{"id":1771,"date":"2007-12-05T02:00:00","date_gmt":"2007-12-05T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/acibadem-saglik-grubu-insan-kaynaklari-direktor-vekili-gokben-sarac-ozalp\/"},"modified":"2024-07-03T15:05:07","modified_gmt":"2024-07-03T12:05:07","slug":"acibadem-saglik-grubu-insan-kaynaklari-direktor-vekili-gokben-sarac-ozalp","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/acibadem-saglik-grubu-insan-kaynaklari-direktor-vekili-gokben-sarac-ozalp\/","title":{"rendered":"Ac\u0131badem Sa\u011fl\u0131k Grubu \u0130nsan Kaynaklar\u0131 Direkt\u00f6r Vekili ‘G\u00f6kben Sara\u00e7 \u00d6zalp’"},"content":{"rendered":"
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\"\"Ac\u0131badem markas\u0131 i\u00e7in \u00e7al\u0131\u015fmalar\u0131 ger\u00e7ekle\u015ftirirken ama\u00e7, strateji, y\u00f6ntem ve hedef kitleler gibi noktalar\u0131 \u00f6nemle planlad\u0131klar\u0131n\u0131 s\u00f6yleyen Ac\u0131badem Sa\u011fl\u0131k Grubu \u0130nsan Kaynaklar\u0131 Direkt\u00f6r Vekili G\u00f6kben Sara\u00e7 \u00d6zalp sorular\u0131m\u0131z\u0131 yan\u0131tlad\u0131. <\/span><\/strong><\/div>\n
Ac\u0131badem Sa\u011fl\u0131k Grubu \u0130nsan Kaynaklar\u0131 2005 y\u0131l\u0131n\u0131n ba\u015f\u0131nda bir yeniden yap\u0131lanma ya\u015fad\u0131. 2005 y\u0131l\u0131 \u00f6ncesi merkezi olarak y\u00fcr\u00fct\u00fclen \u0130K fonksiyonlar\u0131, bug\u00fcn merkezden desteklenen ve sahada aktif y\u00fcr\u00fct\u00fclen bir organizasyon olarak faaliyet g\u00f6steriyor. Zorunlu ve Se\u00e7meli olmak \u00fczere 2 t\u00fcr e\u011fitim program\u0131 haz\u0131rlad\u0131klar\u0131n\u0131 s\u00f6yleyen Ac\u0131badem Sa\u011fl\u0131k Grubu \u0130nsan Kaynaklar\u0131 Direkt\u00f6r Vekili G\u00f6kben Sara\u00e7 \u00d6zalp, “Mevcut i\u015flerimizi daha iyi yapabilmek, h\u0131zla de\u011fi\u015fen ko\u015fullara uyum sa\u011flayabilmek ve kurumun gelecekteki y\u00f6neticilerini yeti\u015ftirebilmek amac\u0131yla, i\u015f hedeflerimiz ile kurumsal de\u011fer ve prensiplerimizi destekleyen e\u011fitim programlar\u0131m\u0131z\u0131 uyguluyoruz” diyor.<\/span><\/div>\n

Ac\u0131badem hastanelerinin \u0130K konusunda yakla\u015f\u0131m\u0131 nedir?<\/span><\/strong><\/span><\/strong>Sa\u011fl\u0131k hizmeti verdi\u011fimiz i\u00e7in kurumumuza nitelikli i\u015f g\u00fcc\u00fc kazand\u0131rabilmemiz bizim i\u00e7in \u00e7ok \u00f6nemli. \u00c7\u00fcnk\u00fc hizmeti verenle hizmeti alan birebir ili\u015fki i\u00e7inde oldu\u011fundan hizmetin kalitesinin belirlenmesinde \u00e7al\u0131\u015fanlar\u0131m\u0131z b\u00fcy\u00fck bir \u00f6nem ta\u015f\u0131yor. Bu noktada do\u011fru i\u015fe do\u011fru insan, i\u015fe g\u00f6re insan se\u00e7imi i\u015fe al\u0131m politikam\u0131zda iki \u00f6nemli kavram olarak kar\u015f\u0131m\u0131za \u00e7\u0131k\u0131yor. <\/span><\/div>\n
\u0130nsan Kaynaklar\u0131 organizasyonu olarak amac\u0131m\u0131z\u0131; ki\u015fi performans\u0131n\u0131 ekip performans\u0131na, ekip performans\u0131n\u0131 ise kurum performans\u0131na ta\u015f\u0131mak, bilgiyi do\u011fru y\u00f6neten, s\u00fcre\u00e7lerini s\u00fcrekli geli\u015ftiren “de\u011fer yaratan \u0130nsan Kaynaklar\u0131” sistemlerini olu\u015fturmak, stratejilerini ve politikalar\u0131n\u0131 geli\u015ftirmek ve uygulamak olarak ifade edebiliriz. <\/span><\/div>\n

