{"id":5433,"date":"2016-11-10T14:21:33","date_gmt":"2016-11-10T11:21:33","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=5433"},"modified":"2017-06-12T12:09:25","modified_gmt":"2017-06-12T09:09:25","slug":"ucret-yonetimi-ama-nasil","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/ucret-yonetimi-ama-nasil\/","title":{"rendered":"\u00dccret y\u00f6netimi ama nas\u0131l?"},"content":{"rendered":"<p><strong>Son y\u0131llarda \u00fccret y\u00f6netimiyle ilgili yap\u0131lan ara\u015ft\u0131rmalara g\u00f6re \u00e7al\u0131\u015fanlar\u0131n i\u015ften ayr\u0131lma nedenlerinin y\u00fczde 64\u2019\u00fc adaletsiz \u00fccret y\u00f6netiminden kaynaklan\u0131yor. Bu y\u00fczden \u00fccret y\u00f6netimi t\u00fcm firmalar i\u00e7in kritik \u00f6nem ta\u015f\u0131yor<\/strong>.<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone wp-image-5436 size-full\" src=\"http:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2016\/11\/butce.jpg\" alt=\"butce\" width=\"600\" height=\"300\" srcset=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2016\/11\/butce.jpg 600w, https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2016\/11\/butce-300x150.jpg 300w\" sizes=\"(max-width: 600px) 100vw, 600px\" \/><\/p>\n<p>\u0130nsan Kaynaklar\u0131 departmanlar\u0131n\u0131n ve firmalar\u0131n en \u00e7ok ya\u015fad\u0131\u011f\u0131 sorunlardan biri \u00fccret y\u00f6netimi. \u0130yi planlanmam\u0131\u015f bir \u00fccret skalas\u0131 hem \u00e7al\u0131\u015fanlar\u0131n motivasyonunu d\u00fc\u015f\u00fcr\u00fcyor hem de \u015firketin personel devir oran\u0131n\u0131 art\u0131r\u0131yor. Do\u011fru \u00fccret y\u00f6netimi \u00e7al\u0131\u015fmas\u0131nda ilk yap\u0131lmas\u0131 gereken enflasyon oran\u0131n\u0131 analiz etmek. Bunun i\u00e7in ge\u00e7mi\u015f y\u0131llardaki enflasyon ve ortalama maa\u015f zam oranlar\u0131yla mevcut y\u0131l i\u00e7in tahmin edilen enflasyon ve maa\u015f zam oranlar\u0131n\u0131n incelenmesi gerekiyor.<\/p>\n<h2><strong>2011-2016 y\u0131l\u0131 i\u00e7in enflasyon ve maa\u015f zam oranlar\u0131 tablosu<\/strong><\/h2>\n<p><a href=\"http:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2016\/11\/Ekran-Al\u0131nt\u0131s\u0131.png\"><img decoding=\"async\" class=\"alignnone size-full wp-image-5435\" src=\"http:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2016\/11\/Ekran-Al\u0131nt\u0131s\u0131.png\" alt=\"Ekran Al\u0131nt\u0131s\u0131\" width=\"411\" height=\"170\" srcset=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2016\/11\/Ekran-Al\u0131nt\u0131s\u0131.png 411w, https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2016\/11\/Ekran-Al\u0131nt\u0131s\u0131-300x124.png 300w\" sizes=\"(max-width: 411px) 100vw, 411px\" \/><\/a><\/p>\n<p>Bu tablo \u015fu anlama geliyor:<\/p>\n<p>&#8211; 2011 y\u0131l\u0131nda enflasyon oran\u0131 y\u00fczde 10,50 iken T\u00fcrkiye\u2019deki \u015firketlerin yapt\u0131klar\u0131 ortalama maa\u015f zam oran\u0131 y\u00fczde 