Ayşegül TIĞLI TEKİN Human Resources Supervisor

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16.715.6

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2007A 2008A 2009A 2010A 2011F 2012F 2013F 2014F

Turkey is a large, highly attractive pharmaceutical market…

Strong historical and projected growth

(Pharmaceutical market size with free goods, TRY)

Drivers

Demographic factors (ageing population, population growth)

Strong economic environment (GDP growth of 11.7% y-o-y in Q1 2010, 10.3% y-o-y in Q2 2010 and 5.5% y-o-y in Q3 2010)

Increasing purchasing power

Expansion of the family practitioner system

Government measures focused on a more accessible and inclusive health system

Wider introduction of pharmaceuticals targeting chronic diseases

Significant export opportunities to neighbouring countries

Fragmented structure and high competition

• More than 300 companies

• Top 20 companies constitute %67 of total market.

• The market leader having %7 market share

• In Top 20 there are 8 local, 12 multinational companies

• In Top 5 there are only 2 local companies one of them Bilim

• Top 20 companies constitute % 76 of total market ın unıts

• Top 20 companies constitute % 74 of total market ın Rx

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In 2009 , we have published Corporate Responsibility

Report as the the first in the Turkish Pharma market.

The First

2010 Corporate Responsibility Report has been recognized as “A” level report by

Global Reporting Initiative (GRI)

The First

We signed Global Compact as the

first in Turkish Pharma market.

The First

We calculated Carbon Foot Print as the first in Turkish Pharma market and prepared an

improvement plan.

To shape up the foreseen Bilim İlaç in the future,

whether are our human resources’ competencies and qualifications enough to

fulfill our assertive growth targets, to accomplish our vision,

to realize our mission

or not ?

To do list

To evaluate our employees’ competencies and performance results

To examine whether the current competency level and performance results are eligible to get our vision and objectives

To clearly define the necessary competency and performance level to get spesified objectives

To do list

To develop appropriate approaches and to implement them in order to leverage the current employees’ competency and performance level up to required levels

To recruit the candidates with required competency level accordingly

To ensure employees’ and their represantatives’ involvement in developing/revising the people strategies, politics and plans, in actualising creative and enterpreneurship approaches when appropriate.

HR Policy In order to create a corporate culture based on values that ensure loyalty and

satisfaction of our employees at the highest level, and to ensure achievement of the strategic plans of our company through implementation of a novel HR system:

• We employ people who have the potential to shape our future

• We provide learning and development opportunities

• We see each of our employees as talents;

• We support our employees to give their best

• We support involvement and communication and jointly celebrate the contributions of our employees

• We draw strength from our families

Identification of required performance levels

HR Planning

The participation of employees and their representatives in Strategy, Policy, Planning, Evaluation and Improvement processes

Selection & Recruitment

Career Development

Expectation and Satisfaction Feedback & Improvement

3a.People plans support the organisation’s strategy

• We developed Management Systems Development Project in 1999 and, restructured Human Resources Management System according to EFQM Model by a consultancy company.

• We restructured HRM as competency based.

• First of all in 2000, we created the Job Descriptions for each job groups.

Bilim İlaç Succeed with Employees…

Performance Management System

GM

Director

Manager

Main Business Objectives

TPG

APG + SPG

• The APB provides a framework to identify the activities to be

carried out to recruit employees that have the qualifications and competencies that fit in with our organisational culture, manage employee performances and careers, and support them with the necessary developmental tools in order to be able to achieve our vision, mission, KBTs and P&Ss.

• The HRD develops ‘HR Plans’ like Mobility Plan, Recruitment Plan and Manpower Plans to meet the recruitment needs identified by directors and managers in line with the KBTs.

HR Plans

• Additionally, every year, Plans (HR Plans, Training Plans,

Communication-Participation Plans, Learning and Benchmarking Plans) is made in accordance with the changing and evolving needs of our organisation and technological changes.

