{"id":1929,"date":"2007-12-03T02:00:00","date_gmt":"2007-12-03T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/risk-mi-calisan-memnuniyeti-mi\/"},"modified":"2024-08-08T21:10:16","modified_gmt":"2024-08-08T18:10:16","slug":"risk-mi-calisan-memnuniyeti-mi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/","title":{"rendered":"Risk mi \u00e7al\u0131\u015fan memnuniyeti mi?"},"content":{"rendered":"
<\/p>\n
\"\"\u0130nsan Kaynaklar\u0131 departmanlar\u0131 baz\u0131 zamanlar \u00e7al\u0131\u015fanlar\u0131n memnuniyetleri i\u00e7in \u015firket kurallar\u0131nda istisnai uygulamalar yapmak zorunda kal\u0131yorlar. Hem risk y\u00f6netimi hem \u00e7al\u0131\u015fan memnuniyetini dikkate alarak do\u011fru karar almak zor ama imkans\u0131z de\u011fil.<\/span><\/div>\n
D\u00fc\u015f\u00fcn\u00fcn ki \u015firketinizde bir \u00e7al\u0131\u015fan referans almak i\u00e7in m\u00fcd\u00fcr\u00fcne gidiyor. \u0130\u015ften ayr\u0131lacak de\u011fil, sadece g\u00f6n\u00fcll\u00fc \u00e7al\u0131\u015faca\u011f\u0131 bir dernek, ondan i\u015f durumunu ve performans\u0131n\u0131 g\u00f6steren bir referans istemi\u015f. \u0130\u015fe ba\u015flayal\u0131 hen\u00fcz alt\u0131 ay olmu\u015f ama performans\u0131 m\u00fckemmel. M\u00fcd\u00fcr\u00fc ona seve seve referans verebilece\u011fini ama \u015firket politikas\u0131n\u0131n ona izin vermedi\u011fini s\u00f6yl\u00fcyor. O da solu\u011fu \u0130nsan Kaynaklar\u0131 departman\u0131nda al\u0131yor. \u015eirket politikalar\u0131n\u0131n biraz daha esnek olabilece\u011fini uman bir \u00e7al\u0131\u015fan var \u015fimdi \u0130nsan Kaynaklar\u0131 departman\u0131n\u0131n kar\u015f\u0131s\u0131nda. <\/span><\/div>\n
O anda bir \u0130nsan Kaynaklar\u0131 uzman\u0131\/y\u00f6neticisi\/direkt\u00f6r\u00fcn\u00fcn akl\u0131ndan neler ge\u00e7iyor olabilir? <\/span><\/div>\n
    \n
  • \u015eirket politikas\u0131 <\/span><\/li>\n
  • Emsal te\u015fkil etme <\/span><\/li>\n
  • Herkes i\u00e7in referans yazmak zorunda kalma <\/span><\/li>\n
  • \u00c7al\u0131\u015fan\u0131n performans\u0131n\u0131n ilerde bozulabilece\u011fi d\u00fc\u015f\u00fcncesi <\/span><\/li>\n
  • Ki\u015finin i\u015fyerinde ba\u015far\u0131l\u0131 olmas\u0131na ra\u011fmen dernekte ba\u015far\u0131s\u0131z olma olas\u0131l\u0131\u011f\u0131n\u0131n \u015firket imaj\u0131n\u0131 nas\u0131l etkileyece\u011fi <\/span><\/li>\n<\/ul>\n
    \u0130nsan Kaynaklar\u0131 profesyonellerinin \u00e7o\u011fu bu veya benzer \u00f6rnekler ya\u015fand\u0131\u011f\u0131nda \u015firket politikas\u0131 ve kurallar\u0131 d\u0131\u015f\u0131nda uygulamalar\u0131n yap\u0131lmas\u0131n\u0131 pek tavsiye etmez. Kurallara uyulmamas\u0131n\u0131n sonucu muhtemel bir dava olabilece\u011fi gibi bir ki\u015fiye istisna olarak yap\u0131lan bir i\u015fin herkese yap\u0131lmak zorunda kal\u0131nmas\u0131 nedenlerden baz\u0131lar\u0131d\u0131r. \u0130nsan Kaynaklar\u0131 profesyonelleri \u00e7ok istisnai durumlarda \u015firket politikas\u0131na ayk\u0131r\u0131 davranma riskini al\u0131rlar. Bu riskler al\u0131n\u0131rken \u015firket k\u00fclt\u00fcr\u00fcn\u00fcn geli\u015fimi, \u00e7al\u0131\u015fanlar\u0131n memnuniyeti, verimi gibi konular g\u00f6zden ge\u00e7irilir. <\/span><\/div>\n
