{"id":2057,"date":"2012-01-11T02:00:00","date_gmt":"2012-01-11T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/mutlu-calisan-icin-10-oneri\/"},"modified":"2024-08-08T21:12:34","modified_gmt":"2024-08-08T18:12:34","slug":"mutlu-calisan-icin-10-oneri","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/mutlu-calisan-icin-10-oneri\/","title":{"rendered":"Mutlu \u00e7al\u0131\u015fan i\u00e7in 10 \u00f6neri"},"content":{"rendered":"

\"mutlu\"<\/a>Eskiden \u00e7al\u0131\u015fanlar\u0131 mutlu etmek i\u00e7in maddi imkanlar\u0131n \u00f6nemli oldu\u011fu d\u00fc\u015f\u00fcn\u00fcl\u00fcrd\u00fc. Ancak g\u00fcn\u00fcm\u00fcz\u00fcn \u00e7al\u0131\u015fanlar\u0131n\u0131 mutlu k\u0131lan sadece \u00fccret de\u011fil. Uzmanlar bu noktada 10 temel unsurdan bahsediyor. Bunlar\u0131n \u00e7o\u011funu ger\u00e7ekle\u015ftirmek i\u00e7in ise bilgi teknolojilerinden yard\u0131m almak i\u015fleri kolayla\u015ft\u0131r\u0131yor.
\n<\/strong>
\nTercih edilen \u015firket olmak, her insan kayna\u011f\u0131 y\u00f6neticisinin hayali. \u0130\u015fverenler de \u00e7al\u0131\u015fanlar\u0131n\u0131n i\u015f yerinde mutlu olmas\u0131n\u0131n, onlar\u0131n verimlili\u011fini ve performanslar\u0131n\u0131 art\u0131racaklar\u0131na inan\u0131yor. En yetenekli ki\u015fileri \u015firket kadrosuna alabilmek ve onlar\u0131n performans\u0131n\u0131 s\u00fcrekli art\u0131rmak ad\u0131na yap\u0131lan uygulamalarda mutlu \u00e7al\u0131\u015fan i\u015fleri \u00e7ok kolayla\u015ft\u0131r\u0131yor. Ancak onlar\u0131 mutlu edecek \u015feyin ne oldu\u011fu konusunda zorlan\u0131yorlar. Az i\u015f \u00e7ok maa\u015f, mutlu eder gibi g\u00f6z\u00fckse de karl\u0131l\u0131k ve toplam maliyet a\u00e7\u0131s\u0131ndan bu model \u00e7ok s\u00fcrd\u00fcr\u00fclebilir g\u00f6z\u00fckm\u00fcyor. Bu konuyu detayl\u0131 analiz eden ve mutlu \u00e7al\u0131\u015fanlar\u0131n oldu\u011fu firmalardaki \u00f6zellikleri inceleyen uzmanlar 10 maddelik bir re\u00e7ete \u00f6neriyor.<\/p>\n

Fikirlerinin Dinleniyor Olmas\u0131
\n<\/strong>\u00c7al\u0131\u015fanlar, \u015firketlerinin performans\u0131n\u0131 iyile\u015ftirebilecek fikirlerinin dinlenmesini, g\u00f6r\u00fc\u015flerinin \u00fcst y\u00f6netimle payla\u015f\u0131lmas\u0131n\u0131 istiyor. Bu f\u0131rsat\u0131 verebilmenin en iyi yolu, \u015firket i\u00e7i bilgi a\u011f\u0131nda bir sayfa tasarlay\u0131p \u00e7al\u0131\u015fanlar\u0131n bu sayfada fikirlerini payla\u015fmalar\u0131n\u0131 sa\u011flamak olabilir. Bu fikirler daha sonra \u00fcst y\u00f6netim ekibinin de\u011ferlendirmesine tabi tutularak uygun g\u00f6r\u00fclenler devreye al\u0131nabilir. Devreye al\u0131nan uygulamalar, \u00e7al\u0131\u015fanlarda b\u00fcy\u00fck bir motivasyon yaratacakt\u0131r.<\/p>\n

