{"id":6594,"date":"2017-06-15T15:12:46","date_gmt":"2017-06-15T12:12:46","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=6594"},"modified":"2017-07-24T11:30:47","modified_gmt":"2017-07-24T08:30:47","slug":"insana-yapilan-yatirim-en-buyuk-yatirim","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/insana-yapilan-yatirim-en-buyuk-yatirim\/","title":{"rendered":"\u0130nsana yap\u0131lan yat\u0131r\u0131m en b\u00fcy\u00fck yat\u0131r\u0131m"},"content":{"rendered":"<p><strong>D\u00fcnyag\u00f6z Hastanesi \u0130nsan Kaynaklar\u0131 Direkt\u00f6r\u00fc Hakan Orbeyi, <\/strong><strong>insana yap\u0131lan yat\u0131r\u0131m\u0131n en b\u00fcy\u00fck yat\u0131r\u0131m oldu\u011funu belirtiyor. Orbeyi, \u201cKendisine de\u011fer verildi\u011fini hisseden \u00e7al\u0131\u015fan, kendi konumuyla ilgili risklere ra\u011fmen pozisyonunun getirdi\u011fi sorumluluklar\u0131 a\u015fmaya ve kurumun vizyonuna katk\u0131da bulunmaya \u00e7al\u0131\u015f\u0131r\u201d diyor.<\/strong><\/p>\n<p>\u0130\u00e7inde &#8221;\u0130nsan&#8221; kelimesi ge\u00e7en tek departmanda \u00e7al\u0131\u015fman\u0131n verdi\u011fi hazz\u0131 ya\u015faman\u0131n \u00e7ok de\u011ferli bir deneyim oldu\u011funu ifade eden D\u00fcnyag\u00f6z Hastanesi \u0130nsan Kaynaklar\u0131 Direkt\u00f6r\u00fc Hakan Orbeyi, \u201c\u0130\u015fimizin insana yat\u0131r\u0131m olmas\u0131, oryantasyon plan\u0131ndan performans y\u00f6netimine, i\u015fe al\u0131m s\u00fcre\u00e7lerinden i\u015f hukukuna kadar bir a\u011fac\u0131n \u00e7e\u015fitli dallar\u0131na ula\u015fma \u015fans\u0131 olmas\u0131 nedeniyle \u0130K alan\u0131nda olmay\u0131 se\u00e7ti\u011fimi s\u00f6yleyebilirim\u201d diyor. Orbeyi \u0130K projelerinden ve politikalar\u0131ndan s\u00f6z ediyor.<\/p>\n<p><strong>E\u011fitim ge\u00e7mi\u015finiz ve \u0130K alan\u0131n\u0131 se\u00e7meye karar verme nedenlerinizden ba\u015flayabiliriz\u2026 Sizce \u0130K departmanlar\u0131 kurumlar i\u00e7in ne anlam ifade ediyor?<\/strong><\/p>\n<p>2002 y\u0131l\u0131nda Uluda\u011f \u00dcniversitesi \u00c7al\u0131\u015fma Ekonomisi ve End\u00fcstri \u0130li\u015fkileri B\u00f6l\u00fcm\u00fc\u2019nde lisans e\u011fitiminin ard\u0131ndan, Bah\u00e7e\u015fehir \u00dcniversitesi \u0130\u015fletme b\u00f6l\u00fcm\u00fcnde y\u00fcksek lisans e\u011fitimimi tamamlad\u0131m. \u0130\u00e7inde &#8221;\u0130nsan&#8221; kelimesi ge\u00e7en tek departmanda \u00e7al\u0131\u015fman\u0131n verdi\u011fi hazz\u0131 ya\u015faman\u0131n \u00e7ok de\u011ferli bir deneyim oldu\u011funu d\u00fc\u015f\u00fcn\u00fcyorum. \u0130\u015fimizin \u201cinsan olmas\u0131\u201d, insana yat\u0131r\u0131m olmas\u0131, oryantasyon plan\u0131ndan performans y\u00f6netimine, i\u015fe al\u0131m s\u00fcre\u00e7lerinden i\u015f hukukuna kadar bir a\u011fac\u0131n \u00e7e\u015fitli dallar\u0131na ula\u015fma \u015fans\u0131 olmas\u0131 nedeniyle \u0130K alan\u0131nda olmay\u0131 se\u00e7ti\u011fimi s\u00f6yleyebilirim. Hem \u00e7al\u0131\u015fan hem de i\u015fveren aras\u0131nda k\u00f6pr\u00fc konumunda olan \u0130nsan Kaynaklar\u0131 departman\u0131, fonksiyonel olarak \u00e7ok kritik bir departman.