    \u0130nsan Kaynaklar\u0131 sorumlusu \u00e7al\u0131\u015fan\u0131n bu talebini reddetti\u011finde do\u011facak baz\u0131 sonu\u00e7lara haz\u0131rl\u0131kl\u0131 olmal\u0131. <\/span><\/div>\n
      \n
    • \u015eirketin \u00e7al\u0131\u015fanlar\u0131n\u0131 \u00f6nemsemedi\u011fi fikrine yol a\u00e7abilir. <\/span><\/li>\n
    • Ofiste \u015firketin \u00e7al\u0131\u015fanlar\u0131na en ufak bir istekte bile yard\u0131mc\u0131 olmad\u0131\u011f\u0131na dair s\u00f6ylentiler yay\u0131labilir. <\/span><\/li>\n
    • Sergilenen tutum, \u00e7al\u0131\u015fanlar\u0131n kendilerini aileden saymalar\u0131n\u0131 engelleyen bir \u015firket k\u00fclt\u00fcr\u00fc olarak tan\u0131mlanabilir. <\/span><\/li>\n
    • \u00c7al\u0131\u015fanlar, \u015firketin \u00e7al\u0131\u015fanlar\u0131na yard\u0131m etmektense kendi \u00e7\u0131karlar\u0131n\u0131 d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fc fikrine kap\u0131labilir. <\/span><\/li>\n
    • \u0130\u00e7inde bulunulan durum, \u0130nsan Kaynaklar\u0131n\u0131 \u015firketin kolluk kuvveti gibi g\u00f6sterir, y\u00f6neticilerin g\u00fcnah ke\u00e7isi yapar. <\/span><\/li>\n
    • \u00c7al\u0131\u015fanlar \u015firketin kaba, duygusuz ya da a\u015f\u0131r\u0131 derecede dikkatli oldu\u011fu hissine kap\u0131labilir. <\/span><\/li>\n<\/ul>\n
      Peki \u0130nsan Kaynaklar\u0131 uzmanlar\u0131 risk y\u00f6netimi sorumlulu\u011fu ve olumlu bir \u015firket k\u00fclt\u00fcr\u00fc yaratma aras\u0131ndaki dengeyi nas\u0131l sa\u011flayacak? \u00d6ncelikle \u0130nsan Kaynaklar\u0131 uzmanlar\u0131 \u015funu anlamal\u0131d\u0131r ki \u015firket kurallar\u0131 y\u00f6nlendirme amac\u0131 ta\u015f\u0131r, de\u011fi\u015ftirilemez bir kanun de\u011fildir. \u00dcst y\u00f6netim de \u015firket k\u00fclt\u00fcr\u00fcn\u00fc geli\u015ftirmeyi ama\u00e7lar. \u0130nsan Kaynaklar\u0131 departmanlar\u0131 da harekete ge\u00e7menin ve ge\u00e7memenin \u00f6d\u00fcl ve riskini almal\u0131d\u0131r. Son olarak \u0130nsan Kaynaklar\u0131 hemen savunmaya ge\u00e7ip “hay\u0131r” cevab\u0131na atlamak yerine, davran\u0131\u015flara ve isteklere “evet” demenin yollar\u0131n\u0131 aramal\u0131d\u0131r. <\/span><\/div>\n
      \u015eirket kurallar\u0131 yol g\u00f6sterici nitelik ta\u015f\u0131mal\u0131 <\/span><\/strong><\/div>\n
      \u0130nsan Kaynaklar\u0131 departmanlar\u0131 \u015firket kurallar\u0131n\u0131n olu\u015fturulmas\u0131nda bulunduklar\u0131 i\u00e7in, bu kurallara kesin bir \u015fekilde itaat edilmesini beklerler. Bu kurallar\u0131n as\u0131l amac\u0131 \u015firket i\u00e7inde herkese e\u015fit davranmak, yersiz tart\u0131\u015fmalara yol a\u00e7\u0131lmas\u0131n\u0131 engellemektir. Ancak kesin itaat beklentisi i\u00e7inde oldu\u011funuzda \u015f\u00f6yle bir durumla