{"id":14110,"date":"2022-09-26T11:26:33","date_gmt":"2022-09-26T08:26:33","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=14110"},"modified":"2024-08-12T11:59:08","modified_gmt":"2024-08-12T08:59:08","slug":"2023-ik-trendlerinin-odaginda-insan-var","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/2023-ik-trendlerinin-odaginda-insan-var\/","title":{"rendered":"2023 \u0130K trendlerinin oda\u011f\u0131nda &#8220;insan&#8221; var!"},"content":{"rendered":"<p><strong>\u0130K alan\u0131nda <a href=\"https:\/\/www.kariyer.net\/ik-blog\/2022-ik-trendleri-oncelikler-degisiyor\/\" target=\"_blank\" rel=\"noopener\">\u00f6nceki y\u0131llarda<\/a> a\u00e7\u0131klanan trendlerin \u00e7o\u011funun, art\u0131k bir e\u011filim de\u011fil kal\u0131c\u0131 bir uygulama haline geldi\u011fini ve 2023 y\u0131l\u0131nda da geli\u015fmeye devam edece\u011fini s\u00f6ylemek m\u00fcmk\u00fcn. Peki, 2023 y\u0131l\u0131nda \u0130K hangi konulara odaklanacak?<\/strong><\/p>\n<p>G\u00fcn\u00fcm\u00fcz\u00fcn rekabet\u00e7i i\u015fg\u00fcc\u00fc piyasas\u0131n\u0131 ve her zamankinden daha fazla esneklik gerektiren i\u015f d\u00fcnyas\u0131n\u0131 d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcm\u00fczde; \u0130K profesyonellerinin bir sonraki ad\u0131m\u0131n ne olaca\u011f\u0131n\u0131 planlamas\u0131n\u0131n, stratejik d\u00fczeyde \u00f6nemli oldu\u011funu s\u00f6yleyebiliriz. 2023 y\u0131l\u0131nda global d\u00fczeyde \u0130K uygulamalar\u0131n\u0131 \u015fekillendirecek trendler de bu ama\u00e7la belli olmaya ba\u015flad\u0131. \u0130\u015fte, 2023\u2019te \u0130K\u2019n\u0131n g\u00fcndeminde olacak ana konular!<\/p>\n<h2><strong>Yetene\u011fi elde tutma<\/strong><\/h2>\n<p>Dinamik ve dengelerin hassas oldu\u011fu bu ortamda en iyi yetenekleri \u00e7ekmek, hem onlar\u0131 hem de mevcut \u00e7al\u0131\u015fanlar\u0131 elde tutmaya \u00e7al\u0131\u015fmak ciddi bir efor istiyor. Bu noktada mevcut durumu iyi analiz etmek ve sekt\u00f6r\u00fcn hangi y\u00f6ne gitti\u011fini takip etmek gerekiyor. Yap\u0131lan ara\u015ft\u0131rmalar \u00e7al\u0131\u015fanlar\u0131 elde tutman\u0131n itici g\u00fcc\u00fcn\u00fcn, maa\u015f ve sosyal haklardan \u00e7ok \u015firket k\u00fclt\u00fcr\u00fc oldu\u011funu ortaya koyuyor. Paycor&#8217;un bir anketinde kat\u0131l\u0131mc\u0131lara <strong>\u201c\u0130\u015finizde kalmaya devam etme nedeniniz nedir?\u201d<\/strong> diye soruluyor ve \u015fu cevaplar al\u0131n\u0131yor:<\/p>\n<ul>\n<li>\u015eirket k\u00fclt\u00fcr\u00fc (%22)<\/li>\n<li>Maa\u015f\/haklar (%21)<\/li>\n<li>Esnek programlar (%18)<\/li>\n<li>\u00d6\u011frenme ve b\u00fcy\u00fcme f\u0131rsatlar\u0131 (%14)<\/li>\n<li>Ekibim, i\u015f arkada\u015flar\u0131m (%13)<\/li>\n<\/ul>\n<p>Pandemi, \u015firket k\u00fclt\u00fcrlerinin g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerini ortaya \u00e7\u0131kard\u0131. Baz\u0131 \u015firketler bu s\u00fcre\u00e7ten daha g\u00fc\u00e7l\u00fc \u00e7\u0131karken, baz\u0131lar\u0131 sanc\u0131l\u0131 bir d\u00f6nem ge\u00e7irdi. Asl\u0131nda g\u00fcvene \u00f6nem veren bir k\u00fclt\u00fcre sahip olan, g\u00fc\u00e7l\u00fc bir ileti\u015fim sunan \u015firketler s\u00fcre\u00e7ten kazan\u00e7l\u0131 \u00e7\u0131kt\u0131.