{"id":5596,"date":"2016-12-06T09:47:39","date_gmt":"2016-12-06T06:47:39","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=5596"},"modified":"2017-06-12T12:15:37","modified_gmt":"2017-06-12T09:15:37","slug":"egitim-butcesi-nasil-hazirlanir","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/egitim-butcesi-nasil-hazirlanir\/","title":{"rendered":"E\u011fitim b\u00fct\u00e7esi nas\u0131l haz\u0131rlan\u0131r?"},"content":{"rendered":"

Y\u0131l sonuyla birlikte kurumlarda e\u011fitim b\u00fct\u00e7esi haz\u0131rl\u0131klar\u0131 da ba\u015flad\u0131. Peki, efektif bir e\u011fitim b\u00fct\u00e7esi nas\u0131l haz\u0131rlan\u0131r? Nas\u0131l p\u00fcf noktalar\u0131 var?<\/strong><\/p>\n

\"butcehazirlama\"<\/p>\n

E\u011fitim b\u00fct\u00e7esi<\/a><\/strong> haz\u0131rlaman\u0131n bir\u00e7ok detay\u0131 olmas\u0131na ra\u011fmen temelde e\u011fitim ihtiyac\u0131n\u0131 organizasyonel bazda, pozisyonlar baz\u0131nda ve ki\u015fisel bazda ortaya koyacak \u015fekilde haz\u0131rl\u0131klar yap\u0131l\u0131r.<\/p>\n

– Kurumun k\u0131sa\/uzun vadeli hedefleri (\u00d6n\u00fcm\u00fczdeki 1 y\u0131l ve sonraki 3-5 y\u0131l i\u00e7indeki d\u00f6nem)<\/p>\n

– Her bir pozisyon i\u00e7in mevcut g\u00f6rev tan\u0131mlar\u0131 ve bu g\u00f6revleri yerine getirebilmek i\u00e7in ihtiya\u00e7 duyulan niteliklerin incelenmesi<\/p>\n

– Her bir \u00e7al\u0131\u015fan\u0131n yerine getirmesi gereken g\u00f6revlerin gereklilikleri ve ki\u015fisel yeterlilikleri incelenmesi<\/p>\n

Yukar\u0131da belirtilen kapsamda 3 boyutlu bir analizle kurumun e\u011fitim ihtiya\u00e7 analizi tan\u0131mlan\u0131r.<\/p>\n

Organizasyonel analiz<\/strong><\/p>\n

Kurum baz\u0131nda yap\u0131lan bir analizdir. Organizasyonun k\u0131sa ve uzun vadeli ama\u00e7lar\u0131yla<\/a><\/strong> bu ama\u00e7lar\u0131 etkilemesi olas\u0131 e\u011filimlerin incelenerek e\u011fitimin, bunlarla nas\u0131l bir uyum i\u00e7erisinde olmas\u0131 gerekti\u011finin belirlenmesidir. Organizasyonel analiz kapsam\u0131nda a\u015fa\u011f\u0131daki sorular sorularak e\u011fitim ihtiyac\u0131 tespit edilir:<\/p>\n

– Kurum \u00f6n\u00fcm\u00fczdeki y\u0131l neler yapacak, yeni yat\u0131r\u0131mlar var m\u0131?<\/p>\n

– Kurum i\u00e7inde yeni a\u00e7\u0131lacak b\u00f6l\u00fcmler var m\u0131?<\/p>\n

– Kurumun<\/a><\/strong> a\u00e7\u0131laca\u011f\u0131 yenir bir pazar (\u00fclke veya \u015fehir) var m\u0131? Varsa onun i\u00e7in yap\u0131lmas\u0131 gereken bir haz\u0131rl\u0131k var m\u0131?<\/p>\n

– Yeni yat\u0131r\u0131mlar veya pazarlar i\u00e7in d\u0131\u015far\u0131dan eleman almam gerekiyor mu yoksa kendi \u00e7al\u0131\u015fanlar\u0131mdan m\u0131 yararlanaca\u011f\u0131m?<\/p>\n

– Kendi \u00e7al\u0131\u015fanlar\u0131mdan yararlanacaksam onlara \u00f6zel bir e\u011fitim d\u00fczenlenmesi gerekiyor mu?<\/p>\n