kar\u015f\u0131 kar\u015f\u0131ya kal\u0131rs\u0131n\u0131z: \u015firketinizde \u00e7al\u0131\u015fanlar da insand\u0131r ve her insan gibi onlar da \u015firket kurallar\u0131na birebir uymayan istekler veya davran\u0131\u015flarda bulunabilirler. \u00c7al\u0131\u015fanlar\u0131n isteklerini ve davran\u0131\u015flar\u0131n\u0131 her zaman siyah ve beyaz olarak ay\u0131ramazs\u0131n\u0131z. Bu gri alanlar, \u00fczerinde d\u00fc\u015f\u00fcnme, iyi bir yarg\u0131lama, mant\u0131k ve risk y\u00f6netimi gerektirir. <\/span><\/div>\n

      CEO ve \u015firket k\u00fclt\u00fcr\u00fc <\/strong><\/span><\/div>\n
      Herhangi bir sekt\u00f6r ve firma se\u00e7in. Bu alandaki CEO’lar\u0131n ne kadar rahat bir i\u015f ortam\u0131 yaratt\u0131\u011f\u0131na dair ba\u015far\u0131 hikayeleri okuyacaks\u0131n\u0131z. <\/span><\/div>\n
      Bunlar\u0131 \u0130nsan Kaynaklar\u0131 departmanlar\u0131n\u0131n davran\u0131\u015flar\u0131yla kar\u015f\u0131la\u015ft\u0131r\u0131n. \u0130nsan Kaynaklar\u0131 departmanlar\u0131 kurallar\u0131n konmas\u0131nda ve uygulanmas\u0131nda CEO’lardan daha fazla ilgilendikleri i\u00e7in CEO’lar\u0131n bu rahat ve bonk\u00f6r davran\u0131\u015flar\u0131 onlara biraz garip gelebilir. CEO’lar da \u0130nsan Kaynaklar\u0131 departmanlar\u0131n\u0131n \u015firket kurallar\u0131n\u0131 uygulatmak ve \u015firketi korumak ad\u0131na neler yapt\u0131\u011f\u0131n\u0131 kestiremeyebilirler.<\/span><\/div>\n
      Yapabilece\u011finiz en mant\u0131kl\u0131 \u015fey CEO’yla kar\u015f\u0131l\u0131kl\u0131 oturup kurum k\u00fclt\u00fcr\u00fc konusunda konu\u015fmak ve mutabakata varmak olabilir. <\/span><\/div>\n
      Risk de\u011ferlendirmesi <\/span><\/strong><\/div>\n
      \u0130nsan Kaynaklar\u0131 uygulay\u0131c\u0131lar\u0131 bu gri alanlarda \u00e7al\u0131\u015ft\u0131k\u00e7a, risk ve \u00f6d\u00fcl almada daha yetenekli hale geleceklerdir. \u0130K uzmanlar\u0131 risk konusunda d\u00fc\u015f\u00fcnd\u00fcklerinde genellikle yasal uygulamalar \u00fczerine odaklan\u0131rlar. Yasal d\u00fczenlemeler elbette ki \u00f6nemli ve risk y\u00f6netiminde dikkate al\u0131nmas\u0131 gereken b\u00fcy\u00fck bir unsur. Ancak sadece ona odaklanmak da yersiz. \u015eunu unutmamal\u0131s\u0131n\u0131z ki, k\u00f6t\u00fc bir sonucun do\u011fma riskinin olmas\u0131, o sonucun ger\u00e7ekle\u015fece\u011fi anlam\u0131na gelmez. Negatif sonu\u00e7lar\u0131n do\u011fma \u015fans\u0131, olay\u0131n olumlu ve olumsuz yanlar\u0131 de\u011ferlendirildikten sonra dikkate al\u0131nmal\u0131d\u0131r. <\/span><\/div>\n