<\/p>\n<p>De\u011fi\u015fen uygulamalarla birlikte geli\u015fen \u015firket k\u00fclt\u00fcr\u00fc, adaylar taraf\u0131ndan da art\u0131k en fazla dikkat edilen konulardan biri. Ayn\u0131 ara\u015ft\u0131rmaya g\u00f6re i\u015fletmelerin %91&#8217;i \u00f6n\u00fcm\u00fczdeki 12 ay boyunca i\u015fe al\u0131m yapmay\u0131 planl\u0131yor. Farkl\u0131 bir <a href=\"https:\/\/www.wtwco.com\/en-US\/Insights\/2022\/07\/2022-trends-in-employee-pay\" target=\"_blank\" rel=\"noopener\">ara\u015ft\u0131rma<\/a>, ABD \u015firketlerinin yakla\u015f\u0131k \u00fc\u00e7te ikisinin 2023&#8217;te bu y\u0131ldan daha y\u00fcksek maa\u015f zamm\u0131 yapmay\u0131 planlad\u0131\u011f\u0131n\u0131 g\u00f6steriyor. Ancak unutulmamal\u0131 ki \u015firketler ve \u00e7al\u0131\u015fanlar aras\u0131ndaki ili\u015fki temelden de\u011fi\u015fiyor. \u00c7al\u0131\u015fanlar, i\u015fverenlerden ge\u00e7mi\u015fte oldu\u011fundan daha fazlas\u0131n\u0131 bekliyor. Bu nedenle \u015firketlerin yetenekleri \u00e7ekmek ve elde tutmak i\u00e7in maddi olmayan yollar da bulmas\u0131 gerekiyor. \u00c7al\u0131\u015fanlar\u0131 elde tutma, 2023&#8217;\u00fcn bir numaral\u0131 \u00f6nceli\u011fi olacak gibi duruyor.<\/p>\n<h2><strong>\u015eirket k\u00fclt\u00fcr\u00fcn\u00fcn rol\u00fcn\u00fc yeniden de\u011ferlendirme<\/strong><\/h2>\n<p>\u0130\u015f arayanlar\u0131n %86\u2019s\u0131 bir pozisyona ba\u015fvurmadan \u00f6nce \u015firketi ara\u015ft\u0131r\u0131yor. Y\u00fcksek bir maa\u015f sunulsa bile adaylar\u0131n %75&#8217;i k\u00f6t\u00fc \u00fcne sahip bir \u015firkette \u00e7al\u0131\u015fmayacaklar\u0131n\u0131 s\u00f6yl\u00fcyor. Bu veriler, \u015firketinizin d\u0131\u015far\u0131daki marka alg\u0131s\u0131n\u0131n her zamankinden daha \u00f6nemli oldu\u011funu g\u00f6steriyor.<\/p>\n<p>\u0130K uygulamalar\u0131 ne kadar dijitalle\u015fse de nihayetinde insan temelli bir i\u015f yap\u0131ld\u0131\u011f\u0131n\u0131n unutulmamas\u0131 gerekiyor.\u00a0 Elbette yapay zekan\u0131n da yapamayaca\u011f\u0131 baz\u0131 \u015feyler var. \u0130\u015fg\u00fcc\u00fcnde fiziksel ve zihinsel sa\u011fl\u0131k konular\u0131nda yap\u0131lmas\u0131 gereken \u00e7ok fazla \u015fey bulunuyor ve bunlar\u0131n \u00e7o\u011fu, insan kaynaklar\u0131 departmanlar\u0131n\u0131n ele almas\u0131 gereken insani konular.<\/p>\n<h2><strong>\u00c7al\u0131\u015fan sa\u011fl\u0131\u011f\u0131na \u00f6nem verme<\/strong><\/h2>\n<p>T\u00fckenmi\u015flik, stres ve k\u00f6t\u00fc i\u015f-ya\u015fam dengesi, \u00e7al\u0131\u015fanlar i\u00e7in hala d\u00fczeltilmesi gereken konular aras\u0131nda. <strong>\u00c7al\u0131\u015fanlar neden stresli, t\u00fckenmi\u015f veya yaln\u0131z hissediyor?\u00a0<\/strong><\/p>\n<p>Bu soruya do\u011fru cevap verebilmek i\u00e7in \u00e7al\u0131\u015fan sa\u011fl\u0131\u011f\u0131 bilincini geli\u015ftirmek gerekiyor. Bunun \u00fcretkenli\u011fi ve \u015firkete ba\u011fl\u0131l\u0131\u011f\u0131 artt\u0131rmada etkili bir yol oldu\u011fu rahatl\u0131kla s\u00f6ylenebilir. Bu nedenle, bir\u00e7ok \u015firket <a href=\"https:\/\/www.kariyer.net\/ik-blog\/calisan-mutlulugu-icin-kurumsal-wellbeing-sart\/\" target=\"_blank\" rel=\"noopener\"><strong>zihinsel ve fiziksel sa\u011fl\u0131k uygulamalar\u0131<\/strong><\/a>n\u0131 \u00e7e\u015fitlendiriyor. Bu yakla\u015f\u0131m, yaln\u0131zca \u00e7al\u0131\u015fanlar\u0131n elde tutulmas\u0131na yard\u0131mc\u0131 olmakla kalm\u0131yor, ayn\u0131 zamanda genel \u00fcretkenli\u011fi de artt\u0131r\u0131yor. Sonu\u00e7 olarak, \u015firketin performans\u0131 da art\u0131yor.