{"id":41,"date":"2013-10-04T16:37:06","date_gmt":"2013-10-04T13:37:06","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=41"},"modified":"2017-06-13T17:20:01","modified_gmt":"2017-06-13T14:20:01","slug":"isten-cikis-mulakati-deyip-gecmeyin","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/isten-cikis-mulakati-deyip-gecmeyin\/","title":{"rendered":"\u0130\u015ften \u00e7\u0131k\u0131\u015f m\u00fclakat\u0131 deyip ge\u00e7meyin!"},"content":{"rendered":"

G\u00fcn\u00fcm\u00fczde \u00f6nemi giderek artan i\u015ften \u00e7\u0131k\u0131\u015f m\u00fclakatlar\u0131n\u0131n kritik de\u011feri \u015firketler taraf\u0131ndan anla\u015f\u0131lmaya ba\u015flad\u0131. \u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 ve yetenek y\u00f6netimi s\u00fcrecine yat\u0131r\u0131m i\u00e7in \u00f6nemli veriler kazand\u0131ran bu m\u00fclakatlarda en \u00e7ok y\u00f6neticiler su\u00e7lan\u0131yor.<\/b><\/p>\n

\"istencikis250150\"<\/a>\u0130nsan kaynaklar\u0131ndan<\/strong> yetenek y\u00f6netimine<\/strong> ge\u00e7ti\u011fimiz bu d\u00f6nemde yeni kavramlar da g\u00fcndemimize oturdu. G\u00fcn\u00fcm\u00fczde kurumlar\u0131n en \u00f6nemli sorunlar\u0131 aras\u0131nda iyi olan\u0131 se\u00e7mek ve iyi \u00e7al\u0131\u015fan\u0131n kurumda kalmas\u0131n\u0131 sa\u011flamak yer al\u0131yor. \u00d6zellikle itibar y\u00f6netiminin \u00f6nemi gittik\u00e7e art\u0131yor ve i\u015fe almak kadar i\u015ften \u00e7\u0131karman\u0131n da prosed\u00fcr ve politikalarla desteklenmesi gerekti\u011fi ortaya \u00e7\u0131k\u0131yor. \u00c7al\u0131\u015fan\u0131n i\u015ften ayr\u0131lma tarihinden bir veya iki g\u00fcn \u00f6nce yap\u0131lan \u00e7\u0131k\u0131\u015f m\u00fclakatlar\u0131 bir\u00e7ok farkl\u0131 amaca hizmet ediyor. UK E\u011fitim ve Dan\u0131\u015fmanl\u0131k Genel M\u00fcd\u00fcr\u00fc Dr. Umut K\u00f6ksal,<\/strong> \u00e7\u0131k\u0131\u015f m\u00fclakatlar\u0131n bir\u00e7ok konuda ayd\u0131nlat\u0131c\u0131 oldu\u011funa dikkat \u00e7ekiyor ve amac\u0131n\u0131 \u015f\u00f6yle a\u00e7\u0131kl\u0131yor: \u201c\u00c7al\u0131\u015fan\u0131n kurumdan neden ayr\u0131lmak istedi\u011fini ayr\u0131nt\u0131lar\u0131yla anlamak, elde edilecek verilerle sorunlar\u0131 irdelemek ve \u00e7\u00f6z\u00fcme kavu\u015fturmak, \u00e7al\u0131\u015fanlar\u0131n i\u015fe ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 art\u0131rmak i\u00e7in geli\u015ftirilebilecek stratejiler i\u00e7in zemin olu\u015fturmak ve turn over\u2019\u0131 azaltmakt\u0131r.\u201d<\/p>\n

T\u00fcm pozisyonlarda uygulanmal\u0131<\/b><\/p>\n

Pozisyondan ziyade \u00e7\u0131k\u0131\u015f m\u00fclakatlar\u0131n\u0131n etkin \u015fekilde kurum i\u00e7erisinde planlanarak ger\u00e7ekle\u015ftirilmesi halinde t\u00fcm pozisyonlara ili\u015fkin geri bildirim elde edilebilece\u011fini savunan K\u00f6ksal, burada kritik olan noktan\u0131n, do\u011fru \u015fekilde, sistematik olarak tasarlanmas\u0131 ve uygulamaya al\u0131nmas\u0131 oldu\u011funu vurguluyor. K\u00f6ksal, genellikle y\u00f6netici kaynakl\u0131 memnuniyetsizlikler, \u00e7al\u0131\u015fma arkada\u015flar\u0131 ile ileti\u015fim ve ili\u015fkilerde ya\u015fanan problemlerle, maa\u015f ve di\u011fer sosyal ko\u015fullar\u0131n i\u015ften ayr\u0131lmaya neden oldu\u011funu aktar\u0131yor.<\/p>\n

