis
In this process, which started as a start-up project, Safety Vision received 4 M USD seed funding.
40.040 Hours
Total OHS training time in 2021 (including contractor)
47 Hours
OHS training time per person
49%
TRIF decrease
48%
LTISR decrease
2 Years
accident-free operation at wind and solar power plants
Procurement
Procurement approach with goals and sustainability
We conduct our purchasing operations in line with the Company’s targets and sustainability principles. We establish long-term strategic relationship and collaborations with our suppliers. In these collaborations, we act with our motto “We win together”. In this context, we have prevented our business partners and our operations from the effects of the crisis with the support we provide to them during the economic fluctuations we experienced along with the pandemic period and particularly in the last term of 2021. On the other hand, we expect all our suppliers to carry out their activities in compliance with national and international laws and regulations, and we conduct supplier audits accordingly. We dealt with 1,158 suppliers in 2021. On a total item basis, we created 13,000 orders worth of 1.3 billion TL. We worked with 42 local suppliers in the regions where we operate, and placed orders of 100 MTL with these suppliers.
1.158
number of suppliers we worked with
13.000
units order
1.3 billion TL
worth of order
100 MTL
worth of local orders
People & Culture Practices
CREATE OPPORTUNITIES FOR THEIR DEVELOPMENT.
As Enerjisa Üretim, we work in line with our vision of adding value to the sector and Turkey. We consider everyone who contributes to the company performance and corporate culture as a value. We focus on our employees and create opportunities for their development.
Field Practices
Career Talks
University Events
University Collaborations
Organizational Success Plan
Prioritizes flexibility, transparency and speed.
Supports team spirit and cooperation development among employees via feedback and performance culture.
Adapts systems and organizational structure around agility and simplicity principles.
Aims to maximize the efficiency throughout the organization. Supports both managerial competency development and technical expertise.
Attaches importance to work & life balance of employees and their well-being.
Encourages employees to volunteer in social responsibility activities.
Feedback Culture
The Continuous Feedback Performance Management System
The Continuous Feedback Performance Management System
We deploy the Next Generation Performance Process to support performance culture, which is one of our strategic priorities. The process consists of three steps:
Yeni Nesil Performans Süreci
GOAL-SETTING
CONTINOUS PERFORMANCE
YEAR-END ASSESSMENT
856 number of employees
36 average age of our team
We support the career journey of our employees on the way to success. We know the importance of data in this journey and we continue our digitalization operations in the People and Culture Department.
360° Principles Assessment
Employee Participation in Management
Employee Committee
Training & Development
To strengthen our behavioral, professional and leadership competencies We design learning and development products.
We design learning and development products to enhance our behavioral, professional and leadership competencies in line with the strategic goals and the needs of the employees. In addition to the training, we also benefit from tools such as coaching/mentoring opportunities, foreign language training, professional development and experiential learning methods. As well as face-to-face options, our online training platform, E-Development portal, provide innovative and rich content including the following topics:
- E-Orientation
- Technical
- Information Technologies
- Mandatory
- Managerial Competency
In case of need, we design combined experiences from in-class, digital and individual learning methods and offer options that enrich the learning journey.
Enerjisa Üretim Academy
Üretim employees under the titles “Learn”, “Share”, “Try”, “Read”, “Discover”, “Enjoy”, “Lab”, “Fun”, which constitute its foundation philosophy, in classrooms organized in accordance with pandemic conditions. It became a sector-leading training institution with 935 different training contents and 99 hours of training per employee per year.
Orion Experience and Development Program
Orion is an experience and development program designed for 4th year university students and recent graduates. The training aims to equip the candidates selected within the scope of the departments determined in each phase, with the technical competencies of the relevant department. It is designed as a 6-month development school that will prepare new graduates for business life through various workshops, group works, 1-1 mentoring on the career path, power plant trips, vocational and behavioral competency training, seminars, guest speakers and the project to be prepared at the end of the program. Almost nine thousand people applied to the two-term program.
2021 Trainings
Technical Training
We identify the technical training needs in the light of the competency and training matrices created for the positions in the departments. We design technical training as a journey specific to each department and position, and include experts working in both power plants and central functions. We organize the training online and face-to-face and involve external speakers who are experts in their fields or the internal experts. The number of courses in our technical training catalog is approximately 500. We announce the annual training programs to the employees and plan them together. In 2021, we provided a total of 35.797 hours of technical training, and 28.483 hours of this total was face-to-face and 7.314 hours over E-Development.