      CEO’lar ne zaman risk al\u0131naca\u011f\u0131 ne zaman riskten ka\u00e7\u0131n\u0131lmas\u0131 gerekti\u011fi konusunda daha ba\u015far\u0131l\u0131d\u0131rlar \u00e7\u00fcnk\u00fc onlar gri b\u00f6lgede kalan konularla her g\u00fcn u\u011fra\u015fmak zorundalar. \u00d6rne\u011fin, CEO \u015firketin potansiyel rakibiyle bir ortakl\u0131k kurma konusunda karar vermek zorunda kalabilir. E\u011fer ortakl\u0131\u011fa karar verirse \u015firketle ilgili gizli bilgileri rakip \u015firketle payla\u015farak riske girer. Ortakl\u0131\u011fa hay\u0131r derse, \u015firketin geli\u015fmesini engelleme riskini alm\u0131\u015f olur. Bu \u00f6rnekte CEO sadece olaylar\u0131n olumlu ve olumsuz yanlar\u0131n\u0131 g\u00f6zden ge\u00e7irmez, ayn\u0131 zamanda ba\u015far\u0131 ve ba\u015far\u0131s\u0131zl\u0131\u011f\u0131 da d\u00fc\u015f\u00fcnmek zorundad\u0131r. <\/span><\/div>\n
      \u0130K uzmanlar\u0131 da benzer yetenekleri geli\u015ftirmek ve kendilerine adapte etmek zorundalar. Riskleri sadece de\u011ferlendirmek de\u011fil, bu risklerin muhtemel sonu\u00e7lar\u0131n\u0131 da \u00f6\u011frenmeliler. Ba\u015flang\u0131\u00e7ta verdi\u011fimiz \u00f6rne\u011fe d\u00f6necek olursak, kendinizi bu \u0130nsan Kaynaklar\u0131 uzman\u0131n\u0131n yerine koyun. Referans almak isteyen \u00e7al\u0131\u015fan\u0131n m\u00fcd\u00fcr\u00fcne izin verip risk mi almal\u0131s\u0131n\u0131z yoksa \u00e7al\u0131\u015fanlar\u0131n \u015firket hakk\u0131ndaki d\u00fc\u015f\u00fcnce ve morallerinin olumsuz mu etkilenmesine mi yol a\u00e7sa dahi \u015firket kurallar\u0131na ba\u011fl\u0131 m\u0131 kalmal\u0131s\u0131n\u0131z? <\/span><\/div>\n
      Riski de\u011ferlendirirken \u015fu sorular\u0131 sormak gerekir: <\/span><\/div>\n
      1.     <\/span><\/span>Se\u00e7enekler neler? <\/span><\/div>\n
      2.     <\/span><\/span>Her se\u00e7ene\u011fin getirece\u011fi riskler neler? <\/span><\/div>\n
      3.     <\/span><\/span>Her se\u00e7ene\u011fin getirece\u011fi \u00f6d\u00fcller neler? <\/span><\/div>\n
      4.     <\/span><\/span>Riskin ger\u00e7ekle\u015fme \u015fans\u0131 ne oranda? <\/span><\/div>\n
      5.     <\/span><\/span>\u00d6d\u00fcl\u00fcn ger\u00e7ekle\u015fme \u015fans\u0131 ne oranda? <\/span><\/div>\n
      6.     <\/span><\/span>Risk ger\u00e7ekle\u015firse ne kadar hasar verir? <\/span><\/div>\n
      7.     <\/span><\/span>\u00d6d\u00fcl ger\u00e7ekle\u015firse ne kadar yararl\u0131 olacak? <\/span><\/div>\n
      Bu sorular\u0131 dikkatlice cevaplad\u0131\u011f\u0131n\u0131za duruma daha geni\u015f bir a\u00e7\u0131dan bakt\u0131\u011f\u0131n\u0131z\u0131 fark edeceksiniz. B\u00f6ylece karar\u0131n\u0131z\u0131 al\u0131rken t\u00fcm art\u0131lar\u0131 ve eksileri g\u00f6zden ge\u00e7irmi\u015f olacaks\u0131n\u0131z. <\/span><\/div>\n
      Uzla\u015fma en iyi ara\u00e7 <\/span><\/strong><\/div>\n
      Hem risk y\u00f6netimi konusunda sorumlu olmak hem de \u00e7al\u0131\u015fan ili\u015fkisini, memnuniyetini geli\u015ftirmek i\u00e7in yarat\u0131c\u0131 ad\u0131mlar atmak kolay de\u011fil. Ancak bir \u0130nsan Kaynaklar\u0131 uzman\u0131n\u0131n bu alanlar\u0131n\u0131n t\u00fcm\u00fcnde yetenekli olmas\u0131 zorunludur. Kullanabilece\u011finiz en iyi ara\u00e7sa uzla\u015fma. Bu sayede baz\u0131 \u015fartlar koyarak gelen taleplere olumlu yan\u0131t verme yollar\u0131n\u0131 arars\u0131n\u0131z. <\/span><\/div>\n