7<\/p>\n<p>&#8211; 2012 y\u0131l\u0131nda enflasyon oran\u0131 y\u00fczde 6,20 iken maa\u015f zam oran\u0131 y\u00fczde 8<\/p>\n<p>&#8211; 2013 y\u0131l\u0131nda enflasyon oran\u0131 y\u00fczde 7,40 iken maa\u015f zam oran\u0131 y\u00fczde 8<\/p>\n<p>&#8211; 2014 y\u0131l\u0131nda enflasyon oran\u0131 y\u00fczde 8,96 iken maa\u015f zam oran\u0131 y\u00fczde 6,90<\/p>\n<p>&#8211; 2015 y\u0131l\u0131nda ise enflasyon tahmini y\u00fczde 6,10 ve \u015firketlerin yapmas\u0131 beklenen maa\u015f zam oran\u0131 y\u00fczde 8<\/p>\n<p>&#8211; 2016 y\u0131l\u0131nda ise enflasyon tahmini y\u00fczde 7,16 ve \u015firketlerin yapmas\u0131 beklenen maa\u015f zam oran\u0131 y\u00fczde 9<\/p>\n<h2><strong>Peki, 2017 \u00f6zel sekt\u00f6r zam oran\u0131 \u00f6ng\u00f6r\u00fcleri nas\u0131l?<\/strong><\/h2>\n<p>Korn Ferry Hay Group&#8217;un bu y\u0131l\u0131n A\u011fustos-Eyl\u00fcl d\u00f6neminde 52 sekt\u00f6rden 1572 \u015firketin \u0130nsan Kaynaklar\u0131 y\u00f6neticileriyle birebir g\u00f6r\u00fc\u015fmeler sonucu ger\u00e7ekle\u015ftirdi\u011fi 2016 \u00dccret ve Yan Haklar Ara\u015ft\u0131rmalar\u0131\u2019ndan derledi\u011fi bilgilere g\u00f6re T\u00fcrkiye genelindeki \u00f6zel \u015firketler 2017 y\u0131l\u0131nda maa\u015flarda ortalama y\u00fczde 9 oran\u0131nda zam yapacak.<\/p>\n<p>Bu tablo bize hem T\u00fcrkiye enflasyon oran\u0131 hem de ortalama maa\u015f zam oranlar\u0131 hakk\u0131nda bilgi veriyor. Normal \u015fartlar alt\u0131nda nitelikli elemanlar\u0131n\u0131 kaybetmemek isteyen \u015firketlerin bu ortalama zam oran\u0131n\u0131n alt\u0131na d\u00fc\u015fmemesi \u00f6nemli. Tabii ki zam art\u0131\u015f\u0131n\u0131 belirlerken sadece enflasyon ve yurt genelindeki ortalama zam art\u0131\u015f oran\u0131 yeterli de\u011fil. Bunlar\u0131n yan\u0131nda \u015firketin i\u00e7inde bulundu\u011fu mali durum da \u00e7ok iyi analiz edilmeli. \u015eirketin mali durumu ve imkanlar\u0131 do\u011frultusunda bir \u00fccret d\u00fczenlemesi yap\u0131lmas\u0131 gerekiyor.<\/p>\n<h2><strong>Peki, hangi \u00fccret skalas\u0131n\u0131 kullanmal\u0131y\u0131z?<\/strong><\/h2>\n<p>\u00dccret y\u00f6netiminde skala olu\u015fturmak i\u00e7in bir\u00e7ok farkl\u0131 akademik y\u00f6ntem var, ama en \u00f6nemlisi \u015firketin \u00e7ap\u0131na, \u00e7al\u0131\u015fan say\u0131s\u0131na ve mevcut k\u00fclt\u00fcr\u00fcne en uygun ve uygulanabilir olan y\u00f6ntemi se\u00e7mek.<\/p>\n<p>\u015eu an T\u00fcrkiye\u2019deki firmalar\u0131n y\u00fczde 50\u2019sinden fazlas\u0131nda en s\u0131k g\u00f6rd\u00fc\u011f\u00fcm\u00fcz y\u00f6ntem <strong>i\u015fveren \u00fccret skalas\u0131<\/strong> y\u00f6ntemi. Bu, sadece i\u015fverenin s\u00fcbjektif yakla\u015f\u0131m\u0131na dayanarak kendi kriterlerine g\u00f6re belirledi\u011fi \u00fccret y\u00f6netim sistemi. Bu y\u00f6ntemde yeni \u00fcniversite mezunu bir ki\u015finin firmadaki en kritik pozisyondaki ve tecr\u00fcbeli ki\u015fiden daha fazla \u00fccret ald\u0131\u011f\u0131n\u0131 g\u00f6rebiliriz. Bu y\u00f6ntem \u015firketler i\u00e7in sa\u011fl\u0131kl\u0131 de\u011fildir ve nitelikli \u00e7al\u0131\u015fanlar\u0131n i\u015ften ayr\u0131lmalar\u0131na neden olur.