{"id":13705,"date":"2023-06-08T09:49:27","date_gmt":"2023-06-08T06:49:27","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=13705"},"modified":"2024-08-12T11:59:06","modified_gmt":"2024-08-12T08:59:06","slug":"ise-alim-sureci-nasil-yonetilmeli","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/ise-alim-sureci-nasil-yonetilmeli\/","title":{"rendered":"\u0130\u015fe al\u0131m s\u00fcreci nas\u0131l y\u00f6netilmeli?"},"content":{"rendered":"<p><strong>\u0130nsan kaynaklar\u0131, bir \u015firket i\u00e7in i\u015fe al\u0131mdan \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 \u00e7al\u0131\u015fmalar\u0131na kadar bir\u00e7ok noktada stratejik \u00f6neme sahip bir departman. Peki, \u0130K&#8217;n\u0131n \u00f6nemli fonksiyonlar\u0131ndan biri olan i\u015fe al\u0131m s\u00fcreci nas\u0131l y\u00f6netilmeli?\u00a0<\/strong><\/p>\n<p>\u0130nsan kaynaklar\u0131; kurumlar\u0131n y\u00f6netsel ve i\u015flevsel s\u00fcre\u00e7leri a\u00e7\u0131s\u0131ndan olduk\u00e7a \u00f6nemli bir departman oldu\u011fundan, y\u00f6netim yap\u0131s\u0131na katk\u0131 sa\u011flayan birimlerin ba\u015f\u0131nda gelir. Kurumdaki t\u00fcm birim ve pozisyonlar\u0131n personel istihdam\u0131n\u0131 sa\u011fl\u0131yor olmas\u0131 dahi \u00f6nem derecesini ortaya koymaktad\u0131r.<\/p>\n<p>\u0130nsan kaynaklar\u0131 \u00e7al\u0131\u015fmalar\u0131n\u0131 yaln\u0131zca a\u00e7\u0131k pozisyonlar\u0131 kapatmakla s\u0131n\u0131rlamak elbette m\u00fcmk\u00fcn de\u011fil. Ancak olduk\u00e7a \u00f6nemli olan bu s\u00fcre\u00e7 en do\u011fru nas\u0131l y\u00f6netilir, gelin birlikte bakal\u0131m&#8230;<\/p>\n<h2><strong>\u0130\u015fe al\u0131m s\u00fcrecinin altyap\u0131s\u0131 nas\u0131l kurulur?<\/strong><\/h2>\n<p>S\u0131kl\u0131kla kullan\u0131lan <strong><em>\u201cdo\u011fru i\u015fe do\u011fru aday\u201d <\/em><\/strong>slogan\u0131n\u0131n alt\u0131n\u0131 doldurabilmek i\u00e7in \u015fu \u00e7al\u0131\u015fmalar\u0131n yap\u0131lmas\u0131 gerekmektedir;<\/p>\n<ul>\n<li>\u0130\u015f analizi yap\u0131larak \u00f6ncelikle pozisyonun gereklilikleri belirlenmelidir,<\/li>\n<li>Mevcut personelin yeterlilikleri ve yetkinlikleri ortaya \u00e7\u0131kart\u0131larak pozisyonun gereklilikleri ile kar\u015f\u0131la\u015ft\u0131r\u0131lmal\u0131d\u0131r,<\/li>\n<li>G\u00f6revde bulunan personel ile kar\u015f\u0131lanamayan gereklilikler tespit edilmelidir,<\/li>\n<li>\u0130\u015f analizi neticesinde ortaya \u00e7\u0131kan g\u00f6rev tan\u0131m\u0131 ve nitelikler do\u011frultusunda a\u00e7\u0131k pozisyonlar belirlenmelidir.<\/li>\n<\/ul>\n<p>Belirtilen maddelerin tamamlanmas\u0131 i\u00e7in insan kaynaklar\u0131 departman\u0131n\u0131n s\u00fcreci bilfiil yerinde y\u00fcr\u00fctmesi ka\u00e7\u0131n\u0131lmazd\u0131r. \u00d6yle ki kurum haf\u0131zas\u0131 ve s\u00fcre\u00e7teki \u00f6nem noktalar\u0131n\u0131 yerinde belirlemek, ilerleyen a\u015famalarda insan kaynaklar\u0131na ve kuruma y\u00fck y\u00fcklemekten koruyacakt\u0131r.<\/p>\n<h2><strong>\u0130\u015fe al\u0131mda toplam kalite<\/strong><\/h2>\n<p>A\u00e7\u0131k pozisyonlar\u0131n belirlenmesi neticesinde i\u015fe al\u0131m s\u00fcrecinin toplam kalite y\u00f6netimi ile tamamlanmas\u0131, insan kaynaklar\u0131n\u0131n vizyonuna katma de\u011fer katarak, i\u015fleyi\u015fi belirli bir standarda koyacakt\u0131r. Bunun i\u00e7in ise;<\/p>\n<ul>\n<li><strong><em>\u201cKadro talep formu\u201d <\/em><\/strong>olu\u015fturulmal\u0131d\u0131r. Bu form, birimlerin personel taleplerini s\u00f6zel ve manuel yap\u0131dan kurtararak y\u00f6netim onay\u0131 ile ger\u00e7ekle\u015ftirme stratejisini kazand\u0131racakt\u0131r.