{"id":7323,"date":"2018-05-20T11:43:43","date_gmt":"2018-05-20T08:43:43","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=7323"},"modified":"2018-05-21T12:44:36","modified_gmt":"2018-05-21T09:44:36","slug":"7323-2","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/7323-2\/","title":{"rendered":"Ba\u015far\u0131l\u0131 bir kurum k\u00fclt\u00fcr\u00fc olu\u015fturmak i\u00e7in yap\u0131lmas\u0131 gereken 3 \u015fey"},"content":{"rendered":"

Kurum k\u00fclt\u00fcr\u00fcn\u00fc olu\u015fturmak ve elbette uzun y\u0131llar boyunca o k\u00fclt\u00fcr\u00fc korumak \u015firketlerin gelece\u011fe ta\u015f\u0131nmas\u0131n\u0131n kilit rollerinden birini olu\u015fturuyor. Hirelogy\u2019nun kurucu ve CEO’su Adam Robinson,\u00a0 ba\u015far\u0131l\u0131 bir kurum k\u00fclt\u00fcr\u00fc olu\u015fturmak i\u00e7in yap\u0131lmas\u0131 gereken 3 noktay\u0131 a\u00e7\u0131kl\u0131yor. <\/strong><\/p>\n

\u201c\u00d6rnek al\u0131nabilecek k\u00fclt\u00fcre sahip \u015firketleri inceledi\u011finizde dikkatinizi \u00e7eken ilk \u015fey, bu \u015firketlerin bu k\u00fclt\u00fcrleri yaratmak ve s\u00fcrd\u00fcrmek i\u00e7in \u00e7ok \u00e7al\u0131\u015ft\u0131klar\u0131d\u0131r. Bu \u015firketler kurum k\u00fclt\u00fcrlerini<\/strong> \u00f6zenle tasarlayan ve besleyen benzersiz bir yakla\u015f\u0131ma sahiptir.\u201d<\/p>\n

Hirelogy\u2019nun kurucu ve CEO’su Adam Robinson,<\/strong> \u015firket k\u00fclt\u00fcr\u00fcn\u00fcn \u00f6nemini ve nas\u0131l olu\u015fturulmas\u0131 gerekti\u011fini bu c\u00fcmlelerle a\u00e7\u0131kl\u0131yor.<\/p>\n

Robinson, inc.com<\/a> i\u00e7in kaleme ald\u0131\u011f\u0131 makalede kurum k\u00fclt\u00fcr\u00fcn\u00fcn zaman i\u00e7inde kendi kendine ortaya \u00e7\u0131kan bir \u015fey olmad\u0131\u011f\u0131na dikkat \u00e7ekiyor. \u201cKurum k\u00fclt\u00fcr\u00fc tasarlanmal\u0131 yoksa kendi kendine mi olu\u015fmal\u0131\u201d sorusu i\u00e7in yan\u0131t\u0131 da kesinlikle tasarlamas\u0131 gerekti\u011fi y\u00f6n\u00fcnde.<\/p>\n

\u201cGe\u00e7en sekiz y\u0131l boyunca liderlik ekibimiz s\u00fcrd\u00fcr\u00fclebilir avantajlar yaratan bir \u015firket k\u00fclt\u00fcr\u00fc tasarlamak, uygulamak ve \u00f6l\u00e7eklemek i\u00e7in \u00e7ok \u00e7al\u0131\u015ft\u0131\u201d diye belirten Robinson\u2019a g\u00f6re bu s\u00fcre\u00e7te en \u00e7ok \u00f6nem verdi\u011fi 3 temel nokta \u015f\u00f6yle:<\/p>\n

“Kurum K\u00fclt\u00fcr\u00fc nedir?”<\/a><\/em> yaz\u0131m\u0131z\u0131 da okuyabilirsiniz.<\/p>\n

