{"id":6984,"date":"2018-01-16T09:00:22","date_gmt":"2018-01-16T06:00:22","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=6984"},"modified":"2025-09-04T15:53:08","modified_gmt":"2025-09-04T12:53:08","slug":"2018de-radariniza-girmesi-gereken-insan-kaynaklari-trendleri","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/2018de-radariniza-girmesi-gereken-insan-kaynaklari-trendleri\/","title":{"rendered":"2018\u2019de radar\u0131n\u0131za girmesi gereken \u0130nsan Kaynaklar\u0131 trendleri"},"content":{"rendered":"

\u0130\u015f d\u00fcnyas\u0131n\u0131 etkisi alt\u0131na alan teknolojik d\u00f6n\u00fc\u015f\u00fcm, \u0130nsan Kaynaklar\u0131 dinamiklerini de t\u00fcm h\u0131z\u0131yla de\u011fi\u015ftiriyor. 2018\u2019e girerken hangi trendler \u00f6ne \u00e7\u0131k\u0131yor? \u0130K uzmanlar\u0131 gelecekte i\u015f yap\u0131\u015f bi\u00e7imleriyle ilgili nelere dikkat etmeli? Ne t\u00fcr yenilikler \u0130K g\u00fcndemini derinden etkileyecek gibi g\u00f6r\u00fcn\u00fcyor? Sizin i\u00e7in derledik. <\/strong><\/p>\n

2017 \u0130nsan Kaynaklar\u0131 departmanlar\u0131n\u0131n \u015firket k\u00fclt\u00fcr\u00fc ve performans konusuna fazlas\u0131yla e\u011fildi\u011fi bir y\u0131l oldu. 2018\u2019de \u0130K\u2019y\u0131 yine b\u00fcy\u00fck de\u011fi\u015fimler bekliyor. Bunlar\u0131n en \u00f6nemlisi ise \u0130nsan Kaynaklar\u0131 s\u00fcre\u00e7lerinde teknolojiye odaklanmak. Peki teknoloji i\u015fe al\u0131m, \u00e7al\u0131\u015fanlarla ileti\u015fim ya da \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 gibi kritik konularda nas\u0131l kullan\u0131lacak?<\/p>\n

Bug\u00fcne kadar i\u015f s\u00fcre\u00e7lerini kolayla\u015ft\u0131rmak i\u00e7in kullan\u0131lan teknoloji, 2018\u2019de bir ya\u015fam bi\u00e7imi olarak hayat\u0131m\u0131za girecek gibi g\u00f6r\u00fcn\u00fcyor.<\/p>\n

\u0130\u015fte teknoloji odakl\u0131 2018 \u0130nsan Kaynaklar\u0131 trendleri:<\/p>\n

Potansiyel adaylar<\/strong><\/h2>\n

\u00d6zge\u00e7mi\u015fi kuvvetli ancak aktif olarak i\u015f aray\u0131\u015f\u0131nda olmayan adaylar\u0131n istihdam\u0131 \u0130nsan Kaynaklar\u0131n\u0131n her zaman g\u00fcndeminde oldu. Fakat bu adaylara ula\u015fmak, art\u0131k sadece CV\u2019lere<\/a> ula\u015fmaktan ge\u00e7miyor. Sosyal medya adaylara ula\u015fma noktas\u0131nda olduk\u00e7a g\u00fc\u00e7l\u00fc bir ara\u00e7 olarak kar\u015f\u0131m\u0131zda. Art\u0131k baz\u0131 etiketler arac\u0131l\u0131\u011f\u0131yla sosyal medya platformlar\u0131nda yer alan alt gruplarda ya da sekt\u00f6rel sayfalarda online olarak bu adaylara ula\u015fmak son derece kolay. \u0130nsan Kaynaklar\u0131 uzmanlar\u0131 i\u00e7in bu yolla aranan adaya ula\u015fabilme alan\u0131 da geni\u015flemi\u015f oluyor.<\/p>\n