Hastanenizde hangi b\u00f6l\u00fcmlerinizde istihdam daha yo\u011fun?<\/span><\/strong><\/span><\/strong>Kadrolar\u0131m\u0131zda, sa\u011fl\u0131k profesyonelleri a\u011f\u0131rl\u0131kl\u0131 olarak hizmet veriyor. \u00d6zellikle hekim, hem\u015fire, sa\u011fl\u0131k memuru ve sa\u011fl\u0131k teknisyenleri kurumumuz i\u00e7inde hizmetimizin gere\u011fi olarak yo\u011fun istihdam g\u00f6steren kadrolar. Laboratuvar Hizmetleri, Bilgi Sistemleri, Mali \u0130\u015fler, Pazarlama, Lojistik \/ Sat\u0131n Alma, \u0130K olmak \u00fczere merkezi birimlerimiz daha s\u0131n\u0131rl\u0131 kadrolar ile merkezden sahay\u0131 desteklemeyi s\u00fcrd\u00fcr\u00fcyorlar. <\/span><\/div>\n

\u00c7al\u0131\u015fan sirk\u00fclasyonu ne durumda?<\/span><\/strong><\/span><\/strong>Bug\u00fcn sa\u011fl\u0131k sekt\u00f6r\u00fcne bakt\u0131\u011f\u0131m\u0131zda, hizmet veren t\u00fcm \u00f6zel kurumlarda, \u00e7al\u0131\u015fan sirk\u00fclasyonunun ya\u015fand\u0131\u011f\u0131n\u0131 g\u00f6rmek m\u00fcmk\u00fcn. Ac\u0131badem’i sekt\u00f6rdeki di\u011fer \u00f6zel sa\u011fl\u0131k kurulu\u015flar\u0131 ile kar\u015f\u0131la\u015ft\u0131rd\u0131\u011f\u0131m\u0131zda, kurumumuzdaki devir oran\u0131n\u0131n ortalamaya g\u00f6re d\u00fc\u015f\u00fck oldu\u011funu belirtebilirim. \u00d6zellikle sa\u011fl\u0131k profesyonellerinde bu oran daha belirgin.  <\/span><\/div>\n
Ayr\u0131ca, Ac\u0131badem’de bu devirin \u00f6zel kurumlara do\u011fru de\u011fil, devlet kurumlar\u0131na do\u011fru oldu\u011funu eklemem gerekebilir. Grubun b\u00fcy\u00fcme h\u0131z\u0131n\u0131 da g\u00f6z \u00f6n\u00fcnde bulundurursak, her ge\u00e7en g\u00fcn gen\u00e7 kadrolar\u0131n aram\u0131za kat\u0131ld\u0131\u011f\u0131n\u0131 g\u00f6r\u00fcyoruz. \u0130dari kadrolar\u0131m\u0131zda ise personel devir oran\u0131 olduk\u00e7a d\u00fc\u015f\u00fck. Hareketlili\u011fi daha \u00e7ok olan sa\u011fl\u0131k kadrolar\u0131 i\u00e7in de, kurumda kal\u0131c\u0131l\u0131\u011f\u0131 sa\u011flamaya y\u00f6nelik politikalar belirleyerek uygulamaya \u00e7al\u0131\u015f\u0131yoruz. <\/span><\/div>\n

Online i\u015fe al\u0131m size ne sa\u011flad\u0131?<\/span><\/strong><\/span><\/strong>On-line i\u015fe al\u0131m, hepimizin en k\u0131ymetli varl\u0131\u011f\u0131 olan “zaman”dan tasarruf etmemizi sa\u011flad\u0131. E\u011fitim durumu, deneyimi ve di\u011fer yeteneklerine g\u00f6re adaylar\u0131 se\u00e7me ve de\u011ferlendirme s\u00fcrecinde bize k\u0131sa zamanda, \u00e7e\u015fitli profillerde aday havuzu olu\u015fturmam\u0131z\u0131 sa\u011flad\u0131. Kurumumuzda, pozisyona \u00f6zel ba\u015fvurular\u0131 de\u011ferlendirebildi\u011fimiz gibi, aday veritaban\u0131n\u0131 kullanarak, kriterlerimize uygun adaylara ula\u015fmam\u0131z\u0131 sa\u011flamas\u0131 da uygulaman\u0131n bir di\u011fer faydas\u0131 oldu. <\/span><\/div>\n

