{"id":1660,"date":"2007-11-12T02:00:00","date_gmt":"2007-11-12T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/performans-yonetimi\/"},"modified":"2024-07-03T15:55:52","modified_gmt":"2024-07-03T12:55:52","slug":"performans-yonetimi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/performans-yonetimi\/","title":{"rendered":"Performans Y\u00f6netimi"},"content":{"rendered":"
<\/p>\n
\"\"Performans y\u00f6netimi, g\u00fcn\u00fcm\u00fczde s\u00fcrekli bi\u00e7imde konu\u015fulan ve gittik\u00e7e \u00f6nemini artt\u0131ran bir kavram.. Her ge\u00e7en g\u00fcn daha fazla firma kariyer, e\u011fitim, \u00fccret y\u00f6netimi konular\u0131ndaki de\u011fi\u015fiklikler i\u00e7in performans de\u011ferlendirme sistemine ba\u015fvurmaktad\u0131r. <\/p>\n

Performans y\u00f6netimi; firman\u0131n gelece\u011fe y\u00f6nelik hedefleri ve strateji ile, firmada \u00e7al\u0131\u015fan y\u00f6netici ve \u00e7al\u0131\u015fanlar\u0131n bu hedefler do\u011frultusunda y\u00f6nlendirilmesi ve y\u00f6netilmesini sa\u011flayan sistemdir.<\/p><\/div>\n

Performans y\u00f6netiminde etkili noktalardan biri de \u00e7al\u0131\u015fsanlar\u0131n ba\u015far\u0131lar\u0131n\u0131n ve y\u00fcksek motivasyonlar\u0131n\u0131n \u00f6d\u00fcllendirilmesi ve takdir edilmesidir. Bunun anlam\u0131, \u00fcst d\u00fczey y\u00f6netimin \u00e7al\u0131\u015fanlar\u0131n\u0131 sahiplenmesi ve onlara destek sa\u011flamas\u0131d\u0131r. Performanslar\u0131 y\u00fcksek \u00e7al\u0131\u015fanlar\u0131n, firma ba\u015far\u0131s\u0131na yapt\u0131klar\u0131 katk\u0131lar\u0131n oran\u0131na g\u00f6re de\u011ferlendirilip, do\u011fru \u015fekilde \u00f6d\u00fcllendirilmeleri, gelece\u011fe y\u00f6nelik performanslar\u0131n\u0131n da y\u00fcksek olmas\u0131 i\u00e7in motive edici bir \u00f6\u011fe olacakt\u0131r. Bu \u00f6d\u00fcllendirme her zaman \u00fccrete yans\u0131yan bir art\u0131\u015f \u015feklinde olmak zorunda da de\u011fildir.<\/div>\n
Bu \u00e7er\u00e7evede de her y\u0131l\u0131n ba\u015f\u0131nda belirlenen bireysel \u015firket hedeflerinin, y\u0131l i\u00e7inde de\u011ferlendirilmesi ile yeni y\u0131l hedeflerinin belirlenmesi \u015feklinde geli\u015fen s\u00fcre\u00e7 performans de\u011ferlendirmesini olu\u015fturmaktad\u0131r. Performans y\u00f6netimi, \u00e7al\u0131\u015fanlar\u0131n bir \u00e7al\u0131\u015fan\u0131n i\u015fe girmesiyle ba\u015flar ve i\u015ften ayr\u0131lmas\u0131yla sonlan\u0131r. Amac\u0131; firma vizyonunu ve misyonunu ba\u015far\u0131yla devam ettirebilmek ve firma geli\u015fim grafi\u011fini y\u00fcksek tutabilmektir. Bunlar\u0131n sa\u011flanmas\u0131 da ancak motivasyonu y\u00fcksek, g\u00fcvenilir, sorumluluklar\u0131n\u0131 bilen ve yarat\u0131c\u0131 \u00e7al\u0131\u015fanlar ile m\u00fcmk\u00fcn olmaktad\u0131r. Bu nedenle performans y\u00f6netimine ayn\u0131 zamanda, \u00e7al\u0131\u015fanlar\u0131n maksimum kapasite ile \u00e7al\u0131\u015fabilecekleri \u0131l\u0131ml\u0131 bir ofis ortam\u0131 yaratmak a\u00e7\u0131s\u0131ndan da bak\u0131labilir. \u00c7al\u0131\u015fanlar bir firman\u0131n ba\u015far\u0131s\u0131nda etkili olan ilk etmenlerse, performans y\u00f6netimi de onlar\u0131n bireysel ba\u015far\u0131lar\u0131n\u0131 artt\u0131r\u0131c\u0131 tedbirler ve te\u015fvikler d\u00fczenleme sanat\u0131d\u0131r. <\/p>\n

