{"id":12594,"date":"2021-10-14T15:47:23","date_gmt":"2021-10-14T12:47:23","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=12594"},"modified":"2024-08-13T14:25:15","modified_gmt":"2024-08-13T11:25:15","slug":"calisan-bagliligi-icin-gerekli-10-temel-unsur","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/calisan-bagliligi-icin-gerekli-10-temel-unsur\/","title":{"rendered":"\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 i\u00e7in gerekli 10 temel unsur"},"content":{"rendered":"<p><strong>\u00c7al\u0131\u015fanlar\u0131n kurumlar\u0131na ba\u011fl\u0131l\u0131\u011f\u0131 ve \u00fcretkenli\u011fi son zamanlar\u0131n en \u00e7ok tart\u0131\u015f\u0131lan, ara\u015ft\u0131r\u0131lan insan y\u00f6netimi konusu. \u0130nsan kaynaklar\u0131 proje dan\u0131\u015fman\u0131 \u0130pek Aral, ba\u011fl\u0131l\u0131k oran\u0131n\u0131z\u0131 artt\u0131rman\u0131z i\u00e7in gerekli olan 10 temel \u015feyi sizin i\u00e7in s\u0131ralad\u0131!<\/strong><\/p>\n<p>\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 sadece \u00fclkemizde de\u011fil, d\u00fcnya \u00e7ap\u0131nda b\u00fcy\u00fck bir sorun. D\u00fcnyan\u0131n en b\u00fcy\u00fck dan\u0131\u015fmanl\u0131k \u015firketi<a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/great-attrition-or-great-attraction-the-choice-is-yours\" target=\"_blank\" rel=\"noopener\">\u00a0McKinsey<\/a>\u00a0ABD\u2019de Nisan 2021-A\u011fustos 2021 aras\u0131nda 15 milyon Amerikal\u0131n\u0131n i\u015flerinden istifa etti\u011fini belirtti. \u015eirketler \u015fa\u015fk\u0131n ve bir taraftan istifalar\u0131n nedenini bulmaya \u00e7al\u0131\u015f\u0131rken, di\u011fer taraftan istifalara yenilerinin eklenece\u011finden korkuyorlar. Belki de bu korkular\u0131nda hakl\u0131lar.<\/p>\n<p>Bir \u00f6zl\u00fc s\u00f6z der ki \u201cKolay olsayd\u0131 herkes yapard\u0131.\u201d 21. y\u00fczy\u0131lda \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 sa\u011flamak zor. Halihaz\u0131rda \u201cBen en yetenekli \u00e7al\u0131\u015fanlar\u0131m\u0131 ba\u011flad\u0131m!\u201d \u015feklinde a\u00e7\u0131klama yapan \u015firket pek g\u00f6remiyoruz. Belki de yetenekli \u00e7al\u0131\u015fanlar\u0131 transfer edilmesin diye gizleniyorlar. Kim bilir?<\/p>\n<p>\u0130nsan kaynaklar\u0131 uzmanlar\u0131 olarak \u00e7al\u0131\u015fanlar\u0131m\u0131z\u0131n ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 artt\u0131rmak i\u00e7in \u00fczerine \u00e7al\u0131\u015fabilece\u011fimiz 10 konu var. Bu konular\u0131n baz\u0131lar\u0131 do\u011frudan, baz\u0131lar\u0131 ise dolayl\u0131 olarak bizim inisiyatifimizde. Ancak \u015furas\u0131 kesin ki bizim kurgulayaca\u011f\u0131m\u0131z ileti\u015fim stratejileri ile bu 10 konu \u015firketlerin g\u00fcndemine al\u0131n\u0131r, de\u011ferlendirilir, kullan\u0131l\u0131r ve s\u00fcrd\u00fcr\u00fclebilir k\u0131l\u0131n\u0131r.