<\/p>\n<p><strong>Gelece\u011fin \u0130K yakla\u015f\u0131m\u0131nda nelerin belirleyici olaca\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorsunuz?<\/strong><\/p>\n<p>Gelece\u011fin \u0130K yakla\u015f\u0131m\u0131n\u0131 olu\u015fturan en ideal organizasyon \u015femas\u0131n\u0131n ba\u015f\u0131nda g\u00fcvenin gelece\u011fini, g\u00fcven kelimesinin karakter ve yetkinlik olarak ikiye ayr\u0131laca\u011f\u0131n\u0131, karakterin alt\u0131nda niyet ve do\u011fruluk, yetkinli\u011fin alt\u0131nda kapasite ve sonu\u00e7lar\u0131n yer ald\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorum. Bu kelimelerin a\u00e7\u0131l\u0131mlar\u0131 ise; Niyet: \u00d6nemseme, \u015eeffafl\u0131k: A\u00e7\u0131kl\u0131k, Do\u011fruluk: D\u00fcr\u00fcstl\u00fck Adil olma: Samimiyet, Kapasite: Beceriler, Bilgi Birikimi: Tecr\u00fcbe, Sonu\u00e7lar ise itibar, g\u00fcvenirlik ve performans olarak ortaya \u00e7\u0131k\u0131yor. T\u00fcm bu kelimeler ideal \u0130K yakla\u015f\u0131m\u0131n\u0131n temelini i\u00e7eriyor. Bu temel de\u011ferler belirlendikten sonra ise gelece\u011fin \u0130K yakla\u015f\u0131m\u0131 i\u00e7in, de\u011ferlerin i\u015fe al\u0131m s\u00fcre\u00e7lerinde g\u00f6zlemlenmesi gerekiyor.<\/p>\n<ul>\n<li>Burada g\u00f6ze \u00e7arpan en \u00f6nemli fakt\u00f6r yetkinlik bazl\u0131 m\u00fclakatlar\u0131n yap\u0131lmas\u0131 ve do\u011fru i\u015fe do\u011fru personelin al\u0131nmas\u0131<\/li>\n<li>Kurum i\u00e7i ve kurum d\u0131\u015f\u0131 ileti\u015fimde s\u0131k s\u0131k g\u00fcndeme getirilmesi (Burada da ko\u00e7luk ve mentorl\u00fck ortaya \u00e7\u0131k\u0131yor)<\/li>\n<li>Bu de\u011ferlerle uyumlu davran\u0131\u015f normlar\u0131n\u0131n geli\u015ftirilmesi ve bunun \u00e7al\u0131\u015fanlar\u0131n ruhlar\u0131na i\u015flemesi<\/li>\n<li>De\u011ferlerin e\u011fitimlerde g\u00fcndeme getirilmesi<\/li>\n<li>Temel de\u011ferlerin performans de\u011ferlendirme sistemine entegrasyonun sa\u011flanmas\u0131 gerekiyor.<\/li>\n<\/ul>\n<p><strong>\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 ve verimi art\u0131rmak i\u00e7in kurumunuzda hangi \u0130K s\u00fcre\u00e7lerine \u00f6nem veriyorsunuz? <\/strong><strong>\u00a0<\/strong><\/p>\n<p>\u00d6neri de\u011ferlendirme ve \u00f6d\u00fcllendirme sistemi, yetenek y\u00f6netimi, performans y\u00f6netimi, de\u011ferlilik ve g\u00fcven duygusu geli\u015ftirme, kariyer ve ki\u015fisel geli\u015fim, i\u015fveren markas\u0131 gibi s\u00fcre\u00e7ler bizim i\u00e7in bu anlamda \u00e7ok \u00f6nemli. \u0130nsana yap\u0131lan yat\u0131r\u0131m en b\u00fcy\u00fck yat\u0131r\u0131m. \u00c7\u00fcnk\u00fc kendisine de\u011fer verildi\u011fini hisseden \u00e7al\u0131\u015fan, kendi konumuyla ilgili risklere ra\u011fmen pozisyonunun getirdi\u011fi sorumluluklar\u0131 a\u015fmaya ve kurumun vizyonuna katk\u0131da bulunmaya \u00e7al\u0131\u015facakt\u0131r.