Bir k\u00fclt\u00fcr plan\u0131 olu\u015fturun<\/strong><\/p>\n

\u0130\u015fyeri k\u00fclt\u00fcr\u00fc kazara ortaya \u00e7\u0131kmaz. \u00d6ncelikle \u015firketin de\u011ferleri ve hedeflerini tek tek, g\u00fcn g\u00fcn belirleyen son derece a\u00e7\u0131k bir vizyon gerekir. Elbette bunun \u00f6l\u00e7\u00fclebilir ve \u00f6l\u00e7eklenebilir olmas\u0131 gerekiyor. Bu vizyon ve hedef plan\u0131 \u00fcst y\u00f6neticilere yol g\u00f6sterecek en \u00f6nemli harita olaca\u011f\u0131 i\u00e7in son derece \u00f6nemli. \u00c7\u00fcnk\u00fc y\u00f6neticiler i\u015f g\u00fcc\u00fcn\u00fc y\u00f6netirken bu haritadan yararlanacak.<\/p>\n

Elbette k\u00fclt\u00fcr plan\u0131n\u0131 olu\u015fturmak ba\u015fl\u0131 ba\u015f\u0131na bir i\u015f. Bunu yaparken kendinize \u015fu sorular\u0131n yan\u0131tlar\u0131n\u0131 do\u011fru \u015fekilde vermeniz gerekiyor.<\/p>\n

– \u015eirketimizin temel de\u011ferleri nelerdir?<\/p>\n

– Her bir temel de\u011fer i\u00e7in en az bir ger\u00e7ek hayat \u00f6rne\u011fini ifade edebiliyor muyuz?<\/p>\n

– Bu temel de\u011ferleri kar\u015f\u0131layan ki\u015fileri i\u015fe almay\u0131 ve desteklemeyi nas\u0131l sa\u011flayaca\u011f\u0131z?<\/p>\n

– Birinin, pozisyonuna uygun olmad\u0131\u011f\u0131n\u0131 bildi\u011fimizde ne yapar\u0131z?<\/p>\n

\u0130K\u2019y\u0131 sat\u0131\u015f organizasyonu gibi \u00e7al\u0131\u015ft\u0131r\u0131n<\/strong><\/p>\n

Geleneksel bir idari departman olarak \u0130nsan Kaynaklar\u0131n\u0131n<\/strong> kavramlar\u0131 eski modad\u0131r. Y\u00fcksek b\u00fcy\u00fcme g\u00f6steren ya da hedefleyen bir \u015firketin ihtiya\u00e7lar\u0131n\u0131 kar\u015f\u0131lamakta zorlan\u0131r. Bu y\u00fczden i\u015fe al\u0131m operasyonunuzu bir sat\u0131\u015f ve pazarlama makinesi gibi \u00e7al\u0131\u015ft\u0131rman\u0131z gerekir. Aksi halde piyasadaki en iyi adaylara eri\u015fiminizi kaybedersiniz.<\/p>\n

En iyiyi i\u015fe almak m\u0131 yoksa rakiplerinizin onlar\u0131 kapmas\u0131n\u0131 m\u0131 istiyorsunuz? Bu soru gayet net.<\/p>\n

\u0130\u015fleriniz yani a\u00e7\u0131k pozisyonlar\u0131n\u0131z\u0131n, bir \u00fcr\u00fcn gibi pazarlanmas\u0131 gerekir. Potansiyel adaylar\u00a0 bu durumda hedef pazar\u0131n\u0131z\u0131 olu\u015fturuyor. Pazar\u0131n\u0131z\u0131n hangi \u00fcr\u00fcn\u00fc sat\u0131n almak istedi\u011fini anl\u0131yor musunuz?<\/p>\n

Onlar i\u00e7in istisnai bir m\u00fc\u015fteri deneyimi mi ya\u015fatmak isityorsunuz yoksa vasat bir m\u00fc\u015fteri deneyimi mi? Potansiyel adaylar\u0131n\u0131z\u0131ndan ya da \u00e7al\u0131\u015fanlar\u0131n\u0131zdan geri d\u00f6n\u00fc\u015f al\u0131yor ya da memnuniyetlerini \u00f6l\u00e7\u00fcyor musunuz? Bunun i\u00e7in bir m\u00fc\u015fteri \u015fikayet ve dan\u0131\u015fma kurulu gibi bir birim olu\u015fturdunuz mu?<\/p>\n