      \u0130nsan Kaynaklar\u0131 \u00e7al\u0131\u015fanlar\u0131, riskin az oldu\u011fu ve daha olumlu \u00e7al\u0131\u015fma \u015fartlar\u0131 yaratabilecekleri durumlarda \u015firket kurallar\u0131n\u0131 yumu\u015fatabilir ve hem kendileri i\u00e7in hem \u015firketleri i\u00e7in b\u00fcy\u00fck yarar sa\u011flayabilirler. \u0130nsan Kaynaklar\u0131 risk y\u00f6netimi ve \u00e7al\u0131\u015fanlar\u0131n ihtiya\u00e7lar\u0131 aras\u0131nda bir denge olu\u015fturmay\u0131 \u00f6\u011frendiklerinde, kurum k\u00fclt\u00fcr\u00fc hem CEO’nun vizyonuna hem de \u015firketin uzun vadede ba\u015far\u0131s\u0131na yard\u0131mc\u0131 olacakt\u0131r. <\/span><\/div>\n
       <\/div>\n

      <\/span><\/span><\/div>\n\n

      \n\t
      \n
      \n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

      \u0130nsan Kaynaklar\u0131 departmanlar\u0131 baz\u0131 zamanlar \u00e7al\u0131\u015fanlar\u0131n memnuniyetleri i\u00e7in \u015firket kurallar\u0131nda istisnai uygulamalar yapmak zorunda kal\u0131yorlar. Hem risk y\u00f6netimi hem \u00e7al\u0131\u015fan memnuniyetini dikkate alarak do\u011fru karar almak zor ama imkans\u0131z de\u011fil. D\u00fc\u015f\u00fcn\u00fcn ki \u015firketinizde bir \u00e7al\u0131\u015fan referans almak i\u00e7in m\u00fcd\u00fcr\u00fcne gidiyor. \u0130\u015ften ayr\u0131lacak de\u011fil, sadece g\u00f6n\u00fcll\u00fc \u00e7al\u0131\u015faca\u011f\u0131 bir dernek, ondan i\u015f durumunu ve performans\u0131n\u0131 g\u00f6steren bir […]<\/p>\n\n

      \n\t
      \n
      \n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"author":8,"featured_media":0,"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":[46,2214],"tags":[],"class_list":{"0":"post-1929","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-is-hayati","7":"category-yasam"},"yoast_head":"\nRisk mi \u00e7al\u0131\u015fan memnuniyeti mi? | Kariyer Rehberi<\/title>\n<meta name=\"description\" content=\"\u0130nsan Kaynaklar\u0131 departmanlar\u0131 baz\u0131 zamanlar \u00e7al\u0131\u015fanlar\u0131n memnuniyetleri i\u00e7in \u015firket kurallar\u0131nda istisnai uygulamalar yapmak zorunda kal\u0131yorlar. Hem risk\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Risk mi \u00e7al\u0131\u015fan memnuniyeti mi?\" \/>\n<meta property=\"og:description\" content=\"\u0130nsan Kaynaklar\u0131 departmanlar\u0131 baz\u0131 zamanlar \u00e7al\u0131\u015fanlar\u0131n memnuniyetleri i\u00e7in \u015firket kurallar\u0131nda istisnai uygulamalar yapmak zorunda kal\u0131yorlar. Hem risk\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/\" \/>\n<meta property=\"og:site_name\" content=\"Kariyer Rehberi\" \/>\n<meta property=\"article:published_time\" content=\"2007-12-03T00:00:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-08-08T18:10:16+00:00\" \/>\n<meta property=\"og:image\" content=\"http:\/\/web4.kariyer.net\/UploadFiles\/tempPhoto\/kariyerRehberi\/CCsk.jpg\" \/>\n<meta name=\"author\" content=\"Kariyer.net\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Yazan:\" \/>\n\t<meta