<\/li>\n<li>S\u00fcrecin nas\u0131l ilerleyece\u011fi birim y\u00f6neticilerine ve \u00fcst y\u00f6netime iletilmelidir ki s\u00fcre\u00e7 esnas\u0131nda koordinasyon sa\u011flanabilsin.<\/li>\n<li>\u0130lk g\u00f6r\u00fc\u015fmeleri mutlaka \u0130nsan Kaynaklar\u0131 departman\u0131 yapmal\u0131d\u0131r. \u0130nsan kaynaklar\u0131n\u0131n uygun g\u00f6rd\u00fc\u011f\u00fc adaylar birim m\u00fclakat\u0131na y\u00f6nlendirilmelidir.<\/li>\n<li>S\u00fcre\u00e7 esnas\u0131nda pozisyona g\u00f6re ki\u015filik envanteri, yabanc\u0131 dil testi vb. yetkinlik ve yeterlilik \u00f6l\u00e7en de\u011ferlendirme testleri yap\u0131lmal\u0131d\u0131r. \u00d6zellikle beyaz yaka ve y\u00f6netici pozisyonlar\u0131 i\u00e7in de\u011ferlendirme testleri \u00f6nem arz etmektedir. Bu konuda <a href=\"https:\/\/www.kariyer.net\/ik-blog\/calisanlarinizin-gelisimine-hedef-odakli-testlerle-yon-verin\/\" target=\"_blank\" rel=\"noopener\"><strong>Kariyer.net<\/strong><\/a>\u2019in sunmu\u015f oldu\u011fu olanaklardan mutlaka yararlan\u0131lmal\u0131d\u0131r. \u00d6yle ki y\u0131ll\u0131k turn-over oranlar\u0131n\u0131n azalt\u0131lmas\u0131na, de\u011ferlendirme testleri katk\u0131 sa\u011flayacakt\u0131r.<\/li>\n<li>M\u00fclakat s\u00fcrecinin a\u015famalar\u0131 i\u00e7in ise \u201c<strong><em>M\u00fclakat De\u011ferlendirme Formu<\/em><\/strong>\u201d olu\u015fturulmal\u0131d\u0131r. \u0130\u015fe al\u0131m g\u00f6r\u00fc\u015fmelerinde g\u00f6r\u00fc\u015fmeyi yapan y\u00f6neticilerin aday\u0131n istihdam\u0131 ile ilgili verdi\u011fi uygunluk, yaz\u0131l\u0131 olarak kay\u0131t alt\u0131na al\u0131nmal\u0131d\u0131r. \u00dcst y\u00f6netime norm kadronun neden a\u015f\u0131ld\u0131\u011f\u0131 ile ilgili yap\u0131lacak raporlamalarda da sorumluluk yaln\u0131zca insan kaynaklar\u0131nda olmamal\u0131d\u0131r.<\/li>\n<\/ul>\n<p>\u0130\u015fe al\u0131m, insan kaynaklar\u0131 uygulamalar\u0131 i\u00e7erisindeki \u00f6nemi a\u00e7\u0131s\u0131ndan, y\u00f6netimin g\u00fcndeminde ilk s\u0131ralarda yer alabilir. \u0130\u015fe al\u0131m\u0131n yaln\u0131zca sonu\u00e7lar\u0131na odaklan\u0131lmas\u0131 ve maliyetlerinin g\u00f6z ard\u0131 edilmesi marjinal fayday\u0131 azaltacakt\u0131r. Asl\u0131nda g\u00f6r\u00fcnenin ard\u0131nda ciddi bir i\u015f y\u00fck\u00fc, planlama ve organizasyon ihtiyac\u0131 bar\u0131nd\u0131rmaktad\u0131r.<\/p>\n<p>Do\u011fru i\u015fe do\u011fru aday mottosu ile istihdam\u0131 sa\u011flayarak a\u00e7\u0131k pozisyonlar\u0131 kapatmak ve personel devir h\u0131z\u0131n\u0131 azaltma \u00e7al\u0131\u015fmalar\u0131na katk\u0131da bulunmak i\u00e7in sahada olmak gerekmektedir. \u0130\u015fe al\u0131m s\u00fcrecini yaln\u0131zca ofisten y\u00fcr\u00fctmek do\u011fru olmad\u0131\u011f\u0131 gibi bu durum g\u00fcncel insan kaynaklar\u0131 uygulamalar\u0131n\u0131 ger\u00e7ekle\u015ftirmeyi de zorla\u015ft\u0131racakt\u0131r.<\/p>\n<p>Ayn\u0131 zamanda birimler ile do\u011fru bir ileti\u015fim kurup, koordinasyonu sa\u011flayarak etkin ve stratejik bir insan kaynaklar\u0131 departman\u0131 olu\u015fturmak i\u00e7in \u0130K ekibinin birimlerde s\u00fcreci y\u00fcr\u00fcten personelden bilgi almas\u0131 ve i\u015fin kurgusunu bu \u015fekilde olu\u015fturmas\u0131 hem stratejik \u00fcst\u00fcnl\u00fck hem de sinerjinin kurdu\u011fu denge ile hedeflerine do\u011fru yol almas\u0131n\u0131 sa\u011flayacakt\u0131r. Olu\u015fturulan altyap\u0131 neticesinde ortaya \u00e7\u0131kan sonu\u00e7 ise insan kaynaklar\u0131 departman\u0131n\u0131n vizyonunu de\u011ferli k\u0131lacakt\u0131r. \u00c7\u00fcnk\u00fc \u201c<em>Vizyon, g\u00f6r\u00fcnmez \u015feyleri g\u00f6rme sanat\u0131d\u0131r.\u201d <\/em>(Jonathan Swift)<\/p>\n<p><strong>Konuk Yazar:<\/strong> \u0130shak YILDIZ \/ MEF \u00dcniversitesi \u0130nsan Kaynaklar\u0131 M\u00fcd\u00fcr Yrd.