\u0130K ekibinizi bir sat\u0131\u015f organizasyonu olarak hayal etti\u011finizde, bu sizi yapt\u0131\u011f\u0131n\u0131z her \u015feyi yeniden d\u00fc\u015f\u00fcnmeye zorlar. En iyi i\u015fyeri k\u00fclt\u00fcrleri de bu zihniyetten do\u011far ve b\u00fcy\u00fcr.<\/p>\n

Performansa dayal\u0131 bir \u00fccret politikas\u0131 <\/strong><\/p>\n

Gravity Payments’\u0131n kurucusu ve CEO’su Dan Price, \u015firketteki herkesin y\u0131lda en az 70.000 dolar kazand\u0131\u011f\u0131 “70.000 Dolar Asgari \u00dccret” politikas\u0131yla \u00fcnl\u00fc. Konsept ve asil niyetleri alk\u0131\u015fl\u0131yorum, ancak bu y\u00fcksek performansl\u0131 bir k\u00fclt\u00fcr in\u015fa etmek i\u00e7in korkun\u00e7 bir strateji.<\/p>\n

“Ayn\u0131la\u015ft\u0131r\u0131lm\u0131\u015f \u00fccret \u00f6l\u00e7e\u011fi” ortam\u0131nda y\u00fcksek performans i\u00e7in \u00e7abalayanlarla bunu yapmayanlara ayn\u0131 de\u011feri veriyorsunuz. Bu da uzun vadede vasat tak\u0131m \u00fcyeleriyle ayn\u0131 de\u011feri g\u00f6rd\u00fc\u011f\u00fcn\u00fc d\u00fc\u015f\u00fcnen parlak \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n rakiplere y\u00f6nelmesiyle sonu\u00e7lan\u0131r. Bu y\u00fczden performansa dayal\u0131 bir \u00fccret ve \u00f6d\u00fcllendirme mekanizmas\u0131 \u00e7al\u0131\u015ft\u0131r\u0131lmas\u0131 gerekiyor.<\/p>\n

Ba\u015far\u0131 i\u00e7in iyi bir plan, bir sat\u0131\u015f makinesi gibi in\u015fa edilen bir \u0130K organizasyonu ve en iyi performans g\u00f6sterenleri \u00f6d\u00fcllendiren bir sistem ile donat\u0131lm\u0131\u015f, ger\u00e7ek anlamda s\u00fcrd\u00fcr\u00fclebilir bir rekabet avantaj\u0131 yaratan istisnai bir \u015firket k\u00fclt\u00fcr\u00fc olu\u015fturmal\u0131s\u0131n\u0131z.<\/p>\n

 <\/p>\n\n

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Kurum k\u00fclt\u00fcr\u00fcn\u00fc olu\u015fturmak ve elbette uzun y\u0131llar boyunca o k\u00fclt\u00fcr\u00fc korumak \u015firketlerin gelece\u011fe ta\u015f\u0131nmas\u0131n\u0131n kilit rollerinden birini olu\u015fturuyor. Hirelogy\u2019nun kurucu ve CEO’su Adam Robinson,\u00a0 ba\u015far\u0131l\u0131 bir kurum k\u00fclt\u00fcr\u00fc olu\u015fturmak i\u00e7in yap\u0131lmas\u0131 gereken 3 noktay\u0131 a\u00e7\u0131kl\u0131yor. \u201c\u00d6rnek al\u0131nabilecek k\u00fclt\u00fcre sahip \u015firketleri inceledi\u011finizde dikkatinizi \u00e7eken ilk \u015fey, bu \u015firketlerin bu k\u00fclt\u00fcrleri yaratmak ve s\u00fcrd\u00fcrmek i\u00e7in \u00e7ok \u00e7al\u0131\u015ft\u0131klar\u0131d\u0131r. […]<\/p>\n\n

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