{"id":2709,"date":"2007-11-09T02:00:00","date_gmt":"2007-11-09T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/dogru-oryantasyon-basarili-calisanlar\/"},"modified":"2024-08-08T21:12:47","modified_gmt":"2024-08-08T18:12:47","slug":"dogru-oryantasyon-basarili-calisanlar","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-oryantasyon-basarili-calisanlar\/","title":{"rendered":"Do\u011fru oryantasyon, ba\u015far\u0131l\u0131 \u00e7al\u0131\u015fanlar"},"content":{"rendered":"
<\/p>\n
\"\"Yeni \u00e7al\u0131\u015fanlar\u0131n firmaya al\u0131\u015fmaya ba\u015flamalar\u0131 kimi zaman onlar i\u00e7in sanc\u0131l\u0131 bir d\u00f6nem anlam\u0131na gelse de, kimi zaman da olduk\u00e7a keyifli ve kendilerini \u00e7ok \u00e7abuk o firman\u0131n bir par\u00e7as\u0131 olarak g\u00f6rmeleri \u015feklinde de geli\u015febilir. Peki bu iki durum aras\u0131ndaki fark\u0131 yaratan nokta nedir? Bu nokta firmalardaki yeni personelin oryantasyon s\u00fcrecinin nas\u0131l i\u015fledi\u011fidir. Etkin bir personel oryantasyonu, yeni i\u015fe ba\u015flayan bireylerin \u00e7ok h\u0131zl\u0131 bir \u015fekilde firmaya kazand\u0131r\u0131lmas\u0131n\u0131 sa\u011flar. <\/span><\/div>\n
\u0130\u015fe yeni ba\u015flayan adaylar i\u00e7in ilk g\u00fcn, i\u015fe ba\u015flad\u0131klar\u0131 firma hakk\u0131nda bir miktar\u0131 fikir sahibi olduklar\u0131 g\u00fcn anlam\u0131na gelmektedir. \u0130\u015fe yeni ba\u015flayan \u00e7al\u0131\u015fanlar\u0131n oryantasyonu ayn\u0131 zamanda, \u00e7al\u0131\u015fanlar\u0131n firma ile ba\u011flar\u0131n\u0131n peki\u015fip, sa\u011flamla\u015fmas\u0131na yard\u0131mc\u0131 olacakt\u0131r. K\u00f6t\u00fc bir oryantasyon s\u00fcrecinden ge\u00e7en \u00e7al\u0131\u015fan\u0131n kafas\u0131nda olu\u015fan d\u00fc\u015f\u00fcnce nas\u0131l olup da bu tip bir firmada i\u015fe ba\u015flad\u0131\u011f\u0131 ve ne zaman bu firmadaki i\u015finden ayr\u0131lman\u0131n do\u011fru olaca\u011f\u0131d\u0131r. \u0130\u015fe yeni ba\u015flayan \u00e7o\u011fu \u00e7al\u0131\u015fan, i\u015fe al\u0131nd\u0131klar\u0131 firmadan ayr\u0131lmay\u0131 veya o firmada \u00e7ok mutlu olabileceklerine dair bir yarg\u0131y\u0131,ilk i\u015f g\u00fcnlerinde verir. Bir bak\u0131ma \u00f6nyarg\u0131 olarak kabul edilen bu durumun ortaya \u00e7\u0131kmas\u0131nda firman\u0131n yeni i\u015fe al\u0131nan personele uygulad\u0131\u011f\u0131 oryantasyon program\u0131n\u0131n izleri vard\u0131r. <\/span><\/div>\n
Yeni \u00e7al\u0131\u015fana bir g\u00fcn i\u00e7inde firmadaki sistemin ve i\u015f tan\u0131m\u0131n\u0131n anlat\u0131larak, kendisinin yanl\u0131\u015f ve eksik \u015fekilde bilgilendirilmesi ve bunun bir sonucu olarak da \u00e7al\u0131\u015fanda yeni i\u015fine kar\u015f\u0131 bir \u00e7ekincenin olu\u015fmas\u0131 olduk\u00e7a yanl\u0131\u015f bir oryantasyon s\u00fcreci izlendi\u011finin g\u00f6stergesidir. Uzun s\u00fcreli, s\u0131k\u0131c\u0131 \u015firket tan\u0131t\u0131m videolar\u0131n\u0131n g\u00f6sterilmesi