<\/p>\n<h2><strong>Herkes i\u00e7in i\u015fe yarayan bir \u00e7al\u0131\u015fma modelini kal\u0131c\u0131 hale getirme<\/strong><\/h2>\n<p><strong><a href=\"https:\/\/www.kariyer.net\/kariyer-rehberi\/hibrit-calisma-modeli-nedir\/\" target=\"_blank\" rel=\"noopener\">Uzaktan \u00e7al\u0131\u015fma<\/a><\/strong>, art\u0131k bir trend de\u011fil. Kal\u0131c\u0131 olarak g\u00f6r\u00fclmesi gereken ve belki baz\u0131 \u015firketlerde iyile\u015ftirilmesi gereken bir uygulama. Bug\u00fcn geldi\u011fimiz noktada, uzaktan \u00e7al\u0131\u015fma se\u00e7ene\u011fi sunan i\u015fverenler, sunmayanlara g\u00f6re 7 kat daha fazla ba\u015fvuru al\u0131yor.<\/p>\n<p>Hatta teknoloji sekt\u00f6r\u00fcnde i\u015f arayanlar\u0131n, uzaktan \u00e7al\u0131\u015fma esnekli\u011fi yoksa, g\u00f6r\u00fc\u015fme s\u00fcrecini b\u0131rakt\u0131\u011f\u0131 g\u00f6r\u00fclebiliyor. Enflasyon ve \u00e7e\u015fitli maliyetler d\u00fc\u015f\u00fcn\u00fcld\u00fc\u011f\u00fcnde de i\u015fe gidip gelmek pek avantajl\u0131 durmuyor. Sonu\u00e7 olarak, giderek daha fazla say\u0131da i\u015fveren, 2023 y\u0131l\u0131nda da klasik 9-5 tam zamanl\u0131 ofis i\u00e7i program\u0131n aksine, \u00e7al\u0131\u015fanlara daha iyi esneklik ve uzaktan \u00e7al\u0131\u015fma se\u00e7enekleri sunmaya devam edecek.<\/p>\n<h2><strong>Sosyal medyada bilinirlik <\/strong><\/h2>\n<p>G\u00fcn\u00fcm\u00fczde marka bilinirli\u011fini artt\u0131rmak \u00f6nemli bir fakt\u00f6r. Bu nedenle bir\u00e7ok \u015firket, marka otoritesini geli\u015ftirmek, yetenekleri \u00e7ekmek ve mevcut \u00e7al\u0131\u015fanlar\u0131yla etkile\u015fim kurmak i\u00e7in sosyal medyaya yat\u0131r\u0131m yap\u0131yor. Sosyal platformlar 2023 y\u0131l\u0131nda yaln\u0131zca g\u00fc\u00e7l\u00fc bir \u0130K arac\u0131 haline gelmekle kalmayacak, ayn\u0131 zamanda pazar analizi i\u00e7in zorunlu bir kaynak da olacak.<\/p>\n<h2><strong>Beceriye dayal\u0131 i\u015fe al\u0131m<\/strong><\/h2>\n<p>Akademik bilgi hala de\u011ferli olsa da art\u0131k tek ba\u015f\u0131na yeterli de\u011fil, \u00e7\u00fcnk\u00fc akademik alanda kazan\u0131lan dereceler her zaman yetene\u011fi yans\u0131tm\u0131yor. Bu nedenle i\u015finde yetkin olan adaylara ula\u015fmak, \u00f6zellikle de teknik rollerde g\u00f6rev alacak adaylar\u0131n yetkinliklerini en do\u011fru \u015fekilde <strong><a href=\"https:\/\/www.kariyer.net\/ik-blog\/tag\/coensio\/\" target=\"_blank\" rel=\"noopener\">\u00f6l\u00e7ebilmek<\/a><\/strong> 2023&#8217;\u00fcn temel konular\u0131 aras\u0131nda.<\/p>\n<p>Society for Human Resources Management (SHRM) <strong><a href=\"https:\/\/www.kariyer.net\/kariyer-rehberi\/yumusak-becerilerini-vurgula-hayalindeki-isi-kap\/\" target=\"_blank\" rel=\"noopener\">yumu\u015fak beceriler<\/a><\/strong>in 2023 y\u0131l\u0131nda her zamankinden daha \u00f6nemli, hatta g\u00fc\u00e7 becerileri olaca\u011f\u0131n\u0131 ifade ediyor. \u0130leti\u015fim, duygusal zeka, tak\u0131m \u00e7al\u0131\u015fmas\u0131, profesyonel tutum ve i\u015f eti\u011fi gibi daha \u00e7ok ili\u015fki merkezli alanlar\u0131 kapsayan yumu\u015fak beceriler, gelece\u011fin profesyonellerinde aranan \u00f6nemli niteliklerden.