Etkili performans y\u00f6netimi, firma ba\u015far\u0131s\u0131n\u0131 \u00e7al\u0131\u015fanlar\u0131 ba\u015far\u0131ya te\u015fvik ederek sa\u011flar. E\u011fer \u00e7al\u0131\u015fanlara g\u00f6revlerinin neler oldu\u011fu tam olarak a\u00e7\u0131klan\u0131rsa, bilin\u00e7li bir y\u00f6nlendirme ve bu y\u00f6nlendirmenin bir getirisi olarak da herkesin yapmas\u0131 gereken i\u015fi bildi\u011fi bir ofis ortam\u0131 olu\u015fur. Bu tip bir ortamda i\u015fler daha h\u0131zl\u0131 ve verimli ilerlerken, esnek ve \u0131l\u0131ml\u0131 ortam da \u00e7al\u0131\u015fanlar\u0131n yarat\u0131c\u0131l\u0131klar\u0131n\u0131n artmas\u0131nda etkili olacakt\u0131r. \u00c7al\u0131\u015fanlar\u0131n a\u00e7\u0131k g\u00f6rev tan\u0131mlar\u0131na sahip olmad\u0131\u011f\u0131 durumlarda, g\u00f6rev da\u011f\u0131l\u0131m\u0131 istikrarl\u0131 olmaz ve \u00e7al\u0131\u015fanlar\u0131n sorumluluklar\u0131 s\u00fcrekli olarak da\u011f\u0131l\u0131r. Bu hem performanslar\u0131n\u0131n d\u00fc\u015fmesine hem de zaman y\u00f6netiminde aksamalar olmas\u0131na neden olabilir. <\/p>\n

\u0130\u015fe al\u0131mlarda do\u011fru insan\u0131 bulabilmeniz i\u00e7in, g\u00f6rev tan\u0131mlar\u0131n\u0131n verilen i\u015f ilan\u0131na a\u00e7\u0131k ve tam olarak yans\u0131mas\u0131 \u00f6nemlidir. \u0130\u015f ilan\u0131n\u0131 inceleyen adaylar, firman\u0131n onlardan tam olarak ne bekledi\u011fini, ne tip \u00f6zelliklere sahip olmalar\u0131n\u0131n gerekti\u011fini, ayr\u0131nt\u0131l\u0131 i\u015f tan\u0131m\u0131 ve personel kriterlerinden a\u00e7\u0131k\u00e7a anlayabilmelidir. Her zaman i\u00e7in en ayr\u0131nt\u0131l\u0131 i\u015f tan\u0131m\u0131n\u0131n ilk m\u00fclakat esnas\u0131nda verilmesi gerekti\u011fi d\u00fc\u015f\u00fcn\u00fclse de, i\u015f ilan\u0131nda kullan\u0131lan belirleyici kriterler, adaylar\u0131n nelere haz\u0131rl\u0131kl\u0131 olmalar\u0131n\u0131 bilmeleri a\u00e7\u0131s\u0131ndan olduk\u00e7a \u00f6nemlidir. <\/p>\n

