{"id":4681,"date":"2016-06-09T12:25:42","date_gmt":"2016-06-09T09:25:42","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=4681"},"modified":"2017-06-12T16:08:15","modified_gmt":"2017-06-12T13:08:15","slug":"yanlis-ise-alim-nelere-mal-oluyor","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/yanlis-ise-alim-nelere-mal-oluyor\/","title":{"rendered":"Yanl\u0131\u015f i\u015fe al\u0131m nelere mal oluyor?"},"content":{"rendered":"

\u0130\u015fverenlerin, sorun ya\u015fayan ve beklenen performans\u0131 g\u00f6steremeyen yeni \u00e7al\u0131\u015fana \u015fans vermesi, al\u0131\u015fmas\u0131na yard\u0131mc\u0131 olmas\u0131 ve onu motive etmesi elbette \u00e7ok \u00f6nemli. Fakat bazen bu \u00e7aba tamamen gereksiz olabiliyor. \u00c7\u00fcnk\u00fc bazen i\u015fe al\u0131nan ki\u015fi ve i\u015fin kapsam\u0131 ya da ekip hi\u00e7bir zaman uyu\u015fmayabilir. Eski Glassdoor \u0130nsan Kaynaklar\u0131 Direkt\u00f6r yard\u0131mc\u0131s\u0131, Profesyonel Ko\u00e7 ve \u0130nsan Kaynaklar\u0131 Dan\u0131\u015fman\u0131 Mariah Deleon, yanl\u0131\u015f i\u015fe al\u0131m\u0131n neden oldu\u011fu sorunlar\u0131 anlat\u0131yor.<\/strong><\/p>\n

\"yanlis-isealim2\"<\/p>\n

Hi\u00e7bir \u0130nsan Kaynaklar\u0131 uzman\u0131 ya da y\u00f6netici, arad\u0131\u011f\u0131 pozisyona uygun olmayan birini i\u015fe almak istemez. T\u00fcm i\u015fe al\u0131m s\u00fcrecinin uzun ve kar\u0131\u015f\u0131k olmas\u0131n\u0131n da en b\u00fcy\u00fck nedeni budur. Do\u011fru aday bulunana kadar s\u00fcre\u00e7 devam eder. Bazen d\u00f6rt d\u00f6rtl\u00fck ge\u00e7ti\u011fi d\u00fc\u015f\u00fcn\u00fclen bir i\u015fe al\u0131m s\u00fcrecine ra\u011fmen, zamanla i\u015fe al\u0131m\u0131n ba\u015far\u0131s\u0131z oldu\u011fu ortaya \u00e7\u0131kar. Bu noktadan sonra \u00e7al\u0131\u015fanlar ve y\u00f6neticiler i\u00e7in zorlu bir s\u00fcre\u00e7 ba\u015flayacakt\u0131r. Profesyonel Ko\u00e7 ve \u0130nsan Kaynaklar\u0131 Dan\u0131\u015fman\u0131 Mariah Deleon, yanl\u0131\u015f i\u015fe al\u0131m<\/a><\/strong> nedeniyle ya\u015fanan s\u0131k\u0131nt\u0131lar\u0131 ara\u015ft\u0131rmalar ve istatistikler e\u015fli\u011finde \u00f6zetliyor.<\/p>\n

\u0130\u015fte yanl\u0131\u015f i\u015fe al\u0131m\u0131n<\/strong><\/a> do\u011furdu\u011fu s\u0131k\u0131nt\u0131lar:<\/p>\n

\u00dcretim sorunlar\u0131<\/strong><\/h2>\n

Uzmanlara g\u00f6re yeni \u00e7al\u0131\u015fan\u0131n i\u015fin sorumlulu\u011funu tamamen \u00fczerine alma, sorun \u00e7\u00f6zme ve al\u0131\u015fma s\u00fcresi ortalama alt\u0131 ay\u0131 buluyor. Yanl\u0131\u015f bir i\u015fe al\u0131m s\u00f6z konusu oldu\u011funda \u015firketteki \u00fcretim s\u00fcreci do\u011fal olarak yava\u015fl\u0131yor. E\u011fer \u015firket sat\u0131\u015f odakl\u0131ysa k\u00f6t\u00fc i\u015fe al\u0131m sat\u0131\u015flar\u0131 do\u011frudan etkileyebiliyor. Y\u00f6neticilerin zamanlar\u0131n\u0131n y\u00fczde 17\u2019sini yeni \u00e7al\u0131\u015fan\u0131n her anlamdaki adaptasyonuna ay\u0131rd\u0131klar\u0131 d\u00fc\u015f\u00fcn\u00fcl\u00fcrse, yanl\u0131\u015f i\u015fe al\u0131m<\/a><\/strong> y\u00f6neticinin bu s\u00fcre i\u00e7erisinde neredeyse haftada bir g\u00fcn kaybetmesine neden oluyor.<\/p>\n