name=\"twitter:data1\" content=\"Kariyer.net\" \/>\n\t<meta name=\"twitter:label2\" content=\"Tahmini okuma s\u00fcresi\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 dakika\" \/>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Risk mi \u00e7al\u0131\u015fan memnuniyeti mi? | Kariyer Rehberi","description":"\u0130nsan Kaynaklar\u0131 departmanlar\u0131 baz\u0131 zamanlar \u00e7al\u0131\u015fanlar\u0131n memnuniyetleri i\u00e7in \u015firket kurallar\u0131nda istisnai uygulamalar yapmak zorunda kal\u0131yorlar. Hem risk","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/","og_locale":"tr_TR","og_type":"article","og_title":"Risk mi \u00e7al\u0131\u015fan memnuniyeti mi?","og_description":"\u0130nsan Kaynaklar\u0131 departmanlar\u0131 baz\u0131 zamanlar \u00e7al\u0131\u015fanlar\u0131n memnuniyetleri i\u00e7in \u015firket kurallar\u0131nda istisnai uygulamalar yapmak zorunda kal\u0131yorlar. Hem risk","og_url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/","og_site_name":"Kariyer Rehberi","article_published_time":"2007-12-03T00:00:00+00:00","article_modified_time":"2024-08-08T18:10:16+00:00","og_image":[{"url":"http:\/\/web4.kariyer.net\/UploadFiles\/tempPhoto\/kariyerRehberi\/CCsk.jpg","type":"","width":"","height":""}],"author":"Kariyer.net","twitter_card":"summary_large_image","twitter_misc":{"Yazan:":"Kariyer.net","Tahmini okuma s\u00fcresi":"7 dakika"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#article","isPartOf":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/"},"author":{"name":"Kariyer.net","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/person\/eb36201afd42c03bc83b82060447b2c9"},"headline":"Risk mi \u00e7al\u0131\u015fan memnuniyeti mi?","datePublished":"2007-12-03T00:00:00+00:00","dateModified":"2024-08-08T18:10:16+00:00","mainEntityOfPage":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/"},"wordCount":1371,"commentCount":0,"publisher":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#organization"},"image":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#primaryimage"},"thumbnailUrl":"http:\/\/web4.kariyer.net\/UploadFiles\/tempPhoto\/kariyerRehberi\/CCsk.jpg","articleSection":["\u0130\u015f Hayat\u0131","Ya\u015fam"],"inLanguage":"tr","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/","url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/","name":"Risk mi \u00e7al\u0131\u015fan memnuniyeti mi? | Kariyer Rehberi","isPartOf":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#primaryimage"},"image":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#primaryimage"},"thumbnailUrl":"http:\/\/web4.kariyer.net\/UploadFiles\/tempPhoto\/kariyerRehberi\/CCsk.jpg","datePublished":"2007-12-03T00:00:00+00:00","dateModified":"2024-08-08T18:10:16+00:00","description":"\u0130nsan Kaynaklar\u0131 departmanlar\u0131 baz\u0131 zamanlar \u00e7al\u0131\u015fanlar\u0131n memnuniyetleri i\u00e7in \u015firket kurallar\u0131nda istisnai uygulamalar yapmak zorunda kal\u0131yorlar. Hem