Etkili oryantasyon ve kurumsal e\u011fitim gibi \u00e7al\u0131\u015fanlar\u0131n i\u015f performanslar\u0131n\u0131 geli\u015ftirici programlar haz\u0131rlanmal\u0131d\u0131r. E\u011fer bir \u00e7al\u0131\u015fana \u00f6zel bir g\u00f6rev verilmi\u015f ve i\u015finin gere\u011fi olarak belli sorumluluklarla donat\u0131lm\u0131\u015f ise, i\u015fe ba\u015flamadan \u00f6nce do\u011fru e\u011fitimleri alm\u0131\u015f olmas\u0131 gerekmektedir. \u00d6rne\u011fin, s\u00f6z konusu g\u00f6rev sat\u0131\u015f-pazarlama departman\u0131na y\u00f6nelikse, \u00f6ncelikle sat\u0131\u015f sorumlular\u0131na, sat\u0131\u015f\u0131 ger\u00e7ekle\u015ftirilecek \u00fcr\u00fcn\/hizmet hakk\u0131nda yeterli e\u011fitimin verilmesi gerekmektedir; \u00e7\u00fcnk\u00fc ancak bu \u015fekide s\u00f6z konusu \u00fcr\u00fcn ya da hizmet, sat\u0131\u015f sorumlular\u0131 taraf\u0131ndan ayr\u0131nt\u0131l\u0131 bi\u00e7imde m\u00fc\u015fteriye anlat\u0131labilir. <\/p>\n

Etkili bi\u00e7imde \u00e7al\u0131\u015fan bir geribildirim mekanizmas\u0131 olu\u015fturulmas\u0131nda b\u00fcy\u00fck bir yarar vard\u0131r. \u00c7al\u0131\u015fanlar performans d\u00fczeylerini d\u00fczenli aral\u0131klarla \u00f6\u011frenmek isterler. Etkili geribildirim, bireylerin zay\u0131f y\u00f6nlerini g\u00fc\u00e7lendirmelerini sa\u011flamada olduk\u00e7a etkilidir. Bu noktada dikkat edilmesi gereken sert ele\u015ftiriler yerine yap\u0131c\u0131 ele\u015ftirilerle \u00e7al\u0131\u015fanlara yakla\u015fmakt\u0131r.<\/p><\/div>\n

Firma i\u00e7i terfi imkanlar\u0131n\u0131n olmas\u0131 \u00e7al\u0131\u015fanlar\u0131n\u0131n kariyer hedeflerini belirlemelerinde ve bu \u00e7er\u00e7evede daha verimli ve hedefe y\u00f6nelik \u00e7al\u0131\u015fmalar\u0131nda olduk\u00e7a etkilidir. Firman\u0131z\u0131n bu tip terfi ve ilerleme imkanlar\u0131na a\u00e7\u0131k olmas\u0131n\u0131n bir di\u011fer avantaj\u0131 da, firma k\u00fclt\u00fcr\u00fcn\u00fc tan\u0131mayan ve belli bir oryantasyon s\u00fcreci ge\u00e7irmek zorunda olan yeni bireylerin yaratt\u0131\u011f\u0131 al\u0131\u015fma d\u00f6nemini ya\u015famamakt\u0131r. <\/p>\n

S\u00fcrekli ayn\u0131 i\u015fi yapmak ve y\u0131llarca ayn\u0131 \u00fcnvan\u0131n gerektirdi\u011fi sorumluluklar ve yetkiler \u00e7er\u00e7evesinde \u00e7al\u0131\u015fmak, birey psikolojisi \u00e7er\u00e7evesinde ele al\u0131nd\u0131\u011f\u0131nda motivasyonu ve performans\u0131 d\u00fc\u015f\u00fcren fakt\u00f6rlerden biridir. Belli zaman aral\u0131klar\u0131nda de\u011fi\u015fiklik g\u00f6steren ve rekabete a\u00e7\u0131k g\u00f6revler, \u00e7al\u0131\u015fanlar\u0131n tek d\u00fcze i\u015f d\u00fczenlerinden \u00e7\u0131kmalar\u0131na ve daha ba\u015far\u0131l\u0131 olmalar\u0131na yard\u0131mc\u0131 olacakt\u0131r. <\/p>\n