Y\u00f6neticiler en \u00f6nemli ayr\u0131l\u0131k sebebi<\/b><\/p>\n

\u0130\u015ften \u00e7\u0131k\u0131\u015f m\u00fclakatlar\u0131nda odak, birey yani \u00e7al\u0131\u015fand\u0131r. \u00c7\u0131k\u0131\u015f m\u00fclakat\u0131n\u0131n yap\u0131lma zaman\u0131, m\u00fclakata yapacak ki\u015fi ve s\u00fcre\u00e7 i\u00e7erisinde i\u015ften ayr\u0131lan \u00e7al\u0131\u015fana kar\u015f\u0131 olan tutum \u00f6nemlidir.\u00a0 \u00c7\u0131k\u0131\u015f m\u00fclakatlar\u0131, bir firma i\u00e7in \u00e7ok de\u011ferli ve k\u0131ymetlidir diyen K\u00f6ksal, bu m\u00fclakatlar\u0131n faydalar\u0131n\u0131 \u015f\u00f6yle s\u0131ral\u0131yor: \u201cFirmada halen \u00e7al\u0131\u015fmakta olan mevcut \u00e7al\u0131\u015fanlar\u0131n ya\u015fad\u0131klar\u0131 ve i\u015ften \u00e7\u0131k\u0131\u015f noktas\u0131na gelmeden problemleri saptayarak \u00e7\u00f6zmesini sa\u011flamas\u0131 ve firmay\u0131 ileriye ta\u015f\u0131yacak \u00e7al\u0131\u015fanlar\u0131 kurumda tutabilmesinin yolunu a\u00e7mas\u0131d\u0131r.\u201d DBE Davran\u0131\u015f Bilimleri Enstit\u00fcs\u00fc, Kurumsal Geli\u015fim Merkezi E\u011fitmeni, Etik Dan\u0131\u015fman\u0131 ve Ko\u00e7 \u015eebnem Erg\u00fcl<\/strong>\u00a0kurumlarla \u00e7al\u0131\u015fmalar\u0131nda bazen \u0130nsan Kaynaklar\u0131<\/em> y\u00f6neticileri yerine ayr\u0131lan ki\u015finin y\u00f6neticilerinin \u00e7\u0131k\u0131\u015f m\u00fclakat\u0131n\u0131 yapt\u0131klar\u0131n\u0131 g\u00f6zlemlediklerini belirtiyor. Erg\u00fcl, \u00e7arp\u0131c\u0131 bir a\u00e7\u0131klama yap\u0131yor: \u201cYap\u0131lan ara\u015ft\u0131rmalarda ki\u015finin i\u015ften ayr\u0131lma nedeninin y\u00fczde 90 oran\u0131nda y\u00f6neticisi oldu\u011fu tespit edilmi\u015ftir. Bu nedenle insan kaynaklar\u0131 y\u00f6neticilerinin g\u00f6r\u00fc\u015fmeleri kendilerinin yapmalar\u0131, g\u00f6r\u00fc\u015fmede savunmaya ge\u00e7meden, objektif bir \u015fekilde not almalar\u0131, ki\u015filere \u2018size ve fikirlerinize de\u011fer veriyoruz, bu g\u00f6r\u00fc\u015fmeyi formalite olarak de\u011fil, de\u011ferlendirmelerinizi iyile\u015fme f\u0131rsat\u0131 olarak kullanmak amac\u0131yla yap\u0131yoruz\u2019 mesaj\u0131n\u0131 vermeleri gerekmektedir. \u00c7\u00fcnk\u00fc anlat\u0131lanlar kurumun ger\u00e7ek hik\u00e2yeleri ve kurum k\u00fclt\u00fcr\u00fcn\u00fc olu\u015fturan alg\u0131lamalard\u0131r\u201d diyor.<\/p>\n

En az 30 dakika s\u00fcrmeli<\/b><\/p>\n

\u00c7\u0131k\u0131\u015f m\u00fclakat\u0131n\u0131n mutlaka yap\u0131land\u0131r\u0131lm\u0131\u015f bir g\u00f6r\u00fc\u015fme \u015feklinde yani \u00e7\u0131k\u0131\u015f anketi kullan\u0131larak ger\u00e7ekle\u015ftirilmesi gerekti\u011fini aktaran K\u00f6ksal, bu ankette, i\u015ften \u00e7\u0131k\u0131\u015f s\u00fcreciyle ilgili aday\u0131n, \u00e7al\u0131\u015fan\u0131n dolduraca\u011f\u0131 demografik, a\u00e7\u0131k ya da kapal\u0131 u\u00e7lu, se\u00e7meli sorular\u0131n yer almas\u0131 gerekti\u011fini belirtiyor. K\u00f6ksal ayr\u0131ca g\u00f6zlemlerine dayanarak \u015fu \u00e7\u0131kar\u0131mlarda bulunuyor:\u00a0 \u201cT\u00fcrkiye\u2019de uygulamalarda farkl\u0131 uygulamalar s\u00f6z konusu, baz\u0131 firmalar 1-2 soruyla ge\u00e7i\u015ftirirken baz\u0131 firmalar ile daha detayl\u0131 bir form ya da soru listesi ile bu g\u00f6r\u00fc\u015fmeleri yapma e\u011filimi ta\u015f\u0131yan firma say\u0131s\u0131 art\u0131yor. \u0130deali ise, asl\u0131nda bence her g\u00f6r\u00fc\u015fme de oldu\u011fu gibi maksimum 30 – 35 dakikay\u0131 ge\u00e7memesi, ancak bu s\u00fcrenin etkin \u015feklinde kullan\u0131lmas\u0131n\u0131n sa\u011flanmas\u0131d\u0131r.\u201d<\/p>\n

\u00a0<\/b>\u00c7\u0131k\u0131\u015f m\u00fclakatlar\u0131n\u0131n yararlar\u0131 neler?<\/b><\/p>\n