Bir Ama\u00e7 \u0130\u00e7in \u00c7al\u0131\u015fmak
\n<\/strong>\u00c7al\u0131\u015fanlar art\u0131k bir ama\u00e7 i\u00e7in \u00e7al\u0131\u015fmak istiyor.\u00a0 \u00dcst y\u00f6netimin \u015firketin gelece\u011fi i\u00e7in belirledi\u011fi hedeflerin ne oldu\u011funu ve kendi yapt\u0131klar\u0131 i\u015fin bu hedefin neresinde durdu\u011funu bilmek istiyor. Kurumsal Hedef Planlamas\u0131n\u0131 yapmak ve her bireyin eme\u011finin kurum i\u00e7inde hangi hedefe ula\u015f\u0131lmas\u0131nda yard\u0131mc\u0131 oldu\u011funun g\u00f6sterilmesi ba\u011fl\u0131l\u0131\u011f\u0131 art\u0131r\u0131yor. Bu konuda bilgi teknolojilerinin sundu\u011fu pek \u00e7ok yaz\u0131l\u0131m var ancak mevcut yaz\u0131l\u0131mlara yap\u0131lacak eklemelerle de bu konu hemen devreye al\u0131nabilir.<\/p>\n

Objektif Performans Takibi
\n<\/strong>Kurumsal hedeflere ula\u015fmak i\u00e7in her bireyin ula\u015fmas\u0131 gereken kendi i\u00e7 hedeflerini, \u00f6l\u00e7\u00fclebilir hale getirilip, say\u0131sal hedef olarak kendileri ile payla\u015f\u0131lmas\u0131 da olduk\u00e7a \u00f6nemli fakt\u00f6rlerden biri. Bu performans seviyesine ula\u015fmak i\u00e7in yap\u0131lmas\u0131 gerekenler konusunda yol g\u00f6sterilmesi ve kendi performans\u0131n\u0131n objektif olarak \u00f6l\u00e7\u00fclmesi motivasyonu art\u0131r\u0131yor. Bu konuda,\u00a0 kurumsal kaynak planlamas\u0131 yaz\u0131l\u0131mlar\u0131, bu yaz\u0131l\u0131m\u0131n d\u0131\u015f\u0131nda kalan s\u00fcre\u00e7leri takip etmek i\u00e7in i\u015f s\u00fcreci y\u00f6netim yaz\u0131l\u0131mlar\u0131 ve bu bilgileri analiz etmenizi sa\u011flayacak raporlama ara\u00e7lar\u0131, bilgi teknolojilerinin size sunabilece\u011fi ara\u00e7lar. Bu ara\u00e7lar \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n performans\u0131n\u0131 tart\u0131\u015fmaya a\u00e7\u0131k olmayacak ve g\u00fcvenilir bir \u015fekilde \u00f6l\u00e7menizi sa\u011flayacakt\u0131r. T\u00fcm kritik i\u015f s\u00fcre\u00e7lerini tek bir veritaban\u0131 ve uygulamada tutabildi\u011finiz s\u00fcrece, verilerin do\u011frulu\u011fu ve objektifli\u011fine olan inan\u00e7 artacakt\u0131r.<\/p>\n

Daha Fazla Yetki
\n<\/strong>\u00c7al\u0131\u015fanlar yetkinlikleri artt\u0131k\u00e7a, daha fazla yetkiye sahip olmak, daha fazla konuyu kendi karar verme yetkileri i\u00e7inde ger\u00e7ekle\u015ftirmek ister. Y\u00f6neticiler \u00e7al\u0131\u015fanlar\u0131na ara d\u00f6nemlerde hangi konularda daha fazla yetki sahibi olmas\u0131n\u0131 istedi\u011fini sorarak, kontrol edilebilir \u015fekilde yetki devri yapabilir. Burada kontrol edilebilir olmak \u00e7ok \u00f6nemlidir. \u00c7al\u0131\u015fanlar\u0131n\u0131za verdi\u011finiz yetkileri nas\u0131l kulland\u0131\u011f\u0131n\u0131 g\u00f6steren raporlamalara ihtiya\u00e7 vard\u0131r. Bu raporlar \u00e7al\u0131\u015fan\u0131n da kendini kontrol etmesini sa\u011flayacakt\u0131r. \u00d6zellikle yetki devrinin ilk d\u00f6nemlerinde bu t\u00fcr kontroller ge\u00e7i\u015f s\u00fcrecini kolayla\u015ft\u0131racakt\u0131r.<\/p>\n