ve yo\u011fun \u00e7al\u0131\u015fma ve e\u011fitim takvimi haz\u0131rlanmas\u0131 da ayn\u0131 \u015fekilde yeni \u00e7al\u0131\u015fan\u0131 daha ilk g\u00fcnden y\u0131ld\u0131ran davran\u0131\u015flardand\u0131r. Buna kar\u015f\u0131n \u00f6rne\u011fin, yeni \u00e7al\u0131\u015fan\u0131n masas\u0131n\u0131n o i\u015fe ba\u015flamadan \u00f6nce haz\u0131rlanmas\u0131 ve gerekli t\u00fcm ara\u00e7lar\u0131n (bilgisayar, telefon, ajanda vs.) sa\u011flanmas\u0131 kendisine \u015firket taraf\u0131ndan de\u011fer verildi\u011finin g\u00f6stergesidir ve olumlu bir etki yapacakt\u0131r. <\/span><\/div>\n
Personele y\u00f6nelik etkin oryantasyon program\u0131;<\/span><\/div>\n
    \n
  • Belli ama\u00e7lar dahilinde geli\u015fir ve bu ama\u00e7lar\u0131n kar\u015f\u0131lanmas\u0131yla sonu\u00e7lan\u0131r,<\/li>\n
  • Yeni personelin firmaya geli\u015fi kutlan\u0131r ve t\u00fcm firma \u00e7al\u0131\u015fanlar\u0131na tan\u0131t\u0131l\u0131r,<\/li>\n
  • \u0130\u015fe ba\u015flayan bireylerin daha ilk i\u015f g\u00fcnlerinde etkin olarak \u00e7al\u0131\u015fmaya ba\u015flamalar\u0131n\u0131 sa\u011flar,<\/li>\n
  • S\u0131k\u0131c\u0131 bir i\u00e7eri\u011fe sahip de\u011fildir ve h\u0131zla ge\u00e7i\u015ftirilmez,<\/li>\n
  • \u0130lk \u00fc\u00e7 ayl\u0131k zaman diliminde devaml\u0131 geribildirim i\u00e7erir.<\/li>\n<\/ul>\n
    \u00c7al\u0131\u015fanlar\u0131n ilk i\u015f g\u00fcn\u00fcnden, firmaya kazand\u0131r\u0131lmas\u0131<\/span><\/strong><\/div>\n
    \u00c7o\u011fu firma sevilen bir \u00e7al\u0131\u015fan\u0131n i\u015ften ayr\u0131lma karar\u0131n\u0131, gerek o \u00e7al\u0131\u015fana beslenen sevgi gerek di\u011fer \u00e7al\u0131\u015fanlar\u0131n o ki\u015finin ayr\u0131lmas\u0131ndan \u00f6t\u00fcr\u00fc moral bozuklu\u011fu ya\u015famamalar\u0131 i\u00e7in \u00e7e\u015fitli etkinliklerle kutlar. Ancak genelde firmalar yeni i\u015fe al\u0131m\u0131 yap\u0131lan \u00e7al\u0131\u015fanlar\u0131n aralar\u0131na kat\u0131lmalar\u0131 s\u00f6z konusu oldu\u011funda bu denli co\u015fkulu bir “Ho\u015fgeldin” imaj\u0131 \u00e7izemezler. Kutlamalar her zaman i\u00e7in t\u00fcm \u00e7al\u0131\u015fanlar\u0131 motive eden ve onlar\u0131 \u00e7al\u0131\u015ft\u0131klar\u0131 firmaya ba\u011flayan, moral unsurlar\u0131 olarak kabul edilir. Bu nedenle i\u015fe yeni ba\u015flayan bir \u00e7al\u0131\u015fana s\u0131cak bir kar\u015f\u0131lama yapmak, onun firmada ge\u00e7irdi\u011fi ilk g\u00fcnden motive olup, etkin \u00e7al\u0131\u015fmaya ba\u015flamas\u0131n\u0131 sa\u011flayabilir. \u0130lk g\u00fcnde kimsenin ilgilenmedi\u011fi ve gerek i\u015f arkada\u015flar\u0131 gerek y\u00f6neticileri taraf\u0131ndan g\u00f6z ard\u0131 edilen bir \u00e7al\u0131\u015fan\u0131n ilk g\u00fcnlerinde etkin bir performans g\u00f6stermesi beklenemez. Bu tip kutlamalara \u00f6rnek olarak, b\u00f6l\u00fcm y\u00f6neticisinden al\u0131nan bir “Ho\u015fgeldin” yaz\u0131s\u0131 \/ mesaj\u0131 ve\/veya \u00f6\u011flen yeme\u011finin