Sa\u011fl\u0131k sekt\u00f6r\u00fcnde bir \u015firket olarak yo\u011fun stres ortam\u0131nda \u00e7al\u0131\u015f\u0131yorsunuz. \u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n motivasyonunu sa\u011flamak i\u00e7in ne t\u00fcr etkinlikler d\u00fczenliyorsunuz? <\/span><\/strong><\/span><\/strong>\u00c7al\u0131\u015fan motivasyonundan bahsedilince genelde akla ilk gelen aktiviteler; piknikler, spor m\u00fcsabakalar\u0131 ve tekne gezileri oluyor. Elbette bu aktiviteler kurum i\u00e7inde \u00e7al\u0131\u015fanlar\u0131 ortak noktalarda birle\u015ftirip motivasyona katk\u0131s\u0131 olmas\u0131 ad\u0131na anlaml\u0131, ancak \u0130nsan Kaynaklar\u0131 olarak \u00e7al\u0131\u015fan motivasyonunun \u00e7al\u0131\u015fma ortam\u0131nda sa\u011flanmas\u0131n\u0131n, verimlili\u011fi daha \u00e7ok artt\u0131rd\u0131\u011f\u0131 ve \u00e7al\u0131\u015fan memnuniyetini de o oranda y\u00fckseltti\u011fi g\u00f6r\u00fc\u015f\u00fcndeyiz. <\/span><\/div>\n
\u00c7al\u0131\u015fanlar\u0131m\u0131z\u0131n i\u015flerini yaparken ihtiya\u00e7 duyduklar\u0131 her t\u00fcrl\u00fc te\u00e7hizat\u0131 onlara sa\u011flamak, keyifle \u00e7al\u0131\u015fabilecekleri bir \u00e7al\u0131\u015fma ortam\u0131 yaratmak, kendilerinin e\u011fitim ve geli\u015fimlerine \u00f6nem veren bir y\u00f6netim politikas\u0131 oldu\u011funu onlara hissettirmek ve y\u00f6neticilerinin onlarla birebir ilgilenmesi bizler i\u00e7in motivasyonu \u00fcst seviyelere getirecek de\u011ferler olarak kar\u015f\u0131m\u0131za \u00e7\u0131k\u0131yor. Kurum i\u00e7inde rutin aral\u0131klarla yap\u0131lan \u00c7al\u0131\u015fan Memnuniyeti Anketleri sonu\u00e7lar\u0131n\u0131 da \u00f6nceki y\u0131llarla k\u0131yaslad\u0131\u011f\u0131m\u0131zda bizi mutlu eden sonu\u00e7larla kar\u015f\u0131la\u015f\u0131yoruz. <\/span><\/div>\n

\u00c7al\u0131\u015fanlar\u0131n\u0131za ne t\u00fcr e\u011fitimler veriyorsunuz?<\/span><\/strong><\/span><\/strong>Mevcut i\u015flerimizi daha iyi yapabilmek, h\u0131zla de\u011fi\u015fen ko\u015fullara uyum sa\u011flayabilmek ve kurumun gelecekteki y\u00f6neticilerini yeti\u015ftirebilmek amac\u0131yla, i\u015f hedeflerimiz ile kurumsal de\u011fer ve prensiplerimizi destekleyen e\u011fitim programlar\u0131m\u0131z\u0131 uyguluyoruz. <\/span><\/div>\n
Bu anlay\u0131\u015f do\u011frultusunda y\u0131ll\u0131k bazda haz\u0131rlanan e\u011fitim programlar\u0131, Zorunlu ve Se\u00e7imli e\u011fitim programlar\u0131 olmak \u00fczere ikiye ayr\u0131l\u0131yor. Zorunlu E\u011fitimler, hedef grup taraf\u0131ndan al\u0131nmas\u0131 kurum taraf\u0131ndan \u00f6ng\u00f6r\u00fclen e\u011fitimleri kaps\u0131yor. Hasta \u0130li\u015fkilerinde \u0130leti\u015fim Teknikleri, Kolej I, Kolej II ve S\u00fcrekli Kalite \u0130yile\u015ftirme ve Hasta G\u00fcvenli\u011fi, verilen zorunlu e\u011fitimlerin baz\u0131lar\u0131. Se\u00e7imli E\u011fitimler ise, kurum genelinde yap\u0131lan e\u011fitim ihtiya\u00e7 analizi sonucunda belirleniyor. <\/span><\/div>\n
E\u011fitim \u0130htiya\u00e7 Analizi; kurumsal hedefler ve stratejiler, performans de\u011ferlendirme sonu\u00e7lar\u0131, birimsel ihtiya\u00e7lar, kariyer planlar\u0131, hasta ve hasta yak\u0131nlar\u0131n\u0131n \u00f6neri ve \u015fikayetleri baz al\u0131narak ger\u00e7ekle\u015ftiriliyor. <\/span><\/div>\n

