{"id":10699,"date":"2022-10-20T13:29:09","date_gmt":"2022-10-20T10:29:09","guid":{"rendered":"https:\/\/personohr.com\/tr\/?p=10699"},"modified":"2022-10-28T10:49:57","modified_gmt":"2022-10-28T07:49:57","slug":"performans-degerlendirme-calisanlarin-verimliligini-olcun","status":"publish","type":"post","link":"https:\/\/personohr.com\/tr\/performans-degerlendirme-calisanlarin-verimliligini-olcun\/","title":{"rendered":"Performans De\u011ferlendirme"},"content":{"rendered":"<h4>\u00c7al\u0131\u015fanlar\u0131n Verimlili\u011fini \u00d6l\u00e7\u00fcn<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Bir \u015firket olarak fark yaratan insan kayna\u011f\u0131na sahip olman\u0131z\u0131n \u00f6nemi b\u00fcy\u00fck. Peki bu konudaki iddian\u0131z\u0131 destekleyen verilere sahip misiniz? \u0130\u015fte tam olarak performans de\u011ferlendirmenin temel ama\u00e7lar\u0131ndan biri, bu sorunun cevab\u0131n\u0131 vermenize yard\u0131mc\u0131 olmak.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Bir \u015firket i\u00e7in \u00e7al\u0131\u015fan performans\u0131na ili\u015fkin elde edilen veriler, \u00e7al\u0131\u015fan yeteneklerini ve \u015firkete katk\u0131s\u0131n\u0131 ortaya \u00e7\u0131karman\u0131n etkin bir yolu. Bunun i\u00e7in de\u011ferlendirme mekanizmas\u0131, net performans hedefleri ortaya koyar. Hedeflerdeki netlik, do\u011fru geri bildirimlerle s\u00fcrecin sistematik ve nesnel \u015fekilde \u00e7al\u0131\u015fmas\u0131nda etkili bir rol oynar. Bu a\u00e7\u0131dan performans de\u011ferlendirme, performans y\u00f6netimin en \u00f6nemli a\u015famalar\u0131 aras\u0131nda say\u0131labilir. Ayr\u0131ca bu \u00e7al\u0131\u015fan de\u011ferlendirme s\u00fcreci, \u015firketlerin stratejik hedefleri do\u011frultusunda \u00f6nemsenen y\u00f6netici \u2013 \u00e7al\u0131\u015fan ileti\u015fiminin adil y\u00f6netilmesinde de etkilidir.\u00a0<\/span><\/p>\n<h4>Performans De\u011ferlendirme Nedir?<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Performans de\u011ferlendirme, g\u00fcn\u00fcm\u00fcz insan kaynaklar\u0131n\u0131n olmazsa olmaz \u00e7al\u0131\u015fma alanlar\u0131 aras\u0131nda. Performans de\u011ferlendirme \u00e7al\u0131\u015fmas\u0131n\u0131n \u015firketlere sa\u011flad\u0131\u011f\u0131 birden fazla katk\u0131n\u0131n bilimsel olarak kan\u0131tlanm\u0131\u015f olmas\u0131n\u0131n pay\u0131 b\u00fcy\u00fck.\u00a0 \u00d6ncelikle performans de\u011ferlendirme ile \u00e7al\u0131\u015fan organizasyonlar\u0131na dair verimlili\u011fin \u00f6l\u00e7\u00fclmesi hem \u015firket i\u00e7i \u00f6d\u00fcllendirme hem de terfi gibi \u00f6nemli atamalarda do\u011fru kararlar al\u0131nmas\u0131na katk\u0131 sa\u011flar. Ayr\u0131ca \u00e7al\u0131\u015fanlar i\u00e7in ne t\u00fcr \u015firket i\u00e7i geli\u015fim s\u00fcrecinin uygulanmas\u0131 gerekti\u011fine dair \u00e7al\u0131\u015fmalar do\u011fru bir \u015fekilde planlanabilir. T\u00fcm bu \u015firket i\u00e7i s\u00fcre\u00e7leri destekleyebilmek i\u00e7in performans de\u011ferlendirme, kurumlar a\u00e7\u0131s\u0131ndan ka\u00e7\u0131n\u0131lmaz bir \u00e7al\u0131\u015fma alan\u0131. Peki performans nedir?\u00a0<\/span><\/p>\n<h4>Performans nedir?<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">\u00c7al\u0131\u015fan performans\u0131, kurum hedeflerine uygun \u015fekilde \u00e7al\u0131\u015fan i\u00e7in belirlenmi\u015f i\u015f tan\u0131m ve ama\u00e7lar\u0131n\u0131 ger\u00e7ekle\u015ftirme d\u00fczeyidir. Elbette burada performans\u0131 belirleyen nokta hedefin ger\u00e7ekle\u015fmesi sonucu elde edilen \u00e7\u0131kt\u0131d\u0131r. Bu \u00e7\u0131kt\u0131, mal veya hizmet olabilir, bir program\u0131 kullanma becerileri veya daha farkl\u0131 yetkinlik d\u00fczeyleri \u015feklinde tan\u0131mlanabilir.