b\u00f6l\u00fcmdeki di\u011fer \u00e7al\u0131\u015fanlarla beraber yenilmesi olarak verilebilir. \u0130\u015fverenler \u00e7o\u011fu zaman yeni personelin en \u00f6nemli temel sorununu g\u00f6z ard\u0131 ederler. \u0130\u015fe yeni ba\u015flayan personel kendi \u00fcstlenece\u011fi g\u00f6revlerin firma ba\u015far\u0131s\u0131na ne tip katk\u0131larda bulunabilece\u011fini \u00f6\u011frenmek ister. Bu nedenle yeni i\u015fe ba\u015flayacak olan personele uygulaman\u0131z gereken oryantasyon e\u011fitimi, bireylerin kafalar\u0131nda olu\u015fan bu sorular\u0131n cevaplar\u0131n\u0131 alabilecekleri t\u00fcrde olmal\u0131d\u0131r. <\/span><\/div>\n
    Di\u011fer \u00c7al\u0131\u015fanlarla Kayna\u015fmay\u0131 Sa\u011flay\u0131n<\/span><\/strong><\/div>\n
    Yeni i\u015fe al\u0131nan personele dan\u0131\u015fmanl\u0131k yapan b\u00f6l\u00fcm sorumlusu, gerek oryantasyon derslerine kat\u0131larak gerek kendisi toplant\u0131lar yaparak yeni i\u015fe al\u0131nan bireyleri y\u00f6nlendirmeli ve \u00e7al\u0131\u015fanlar\u0131n firmaya ve sorumluluklar\u0131na al\u0131\u015fma d\u00f6nemlerini k\u0131saltmaya \u00e7al\u0131\u015fmal\u0131d\u0131r. <\/span><\/div>\n
    Daha ilk g\u00fcn\u00fcnden \u00e7al\u0131\u015fan, dan\u0131\u015fman\u0131 ve e\u011fitimcisi ile tan\u0131\u015ft\u0131r\u0131lmal\u0131, firmay\u0131 tan\u0131mas\u0131, g\u00f6rev ve sorumluluklar\u0131n\u0131 \u00f6\u011frenmesi i\u00e7in e\u011fitimlere ba\u015flanmal\u0131d\u0131r. Bu e\u011fitimlerin \u00e7al\u0131\u015fana \u00e7ok y\u00fcklenmeden belli bir zaman dilimine yay\u0131lm\u0131\u015f olmas\u0131 olduk\u00e7a \u00f6nemlidir. E\u011fitim ve oryantasyon plan\u0131 hakk\u0131nda yeni personele bilgi verilmeli ve kafalar\u0131nda hi\u00e7bir soru i\u015fareti kalmamal\u0131d\u0131r. Kendisinden tam olarak ne istendi\u011fini ve hangi tip \u00f6zel durumlarda ne tip davran\u0131\u015flar sergilemesinin onu ba\u015far\u0131ya g\u00f6t\u00fcrece\u011fi ile ilgili temel bilgilerin daha ilk g\u00fcnden yeni personele anlat\u0131lmas\u0131 olduk\u00e7a \u00f6nemlidir. Yeni personelin ilk i\u015f g\u00fcn\u00fcne firma olarak ne kadar haz\u0131rl\u0131kl\u0131 olursan\u0131z, o kadar planl\u0131 ve programl\u0131 bir \u015fekilde o ki\u015fiden faydalanmaya ba\u015flayabilirsiniz. \u0130lk g\u00fcn\u00fcn\u00fc hi\u00e7bir i\u015fe yaramad\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcnerek ge\u00e7iren bir \u00e7al\u0131\u015fandan daha fazla demoralize olan\u0131 yoktur. <\/span><\/div>\n
    Program\u0131n Ba\u015far\u0131s\u0131n\u0131 De\u011ferlendirin<\/span><\/strong><\/div>\n