\u00d6zerklik\u00a0<\/strong>
\n\u00c7al\u0131\u015fanlar, kendileri i\u00e7in en verimli \u00e7al\u0131\u015fma metodunu kendilerinin bulmas\u0131n\u0131 istiyor. Her bireyin tarz\u0131 farkl\u0131 ve al\u0131\u015ft\u0131klar\u0131 tarza g\u00f6re \u00e7al\u0131\u015fmak bireysel verimlili\u011fe b\u00fcy\u00fck katk\u0131 sa\u011fl\u0131yor. E\u011fer \u00e7ok kat\u0131 m\u00fchendislik kurallar\u0131na g\u00f6re hareket edilmesi gereken \u00fcretim hatlar\u0131nda \u00e7al\u0131\u015f\u0131lm\u0131yorsa, beyaz yaka \u00e7al\u0131\u015fanlar\u0131n\u0131z i\u00e7in, bireysel tarzlar\u0131n\u0131 geli\u015ftirmelerine ve ona uygun \u00e7al\u0131\u015fabilmelerine destek olmak gerekiyor. \u00d6rne\u011fin ki\u015fiselle\u015ftirilebilir yaz\u0131l\u0131mlar\u0131 tercih edin, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n s\u0131kl\u0131kla kulland\u0131\u011f\u0131 verimlilik ara\u00e7lar\u0131n\u0131 kurumsal yaz\u0131l\u0131mlar\u0131n\u0131zla entegre etmeye \u00e7al\u0131\u015f\u0131n. B\u00f6ylece \u00e7al\u0131\u015fanlar\u0131n\u0131z \u00f6nlerinde birden fazla alternatif bulsun ve kendileri i\u00e7in en uygununu se\u00e7ebilsin.<\/p>\n

Esneklik<\/strong>\u00c7al\u0131\u015fanlar, \u00f6zellikle gen\u00e7 ku\u015fak kat\u0131 kurallardan \u00e7ok ho\u015flanm\u0131yor. E\u011fer \u015firketiniz i\u00e7in esnek \u00e7al\u0131\u015fma saatleri uygulamak m\u00fcmk\u00fcnse bunu mutlaka devreye almal\u0131s\u0131n\u0131z. Belli bir kesim i\u00e7in, esnek \u00e7al\u0131\u015fma saati ald\u0131klar\u0131 maa\u015ftan daha \u00f6nemli olabiliyor. \u00c7al\u0131\u015fma saatlerinde sa\u011flanan esneklik nedeni ile daha d\u00fc\u015f\u00fck maa\u015fl\u0131 \u015firketlere ge\u00e7en yetenekli gen\u00e7lerin say\u0131s\u0131 artmakta.\u00a0 Her yerden ve istenildi\u011fi zaman ula\u015f\u0131labilecek alt yap\u0131lar kurarak, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n hem esnek hem verimli olmalar\u0131n\u0131 sa\u011flayabilirsiniz. \u00d6zellikle bulut bili\u015fime ge\u00e7i\u015f sonras\u0131, istenilen her bilginin ula\u015f\u0131labilir olma ihtimali \u00e7ok daha fazla artacak. Bulut bili\u015fim sizin daha esnek \u00e7al\u0131\u015fma zaman\u0131 ve ortam\u0131 sunman\u0131z\u0131 kolayla\u015ft\u0131racak.<\/p>\n

\u0130lgi<\/strong>
\n\u00c7al\u0131\u015fanlar her ne kadar daha fazla yetki ve \u00f6zerklik istese de bu y\u00f6neticileri taraf\u0131ndan ilgi ve geribildirim beklemedikleri anlam\u0131na gelmez. Her \u00e7al\u0131\u015fan ile en az\u0131ndan iki haftada bir, i\u015flerin nas\u0131l gitti\u011fine dair bir iki dakikada olsa g\u00f6r\u00fc\u015fme yap\u0131lmas\u0131 \u00e7ok yararl\u0131 olacakt\u0131r. Bu konuda y\u00f6neticilerin kendi ajandalar\u0131na tekrar eden bir toplant\u0131 koyup, kulland\u0131klar\u0131 zaman y\u00f6netimi program\u0131ndan hat\u0131rlatmalar\u0131 almalar\u0131, bu hassas konuda atlama yapmalar\u0131n\u0131 engelleyecektir.<\/p>\n