Maddi kay\u0131plar<\/strong><\/h2>\n

\u015eirketler, yeni i\u015fe ald\u0131klar\u0131 \u00e7al\u0131\u015fanlara maa\u015f<\/a><\/strong> ve yan haklar\u0131n yan\u0131 s\u0131ra e\u011fitim i\u00e7in de b\u00fct\u00e7e ay\u0131r\u0131yor. E\u011fitim b\u00fct\u00e7esi yanl\u0131\u015f i\u015fe al\u0131mlarda ciddi bir maddi kayba d\u00f6n\u00fc\u015f\u00fcyor. Deleon, \u00a0Robert Half International \u0130K dan\u0131\u015fmanl\u0131k \u015firketi taraf\u0131ndan yap\u0131lan ara\u015ft\u0131rmalar\u0131 buna \u00f6rnek veriyor. K\u00f6t\u00fc i\u015fe al\u0131m\u0131n organizasyona g\u00f6re de\u011fi\u015fmekle birlikte y\u00fczde 41 oran\u0131nda ciddi bir maddi kayba yol a\u00e7t\u0131\u011f\u0131n\u0131 s\u00f6yl\u00fcyor. Amerikan \u00c7al\u0131\u015fma Bakanl\u0131\u011f\u0131\u2019n\u0131n ara\u015ft\u0131rmas\u0131 ise yanl\u0131\u015f i\u015fe al\u0131m\u0131n maliyetinin i\u015fverenin y\u0131ll\u0131k kazanc\u0131n\u0131n y\u00fczde 10\u2019una denk geldi\u011fini g\u00f6steriyor.<\/p>\n

\"yanis-ise-alim\"<\/p>\n

Moral bozukluklar\u0131<\/strong><\/h2>\n

Deleon, manevi kay\u0131plar\u0131n da \u00fczerinde duruyor. Buna g\u00f6re yanl\u0131\u015f i\u015fe al\u0131m, i\u015fverenin \u00e7al\u0131\u015fan\u0131 motive<\/strong> <\/a>etmeye, i\u015f \u00f6\u011fretmeye ve i\u015f yapt\u0131rmaya \u00e7ok fazla vakit ay\u0131rmas\u0131na neden oluyor. Yeni \u00e7al\u0131\u015fandan bir anda vazge\u00e7mek istemeyen, ona bir \u015fans daha veren i\u015fverenin ekibindeki moral grafi\u011fi ise bu d\u00f6nemde d\u00fc\u015febiliyor. Y\u00f6neticisiyle ideal zaman ge\u00e7iremeyen, payla\u015f\u0131m yapamayan ve kendi \u00f6\u011frenme s\u00fcreci de sekteye u\u011frayan tak\u0131m \u00fcyelerinin motivasyonu d\u00fc\u015f\u00fcyor. Uzmanlara g\u00f6re yanl\u0131\u015f i\u015fe al\u0131m y\u00fczde 35 oran\u0131nda ekibin keyfini ka\u00e7\u0131r\u0131yor.<\/p>\n

K\u00f6t\u00fc itibar<\/strong><\/h2>\n

G\u00fcn\u00fcm\u00fcz\u00fcn transparan i\u015f d\u00fcnyas\u0131nda \u00e7al\u0131\u015fanlar bilgiye 7\/24 ula\u015fabiliyor ve kolayl\u0131kla aralar\u0131nda dola\u015f\u0131ma sokabiliyor. Yanl\u0131\u015f i\u015fe al\u0131m\u0131n di\u011fer \u00e7al\u0131\u015fanlar taraf\u0131ndan fark edilmemesi m\u00fcmk\u00fcn de\u011fil. Durumu tespit eden \u00e7al\u0131\u015fanlar\u0131n \u015firkete g\u00fcvenleri azal\u0131yor, ba\u015fka ortamlarda da bu durumu ifade etmekten \u00e7ekinmiyorlar. Bu durum uzun vadede \u015firketin itibar\u0131n\u0131n<\/a><\/strong> zarar g\u00f6rmesi anlam\u0131na geliyor.<\/p>\n

Bu sonu\u00e7lara bak\u0131ld\u0131\u011f\u0131nda i\u015fe al\u0131m s\u00fcrecinin ne kadar \u00f6nemli oldu\u011fu bir kere daha ortaya \u00e7\u0131k\u0131yor. Aranan pozisyona uygun bir m\u00fclakat tekni\u011finin uygulanmas\u0131, ki\u015fiye verilen deneme s\u00fcresinin verimlili\u011fi ve g\u00f6r\u00fc\u015fmede her \u015feyi bir b\u00fct\u00fcn olarak de\u011ferlendirebilmek son derece \u00f6nemli.<\/em><\/p>\n\n

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\u0130\u015fverenlerin, sorun ya\u015fayan ve beklenen performans\u0131 g\u00f6steremeyen yeni \u00e7al\u0131\u015fana \u015fans vermesi, al\u0131\u015fmas\u0131na yard\u0131mc\u0131 olmas\u0131 ve onu motive etmesi elbette \u00e7ok \u00f6nemli. Fakat bazen bu \u00e7aba tamamen gereksiz olabiliyor. \u00c7\u00fcnk\u00fc bazen i\u015fe al\u0131nan ki\u015fi ve i\u015fin kapsam\u0131 ya da ekip hi\u00e7bir zaman uyu\u015fmayabilir. Eski Glassdoor \u0130nsan Kaynaklar\u0131 Direkt\u00f6r yard\u0131mc\u0131s\u0131, Profesyonel Ko\u00e7 ve \u0130nsan Kaynaklar\u0131 Dan\u0131\u015fman\u0131 Mariah […]<\/p>\n\n

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