Uzak i\u015fg\u00fcc\u00fc<\/strong><\/h2>\n

Evden, kafeden, hatta uzak bir \u00fclkeden \u00e7al\u0131\u015fmak \u00f6zellikle Amerika\u2019da h\u0131zla b\u00fcy\u00fcyen bir trend. Bununla ilgili verilere bakt\u0131\u011f\u0131m\u0131zda; son 20 y\u0131lda evden \u00e7al\u0131\u015fan ki\u015filerin say\u0131s\u0131n\u0131n tam d\u00f6rt kat b\u00fcy\u00fcd\u00fc\u011f\u00fcn\u00fc ve %37\u2019ye ula\u015ft\u0131\u011f\u0131n\u0131<\/a> g\u00f6r\u00fcyoruz. Bu durum ayn\u0131 zamanda \u0130nsan Kaynaklar\u0131 uzman\u0131n\u0131n da istedi\u011fi yerden i\u015fe al\u0131m yapabilmesini g\u00fcndeme getiriyor. Uzmanlara g\u00f6re bu durum \u015firketler i\u00e7in uzaktan \u00e7al\u0131\u015fabilecek yeteneklere ula\u015farak aday \u00e7e\u015fitlili\u011fini art\u0131rmak, daha \u00f6nce ula\u015f\u0131lamad\u0131\u011f\u0131 i\u00e7in de\u011ferlendirilemeyen kaynaklara sahip olmak noktas\u0131nda olduk\u00e7a kritik. Baz\u0131 teknolojik ara\u00e7larla (HR Venue) uzaktaki bir adayla kolayl\u0131kla i\u015f g\u00f6r\u00fc\u015fmesi yapabilecek \u0130K uzman\u0131 i\u00e7in amaca giden yol kolayla\u015f\u0131yor.<\/p>\n

\u201cK\u00f6r\u201d i\u015fe al\u0131m tekni\u011fi<\/strong><\/h2>\n

\u0130nsan Kaynaklar\u0131 uzmanlar\u0131n\u0131n g\u00fcndeminde her zaman \u00f6nemli bir yer kaplayan bir di\u011fer soru da, \u201c\u0130\u015fe al\u0131m s\u00fcre\u00e7lerinde \u00f6nyarg\u0131, yanl\u0131\u015f anla\u015f\u0131lma ve karma\u015fa nas\u0131l \u00f6nlenebilir?\u201d sorusu. 2018\u2019de \u00f6ne \u00e7\u0131kan bir ba\u015fka trend olan k\u00f6r i\u015fe al\u0131m\u0131n (blind hiring) bu soruya cevap olaca\u011f\u0131 d\u00fc\u015f\u00fcn\u00fcl\u00fcyor. Peki, bu trendde i\u015fe al\u0131m s\u00fcreci neden \u201ck\u00f6r\u201d olarak nitelendiriliyor? Uzmanlara g\u00f6re standart i\u015fe al\u0131m prosed\u00fcrlerinde adaylara g\u00f6r\u00fcn\u00fc\u015f, e\u011fitim, cinsiyet, e\u011fitim, \u0131rk gibi pek \u00e7ok kriter nedeniyle \u00f6nyarg\u0131yla yakla\u015f\u0131labiliyor. Bu da yanl\u0131\u015f kararlar\u0131n al\u0131nmas\u0131na neden oluyor. S\u00fcreci k\u00f6rle\u015ftirmek aday\u0131n geli\u015fim s\u00fcreci ve yetenekleri d\u0131\u015f\u0131ndaki t\u00fcm kriterleri elemek ve sadece bu ikisine odaklanmak anlam\u0131na geliyor. Bu ama\u00e7la yap\u0131lan ve aday\u0131 anonimle\u015ftirerek sadece \u00f6zelliklerine odaklan\u0131lmas\u0131n\u0131 sa\u011flayan i\u015fe al\u0131m yaz\u0131l\u0131mlar\u0131n\u0131n say\u0131s\u0131 h\u0131zla art\u0131yor. K\u00f6r i\u015fe al\u0131m; i\u015f yerinde \u00e7e\u015fitlili\u011fi<\/a> sa\u011flamak, i\u015fe al\u0131mda adaletli davranarak \u00f6nyarg\u0131ya son vermek a\u00e7\u0131s\u0131ndan olduk\u00e7a \u00f6nemli bir trend olarak kar\u015f\u0131m\u0131za \u00e7\u0131k\u0131yor.<\/p>\n

Oyunla\u015ft\u0131rma<\/strong><\/h2>\n

Oyunla\u015ft\u0131rma art\u0131k bilinen olduk\u00e7a \u00f6nemli bir kavram. \u00c7al\u0131\u015fanlarda ba\u011fl\u0131l\u0131k<\/a> ve ilgiyi canl\u0131 tutmay\u0131 bir oyun arac\u0131l\u0131\u011f\u0131yla ve i\u00e7ine rekabet \u00f6\u011feleri katarak sa\u011flamak; ister pazarlama, ister e\u011fitim isterse \u0130nsan Kaynaklar\u0131 departmanlar\u0131 i\u00e7in olsun, art\u0131k olduk\u00e7a s\u0131k kullan\u0131lan ve i\u015fe yarayan bir y\u00f6ntem. \u0130\u015f hayat\u0131nda oyunla\u015ft\u0131rma, s\u00f6z konusu pozisyon i\u00e7in gerekli olan kritik yetenek setlerini ve bili\u015fsel becerileri oyun ve e\u011flenceyle birle\u015ftiriyor ve aday\u0131n \u00f6zelliklerini ortaya koyarak kendisini strese kap\u0131lmadan ortaya koymas\u0131n\u0131 sa\u011fl\u0131yor. T\u00fcm bu s\u00fcrecin mobil \u00fczerinden ger\u00e7ekle\u015febilmesi de her iki taraf i\u00e7in olduk\u00e7a avantal\u0131. Oyunla\u015ft\u0131rma adaylara kendilerini g\u00f6stermek i\u00e7in e\u011flenceli bir neden verirken, i\u015fverenlere de adaylar\u0131n davran\u0131\u015f ve \u00f6zelliklerini g\u00f6zlemlemek ve kolayl\u0131kla analiz etmek i\u00e7in uygun bir platform sa\u011fl\u0131yor.<\/p>\n