A\u00e7\u0131k S\u00f6zl\u00fcl\u00fck
\n<\/strong>\u00c7al\u0131\u015fanlar kendi fikirleri ve performanslar\u0131 hakk\u0131nda a\u00e7\u0131k s\u00f6zl\u00fc bir bi\u00e7imde bilgi payla\u015f\u0131lmas\u0131n\u0131 istiyor. Fikirleri ya da performanslar\u0131n\u0131 de\u011ferlendirirken m\u00fcmk\u00fcn oldu\u011funca do\u011fruyu, oldu\u011fu gibi duymak istiyorlar. Burada y\u00f6neticilere \u00e7ok i\u015f d\u00fc\u015f\u00fcyor. \u00c7al\u0131\u015fanlar\u0131 hakk\u0131nda d\u00fc\u015f\u00fcnmek i\u00e7in kendilerine vakit yaratmal\u0131, ya\u015fanan durumlar\u0131 ge\u00e7mi\u015f \u00f6rneklerle ele almal\u0131 ve ne olursa olsun do\u011frular\u0131 s\u00f6ylemeli. Bu t\u00fcr g\u00f6r\u00fc\u015fmelere dair insan kaynaklar\u0131 yaz\u0131l\u0131mlar\u0131nda bir dok\u00fcman yaratmak, t\u00fcm notlar\u0131 saklamak \u00f6nemli. . \u00d6zellikle burada veri toplanmaya ba\u015flay\u0131nca, ileride direk bu veritaban\u0131 \u00fczerinden \u00f6rnekler vererek, \u00e7al\u0131\u015fan g\u00f6z\u00fcnde a\u00e7\u0131k s\u00f6zl\u00fcl\u00fc\u011f\u00fcn\u00fc ispat edebilir. E\u011fer veritabanlar\u0131nda ge\u00e7mi\u015fe ait bilgiler e\u015fli\u011finde \u00e7al\u0131\u015fana \u00f6nerilerinin ya da performans\u0131n\u0131n de\u011ferlendirmesi sunulabilirse, bu her iki taraf i\u00e7inde b\u00fcy\u00fck kolayl\u0131k sa\u011flayacakt\u0131r.<\/p>\n

\u015eeffafl\u0131k
\n<\/strong>\u00c7al\u0131\u015fanlar \u015firketlerinin finansal ve operasyonel durumu ile ilgili bilgilendirmeler de dahil olmak \u00fczere \u00e7al\u0131\u015ft\u0131klar\u0131 kurum hakk\u0131nda bilgi sahibi olmak istiyor. Bu bilgileri \u015firketin i\u00e7 bilgi a\u011f\u0131ndan ula\u015f\u0131labilir hale getirmek, \u00e7al\u0131\u015fanlar\u0131n merak etti\u011fi sorular\u0131 sormalar\u0131na izin vermek ve \u015firket gizlili\u011fine ayk\u0131r\u0131 olmayan t\u00fcm sorulara cevap vermek bu \u015feffafl\u0131\u011f\u0131 sa\u011flayacakt\u0131r. Hatta bu t\u00fcr bir \u015feffafl\u0131k, \u00e7al\u0131\u015fanlarda kader birli\u011fi duygusunun da geli\u015fimini h\u0131zland\u0131racakt\u0131r.<\/p>\n

\u00dccretlendirme
\n<\/strong>\u00c7o\u011fu firma taraf\u0131ndan \u00f6ng\u00f6r\u00fclen baz maa\u015f + performansa g\u00f6re prim sistemi denkleminde toplamda elde edilecek gelirden ziyade, temel ihtiya\u00e7lar olan yiyecek, sa\u011fl\u0131k ve \u00e7ocuklar\u0131n\u0131n e\u011fitimini sa\u011flayabilecek bir baz maa\u015f garantisi \u00e7ok daha cazip. \u0130\u015fverenlerin \u00e7al\u0131\u015fanlar\u0131ndaki ge\u00e7im kayg\u0131s\u0131n\u0131 yok ettikten sonra, toplamda \u015firketin finansal g\u00fcc\u00fcn\u00fc ve rekabet avantaj\u0131n\u0131 yok etmeyecek seviyelerde performansa dayal\u0131 prim vermesi gerekti\u011fini tavsiye ediyor.\u00a0 Bu sayede \u00e7al\u0131\u015fan sadakati ve mutlulu\u011funu \u00e7ok daha fazla artarak, \u00e7al\u0131\u015fan performans\u0131 da y\u00fckseliyor.<\/p>\n\n

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Eskiden \u00e7al\u0131\u015fanlar\u0131 mutlu etmek i\u00e7in maddi imkanlar\u0131n \u00f6nemli oldu\u011fu d\u00fc\u015f\u00fcn\u00fcl\u00fcrd\u00fc. Ancak g\u00fcn\u00fcm\u00fcz\u00fcn \u00e7al\u0131\u015fanlar\u0131n\u0131 mutlu k\u0131lan sadece \u00fccret de\u011fil. Uzmanlar bu noktada 10 temel unsurdan bahsediyor. Bunlar\u0131n \u00e7o\u011funu ger\u00e7ekle\u015ftirmek i\u00e7in ise bilgi teknolojilerinden yard\u0131m almak i\u015fleri kolayla\u015ft\u0131r\u0131yor. Tercih edilen \u015firket olmak, her insan kayna\u011f\u0131 y\u00f6neticisinin hayali. \u0130\u015fverenler de \u00e7al\u0131\u015fanlar\u0131n\u0131n i\u015f yerinde mutlu olmas\u0131n\u0131n, onlar\u0131n verimlili\u011fini ve […]<\/p>\n\n

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