{"id":2439,"date":"2015-06-04T17:18:05","date_gmt":"2015-06-04T14:18:05","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=2439"},"modified":"2017-06-13T11:43:14","modified_gmt":"2017-06-13T08:43:14","slug":"turkiyedeki-isverenlerin-rsi-yetenek-bulamiyorum-diyor","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/turkiyedeki-isverenlerin-rsi-yetenek-bulamiyorum-diyor\/","title":{"rendered":"\u0130\u015fverenlerin %52\u2019si \u201cyetenek bulam\u0131yorum\u201d diyor"},"content":{"rendered":"

ManpowerGroup 2015 Yetenek A\u00e7\u0131\u011f\u0131 Raporuna g\u00f6re d\u00fcnyadaki i\u015fverenlerin y\u00fczde 38\u2019i yetenekli i\u015fg\u00fcc\u00fc bulmakta zorlan\u0131yor. Son yedi y\u0131l\u0131n en y\u00fcksek oran\u0131 olarak dikkat \u00e7eken bu oran\u0131n ge\u00e7en y\u0131la g\u00f6re y\u00fczde 2 artt\u0131\u011f\u0131 g\u00f6r\u00fcl\u00fcyor. T\u00fcrkiye rakamlar\u0131 ise \u00e7ok daha dikkat \u00e7ekici.<\/strong><\/p>\n

\"yetenekmanpwoer1\"<\/a>ManpowerGroup<\/strong> taraf\u0131ndan on y\u0131ld\u0131r k\u00fcresel \u00e7apta haz\u0131rlanan Yetenek A\u00e7\u0131\u011f\u0131 Raporu<\/strong>\u2019nun 2015 sonu\u00e7lar\u0131 42 \u00fclkeden, 10\u2019dan fazla sekt\u00f6rden 41,748 i\u015fverenle g\u00f6r\u00fc\u015f\u00fclerek haz\u0131rland\u0131. Bu ara\u015ft\u0131rmaya g\u00f6re i\u015fverenlerin y\u00fczde 38\u2019i, yetenek a\u00e7\u0131\u011f\u0131yla kar\u015f\u0131 kar\u015f\u0131ya olduklar\u0131n\u0131 ve do\u011fru becerilere sahip personel bulmakta zorluk ya\u015fad\u0131klar\u0131n\u0131 belirtiyor.<\/p>\n

Yetenek krizini en \u00e7ok Japonya ya\u015f\u0131yor \u00a0<\/strong><\/h2>\n

K\u00fcresel yetenek krizinde ilk s\u0131raya y\u00fczde 83 ile Japonya yerle\u015firken, ard\u0131ndan y\u00fczde 68 ile Peru, y\u00fczde 65 ile Hong Kong, y\u00fczde 61 ile Brezilya ve Romanya geliyor. En az yetenek a\u00e7\u0131\u011f\u0131 bulunan \u00fclkeler ise y\u00fczde 18 ile \u00c7ek Cumhuriyeti, y\u00fczde 14 ile Hollanda, \u0130spanya ve \u0130ngiltere, y\u00fczde 11 ile \u0130rlanda olarak belirleniyor.<\/p>\n

Avrupa, Orta Do\u011fu ve Afrika\u2019n\u0131n yer ald\u0131\u011f\u0131 EMEA B\u00f6lgesi\u2019nden ara\u015ft\u0131rmaya kat\u0131lan i\u015fverenlerin y\u00fczde 32\u2019si yetenek a\u00e7\u0131\u011f\u0131ndan \u015fikayet\u00e7i. Bu oran 2008 y\u0131l\u0131ndan bu yana b\u00f6lge genelinde belirtilen en y\u00fcksek oran olmas\u0131yla dikkat \u00e7ekiyor. B\u00f6lgedeki en y\u00fcksek yetenek a\u00e7\u0131klar\u0131 y\u00fczde 61 ile Romanya ve y\u00fczde 59 ile Yunanistan\u2019dan geliyor.<\/p>\n