<\/p>\n<h2><strong>1- Kurumsal de\u011ferlerin ger\u00e7ek\u00e7ili\u011fi ve \u00e7al\u0131\u015fanlarla uyumu<\/strong><\/h2>\n<p>\u00c7al\u0131\u015fanlar g\u00fcnl\u00fck i\u015f hayatlar\u0131nda bire bir ya\u015famad\u0131klar\u0131 kurumsal de\u011ferleri duymak istemiyorlar. Kurumlar\u0131n\u0131n web sitelerinde yer alan o iddial\u0131 kelime dizilerini ya\u015famak ve inanmak istiyorlar. Burada ana sorumluluk tepe y\u00f6netimdedir. Alt kadrolar, \u00fcst ne yaparsa onu kopyalar ve ya\u015fat\u0131r. Be\u011fenmezse de gider.<\/p>\n<h2><strong>2- \u0130nan\u00e7 uyand\u0131ran ama\u00e7<\/strong><\/h2>\n<p>Aynen de\u011ferler gibi kurumun faaliyet alan\u0131yla ilgili tan\u0131mlad\u0131\u011f\u0131 ama\u00e7lar \u00e7al\u0131\u015fanlar\u0131n y\u00fcre\u011fine hitap etmeli, onlar\u0131 heyecanland\u0131rmal\u0131 ve bu ama\u00e7lar\u0131n bir par\u00e7as\u0131 olmak i\u00e7in kurumda kalmay\u0131 istemeliler. \u00dcst y\u00f6netimler, ama\u00e7 ile hedef aras\u0131ndaki derin fark\u0131 anlad\u0131\u011f\u0131nda belki bu konuda ya\u015fad\u0131\u011f\u0131m\u0131z problemleri de a\u015faca\u011f\u0131z.<\/p>\n<h2><strong>3- Esnek \u00e7al\u0131\u015fma<\/strong><\/h2>\n<p>Pandemi \u00f6ncesinde \u00fcst y\u00f6netimlerin s\u0131kl\u0131kla olumsuz bakt\u0131\u011f\u0131 esnek \u00e7al\u0131\u015fma sistemi, pandemi ile birlikte hayat\u0131n bir zorunlulu\u011fu haline geldi. \u00dcst y\u00f6netimler ne mutlu ki esnek \u00e7al\u0131\u015fmaya art\u0131k yak\u0131n duruyorlar ve insan kaynaklar\u0131 b\u00f6l\u00fcm\u00fcnden \u00e7\u00f6z\u00fcmler \u00fcretmesini bekliyorlar. Burada etkili projeler geli\u015ftirerek ekiplerimize alternatif <a href=\"https:\/\/www.kariyer.net\/kariyer-rehberi\/hibrit-calisma-modeli-nedir\/\" target=\"_blank\" rel=\"noopener\"><strong>\u00e7al\u0131\u015fma<\/strong> <strong>modelleri<\/strong><\/a> sunabiliriz.<\/p>\n<h2><strong>4- \u015eirket ve y\u00f6neticinin de\u011fer verdi\u011fini hissetmek ve ya\u015famak<\/strong><\/h2>\n<p>\u00c7al\u0131\u015fanlar g\u00fcnlerinin b\u00fcy\u00fck bir k\u0131sm\u0131n\u0131 ge\u00e7irdikleri kurumlar\u0131nda, onlara de\u011fer verildi\u011fini bilmek ve bu de\u011feri ya\u015famak istiyorlar.<\/p>\n<p><strong>Peki, bir kurum \u00e7al\u0131\u015fan\u0131na de\u011fer verdi\u011fini nas\u0131l g\u00f6sterir?<\/strong> &#8220;\u00c7al\u0131\u015fanlar\u0131n\u0131 dinleyerek.&#8221; Onlarla bire bir g\u00f6r\u00fc\u015fmeler yaparak, odak grup toplant\u0131lar\u0131 d\u00fczenleyerek, anket \u00e7al\u0131\u015fmalar\u0131 organize ederek \u00e7al\u0131\u015fanlara ne ya\u015fad\u0131klar\u0131n\u0131 ve ne ya\u015famak istediklerini sormal\u0131y\u0131z. Elbette bu \u00e7al\u0131\u015fmalar ve bu \u00e7al\u0131\u015fmalar\u0131n sonucunda \u00e7\u0131kan geli\u015fim alanlar\u0131na y\u00f6nelik aksiyon planlar\u0131n\u0131 kurgulamak ve hayata ge\u00e7irmek insan kaynaklar\u0131 b\u00f6l\u00fcm\u00fcn\u00fcn sorumlulu\u011fu alt\u0131ndad\u0131r.