<\/p>\n<p>Yazara ait di\u011fer yaz\u0131lar\u0131 okumak i\u00e7in\u00a0<strong><a href=\"https:\/\/www.kariyer.net\/ik-blog\/tag\/ishak-yildiz\/\" target=\"_blank\" rel=\"noopener\">buraya<\/a><\/strong>\u00a0t\u0131klayabilirsiniz.<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID13705\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"13705\"\n         id=\"da-reactions-slot-post-13705\">\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>\u0130nsan kaynaklar\u0131, bir \u015firket i\u00e7in i\u015fe al\u0131mdan \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 \u00e7al\u0131\u015fmalar\u0131na kadar bir\u00e7ok noktada stratejik \u00f6neme sahip bir departman. Peki, \u0130K&#8217;n\u0131n \u00f6nemli fonksiyonlar\u0131ndan biri olan i\u015fe al\u0131m s\u00fcreci nas\u0131l y\u00f6netilmeli?\u00a0 \u0130nsan kaynaklar\u0131; kurumlar\u0131n y\u00f6netsel ve i\u015flevsel s\u00fcre\u00e7leri a\u00e7\u0131s\u0131ndan olduk\u00e7a \u00f6nemli bir departman oldu\u011fundan, y\u00f6netim yap\u0131s\u0131na katk\u0131 sa\u011flayan birimlerin ba\u015f\u0131nda gelir. Kurumdaki t\u00fcm birim ve pozisyonlar\u0131n personel [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID13705\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"13705\"\n         id=\"da-reactions-slot-post-13705\">\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":13707,"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":[26,2],"tags":[46,195,1189],"class_list":{"0":"post-13705","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-insan-kaynaklari","8":"category-ise-alim-tavsiyeleri","9":"tag-insan-kaynaklari","10":"tag-ise-alim","11":"tag-ishak-yildiz"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.4 (Yoast SEO v26.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>\u0130\u015fe al\u0131m s\u00fcreci nas\u0131l y\u00f6netilmeli?<\/title>\n<meta name=\"description\" content=\"\u0130nsan kaynaklar\u0131, bir \u015firket i\u00e7in i\u015fe al\u0131mdan \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 \u00e7al\u0131\u015fmalar\u0131na kadar bir\u00e7ok noktada stratejik \u00f6neme sahip bir departman.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kariyer.net\/ik-blog\/ise-alim-sureci-nasil-yonetilmeli\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u0130\u015fe al\u0131m s\u00fcreci nas\u0131l y\u00f6netilmeli?\" \/>\n<meta property=\"og:description\" content=\"\u0130nsan kaynaklar\u0131, bir \u015firket i\u00e7in i\u015fe al\u0131mdan \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 \u00e7al\u0131\u015fmalar\u0131na kadar bir\u00e7ok noktada stratejik \u00f6neme sahip bir departman. 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Peki, \u0130K'n\u0131n","og_url":"https:\/\/www.kariyer.net\/ik-blog\/ise-alim-sureci-nasil-yonetilmeli\/","og_site_name":"\u0130K Blog","article_published_time":"2023-06-08T06:49:27+00:00","article_modified_time":"2024-08-12T08:59:06+00:00","og_image":[{"width":900,"height":600,"url":"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2022\/06\/interview.jpg","type":"image\/jpeg"}],"author":"Konuk Yazar","twitter_misc":{"Yazan:":"Konuk Yazar","Tahmini okuma s\u00fcresi":"4 dakika"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.kariyer.net\/ik-blog\/ise-alim-sureci-nasil-yonetilmeli\/#article","isPartOf":{"@id":"https:\/\/www.kariyer.net\/ik-blog\/ise-alim-sureci-nasil-yonetilmeli\/"},"author":{"name":"Konuk Yazar","@id":"https:\/\/www.kariyer.net\/ik-blog\/#\/schema\/person\/1ae7488d52797e00507ed304e7ec5a87"},"headline":"\u0130\u015fe al\u0131m s\u00fcreci nas\u0131l 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