Yetenekli i\u015f g\u00fcc\u00fcne eri\u015fim konusundaki s\u0131k\u0131nt\u0131lar daha da k\u00f6t\u00fcle\u015fti<\/strong><\/h2>\n

Manpower T\u00fcrkiye Genel M\u00fcd\u00fcr\u00fc Reha Hatipo\u011flu<\/strong>,\u201cTeknolojinin \u00f6ng\u00f6r\u00fclemeyen ve h\u0131z\u0131 zapt edilemeyen geli\u015fimi, entelekt\u00fcel\/ bilin\u00e7li t\u00fcketiciler, devaml\u0131 de\u011fi\u015fen toplumsal istatistikler, bireysel tercihlerin yeni trend haline gelmesiyle yeni bir d\u00fcnya yarat\u0131ld\u0131. Ve bu d\u00fcnyada i\u015fverenlerin y\u00fczde 38\u2019i yetenek gerektiren i\u015f pozisyonlar\u0131n\u0131 doldurmakta zorluk \u00e7ektiklerini s\u00f6yl\u00fcyor\u201d yorumunu yap\u0131yor.<\/p>\n

Hatipo\u011flu ayr\u0131ca, yetenekli i\u015f g\u00fcc\u00fcne sahip olman\u0131n kurumlar\u0131n b\u00fcy\u00fcmesine ve verimlili\u011fine ciddi etkileri oldu\u011funa dikkat \u00e7ekiyor. Hatipo\u011flu, \u201cGe\u00e7mi\u015f y\u0131llarda yap\u0131lan ManpowerGroup Yetenek A\u00e7\u0131\u011f\u0131 Ara\u015ft\u0131rmalar\u0131n\u0131 da de\u011ferlendirdi\u011fimizde i\u015fverenlerin, hem durgunluk \u00f6ncesi hem de sonras\u0131 d\u00f6nemlerde yetenekli i\u015fg\u00fcc\u00fcne eri\u015fmekte zorland\u0131klar\u0131n\u0131 a\u00e7\u0131k\u00e7a g\u00f6r\u00fcyoruz. 2008 krizinden sonra k\u00fcresel ekonomi yava\u015f yava\u015f tekrar g\u00fc\u00e7 kazand\u0131 fakat yetenekli i\u015fg\u00fcc\u00fcne eri\u015fim<\/strong> konusundaki s\u0131k\u0131nt\u0131lar daha da k\u00f6t\u00fcle\u015fti. Dolay\u0131s\u0131yla yetenek a\u00e7\u0131\u011f\u0131 sorunu d\u00fczelecek gibi durmuyor\u201d diye konu\u015fuyor.<\/p>\n

T\u00fcrkiye\u2019de rakamlar geriledi <\/strong><\/h2>\n

Ara\u015ft\u0131rmada, ge\u00e7en y\u0131l y\u00fczde 63 olan T\u00fcrkiye\u2019deki yetenek a\u00e7\u0131\u011f\u0131 rakamlar\u0131n\u0131n bu y\u0131l y\u00fczde 52\u2019ye geriledi\u011fi ortaya \u00e7\u0131k\u0131yor. Hatipo\u011flu T\u00fcrkiye rakamlar\u0131yla ilgili olarak, 2015 ara\u015ft\u0131rmas\u0131ndaki i\u015fverenlerin y\u00fczde 63\u2019\u00fcn\u00fcn ge\u00e7en y\u0131l doldurmakta zorland\u0131klar\u0131n\u0131 ifade ettikleri pozisyonlarla ilgili bu y\u0131l da ayn\u0131 derecede zorluk \u00e7ektiklerini s\u00f6yledi\u011fini bildiriyor. Hatipo\u011flu, \u201cT\u00fcrkiye\u2019nin, d\u00fcnya ortalamas\u0131n\u0131n \u00fczerinde seyreden yetenek a\u00e7\u0131\u011f\u0131n\u0131n en temel sebebi ise ulusal bir \u0130K politikam\u0131z\u0131n hala olmay\u0131\u015f\u0131 ve dolay\u0131s\u0131yla bir planlaman\u0131n yap\u0131lamay\u0131\u015f\u0131d\u0131r. \u0130\u015fletmelerin toplumun farkl\u0131 demografik gruplar\u0131ndaki yeteneklere eri\u015fmeye y\u00f6nelmeleri, kusursuz \u00e7al\u0131\u015fan yerine e\u011fitime ve \u00f6\u011frenmene a\u00e7\u0131k aday havuzunu da de\u011ferlendirmeleri gerekiyor. \u00d6te yandan, i\u015fverenlerin sadece y\u00fczde 10’u toplumun genelindeki yetenekleri ke\u015ffetmeye \u00e7al\u0131\u015f\u0131yor. Ve \u015fa\u015f\u0131rt\u0131c\u0131 bir \u015fekilde sadece y\u00fczde 3\u2019\u00fc gen\u00e7 yeteneklere bak\u0131yor\u201d diyor.<\/p>\n