\u0130\u015f (g\u00f6rev) d\u00fczeyinde analiz<\/strong><\/h2>\n

Performans\u0131n d\u00fc\u015f\u00fck oldu\u011fu alanlarda i\u015flerin temel g\u00f6rev ve sorumluluklar\u0131yla i\u015fi yapan \u00e7al\u0131\u015fanlar\u0131n sahip olmas\u0131 gereken nitelikler incelenir. \u0130nsan Kaynaklar\u0131nda maalesef her zaman hayal etti\u011fimiz \u00e7al\u0131\u015fan\u0131 i\u015fe alam\u0131yoruz. \u0130\u015fin g\u00f6rev tan\u0131m\u0131nda belirtilen e\u011fitim, deneyim, yetkinlik ve niteliklerin \u00e7o\u011funlu\u011funu ta\u015f\u0131yan ki\u015fileri i\u015fe almak durumunda kald\u0131\u011f\u0131m\u0131zda ki\u015fi ve g\u00f6rev uyumunda eksiklikler olabiliyor. \u0130\u015fte bu a\u015famada \u00e7al\u0131\u015fandan ba\u011f\u0131ms\u0131z pozisyonun gerektirdi\u011fi bilgi, beceri ve davran\u0131\u015flar\u0131n tespit edilmesi yani i\u015f d\u00fczeyinde analiz s\u00f6z konusu olur:<\/p>\n

– \u0130\u015f tan\u0131m\u0131nda yer alan g\u00f6revi ger\u00e7ekle\u015ftirecek ki\u015finin e\u011fitimle geli\u015ftirilebilecek temel i\u015f becerileri nelerdir?<\/p>\n

– Bu i\u015f \u00f6\u011feleriyle ilgili olarak i\u015fe ba\u015flad\u0131\u011f\u0131nda temel oryantasyon<\/a><\/strong> e\u011fitimi alm\u0131\u015f m\u0131d\u0131r?<\/p>\n

– Temel i\u015f \u00f6\u011feleriyle ilgili olarak yeti\u015ftirme veya i\u015f ba\u015f\u0131 e\u011fitimi alm\u0131\u015f m\u0131d\u0131r?<\/p>\n

– \u0130\u015fiyle ilgili alm\u0131\u015f oldu\u011fu e\u011fitimler planlanan e\u011fitim saati a\u00e7\u0131s\u0131ndan yeterli midir?<\/p>\n

Ki\u015fi d\u00fczeyinde analiz<\/strong><\/h2>\n

Ki\u015fi d\u00fczeyinde analizde \u00e7al\u0131\u015fan\u0131n e\u011fitim ihtiyac\u0131, istenilen performans d\u00fczeyiyle (standart performans), bireysel (mevcut) performans\u0131 aras\u0131ndaki farkt\u0131r. Bu analizle birlikte \u00e7al\u0131\u015fanda var olan bilgi ve becerilerle ortaya koydu\u011fu mevcut performans\u0131n\u0131n, standart (istenen) performansa uygun olup olmad\u0131\u011f\u0131 ara\u015ft\u0131r\u0131l\u0131r. \u00a0Ayr\u0131ca performans fark\u0131n\u0131n bilgi ve beceri ve nitelik eksikli\u011finden mi, yoksa motivasyon<\/a><\/strong>, i\u015fe uyumsuzluk, doyumsuzluk, \u00fccret ve benzeri ba\u015fka sebeplerden mi kaynakland\u0131\u011f\u0131 ara\u015ft\u0131r\u0131l\u0131r.<\/p>\n

E\u011fitim konusunda en s\u0131k yap\u0131lan hata, i\u015fletmeyle ilgili ve insan fakt\u00f6r\u00fc yo\u011fun problemlerin sadece e\u011fitimle ve e\u011fitim sonras\u0131 hemen \u00e7\u00f6z\u00fclece\u011fine inan\u0131larak bu t\u00fcr sorunlar kar\u015f\u0131s\u0131nda tepkisel olarak e\u011fitim planlamas\u0131na gidilmesidir. E\u011fitimin, bu t\u00fcr insan fakt\u00f6r\u00fc yo\u011fun problemlerin tek \u00e7\u00f6z\u00fcm\u00fc olarak g\u00f6r\u00fclmesi kaynaklar\u0131n bo\u015f yere harcanmas\u0131 demektir. Bu y\u00fczden organizasyon analizi, i\u015f analizi ve ki\u015fi analizinden sonra sorulmas\u0131 gereken en \u00f6nemli ve kritik soru belirlenen ihtiya\u00e7lar\u0131n e\u011fitimle giderilip giderilmeyece\u011fi <\/strong><\/em>olmal\u0131d\u0131r.<\/p>\n

