Kuşam Textile, established in 1993 by producing children’s wear, has created “Wenice” Kids brand in 1998. Through these years “Wenice” has gained a remarkable place among the world’s most prestigious children’s wear brands with its innovative approach to children’s fashion and merchandising. Currently “Wenice” has more than 300 shops in 46 countries and has over 1100 sales points worldwide. Wenice is planning to have entered 90 countries until the year of 2010 and to become one of the top 10 well known global brands within the children’s wear market.
The company’s goal is to realize its targets not only by making a difference in the children’s wear market and by strengthening its customer loyalty but also by improving the lives and the future of children of all ages, genders, races and nationalities, with the social responsibility projects it has been leading in the world. SINCE OLD DAYS UP TO NOW... 1993 • Started the production and the sales of children’s wear for the first time as Kusam Textile. 1998 • Established “Wenice” Brand. • Founded 2 wholesales shops and 100 sales corners. 2001 • Having established its own production infrastructure the company involved in retail sales market with its first Wenice Concept Shop. • Reached up to 220 corners. 2004 • Developed its design team compatible with the world standards and shifted to “smart design system”. • Reached up to 3 Wenice Concept Shops and 280 Corners. 2005 • Decided to shift to distribution system in the world and commenced its implementation in 4 countries. • Wenice Concept shop number reached up to 16. • Reached up to 485 corners • Established the TQS in production in order not to sacrifice quality while competing against Far East, and created an integrated production system to realize the whole production in Turkey. 2006 • Renewed its marketing and merchandising concept together with its brand strategy to strengthen the brand awareness of “Wenice” in the world. • Wenice Concept Shops increased up to 68. • Reached up to 565 corners. 2007 • With its new Wenice concept and with its objective of ‘Progress in Turkey and the World’ established partnerships with distributors in 6 countries and increased its sales 4 times compared to the previous year. • Wenice shops reached up to 252. • Reached up to 720 corners. 2008 • Wenice celebrates its 10th Anniversary • Meets its customers at 1100 sales points and 300 concept shops in 46 countries, • Has become a retail market giant in Turkey for children’s wear. • Has also become the biggest ready to wear producer of Turkey, with 12 million pieces production capacity per year.
Human Resources and Training DepartmentRecruitment Phase On the path to success, Wenice Kids is aware that its team’s performance and abilities are playing one of the most important roles. It applies a careful and captious recruitment procedure in order to place right candidate to the right position. Wenice Kids confirms the job applications via internet and answers them one by one again via internet. If there are vacant positions, appropriate candidates are invited to our office for an interview. The first interview is had by Human Resources. If the candidate is approved, all information about the position is given to him/her in the proposition paper that is prepared by Human Resources. After the confirmation of proposition by candidate, starting to job process is begun. Training and Development Phrase We, as Wenice Kids are determining the continuous development of our employees in order to develop themselves in basic, technical and behavioral competence at his/her present or future position. We greet the day with a beautiful breakfast with our employees on Sundays before trainings, and then spend our time in trainings that are very entertaining and full of knowledge. Our trainings are carried out by the CEO of our company Mr. Oktay ÖZDEMİR.. Performance Evaluation and Improvement Phrase In order to improve and monitor our employees’ performances, efficiency department is established. We meet with the manager of the efficiency department Mrs. Esra ERZİNCANLI on a common point and make our measurements. As we make measurements, we consider different criteria for the ones at production department and different criteria for the ones at administrative division. We take serious results from the measurements of performance. Career Planning and Development Phase Our objective is to contribute to continuous development of our employees, to prepare them for the position that they will be at in the future. We carry out our career planning by depending on TQS (Turkish Quality System) with level diagram. TQS Level diagram is numbered as it is seen on Figure 1. 5: “New” in other words unskilled worker, 4: “With knowledge” in other words the one who is learning, 3: “Performer” in other words foreman assistant 2: the one getting “Result” in other word foreman, 1: “Remedial” in other word administrator. To reach to 5th level in other words to become an administrative, to be vested with qualifications explained on Figure 2. Example. TQS LEVEL DIAGRAM Wage Management Phase Within the body of our company, basic wage structure includes the working hours, experience, competence and taken responsibilities of the employee. Motivation and Rewarding Process By starting our objective to be the number one employer in the sector, to reward high performance, to increase our employees’ motivation and to ensure sustainability are our goals. Applying Request and Suggestion System Phase In order to meet the requirements of our employers on the corporation basis, we use our request and suggestion boxes. Our employees fill our request and suggestion forms and put them into the boxes. And we find a solution in 24 hours. Our Working Conditions and Social Rights • Our working hours. • Monday – Friday 07:30 – 17:30 • 10:00 – 10:15 Tea Break • 12:00 – 13:00 Lunch Time • 16:00 – 16:15 Tea Break • In necessary cases, our employees are consonant to flexible working hours. • Wage settings are structured directly proportional with our employees’ performances. |