2015 y\u0131l\u0131nda en fazla \u201cYetenek A\u00e7\u0131\u011f\u0131\u201d bulunan 10 pozisyon:<\/strong><\/h2>\n

T\u00fcrkiye<\/strong><\/span><\/p>\n

1.\u00a0\u00a0Zanaatk\u00e2r<\/p>\n

2.\u00a0M\u00fchendis<\/a><\/p>\n

3.\u00a0Teknisyen<\/a><\/p>\n

4.\u00a0Muhasebe ve Finans Personeli<\/p>\n

5.\u00a0Sat\u0131\u015f Temsilcisi<\/a><\/p>\n

6.\u00a0Nitelikli i\u015f\u00e7i<\/p>\n

7.\u00a0Pazarlama\/Halkla \u0130li\u015fkiler\/\u0130leti\u015fim Personeli<\/p>\n

8.\u00a0Restoran ve Otel Personeli<\/p>\n

9.\u00a0\u015eof\u00f6r<\/p>\n

10.\u00a0Y\u00f6netici\/\u0130dareci<\/p>\n

D\u00fcnya<\/strong><\/span><\/p>\n

1.\u00a0Zanaatk\u00e2r<\/p>\n

2.\u00a0Sat\u0131\u015f Temsilcisi<\/p>\n

3.\u00a0M\u00fchendis<\/p>\n

4.\u00a0Teknisyen<\/p>\n

5.\u00a0\u015eof\u00f6r<\/p>\n

6.\u00a0Y\u00f6netici\/\u0130dareci<\/p>\n

7.\u00a0Muhasebe ve Finans Personeli<\/p>\n

8.\u00a0Y\u00f6netici Asistan\u0131\/Sekreter<\/p>\n

9.\u00a0BT Personeli (programc\u0131\/geli\u015ftirici)<\/p>\n

10.\u00a0\u00dcretim ve Makine Operat\u00f6r\u00fc<\/p>\n

\"2015_Talent_Shortage_Survey_Infographic-lo_res2\"<\/a><\/p>\n

 <\/p>\n

 <\/p>\n

 <\/p>\n\n

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ManpowerGroup 2015 Yetenek A\u00e7\u0131\u011f\u0131 Raporuna g\u00f6re d\u00fcnyadaki i\u015fverenlerin y\u00fczde 38\u2019i yetenekli i\u015fg\u00fcc\u00fc bulmakta zorlan\u0131yor. Son yedi y\u0131l\u0131n en y\u00fcksek oran\u0131 olarak dikkat \u00e7eken bu oran\u0131n ge\u00e7en y\u0131la g\u00f6re y\u00fczde 2 artt\u0131\u011f\u0131 g\u00f6r\u00fcl\u00fcyor. T\u00fcrkiye rakamlar\u0131 ise \u00e7ok daha dikkat \u00e7ekici. ManpowerGroup taraf\u0131ndan on y\u0131ld\u0131r k\u00fcresel \u00e7apta haz\u0131rlanan Yetenek A\u00e7\u0131\u011f\u0131 Raporu\u2019nun 2015 sonu\u00e7lar\u0131 42 \u00fclkeden, 10\u2019dan fazla […]<\/p>\n\n

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