<\/p>\n<p><strong>Bu y\u0131l \u0130K hedeflerinizin aras\u0131nda en \u00f6nemli ba\u015fl\u0131klar neler?<\/strong><\/p>\n<p>Bu y\u0131lki hedeflerimiz aras\u0131nda \u00f6nceli\u011fimiz \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 ve memnuniyetini art\u0131rmak. \u00c7\u00fcnk\u00fc b\u00fct\u00fcn di\u011fer \u0130K s\u00fcre\u00e7leri buna ba\u011fl\u0131. \u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 memnuniyeti azal\u0131rsa, do\u011fru orant\u0131l\u0131 olarak t\u00fcm \u0130K s\u00fcre\u00e7leri de olumsuz y\u00f6nde etkilenir. Bunun d\u0131\u015f\u0131nda yetenek y\u00f6netimi, personel devir h\u0131z\u0131n\u0131n (turn-over) d\u00fc\u015f\u00fckl\u00fc\u011f\u00fc, performans y\u00f6netimi ve i\u015fveren markas\u0131 \u00e7ok \u00f6nemli. \u0130nsan Kaynaklar\u0131 hedeflerimiz:<\/p>\n<ul>\n<li>\u0130\u015fletmenin yapm\u0131\u015f oldu\u011fu planlar ve insan kayna\u011f\u0131 politikalar\u0131n\u0131 birle\u015ftirerek b\u00fct\u00fcnl\u00fck sa\u011flamak, i\u015fletme k\u00fclt\u00fcr\u00fcn\u00fcn uygun olup olmad\u0131\u011f\u0131n\u0131 belirleyerek uygunlu\u011fu do\u011frultusunda onu g\u00fc\u00e7lendirmek, uygun olmad\u0131\u011f\u0131 takdirde de\u011fi\u015ftirmek<\/li>\n<li>\u0130\u015fletme toplam kalitesini, inovasyonu ve ekip \u00e7al\u0131\u015fmas\u0131n\u0131 \u00f6zendirmeye y\u00f6nelik uygun ortam ve ko\u015fullar\u0131 sa\u011flamak<\/li>\n<li>Personelin belirlenen hedefler do\u011frultusunda i\u015fletme a\u00e7\u0131s\u0131ndan \u00f6nemini vurgulayarak y\u00f6netimi bilin\u00e7lendirmek<\/li>\n<li>Personelin i\u015fletme yarar\u0131na olabilecek \u015fekilde mevcut enerjilerini art\u0131rmak, yarat\u0131c\u0131 ki\u015filiklerini \u00e7\u0131karabilecekleri uygun ko\u015fullarda bir ortam haz\u0131rlamak<\/li>\n<li>Personel ve istihdam politikalar\u0131 ger\u00e7ekle\u015ftirerek kaynaklar\u0131 i\u015fletmenin ihtiya\u00e7lar\u0131na y\u00f6nelik uygun bi\u00e7imde kullanmak, performans\u0131 iyile\u015ftirmek i\u00e7in personel ve istihdam politikalar\u0131n\u0131 g\u00fc\u00e7lendirmek<\/li>\n<li>Personelin i\u015fletme ba\u015far\u0131s\u0131na katk\u0131da bulunmas\u0131n\u0131 ve daima etkin olmas\u0131n\u0131 sa\u011flamak<\/li>\n<li>Personel de\u011ferlendirmelerinde objektif olmak ve personel kapasitesini do\u011fru kullanmak<\/li>\n<\/ul>\n<p><strong>Hem genel olarak i\u015fe al\u0131mlarda hem de kendi ekibinizi olu\u015ftururken adayda ilk dikkatinizi \u00e7eken vas\u0131flar ve \u00f6zellikler nelerdir? <\/strong><\/p>\n<p>Genel olarak m\u00fclakatlarda yetkinlik bazl\u0131 m\u00fclakat t\u00fcr\u00fcn\u00fc kullan\u0131yoruz. Bu t\u00fcr m\u00fclakatlarda kullan\u0131lan STAR tekni\u011fi ile adaylar\u0131n State (Durum), Task (G\u00f6rev), Action (Davran\u0131\u015f), Result (Sonu\u00e7) \u00f6zellikleri \u00f6l\u00e7\u00fcl\u00fcr ve i\u015f analiz sorular\u0131n\u0131n yan\u0131 s\u0131ra etik de\u011ferleri de sorgulan\u0131r. Bunlar\u0131n yan\u0131 s\u0131ra g\u00fcler y\u00fcz, k\u0131l\u0131k-k\u0131yafet, zaman y\u00f6netimi, istekli ve umutlu g\u00f6r\u00fcnmek, beden dili, beklentileri-hedefleri-d\u00fc\u015f\u00fcncelerini net bir \u015fekilde ifade etmeleri de \u00f6nemlidir. Kendini her zaman do\u011fru ifade eden ki\u015filerin kazand\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorum.<\/p>\n<p><strong>Sizce bir \u0130K\u2019c\u0131n\u0131n en \u00f6nemli ba\u015far\u0131 anahtar\u0131 nedir?<\/strong><strong>\u00a0<\/strong><\/p>\n<p>\u015eirket \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 ve memnuniyetini y\u00fcksek tutmak en \u00f6nemli ba\u015far\u0131 anahtar\u0131d\u0131r. A\u00e7\u0131k pozisyonlar\u0131 en k\u0131sa s\u00fcrede kapamak, ki\u015fisel geli\u015fime katk\u0131 sa\u011flamak, turn-over oran\u0131n\u0131 azaltmak, kariyer geli\u015fimi ve performans y\u00f6netimi \u0130K s\u00fcre\u00e7leri aras\u0131nda \u00f6ne \u00e7\u0131kan maddeler aras\u0131nda yer al\u0131yor.<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID6594\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"6594\"\n         id=\"da-reactions-slot-post-6594\">\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>D\u00fcnyag\u00f6z Hastanesi \u0130nsan Kaynaklar\u0131 Direkt\u00f6r\u00fc Hakan Orbeyi, insana yap\u0131lan yat\u0131r\u0131m\u0131n en b\u00fcy\u00fck yat\u0131r\u0131m oldu\u011funu belirtiyor. Orbeyi, \u201cKendisine de\u011fer verildi\u011fini hisseden \u00e7al\u0131\u015fan, kendi konumuyla ilgili risklere ra\u011fmen pozisyonunun getirdi\u011fi sorumluluklar\u0131 a\u015fmaya ve kurumun vizyonuna katk\u0131da bulunmaya \u00e7al\u0131\u015f\u0131r\u201d diyor. \u0130\u00e7inde &#8221;\u0130nsan&#8221; kelimesi ge\u00e7en tek departmanda \u00e7al\u0131\u015fman\u0131n verdi\u011fi hazz\u0131 ya\u015faman\u0131n \u00e7ok de\u011ferli bir deneyim oldu\u011funu ifade eden D\u00fcnyag\u00f6z [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID6594\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"6594\"\n         id=\"da-reactions-slot-post-6594\">\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":21,"featured_media":6598,"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":[],"class_list":{"0":"post-6594","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-insan-kaynaklari"},"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>\u0130nsana yap\u0131lan yat\u0131r\u0131m en b\u00fcy\u00fck yat\u0131r\u0131m - \u0130K Blog<\/title>\n<meta name=\"description\" content=\"D\u00fcnyag\u00f6z Hastanesi \u0130nsan Kaynaklar\u0131 Direkt\u00f6r\u00fc Hakan Orbeyi, insana yap\u0131lan yat\u0131r\u0131m\u0131n en b\u00fcy\u00fck yat\u0131r\u0131m oldu\u011funu belirtiyor. 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