<\/p>\n<p>\u0130kinci y\u00f6ntem \u00e7ok s\u0131k kullan\u0131lan <strong>merdiven \u00fccret skalas\u0131<\/strong>:<\/p>\n<ul>\n<li>Bu \u00fccret skalas\u0131nda her pozisyonun belirli bir \u00fccret skalas\u0131 vard\u0131r.<\/li>\n<li>Burada ki\u015fiye de\u011fil pozisyona ve unvana \u00fccret verilir. Uzmanlar, y\u00f6netmenler, m\u00fcd\u00fcrler kendi i\u00e7lerinde ayn\u0131 \u00fccreti al\u0131r.<\/li>\n<li>\u00dccret sadece pozisyon ve unvana ba\u011fl\u0131d\u0131r. Performans dikkate al\u0131nmaz. E\u011fer \u015firketinizde ilk defa \u00fccret skalas\u0131 belirleyecekseniz kullan\u0131\u015fl\u0131 bir y\u00f6ntemdir.<\/li>\n<\/ul>\n<p>\u00dc\u00e7\u00fcnc\u00fc y\u00f6ntem <strong>dalgal\u0131 \u00fccret sistemi<\/strong>:<\/p>\n<ul>\n<li>\u015eirket i\u00e7in kritik ba\u015far\u0131 fakt\u00f6rleri belirlenerek bu kritik ba\u015far\u0131 fakt\u00f6rlerine g\u00f6re puanlama yap\u0131l\u0131r.<\/li>\n<li>Bu sayede her pozisyonun ve ki\u015finin kendi i\u00e7erisinde dalgalanan taban ve tavan \u00fccreti belirli olan bir \u00fccret yap\u0131s\u0131 olu\u015fturulmu\u015f olur.<\/li>\n<\/ul>\n<p>\u00d6rne\u011fin uzman pozisyonu i\u00e7in \u00fccret aral\u0131\u011f\u0131m\u0131z (senior &#8211; mid ve junior kademelerine ba\u011fl\u0131 olarak) 2.200- 2.600 olsun.<\/p>\n<p>Kritik ba\u015far\u0131 fakt\u00f6rleri de e\u011fitim, tecr\u00fcbe ve performans olsun. Kritik ba\u015far\u0131 fakt\u00f6rlerinin puanlar\u0131 ise e\u011fitim i\u00e7in 30, tecr\u00fcbe i\u00e7in 30 ve performans i\u00e7in 40 olsun.<\/p>\n<p>\u00c7al\u0131\u015fan toplam 70 puan al\u0131rsa:<\/p>\n<p>= ((tavan-taban)* %kritik ba\u015far\u0131 puan\u0131+ taban \u00fccret)<\/p>\n<p>= 400*%70+2.200= 280+2.200= 2.480 TL \u00fccret alacakt\u0131r.<\/p>\n<p>E\u011fitim, tecr\u00fcbe ve performans\u0131n yan\u0131na yabanc\u0131 dil, k\u0131dem gibi farkl\u0131 kriterler de eklenebilir. Ama kriter eklendik\u00e7e sistemin uygulanmas\u0131 zorla\u015f\u0131r.<\/p>\n<p>Kriterlerin aras\u0131na performans gibi dinamik de\u011fi\u015fkenlerin girmesi \u00fccret hesaplamalar\u0131n\u0131 da zorla\u015ft\u0131r\u0131r. Burada tavsiyemiz performans\u0131 kritik ba\u015far\u0131 fakt\u00f6rlerinden \u00e7\u0131kar\u0131p sadece y\u0131ll\u0131k \u00fccret belirleme zamanlar\u0131nda bu fakt\u00f6r\u00fc dikkate almak.<\/p>\n<p>\u015eirketinize ait kritik ba\u015far\u0131 fakt\u00f6rlerini belirleyip bu fakt\u00f6rlere g\u00f6re a\u011f\u0131rl\u0131kland\u0131rma yapt\u0131\u011f\u0131n\u0131zda her pozisyonun taban ve tavan \u00fccreti aras\u0131nda \u00e7al\u0131\u015fanlar\u0131n \u00fccretini ayr\u0131 ayr\u0131 belirlemi\u015f olursunuz. Bu sayede \u00e7ok daha adil ve \u015firket performans\u0131n\u0131 yukar\u0131ya \u00e7ekecek bir \u00fccret sistemi kurulmu\u015f olur.