<\/p>\n<h2><strong>Geli\u015fim odakl\u0131 performans y\u00f6netimi\u00a0<\/strong><\/h2>\n<p>\u0130K direkt\u00f6rlerinin %65&#8217;i, performans y\u00f6netim s\u00fcre\u00e7lerinin ge\u00e7en y\u0131l ikinci plana at\u0131ld\u0131\u011f\u0131n\u0131 s\u00f6yl\u00fcyor. (<a href=\"https:\/\/www.clearreview.com\/performance-management-report-2022\/\" target=\"_blank\" rel=\"noopener\">Performans Y\u00f6netimi Raporu 2022<\/a>) Bu nedenle performansla ilgili konu\u015fmalar\u0131n kalitesini iyile\u015ftirmek, 2023\u2019\u00fcn ana konular\u0131ndan bir di\u011feri&#8230; Elbette \u0130K, y\u00f6neticiyle \u00e7al\u0131\u015fan aras\u0131ndaki her g\u00f6r\u00fc\u015fmeye kat\u0131lamayacak, ancak etkin bir g\u00f6r\u00fc\u015fme i\u00e7in s\u00fcreci tasarlayabilecek.<\/p>\n<p><strong>Kaynaklar:<\/strong><\/p>\n<ul>\n<li><a href=\"https:\/\/www.paycor.com\/wp-content\/uploads\/2022\/06\/Q1_WhitePaper_InsightsPredictions_FA-061522.pdf\" target=\"_blank\" rel=\"noopener\">Paycor<\/a><\/li>\n<li><a href=\"https:\/\/gethownow.com\/blog\/hr-trends-and-predictions-for-2023\/\" target=\"_blank\" rel=\"noopener\">HowNow<\/a><\/li>\n<li><a href=\"https:\/\/connecteam.com\/the-hottest-hr-trends\/\" target=\"_blank\" rel=\"noopener\">Connecteam<\/a><\/li>\n<li><a href=\"https:\/\/www.employeecycle.com\/recruitment-trends-and-tips-for-2023\/\" target=\"_blank\" rel=\"noopener\">EmployeeCycle<\/a><\/li>\n<li><a href=\"https:\/\/www.paycom.com\/resources\/hr-trends-to-support-employees-in-2023-and-beyond\/\" target=\"_blank\" rel=\"noopener\">Paycom<\/a><\/li>\n<li><a href=\"https:\/\/time.ly\/blog\/top-hr-tech-trends-every-company-should-follow\/\" target=\"_blank\" rel=\"noopener\">Time.ly<\/a><\/li>\n<\/ul>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID14110\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"14110\"\n         id=\"da-reactions-slot-post-14110\">\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>\u0130K alan\u0131nda \u00f6nceki y\u0131llarda a\u00e7\u0131klanan trendlerin \u00e7o\u011funun, art\u0131k bir e\u011filim de\u011fil kal\u0131c\u0131 bir uygulama haline geldi\u011fini ve 2023 y\u0131l\u0131nda da geli\u015fmeye devam edece\u011fini s\u00f6ylemek m\u00fcmk\u00fcn. Peki, 2023 y\u0131l\u0131nda \u0130K hangi konulara odaklanacak? G\u00fcn\u00fcm\u00fcz\u00fcn rekabet\u00e7i i\u015fg\u00fcc\u00fc piyasas\u0131n\u0131 ve her zamankinden daha fazla esneklik gerektiren i\u015f d\u00fcnyas\u0131n\u0131 d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcm\u00fczde; \u0130K profesyonellerinin bir sonraki ad\u0131m\u0131n ne olaca\u011f\u0131n\u0131 planlamas\u0131n\u0131n, stratejik [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID14110\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"14110\"\n         id=\"da-reactions-slot-post-14110\">\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":28,"featured_media":14111,"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":[1987,26,514],"tags":[1673,377,680],"class_list":{"0":"post-14110","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-haberler","8":"category-insan-kaynaklari","9":"category-yasam","10":"tag-2023-ik-trendleri","11":"tag-ik-trendleri","12":"tag-ozden-yilmaz"},"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>2023 \u0130K trendlerinin oda\u011f\u0131nda &quot;insan&quot; var! 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