En ideal olan\u0131, her y\u0131l Kas\u0131m-Aral\u0131k d\u00f6neminde yani yeni y\u0131l b\u00fct\u00e7esi haz\u0131rlan\u0131rken e\u011fitim ihtiya\u00e7 analizi yap\u0131larak y\u0131ll\u0131k e\u011fitim plan\u0131 yap\u0131lmas\u0131 ve e\u011fitim b\u00fct\u00e7esi haz\u0131rlanmas\u0131d\u0131r. Sonras\u0131nda da her 3 ayl\u0131k d\u00f6nemde \u015firketin k\u00e2rl\u0131l\u0131k, performans ve geli\u015fim gibi kriterleri analiz edilirek gerekirse e\u011fitim ihtiya\u00e7 analizi tekrar\u0131 yap\u0131larak b\u00fct\u00e7e revizesi yap\u0131labilir. Organizasyonel, i\u015f ve ki\u015fisel bazda analiz yapabilmek i\u00e7in a\u015fa\u011f\u0131daki kriterler dikkate al\u0131nmal\u0131d\u0131r:<\/p>\n

– Stratejik hedefler<\/strong> (Kurumun stratejik hedefleri i\u00e7inde e\u011fitim ihtiyac\u0131 gerektiren konular\u0131n belirlenmesi)<\/p>\n

– Performans de\u011ferlendirme sonu\u00e7lar<\/strong>\u0131 (Beklenenin alt\u0131nda performans g\u00f6steren \u00e7al\u0131\u015fanlar\u0131n almas\u0131 gereken e\u011fitim ba\u015fl\u0131klar\u0131n\u0131n belirlenmesi)<\/p>\n

– B\u00f6l\u00fcm \u00e7al\u0131\u015fanlar\u0131na ve m\u00fcd\u00fcrlerine uygulanan \u201cE\u011fitim ihtiya\u00e7 analizi anketi<\/strong>\u201d (\u00c7al\u0131\u015fanlar\u0131n talep ettikleri e\u011fitim konu ba\u015fl\u0131klar\u0131n\u0131n belirlenmesi)<\/p>\n

– Anket sonucu y\u00f6neticilerle birebir g\u00f6r\u00fc\u015fmeler<\/strong> (\u00c7al\u0131\u015fanlar\u0131n talep etti\u011fi e\u011fitim ba\u015fl\u0131klar\u0131n\u0131n analiz edilip ortak karara var\u0131lmas\u0131)<\/p>\n

– G\u00fcncel e\u011fitim trendleri<\/strong> (D\u00fcnyada, T\u00fcrkiye\u2019de ve ilgili sekt\u00f6rde beklenen geli\u015fmelerle trendlerin belirlenmesi, bu a\u015famada ayn\u0131 sekt\u00f6rde yer alan firmalarla benchmark<\/a><\/strong> g\u00f6r\u00fc\u015fmesi yapmak)<\/p>\n

\"\u0130K<\/a>
Akademisyen ve\u00a0E\u011fitmen Dr. G\u00fclbeniz Akduman<\/figcaption><\/figure>\n\n
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Y\u0131l sonuyla birlikte kurumlarda e\u011fitim b\u00fct\u00e7esi haz\u0131rl\u0131klar\u0131 da ba\u015flad\u0131. Peki, efektif bir e\u011fitim b\u00fct\u00e7esi nas\u0131l haz\u0131rlan\u0131r? Nas\u0131l p\u00fcf noktalar\u0131 var? E\u011fitim b\u00fct\u00e7esi haz\u0131rlaman\u0131n bir\u00e7ok detay\u0131 olmas\u0131na ra\u011fmen temelde e\u011fitim ihtiyac\u0131n\u0131 organizasyonel bazda, pozisyonlar baz\u0131nda ve ki\u015fisel bazda ortaya koyacak \u015fekilde haz\u0131rl\u0131klar yap\u0131l\u0131r. – Kurumun k\u0131sa\/uzun vadeli hedefleri (\u00d6n\u00fcm\u00fczdeki 1 y\u0131l ve sonraki 3-5 y\u0131l i\u00e7indeki […]<\/p>\n\n

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Peki, efektif bir e\u011fitim b\u00fct\u00e7esi nas\u0131l haz\u0131rlan\u0131r? Nas\u0131l p\u00fcf noktalar\u0131 var? E\u011fitim","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.kariyer.net\/ik-blog\/egitim-butcesi-nasil-hazirlanir\/","og_locale":"tr_TR","og_type":"article","og_title":"E\u011fitim b\u00fct\u00e7esi nas\u0131l haz\u0131rlan\u0131r?","og_description":"Y\u0131l sonuyla birlikte kurumlarda e\u011fitim b\u00fct\u00e7esi haz\u0131rl\u0131klar\u0131 da ba\u015flad\u0131. Peki, efektif bir e\u011fitim b\u00fct\u00e7esi nas\u0131l haz\u0131rlan\u0131r? Nas\u0131l p\u00fcf noktalar\u0131 var? 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