{"id":10252,"date":"2020-07-20T15:49:06","date_gmt":"2020-07-20T12:49:06","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=10252"},"modified":"2024-08-13T14:25:29","modified_gmt":"2024-08-13T11:25:29","slug":"her-yoneticinin-bilmesi-gereken-8-ik-analizi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/her-yoneticinin-bilmesi-gereken-8-ik-analizi\/","title":{"rendered":"Her y\u00f6neticinin bilmesi gereken 8 \u0130K analizi"},"content":{"rendered":"

Bir \u015firketin ba\u015far\u0131l\u0131 olabilmesi b\u00fcy\u00fck \u00f6l\u00e7\u00fcde \u00e7al\u0131\u015fanlar\u0131na ba\u011fl\u0131. Bu noktada do\u011fru yetenekleri i\u015f g\u00fcc\u00fcne katabilmek i\u00e7in \u0130K yetkililerine ve y\u00f6neticilere b\u00fcy\u00fck g\u00f6rev d\u00fc\u015f\u00fcyor. Sahip olunan \u0130K verilerinin do\u011fru analiz edilmesi ise i\u015fleri kolayla\u015ft\u0131r\u0131yor. Peki, ama nas\u0131l?<\/strong><\/p>\n

G\u00fcn\u00fcm\u00fczde ayn\u0131 pozisyona ba\u015fvuran binlerce ki\u015fi g\u00f6z \u00f6n\u00fcnde bulunduruldu\u011funda, adaylar aras\u0131nda do\u011fru bir de\u011ferlendirme yapman\u0131n \u00f6nemi de art\u0131yor. \u00d6zellikle y\u00f6netici pozisyonunda \u00e7al\u0131\u015fanlar\u0131n, i\u015flerinin insanlarla ilgili y\u00f6nlerini daha iyi anlayabilmeleri i\u00e7in baz\u0131 analitiklerden yararlanmalar\u0131 gerekiyor.<\/p>\n

\u0130\u015fte, her y\u00f6neticinin bilmesi gereken \u0130K analizleri<\/p>\n

Yetenek analizi<\/strong><\/h2>\n

Yetenek analizi; i\u015finizde istedi\u011finiz ve ihtiyac\u0131n\u0131z olan yetenekleri tan\u0131mlaman\u0131z\u0131 sa\u011flayan bir yetenek y\u00f6netim s\u00fcreci olarak a\u00e7\u0131klanabilir. Bu yeteneklerin ne oldu\u011funu \u00f6\u011frendikten sonra, herhangi bir eksiklik olmad\u0131\u011f\u0131n\u0131 g\u00f6rmek i\u00e7in \u015fu anda sahip olunan yeteneklerle bir kar\u015f\u0131la\u015ft\u0131rma yapabilirsiniz. Yetenekler sadece nitelikler ve becerilerle ilgili olmad\u0131\u011f\u0131ndan \u201c\u0130li\u015fkiler geli\u015ftirme ve s\u00fcrd\u00fcrme\u201d gibi resmi olarak tan\u0131nmayan \u00f6zellikleri de kar\u015f\u0131la\u015ft\u0131rmaya dahil edebilirsiniz.<\/p>\n

Uzmanl\u0131k edinme analizi<\/strong><\/h2>\n

Yetene\u011fin kazan\u0131lmas\u0131 ve y\u00f6netimi genellikle i\u015fin b\u00fcy\u00fcmesinde kritik bir fakt\u00f6rd\u00fcr. Yetkinlik edinimi analizi; i\u015fletmenizin istenen yetkinlikleri ne kadar iyi veya ba\u015fka \u015fekilde edindi\u011fini de\u011ferlendirme s\u00fcrecidir. \u0130\u015fletmenizin \u015fimdi ve gelecekte ihtiya\u00e7 duyaca\u011f\u0131 temel yetkinlikleri belirleyerek i\u015fe ba\u015flaman\u0131z gerekir. Ard\u0131ndan, i\u015finizdeki bu yetkinliklerin mevcut d\u00fczeylerini de\u011ferlendirmeniz ve eksik kalan noktalar\u0131 belirlemeniz gerekir. Daha sonra bu yetkinlikleri \u015firket i\u00e7inde geli\u015ftirmede veya yetkinliklere sahip adaylar\u0131 tespit edip, i\u015fe alma konusunda ne kadar etkili oldu\u011funuzu g\u00f6rebilirsiniz.<\/p>\n

Kapasite analizi<\/strong><\/h2>\n

Kapasite genel olarak geliri etkiler. Kapasite analizi, bir i\u015fletmede operasyonel olarak verimli insanlar\u0131n ne kadar i\u015fe yarad\u0131\u011f\u0131n\u0131 belirlemeye \u00e7al\u0131\u015f\u0131r. \u00d6rne\u011fin; \u00e7ok fazla zaman harcanmas\u0131na ra\u011fmen k\u00e2rl\u0131 i\u015flere imza at\u0131lam\u0131yor mu? B\u00f6yle bir durumda hata nereden, kimden kaynaklan\u0131yor? Bu gibi sorulara verilecek cevaplar, sa\u011fl\u0131kl\u0131 ve ger\u00e7ek\u00e7i b\u00fcy\u00fcme hedeflerinin konulmas\u0131na olanak tan\u0131r.<\/p>\n