<\/p>\n<h2><strong>5- S\u00fcrekli performans, s\u00fcrekli geri bildirim<\/strong><\/h2>\n<p>\u00c7al\u0131\u015fanlar\u0131n insan kaynaklar\u0131 y\u00f6netimi sisteminde en ho\u015flanmad\u0131klar\u0131 performans de\u011ferlendirme s\u00fcreci h\u0131zla de\u011fi\u015fiyor. Onlara y\u0131ll\u0131k hedefler atayarak, yetkinliklerini \u00f6l\u00e7erek i\u015fletti\u011fimiz klasik sistemin yerini, s\u00fcrekli performans ve s\u00fcrekli geri bildirim disiplini al\u0131yor. Bir \u00e7al\u0131\u015fan\u0131n g\u00fcn i\u00e7inde g\u00f6revi dahilinde veya haricinde yapt\u0131\u011f\u0131 her t\u00fcrl\u00fc katma de\u011ferli \u00e7al\u0131\u015fman\u0131n anl\u0131k \u015fekilde kay\u0131t alt\u0131na al\u0131narak, yine anl\u0131k \u015fekilde geri bildirim ile desteklenmesi kurgusu \u00fczerine insan kaynaklar\u0131 b\u00f6l\u00fcm\u00fc olarak \u00e7al\u0131\u015fmal\u0131y\u0131z.<\/p>\n<h2><strong>6- Mesleki uzmanl\u0131kta geli\u015fim<\/strong><\/h2>\n<p>Liyakat\u0131n taban\u0131 mesleki uzmanl\u0131kt\u0131r. B\u00fct\u00fcn \u00e7al\u0131\u015fanlar mesleklerinde geli\u015fmek, derinle\u015fmek istiyor. Mesleki derinle\u015fmeyi sa\u011flayacak \u00f6\u011frenme, geli\u015fme metotlar\u0131n\u0131 kurumlar\u0131m\u0131za tan\u0131tarak hayata ge\u00e7irmek insan kaynaklar\u0131 b\u00f6l\u00fcm\u00fcn\u00fcn sorumlulu\u011fudur. Sadece s\u0131n\u0131f veya online e\u011fitimler de\u011fil, i\u015f \u00fcst\u00fc \u00f6\u011frenme geli\u015fme metotlar\u0131, ko\u00e7luk, mentorluk, i\u00e7 e\u011fitmenlik uygulamalar\u0131n\u0131 kurumlar\u0131m\u0131za tan\u0131tarak etkin hale getirmeliyiz.<\/p>\n<h2><strong>7- Kariyerde ilerleme<\/strong><\/h2>\n<p>\u00c7al\u0131\u015fma hayat\u0131nda hi\u00e7bir birey yok ki \u201cBen kariyerinde ilerlemek istemiyorum\u201d desin. Bu ilerlemenin nas\u0131l ger\u00e7ekle\u015febilece\u011fine dair kariyer haritalar\u0131n\u0131 haz\u0131rlamak, alternatifleri \u00e7al\u0131\u015fanlar\u0131m\u0131za sunmak insan kaynaklar\u0131 b\u00f6l\u00fcm\u00fcn\u00fcn i\u015fidir. Elbette bu \u00e7al\u0131\u015fmada insan kaynaklar\u0131 b\u00f6l\u00fcm\u00fc gerek \u00fcst y\u00f6netim, gerekse orta kademe y\u00f6neticilerden haritalar\u0131n geli\u015ftirilme ve uygulanmas\u0131 a\u015famas\u0131nda tam destek almal\u0131d\u0131r.