Master & Doctorate Study Support
In 2021, we provided support to all our employees who applied to the Master and Doctorate Study Support program, as we did in 2020.
935
training content
99 Saat
annual training per employee
%197
increase in the number of trainings on e-development platform
35.797 saat
We conduct Power MBA, which is a Professional Development Program, in cooperation with Enerjisa Üretim and Sabancı University EDU. At Power MBA Program, participants acquire a robust perspective on the integrity of the energy industry. With the scientific infrastructure of the program, they have the opportunity to be obtain comprehensive information on energy markets, generation technologies, financial dimensions in energy business, and the strategic depth of energy and its future.Participants are provided training in 4 different modules on the following subjects in the program, which lasts for a total of 7 months.
- Fundamentals of Energy
- Energy Business
- The Future of the Energy Industry
- Operations and Technical Info
They reinforce the theoretical training they receive in the courses through observation on site at the field trips to the power plants. Within the frame of the program, guest speakers from inside and outside the sector are invited to share their experiences and knowledge from their own perspectives.
In creating this program, we were inspired by two quotes: First, we reviewed Socrates’ advice to teachers: “Don’t teach your students anything, make them think. Because if they start to think, they will learn by their own efforts. And the knowledge learned as a result of effort becomes the most enduring knowledge. It never wipes.” Secondly, the American writer and futurist Alvin Toffler’s quote, “Are you ready to learn, unlearn, and relearn?”
The Power MBA Program was launched in October 2021 with the first-term participants. Among our 25 participants, there are Enerjisa Enerji, Akbank, Garanti Bank, Sabancı DX and Nordex employees as well as Enerjisa Üretim employees. Our goal for the Power MBA program is to be a development program that provides guidance to the energy sector.
Well-being Practices
Our employees attain the opportunity to arrange their existing fringe benefits according to their individual needs.
Flexible Benefits
By means of the “Just For You” program, our employees attain the opportunity to arrange their existing fringe benefits according to their individual needs.
Bilbot
BilBOT is a chatbot application where employees can get 24/7 support by asking questions about People and Culture processes (Payroll, Leaves, Private Pension, Performance System, Overtime notification etc.) and Purchasing processes (procedure, application and status of purchase requests).
Hobby Clubs
By hobby club activities, we aim to:
- facilitate the development of hobbies for employees
- enable employees to spend time together outside of work,
- enhance the communication between employees working in different departments.
Bless Your Energy
We aim to create opportunities and awareness for employees to lead a better quality of life via “Enerjine Sağlık” Program, which we practice in 21 different locations. We improve the physical health of our employees through on-site practices and exercises under the supervision of sports instructors, and we ensure that they acquire the right eating habits with dietitian visits. We aim to eliminate work stress with massage applications.
Glad to Have You
We have implemented “Glad to Have You” as a digital recognition-rewards system that supports company strategies, loyalty, goals and objectives. We aim to contribute to the formation, functioning and positive development of the corporate culture and way of doing business. We have made the system design based on transparency and in a way that all appreciation, likes and comments can be seen by everyone. Employees appreciate each other by sending badges in the system. The expendable badges earned from the system can be used on the shopping portal of more than 900 suppliers and brands.
Occupational
Health & Safety
Instead of defining Occupational Health and Safety as a priority, we consider it as an indispensable part of our corporate culture adopting the slogan “OHS At All Times”.
Reactive Indicators
Total Recordable Incident Frequency Rate (TRIF) is calculated by taking the ratio of the number of incidents with no loss of working days but resulting in medical intervention, incidents with lost working days and fatal incidents to total working hours, and by multiplying this figure by a coefficient of 1,000,000. Lost Time Injury Severity Rate (LTISR) is calculated by taking the ratio of lost working days resulting from injuries leading to lost working days to working hours and multiplied by a coefficient of 1,000,000. When the data of the last 4 years are examined, a decrease of 49% in TRIF and 48% in LTISR was recorded. Moreover, incident-free operation has been ensured in Hydroelectric and Wind and Solar Power Plants.
TRIF
LTISR
In this process, which started as a start-up project, Safety Vision received 4 M USD seed funding.
40.040 Hours
Total OHS training time in 2021 (including contractor)
47 Hours
OHS training time per person
49%
TRIF decrease
48%
LTISR decrease
2 Years
accident-free operation at wind and solar power plants
Procurement
Procurement approach with goals and sustainability