Gelece\u011fe haz\u0131rl\u0131k<\/strong><\/h2>\n

Bug\u00fcn bir\u00e7ok meslek, teknolojinin h\u0131zl\u0131 ilerlemesi nedeniyle istihdam sahnesinden \u00e7ekiliyor. Operasyonel ve rutin i\u015flerin kar\u015f\u0131s\u0131nda yapay zeka konumland\u0131r\u0131l\u0131rken, tahmine dayanan analiz sistemlerinin de y\u00f6netim ve karar alma s\u00fcre\u00e7lerinin yerini alaca\u011f\u0131 s\u00f6yleniyor. Peki, bu noktada insana dayanan i\u015fg\u00fcc\u00fc nereye konumland\u0131r\u0131lacak? \u0130\u015fte bu sorudan kaynaklanan nedenlerle \u015firketlerin 2018\u2019de \u0130nsan Kaynaklar\u0131 uzmanlar\u0131n\u0131 farkl\u0131 pozisyonlar i\u00e7in haz\u0131rlamas\u0131, ekiplere ay\u0131rarak segmente etmesi olduk\u00e7a \u00f6nemli. Bu ekiplerin insan ve makine zekas\u0131n\u0131n yer alaca\u011f\u0131 farkl\u0131 i\u015f alanlar\u0131n\u0131 iyi anlamas\u0131 ve yeni alanlarda uzmanla\u015farak farkl\u0131 yetenek setleri<\/a> edinmesi, \u015firketlerin teknolojik d\u00f6n\u00fc\u015f\u00fcmde avantajl\u0131 bir pozisyona sahip olmas\u0131 a\u00e7\u0131s\u0131ndan \u00e7ok kritik. \u015eirketlerin gelece\u011fe y\u00f6nelik planlama yapmas\u0131; ge\u00e7i\u015flerde ne t\u00fcr pozisyonlarda insan, ne t\u00fcr alanlarda ise teknolojinin bask\u0131n olaca\u011f\u0131n\u0131 iyi kavramas\u0131 ve maddi kay\u0131plardan korunmas\u0131 amac\u0131yla \u015fart.<\/p>\n

2018 t\u00fcm h\u0131z\u0131yla yakla\u015f\u0131rken, teknoloji odakl\u0131 bu trendlerin \u0130nsan Kaynaklar\u0131 sekt\u00f6r\u00fcn\u00fc derinden etkilemesi ka\u00e7\u0131n\u0131lmaz. Baz\u0131lar\u0131 halihaz\u0131rda mevcut olan bu trendleri \u015firket s\u00fcre\u00e7lerine adapte ederek oyunda birinci gelebilmek i\u00e7in yap\u0131lacak en ak\u0131ll\u0131 hamle, uygun kaynaklar\u0131 ve zaman plan\u0131n\u0131 belirlemek ve bug\u00fcnden yar\u0131n i\u00e7in haz\u0131rlanmaya ba\u015flamak.<\/em><\/p>\n

Kaynak:\u00a0https:\/\/www.forbes.com\/sites\/forbeshumanresourcescouncil\/2017\/10\/26\/the-2018-human-resources-trends-to-keep-on-your-radar\/#5a93523c21b3<\/em><\/p>\n\n

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\u0130\u015f d\u00fcnyas\u0131n\u0131 etkisi alt\u0131na alan teknolojik d\u00f6n\u00fc\u015f\u00fcm, \u0130nsan Kaynaklar\u0131 dinamiklerini de t\u00fcm h\u0131z\u0131yla de\u011fi\u015ftiriyor. 2018\u2019e girerken hangi trendler \u00f6ne \u00e7\u0131k\u0131yor? \u0130K uzmanlar\u0131 gelecekte i\u015f yap\u0131\u015f bi\u00e7imleriyle ilgili nelere dikkat etmeli? Ne t\u00fcr yenilikler \u0130K g\u00fcndemini derinden etkileyecek gibi g\u00f6r\u00fcn\u00fcyor? Sizin i\u00e7in derledik. 2017 \u0130nsan Kaynaklar\u0131 departmanlar\u0131n\u0131n \u015firket k\u00fclt\u00fcr\u00fc ve performans konusuna fazlas\u0131yla e\u011fildi\u011fi bir y\u0131l […]<\/p>\n\n

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