<\/p>\n<h2><strong>8- Wellbeing<\/strong><\/h2>\n<p>\u00c7al\u0131\u015fanlar\u0131n bireysel olarak i\u015f veya i\u015f d\u0131\u015f\u0131 nedenlerle ya\u015fad\u0131klar\u0131 t\u00fckenmi\u015flik sorunu, insan kaynaklar\u0131 b\u00f6l\u00fcm\u00fcn\u00fc belki de \u00fcst\u00fcne \u00e7al\u0131\u015f\u0131rken en zorlayacak konudur. Konunun uzmanlar\u0131ndan destek alarak y\u00fcr\u00fct\u00fclmesi gereken <strong><a href=\"https:\/\/www.kariyer.net\/ik-blog\/calisan-mutlulugu-icin-kurumsal-wellbeing-sart\/\" target=\"_blank\" rel=\"noopener\">wellbeing<\/a><\/strong> uygulamalar\u0131, ba\u015fta t\u00fckenmi\u015flik sorunu ya\u015fayanlara, sonra da b\u00fct\u00fcn \u00e7al\u0131\u015fanlar\u0131m\u0131za uzatabilece\u011fimiz en etkili manevi destek elidir.<\/p>\n<h2><strong>9- Ki\u015filer aras\u0131 \u00e7at\u0131\u015fmalar ve uyumsuzluklar<\/strong><\/h2>\n<p>Stresin \u00e7ok yo\u011fun ya\u015fand\u0131\u011f\u0131 21. y\u00fczy\u0131l i\u015f d\u00fcnyas\u0131nda kurum i\u00e7inde \u00e7al\u0131\u015fanlar aras\u0131nda ya\u015fanan gerginlikler, uyumsuzluklar, \u00e7at\u0131\u015fmalar s\u0131kl\u0131kla i\u015fin \u00f6n\u00fcne ge\u00e7mekte ve verimsizli\u011fe neden olmaktad\u0131r. \u00c7al\u0131\u015fanlar\u0131m\u0131z\u0131 herkesin bir konu hakk\u0131nda farkl\u0131 d\u00fc\u015f\u00fcnebilece\u011fi, farkl\u0131 fikirleri savunabilece\u011fi ve bunun k\u00f6t\u00fc bir \u015fey olmad\u0131\u011f\u0131 konusunda bilgilendirmeliyiz. Ele\u015ftirel d\u00fc\u015f\u00fcnme yetkinli\u011fini ekiplerimize kazand\u0131rmal\u0131y\u0131z.<\/p>\n<h2><strong>10- Maa\u015f ve yan haklar<\/strong><\/h2>\n<p>\u00dccret ve yan haklar\u0131n insan y\u00f6netiminin en \u00f6nemli g\u00fcndem maddesi oldu\u011fu zannedilir. Oysa ki yap\u0131lan ara\u015ft\u0131rmalar, \u00e7al\u0131\u015fanlar\u0131n \u00fccret ve yan haklardan \u00f6nce de\u011fer verilmeye, geli\u015fmeye \u00f6nem verdi\u011fini g\u00f6steriyor. Mutlu \u00e7al\u0131\u015fanlar ciro ve k\u00e2rl\u0131l\u0131\u011f\u0131n art\u0131\u015f\u0131na, ciro ve k\u00e2rl\u0131l\u0131k art\u0131\u015f\u0131 ise \u00fccret ve yan haklar\u0131n geli\u015fimine yans\u0131yor. \u0130nsan kaynaklar\u0131 b\u00f6l\u00fcm\u00fc olarak bizim i\u015fimiz ise \u00e7al\u0131\u015fanlar\u0131 mutlu k\u0131lacak ilk dokuz maddeyi g\u00fc\u00e7lendirerek onuncuyu zorlamak.<\/p>\n<p>\u201cKolay olsayd\u0131 herkes yapard\u0131\u201d dedik. \u0130nsan kaynaklar\u0131 b\u00f6l\u00fcm\u00fc olarak biz zoru severiz. \u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 sa\u011flama yolculu\u011funda yolumuz olduk\u00e7a engebeli, ta\u015fl\u0131k. Hepimize iyi yolculuklar.<\/p>\n<p><strong>Konuk Yazar:<\/strong>\u00a0\u0130pek Aral \/ \u0130nsan Kaynaklar\u0131 Proje Dan\u0131\u015fman\u0131<\/p>\n<div class=\"td-post-content tagdiv-type\">\n<div class=\"td-post-content tagdiv-type\">\n<div class=\"td-post-content tagdiv-type\">\n<div class=\"td-post-content tagdiv-type\">\n<div class=\"td-post-content tagdiv-type\">\n<div class=\"td-post-content tagdiv-type\">\n<div class=\"td-post-content\">\n<div class=\"td-post-content\">\n<p><strong>Yazara ait di\u011fer yaz\u0131lar\u0131 okumak i\u00e7in\u00a0<a href=\"https:\/\/www.kariyer.net\/ik-blog\/tag\/ipek-aral\/\" target=\"_blank\" rel=\"noopener\">buraya<\/a>\u00a0t\u0131klayabilirsiniz.