    Verimli bir e\u011fitim program\u0131ndaki en \u00f6nemli nokta, personelin bu e\u011fitimden ne derece faydalanabildi\u011finin \u00f6l\u00e7\u00fclmesidir. Bu \u00f6l\u00e7\u00fcmler hem personelin g\u00f6rev ve sorumluluklar\u0131n\u0131 ne derece \u00f6\u011frenip \u00f6\u011frenemedi\u011finin \u00f6l\u00e7\u00fclmesinde, hem de e\u011fitim program\u0131n\u0131n ne denli ba\u015far\u0131l\u0131 oldu\u011funun analiz edilmesinde \u00f6nemlidir. Program\u0131n sonunda, yeni personelden \u00f6\u011frendiklerine dair bir sunum yapmas\u0131n\u0131 isteyebilir ve bu sunum s\u0131ras\u0131nda e\u011fitim s\u0131ras\u0131nda g\u00f6zden ka\u00e7an ya da e\u011fitime tabi tutulan personelin yeterince kavrayamad\u0131\u011f\u0131 noktalar\u0131 belirleyebilirsiniz. E\u011fitim program\u0131n\u0131n ne derece etkili oldu\u011funu \u00f6\u011frenmek i\u00e7in ise e\u011fitim alan personele program hakk\u0131ndaki g\u00f6r\u00fc\u015flerini sorabilir ve ele\u015ftirilerini alabilirsiniz. Verdi\u011finiz e\u011fitimin de\u011ferlendirilmesinde en \u00f6nemli nokta, hangi konulara gerekti\u011finden fazla \u00f6nem verildi\u011fi ve hangi konulara daha az yer verildi\u011fine dair olmal\u0131d\u0131r.<\/span><\/div>\n
    Firman\u0131z\u0131n yeni i\u015fe ba\u015flayan personelde olu\u015fturdu\u011fu ilk izlenim, m\u00fclakatlarda i\u015fverende i\u015fe ba\u015fvuran aday hakk\u0131nda geli\u015fen ilk izlenim gibidir. \u0130yi ya da k\u00f6t\u00fc olabilir. Bu ilk izlenimin iyi olmas\u0131n\u0131 istiyorsan\u0131z, yap\u0131lmas\u0131 gereken oryantasyon program\u0131n\u0131z\u0131n ama\u00e7lar\u0131n\u0131 ve bu ama\u00e7lar\u0131n elinizde bulunan program ile yeterince kar\u015f\u0131lan\u0131p kar\u015f\u0131lanmad\u0131\u011f\u0131n\u0131 samimiyetle analiz etmektir. Yeni i\u015fe ald\u0131\u011f\u0131n\u0131z ki\u015fiye sundu\u011funuz avantajlar ve pozisyon, o ki\u015finin hep idealinde olan kariyer f\u0131rsat\u0131 olabilir. Ancak k\u00f6t\u00fc bir oryantasyon ve verimsiz bir g\u00fcn b\u00fct\u00fcn bu d\u00fc\u015f\u00fcncelerin bir anda de\u011fi\u015fmesine ve bireyin daha ilk g\u00fcnden kendini bitkin ve isteksiz hissetmesine neden olabilir. \u00c7al\u0131\u015fan\u0131n \u015firkete ger\u00e7ek anlamda uyumu a\u00e7\u0131s\u0131ndan firmalar\u0131n oryantasyon programlar\u0131 b\u00fcy\u00fck \u00f6nem ta\u015f\u0131maktad\u0131r. Unutulmamas\u0131 gereken nokta, bireylerin motivasyonlar\u0131n\u0131 kaybetmelerinin \u00e7ok kolay; ama motive olmalar\u0131n\u0131n olduk\u00e7a zor oldu\u011fudur. <\/span><\/div>\n
     <\/div>\n
     <\/div>\n

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

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    Yeni \u00e7al\u0131\u015fanlar\u0131n firmaya al\u0131\u015fmaya ba\u015flamalar\u0131 kimi zaman onlar i\u00e7in sanc\u0131l\u0131 bir d\u00f6nem anlam\u0131na gelse de, kimi zaman da olduk\u00e7a keyifli ve kendilerini \u00e7ok \u00e7abuk o firman\u0131n bir par\u00e7as\u0131 olarak g\u00f6rmeleri \u015feklinde de geli\u015febilir. Peki bu iki durum aras\u0131ndaki fark\u0131 yaratan nokta nedir? Bu nokta firmalardaki yeni personelin oryantasyon s\u00fcrecinin nas\u0131l i\u015fledi\u011fidir. Etkin bir personel oryantasyonu, […]<\/p>\n\n

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