\u015eirket hedeflerini m\u00fcmk\u00fcn oldu\u011funca \u00e7al\u0131\u015fanlarla birlikte belirlemeye \u00e7al\u0131\u015f\u0131n. \u00c7al\u0131\u015fanlar kendilerini ne denli hedef belirleme s\u00fcrecine kat\u0131lm\u0131\u015f hissederlerse, o denli hedeflerin do\u011fruluk pay\u0131 ve y\u00f6netici-\u00e7al\u0131\u015fan motivasyonu artacakt\u0131r. Bu nedenle basit, ula\u015f\u0131lmas\u0131 kolay, mant\u0131kl\u0131 ve belli bir zaman s\u0131n\u0131rland\u0131r\u0131lmas\u0131na tabi olan olan hedeflerin belirlenmesinde, \u00e7al\u0131\u015fanlar\u0131n\u0131zla ortak \u00e7al\u0131\u015fma i\u00e7ine girmeniz firman\u0131n yarar\u0131na olacakt\u0131r. <\/p>\n

Firmada itibar g\u00f6rd\u00fc\u011f\u00fc ve \u00f6nemli bir konumda oldu\u011fu halde firmadan ayr\u0131lan \u00e7al\u0131\u015fanlarla \u00f6zel bir g\u00f6r\u00fc\u015fme yap\u0131lmas\u0131 olduk\u00e7a faydal\u0131 olacakt\u0131r; \u00e7\u00fcnk\u00fc bu ki\u015finin \u015firketten ayr\u0131lma nedeninin ne oldu\u011funu \u00f6\u011frenmek kimi farkedilmeyen ama asl\u0131nda aksayan noktalar\u0131 g\u00fcn \u0131\u015f\u0131\u011f\u0131na \u00e7\u0131karmak anlam\u0131na gelebilir. Bu \u015fekilde sorunlar \u00f6nceden farkedilebilir, aksayan noktalar d\u00fczeltilmeye \u00e7al\u0131\u015f\u0131labilir. <\/p>\n

Yukarda de\u011finilen b\u00fct\u00fcn noktalar g\u00f6z \u00f6n\u00fcnde bulunduruldu\u011funda bir firmadaki \u0130nsan Kaynaklar\u0131 Direkt\u00f6rlerinin, \u00f6ncelikle \u00e7al\u0131\u015fan sonra da firma ba\u015far\u0131s\u0131nda son derece b\u00fcy\u00fck etkileri oldu\u011fu a\u00e7\u0131kt\u0131r. Y\u00f6neticileri ve departman m\u00fcd\u00fcrlerini bu konuda y\u00f6nlendirebilir ve yeni bak\u0131\u015f a\u00e7\u0131lar\u0131 geli\u015ftirebilirsiniz. \u00d6nemli olan firma genelinde uyum i\u00e7inde i\u015fleyen bir i\u015f\u00e7i-i\u015fveren ili\u015fkisi olu\u015fturmak ve \u0131l\u0131ml\u0131 bir ofis ortam\u0131nda \u00e7al\u0131\u015fanlar\u0131n \u00e7ok daha yarat\u0131c\u0131 olabildiklerini g\u00f6rmektir.<\/p><\/div>\n

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Performans y\u00f6netimi, g\u00fcn\u00fcm\u00fczde s\u00fcrekli bi\u00e7imde konu\u015fulan ve gittik\u00e7e \u00f6nemini artt\u0131ran bir kavram.. Her ge\u00e7en g\u00fcn daha fazla firma kariyer, e\u011fitim, \u00fccret y\u00f6netimi konular\u0131ndaki de\u011fi\u015fiklikler i\u00e7in performans de\u011ferlendirme sistemine ba\u015fvurmaktad\u0131r. Performans y\u00f6netimi; firman\u0131n gelece\u011fe y\u00f6nelik hedefleri ve strateji ile, firmada \u00e7al\u0131\u015fan y\u00f6netici ve \u00e7al\u0131\u015fanlar\u0131n bu hedefler do\u011frultusunda y\u00f6nlendirilmesi ve y\u00f6netilmesini sa\u011flayan sistemdir. Performans y\u00f6netiminde etkili noktalardan […]<\/p>\n\n

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