<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID12594\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"12594\"\n         id=\"da-reactions-slot-post-12594\">\n        <div class=\"da-reactions-static\">\n\t\t\t<img src=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/plugins\/da-reactions\/assets\/dist\/loading.svg\" alt=\"Loading spinner\" width=\"48\" height=\"48\" style=\"width:48px\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>\u00c7al\u0131\u015fanlar\u0131n kurumlar\u0131na ba\u011fl\u0131l\u0131\u011f\u0131 ve \u00fcretkenli\u011fi son zamanlar\u0131n en \u00e7ok tart\u0131\u015f\u0131lan, ara\u015ft\u0131r\u0131lan insan y\u00f6netimi konusu. \u0130nsan kaynaklar\u0131 proje dan\u0131\u015fman\u0131 \u0130pek Aral, ba\u011fl\u0131l\u0131k oran\u0131n\u0131z\u0131 artt\u0131rman\u0131z i\u00e7in gerekli olan 10 temel \u015feyi sizin i\u00e7in s\u0131ralad\u0131! \u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 sadece \u00fclkemizde de\u011fil, d\u00fcnya \u00e7ap\u0131nda b\u00fcy\u00fck bir sorun. D\u00fcnyan\u0131n en b\u00fcy\u00fck dan\u0131\u015fmanl\u0131k \u015firketi\u00a0McKinsey\u00a0ABD\u2019de Nisan 2021-A\u011fustos 2021 aras\u0131nda 15 milyon Amerikal\u0131n\u0131n i\u015flerinden [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID12594\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"12594\"\n         id=\"da-reactions-slot-post-12594\">\n        <div class=\"da-reactions-static\">\n\t\t\t<img src=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/plugins\/da-reactions\/assets\/dist\/loading.svg\" alt=\"Loading spinner\" width=\"48\" height=\"48\" style=\"width:48px\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n","protected":false},"author":8,"featured_media":12596,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_elementor_edit_mode":"","_elementor_template_type":"","_elementor_data":"","_elementor_page_settings":null,"_elementor_conditions":[]},"categories":[5,1987,26,33],"tags":[78,209,987,905,677,70],"class_list":{"0":"post-12594","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-calisan-bagliligi","8":"category-haberler","9":"category-insan-kaynaklari","10":"category-liderlik-yonetim","11":"tag-calisan-bagliligi","12":"tag-esnek-calisma","13":"tag-hibrit-calisma","14":"tag-ik-uygulamalari","15":"tag-ipek-aral","16":"tag-liderlik"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.4 (Yoast SEO v26.8) - 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