HR Plans

We Recruit the potantials who can shape our future…

• In line with the Selection and Recruitment main process under the HR Management upper process, we select candidates that meet the requirements laid down in the SP and APB and have the necessary qualifications and competencies in accordance with the principles identified in the HR policy.

• When selecting and recruiting employees for the head office and factory we first resort to internal promotion.

• As underlined in our HR policy, equal opportunity is the main principle that we follow when selecting and recruiting candidates so as to ensure that there is no discrimination whatsoever.

Talent Management Platform

1.Acquire • HR Planning

• Talent Sourcing

• Selection & Recruitment

2.Develop • Potential App.

Meetings

• Career Maps & Career Planning

• Succession Planning

3.Align • Internal

Mobility

• Reporting

• Leadership

4.Assess • Development

Center

• Workforce Planning

• Measuring with KPI’s B

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Identification of skills and competencies needed to achieve the mission, vision and strategic goals

Orientation

Knowledge and Capability Development

3b. People’s knowledge and capabilities are developed

Potential Appraisal Meetings

All Stars Team, Appointment Criteria, Assessment Centre

360° Competency Appraisal System

Coaching and Mentorship Program

Benchmarking and Learning

Business Simulation

Development projects and development consultancy

Coaching System

Guest of the Month

Team Works

Seminars and conferences

Bilimk@mpüs

Knowledge and Capability Development

Identification of skills and competencies needed to achieve the mission, vision and strategic goals

Orientation

Knowledge and Capability Development

Personal Targets and Team Targets settings

Performance Management

Tools for employee contributions and empowerment

3b. People’s knowledge and capabilities are developed

We Create Learning&Development Opportunities….

• In order to ensure that employees meet our organisation’s

current and future competency requirements we have been developing and implementing training and development plans since 1994

• After introducing the Training Guidelines in 1994, since 2001 we have been developing training plans on a departmental and position basis and in line with our business targets. As of 2005, we have been developing these plans on an individual employee basis.

BilimK@mpüs

We support our employees to give their best…

PA Source Weight Supportive Tools

Competencies

Coporate Competencies (Basic, Functional, Managerial)

20%

Development Centre, Competency Trainings, 360° Competency Appraisals, Mentorship, Field Coaching

Business Objectives

SP, APB, Job Descriptions, Processes

80%

Vocational and Personal Development Trainings, Learning Tools, Field Coaching, Performance Improvement Pool

Competency/Qualification Development Tools

Potantial Appraisal Meetings

All Stars Team

360 Degree Competecy Evaluation

Coaching and Mentoring.

Learning and Benchmarking

Business Simulations

Competency/Qualification Development Tools

Development Projects and Development Coaching

Field Coaching

Guest of the Month, Team Work

Bilimk@mpüs

Audits and Feedback Reports

Scientific Meetings, Congress, Seminars and Fairs

Corporate Culture & Values Knowledge and Capability Development Communication-Involvement Tools and Activities Creativity and Innovation Management AR & Improvement Approach - Team Work

3c. People are aligned, involved and empowered

Communication needs & expectations identification Sharing of Knowledge

3d. People communicate effectively throughout the organisation

Compensation, Benefits, Redeployment, Redundancy Bilim Family and Bilim Children's World Activities Psychological Counseling Centre Legal Consulting Unit Insurance Consulting Diversity Management OHSAS Contribution to Society Recognizing & Rewarding

3e. People are rewarded, recognised and cared for

• Table Tennis Tournament • Billiards Tournament • Company Dinner • Football Tournament • Company Olympics • Open-air Concerts • Picnic • Bowling Tournament • Gammon Tournament • New Year Coctails • Dance Club • Photography Club

Social- Sportive Activities and Hobby Clubs

To be a part of the Solution….

Corporate Social Responsibility

We Draw Strength from Our Families…

For a passionate motivated workforce;

– Aligning strategy ; business goals & people

– Communication of the system

– Motivating Them

– Assessing & giving feedback

– Providing developmental tools

– Measuring & improving

– Empowering leadership role

– Managing talent in an integrated systems approach

Best Practice Summary

Thank you..