\u00c7al\u0131\u015fan karma\u015fas\u0131 analizi<\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar\u0131 i\u015fe almak, e\u011fitmek zaman ve para gerektirir. \u00c7al\u0131\u015fan karma\u015fas\u0131 analizi; gelece\u011fi tahmin etmek ve \u00e7al\u0131\u015fan karma\u015fas\u0131n\u0131 azaltmak amac\u0131yla personel devir oranlar\u0131n\u0131 de\u011ferlendirme s\u00fcreci olarak a\u00e7\u0131klanabilir. Tarihsel \u00e7al\u0131\u015fan karma\u015fas\u0131, \u00e7al\u0131\u015fan memnuniyeti endeksi, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 d\u00fczeyi ve personel savunuculu\u011fu puan\u0131 gibi geleneksel KPI’lar arac\u0131l\u0131\u011f\u0131yla tan\u0131mlanabilir. Anketler ve \u00e7\u0131k\u0131\u015f g\u00f6r\u00fc\u015fmeleri bu analizi yaparken yararlan\u0131labilecek ara\u00e7lardand\u0131r.<\/p>\n

Kurum k\u00fclt\u00fcr\u00fc analizi<\/strong><\/h2>\n

K\u00fclt\u00fcr\u00fc de\u011fi\u015ftirmeye \u00e7al\u0131\u015fmak olduk\u00e7a zordur. Bu nedenle kurum k\u00fclt\u00fcr\u00fc analizi yaparak, kurulu\u015funuzda var olan farkl\u0131 k\u00fclt\u00fcrleri anlaman\u0131z olduk\u00e7a \u00f6nemlidir. Bu, daha sonra yapmak istedi\u011finiz k\u00fclt\u00fcrel de\u011fi\u015fiklikleri izlemenize, k\u00fclt\u00fcr\u00fcn nas\u0131l de\u011fi\u015fti\u011fini anlaman\u0131za ve kurum k\u00fclt\u00fcr\u00fcyle \u00e7at\u0131\u015fmayan ki\u015fileri i\u015fe alman\u0131z\u0131 sa\u011flar.<\/p>\n

\u0130\u015fe al\u0131m kanal\u0131 analizi<\/strong><\/h2>\n

\u00c7al\u0131\u015fanlar, \u00e7o\u011fu i\u015fletmede en b\u00fcy\u00fck maliyeti ve en b\u00fcy\u00fck f\u0131rsat\u0131 temsil eder. \u0130\u015fe al\u0131m kanal\u0131 analizi; en iyi \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n nereden geldi\u011fini ve hangi i\u015fe al\u0131m kanallar\u0131n\u0131n s\u00fcre\u00e7te etkili oldu\u011funu belirleme s\u00fcrecidir. Anketler ve giri\u015f g\u00f6r\u00fc\u015fmeleri bu noktada yararl\u0131 veri kaynaklar\u0131d\u0131r.<\/p>\n

Liderlik analizi<\/strong><\/h2>\n

Bir i\u015fletmenin, b\u00f6l\u00fcm\u00fcn veya ekibin iyi y\u00f6netilmemesi i\u015fletmeye maddi manevi kay\u0131p getirmekle birlikte, i\u015fletmenin potansiyelini yerine getirmesine de engel olur. Liderlik analiti\u011fi; iyi ve k\u00f6t\u00fcy\u00fc ortaya \u00e7\u0131karmak i\u00e7in liderlik performans\u0131n\u0131n \u00e7e\u015fitli boyutlar\u0131n\u0131 veri yoluyla a\u00e7ar. Liderlik performans\u0131 ile ilgili veriler, anketler, odak gruplar\u0131, \u00e7al\u0131\u015fan g\u00f6r\u00fc\u015fmeleri kullan\u0131larak elde edilebilir.<\/p>\n

\u00c7al\u0131\u015fan performans analizi<\/strong><\/h2>\n

\u0130\u015fletmelerin ayakta kalabilmesi ve ba\u015far\u0131l\u0131 olabilmesi i\u00e7in y\u00fcksek performansl\u0131 \u00e7al\u0131\u015fanlara ihtiya\u00e7 vard\u0131r. \u00c7al\u0131\u015fan performans analizi; bireysel \u00e7al\u0131\u015fan performans\u0131n\u0131 de\u011ferlendirmeye \u00e7al\u0131\u015f\u0131r. Ortaya \u00e7\u0131kan bilgiler, kimin iyi performans g\u00f6sterdi\u011fini ve kimin kendini geli\u015ftirmesi gerekti\u011fini ortaya koyar. Ancak do\u011fru sonu\u00e7lar elde etmek i\u00e7in klasik ve g\u00fcncel olmayan performans incelemelerinden uzakla\u015fmakta fayda var. Modern veri analiz teknikleriyle performans \u00f6l\u00e7\u00fcm\u00fc yapmak daha ger\u00e7ek\u00e7i ve sa\u011fl\u0131kl\u0131 sonu\u00e7lar verecektir.<\/p>\n

Kaynak: Forbes<\/a><\/p>\n\n

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Bir \u015firketin ba\u015far\u0131l\u0131 olabilmesi b\u00fcy\u00fck \u00f6l\u00e7\u00fcde \u00e7al\u0131\u015fanlar\u0131na ba\u011fl\u0131. Bu noktada do\u011fru yetenekleri i\u015f g\u00fcc\u00fcne katabilmek i\u00e7in \u0130K yetkililerine ve y\u00f6neticilere b\u00fcy\u00fck g\u00f6rev d\u00fc\u015f\u00fcyor. Sahip olunan \u0130K verilerinin do\u011fru analiz edilmesi ise i\u015fleri kolayla\u015ft\u0131r\u0131yor. Peki, ama nas\u0131l? G\u00fcn\u00fcm\u00fczde ayn\u0131 pozisyona ba\u015fvuran binlerce ki\u015fi g\u00f6z \u00f6n\u00fcnde bulunduruldu\u011funda, adaylar aras\u0131nda do\u011fru bir de\u011ferlendirme yapman\u0131n \u00f6nemi de art\u0131yor. \u00d6zellikle […]<\/p>\n\n

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