<\/p>\n<p>Burada \u00fccret skalalar\u0131ndaki tavan ve taban \u00fccreti a\u015fmamak gerekir. E\u011fer a\u015facak kadar iyi bir \u00e7al\u0131\u015fan\u0131n\u0131z varsa kendisini bir \u00fcst pozisyona konumland\u0131rmal\u0131 veya tabanda kalan personeliniz varsa di\u011fer \u00e7\u00f6z\u00fcm yollar\u0131n\u0131 uygulaman\u0131z gerekir.<\/p>\n<p>Taban ve tavan \u00fccretlerini nereden bulaca\u011f\u0131z derseniz, b\u00fcy\u00fck ara\u015ft\u0131rma firmalar\u0131n\u0131n y\u0131ll\u0131k olarak yay\u0131nlad\u0131\u011f\u0131 sekt\u00f6r ve pozisyon baz\u0131ndaki \u00fccret ara\u015ft\u0131rma raporlar\u0131ndan yararlanabilirsiniz. \u0130nternet \u00fczerinden bu raporlara kolayl\u0131kla eri\u015fmek m\u00fcmk\u00fcn.<\/p>\n<figure id=\"attachment_1910\" aria-describedby=\"caption-attachment-1910\" style=\"width: 150px\" class=\"wp-caption alignnone\"><a href=\"http:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2015\/01\/Gulbeniz-Akduman.jpg\"><img decoding=\"async\" class=\"wp-image-1910 size-full\" src=\"http:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2015\/01\/Gulbeniz-Akduman.jpg\" alt=\"\u0130K Dan\u0131\u015fman\u0131 ve E\u011fitmeni G\u00fclbeniz Akduman\" width=\"150\" height=\"250\" \/><\/a><figcaption id=\"caption-attachment-1910\" class=\"wp-caption-text\">\u0130K Dan\u0131\u015fman\u0131 ve E\u011fitmeni Dr. G\u00fclbeniz Akduman<\/figcaption><\/figure>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID5433\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"5433\"\n         id=\"da-reactions-slot-post-5433\">\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>Son y\u0131llarda \u00fccret y\u00f6netimiyle ilgili yap\u0131lan ara\u015ft\u0131rmalara g\u00f6re \u00e7al\u0131\u015fanlar\u0131n i\u015ften ayr\u0131lma nedenlerinin y\u00fczde 64\u2019\u00fc adaletsiz \u00fccret y\u00f6netiminden kaynaklan\u0131yor. Bu y\u00fczden \u00fccret y\u00f6netimi t\u00fcm firmalar i\u00e7in kritik \u00f6nem ta\u015f\u0131yor. \u0130nsan Kaynaklar\u0131 departmanlar\u0131n\u0131n ve firmalar\u0131n en \u00e7ok ya\u015fad\u0131\u011f\u0131 sorunlardan biri \u00fccret y\u00f6netimi. \u0130yi planlanmam\u0131\u015f bir \u00fccret skalas\u0131 hem \u00e7al\u0131\u015fanlar\u0131n motivasyonunu d\u00fc\u015f\u00fcr\u00fcyor hem de \u015firketin personel devir oran\u0131n\u0131 [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID5433\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"5433\"\n         id=\"da-reactions-slot-post-5433\">\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":5436,"comment_status":"open","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],"tags":[12],"class_list":{"0":"post-5433","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-insan-kaynaklari","8":"tag-anasayfa"},"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>\u00dccret y\u00f6netimi ama nas\u0131l? 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