Ac\u0131badem hastanelerinin sa\u011fl\u0131k sekt\u00f6r\u00fcnde markala\u015fmas\u0131 i\u00e7in ne gibi bir strateji izliyorsunuz? <\/span><\/strong><\/span><\/strong>\u00c7 al\u0131\u015fmalar\u0131n bir k\u0131sm\u0131 sa\u011fl\u0131k sekt\u00f6r\u00fcnde yeni uygulamalar olarak g\u00f6ze \u00e7arp\u0131yor. \u00c7al\u0131\u015fmalar\u0131 ger\u00e7ekle\u015ftirirken ama\u00e7, strateji, y\u00f6ntem ve hedef kitleler gibi noktalar\u0131 \u00f6nemle planlanmaya \u00f6zen g\u00f6steriyoruz. <\/span><\/div>\n
Ac\u0131badem markas\u0131 hizmet verilen her noktada g\u00fcveni yans\u0131t\u0131r. Ac\u0131badem markas\u0131n\u0131 sa\u011fl\u0131k sekt\u00f6r\u00fcndeki di\u011fer markalardan ay\u0131ran en \u00f6nemli \u00f6zelli\u011fi, kurumun T\u00fcrkiye’ye model olu\u015fturmay\u0131 ve d\u00fcnyada referans g\u00f6sterilen akademik sa\u011fl\u0131k kurumlar\u0131ndan biri olmay\u0131 hedeflemesidir. Bug\u00fcn bakt\u0131\u011f\u0131m\u0131zda toplumu bilin\u00e7lendirme misyonuyla yap\u0131lan \u00e7al\u0131\u015fmalar sayesinde markan\u0131n geni\u015f kitleler taraf\u0131ndan s\u00fcrekli alg\u0131land\u0131\u011f\u0131n\u0131 g\u00f6r\u00fcyoruz. Kurumun uluslararas\u0131 i\u015fbirlikleri marka de\u011ferini artt\u0131ran \u00e7al\u0131\u015fmalard\u0131r. T\u00fcrkiye sa\u011fl\u0131k sekt\u00f6r\u00fcndeki ilk grup olan Ac\u0131badem, kalite standartlar\u0131n\u0131 bozmadan s\u00fcrekli yat\u0131r\u0131mlar\u0131yla hizmetlerini yayg\u0131nla\u015ft\u0131r\u0131yor, bu da markan\u0131n bilinilirli\u011fini artt\u0131r\u0131yor. <\/span><\/div>\n
Kurumun markala\u015fma s\u00fcrecinde bilin\u00e7li olarak “hastane” s\u00f6zc\u00fc\u011f\u00fcn\u00fc geri planda tutuyoruz. Ac\u0131badem isminin, \u00f6n planda ve tek ba\u015f\u0131na yer almas\u0131na \u00f6zen g\u00f6steriyoruz. G\u00fcn\u00fcm\u00fczde “Ac\u0131badem” dendi\u011finde herkesin akl\u0131na \u0130stanbul’un bir semti de\u011fil, sa\u011fl\u0131k kurumu, g\u00fcven ve teknolojinin geliyor olmas\u0131 memnuniyet vericidir. <\/span><\/div>\n
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<\/span><\/span><\/strong><\/div>\n\n

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Ac\u0131badem markas\u0131 i\u00e7in \u00e7al\u0131\u015fmalar\u0131 ger\u00e7ekle\u015ftirirken ama\u00e7, strateji, y\u00f6ntem ve hedef kitleler gibi noktalar\u0131 \u00f6nemle planlad\u0131klar\u0131n\u0131 s\u00f6yleyen Ac\u0131badem Sa\u011fl\u0131k Grubu \u0130nsan Kaynaklar\u0131 Direkt\u00f6r Vekili G\u00f6kben Sara\u00e7 \u00d6zalp sorular\u0131m\u0131z\u0131 yan\u0131tlad\u0131. Ac\u0131badem Sa\u011fl\u0131k Grubu \u0130nsan Kaynaklar\u0131 2005 y\u0131l\u0131n\u0131n ba\u015f\u0131nda bir yeniden yap\u0131lanma ya\u015fad\u0131. 2005 y\u0131l\u0131 \u00f6ncesi merkezi olarak y\u00fcr\u00fct\u00fclen \u0130K fonksiyonlar\u0131, bug\u00fcn merkezden desteklenen ve sahada aktif y\u00fcr\u00fct\u00fclen bir organizasyon […]<\/p>\n\n

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