risk","breadcrumb":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#breadcrumb"},"inLanguage":"tr","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/"]}]},{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#primaryimage","url":"http:\/\/web4.kariyer.net\/UploadFiles\/tempPhoto\/kariyerRehberi\/CCsk.jpg","contentUrl":"http:\/\/web4.kariyer.net\/UploadFiles\/tempPhoto\/kariyerRehberi\/CCsk.jpg"},{"@type":"BreadcrumbList","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/risk-mi-calisan-memnuniyeti-mi\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Anasayfa","item":"https:\/\/www.kariyer.net\/kariyer-rehberi\/"},{"@type":"ListItem","position":2,"name":"Risk mi \u00e7al\u0131\u015fan memnuniyeti mi?"}]},{"@type":"WebSite","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#website","url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/","name":"Kariyer Rehberi","description":"\u0130\u015f D\u00fcnyas\u0131yla \u0130lgili Bilmek \u0130stedi\u011finiz Her \u015eey","publisher":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.kariyer.net\/kariyer-rehberi\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"tr"},{"@type":"Organization","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#organization","name":"Kariyer.net","url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/","logo":{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/logo\/image\/","url":"https:\/\/www.kariyer.net\/kariyer-rehberi-new\/wp-content\/uploads\/2023\/01\/og-image11.jpg","contentUrl":"https:\/\/www.kariyer.net\/kariyer-rehberi-new\/wp-content\/uploads\/2023\/01\/og-image11.jpg","width":800,"height":800,"caption":"Kariyer.net"},"image":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/person\/eb36201afd42c03bc83b82060447b2c9","name":"Kariyer.net","image":{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/secure.gravatar.com\/avatar\/ddce3ac68cb52fb2ae004bcee334e49ccc6361fefd68c5f6f4d2a86630c28b2e?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/ddce3ac68cb52fb2ae004bcee334e49ccc6361fefd68c5f6f4d2a86630c28b2e?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/ddce3ac68cb52fb2ae004bcee334e49ccc6361fefd68c5f6f4d2a86630c28b2e?s=96&d=mm&r=g","caption":"Kariyer.net"},"url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/author\/kariyer-net\/"}]}},"_links":{"self":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts\/1929","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/comments?post=1929"}],"version-history":[{"count":1,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts\/1929\/revisions"}],"predecessor-version":[{"id":20702,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts\/1929\/revisions\/20702"}],"wp:attachment":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/media?parent=1929"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/categories?post=1929"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/tags?post=1929"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}