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Performans, sadece yetkinlikler d\u00fczeyinde ele al\u0131nan veya de\u011ferlendirilen bir kavram de\u011fil. \u00d6rne\u011fin, bir \u00e7al\u0131\u015fan\u0131n \u015firket i\u00e7in hayati \u00f6neme sahip yaz\u0131l\u0131m hakk\u0131ndaki yetkinli\u011fi \u00fcst d\u00fczey olabilir. Ancak baz\u0131 imkans\u0131zl\u0131k veya \u00e7al\u0131\u015fan\u0131n \u015firkete kar\u015f\u0131 bak\u0131\u015f a\u00e7\u0131s\u0131ndaki negatiflik gibi durumlarda ki\u015fi performans\u0131nda d\u00fc\u015fme ya\u015fanabilir. Bu nedenle performans\u0131 kapasite, imkanlar ve motivasyon kapsam\u0131nda b\u00fct\u00fcnc\u00fcl olarak de\u011ferlendirmek gerekir. Performans \u00f6l\u00e7\u00fcm\u00fc sayesinde \u00e7al\u0131\u015fan ile ilgili performans parametreleri takip edildi\u011finden dolay\u0131 ya\u015fanan veya ya\u015fanma ihtimali olan durumlar\u0131n iyile\u015ftirilmesi m\u00fcmk\u00fcn hale gelir.\u00a0<\/span><\/p>\n<p><span style=\"color: #000000;\"><b>Kapasite:<\/b><span style=\"font-weight: 400;\"> \u00c7al\u0131\u015fan\u0131n sahip oldu\u011fu becerileri ifade eden parametredir.\u00a0<\/span><\/span><\/p>\n<p><span style=\"color: #000000;\"><b>\u0130mkanlar:<\/b><span style=\"font-weight: 400;\"> Bir i\u015fin yap\u0131lmas\u0131 i\u00e7in gereken materyalleri ve fiziki ortam\u0131 tan\u0131mlar.\u00a0<\/span><\/span><\/p>\n<p><span style=\"color: #000000;\"><b>Motivasyon:<\/b><span style=\"font-weight: 400;\"> \u00c7al\u0131\u015fan\u0131n eme\u011fi veya i\u015fine y\u00f6nelik heyecan\u0131n\u0131 yans\u0131tan isteklilik durumudur.\u00a0\u00a0<\/span><\/span><\/p>\n<h4>Performans De\u011ferlendirme Nas\u0131l Yap\u0131l\u0131r?<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">\u015eirketler i\u00e7in performans de\u011ferlendirme s\u00fcrecinin etkin \u015fekilde y\u00f6netimi \u00f6nemli. Bu s\u00fcre\u00e7te hatal\u0131 analiz ve \u00e7al\u0131\u015fmalar\u0131n sonucunda \u00e7al\u0131\u015fana y\u00f6nelik planlamalar hatal\u0131 bir hale d\u00f6n\u00fc\u015f\u00fcr. Ayr\u0131ca bu durum \u015firket i\u00e7i sadakatsizlik gibi durumlar\u0131n ortaya \u00e7\u0131kmas\u0131na ve farkl\u0131 krizlerin olu\u015fmas\u0131na \u00f6nc\u00fc olabilir. Dolay\u0131s\u0131yla performans de\u011ferlendirme s\u00fcreci kolay ve basit olmasa da bunu profesyonelce yapman\u0131z\u0131 sa\u011flayan modern yaz\u0131mlar ve performans de\u011ferlendirme kriterleri var. Bu y\u00f6ndeki prosed\u00fcrlere uygun hareket edilmesi halinde \u00e7al\u0131\u015fan performans de\u011ferlendirme s\u00fcrecinizde arzulad\u0131\u011f\u0131n\u0131z sonu\u00e7lar\u0131 elde etmenizi sa\u011flar. \u0130lerleme kaydetmek a\u00e7\u0131s\u0131ndan izlemeniz gereken yol \u015f\u00f6yle:\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Ger\u00e7ek\u00e7i ba\u015far\u0131 standartlar\u0131na sahip olun. Standartlar\u0131n \u015firket veya y\u00f6netici hedefleriyle uyumlulu\u011funa \u00f6nem verin.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Saptad\u0131\u011f\u0131n\u0131z hedefler \u00e7er\u00e7evesinde \u00e7al\u0131\u015fanlar\u0131 izleme mekanizmas\u0131 olu\u015fturun. Onlarla ileti\u015fim halinde kal\u0131n.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">De\u011ferlendirme s\u00fcrecinde \u00e7al\u0131\u015fanlara geri bildirimlerde bulunmay\u0131 ihmal etmeyin.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Hedeflere ula\u015fma y\u00f6n\u00fcnde y\u00fcksek performans ve ba\u015far\u0131 g\u00f6steren \u00e7al\u0131\u015fanlar\u0131 \u00f6d\u00fcllendirme \u00e7al\u0131\u015fmalar\u0131 yap\u0131n. Prim, terfi, \u015firket i\u00e7i e\u011fitimler veya \u015firketinize uygun \u015fekilde \u00f6d\u00fcllendirme y\u00f6ntemleri belirleyebilirsiniz.\u00a0<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400; color: #000000;\">Bu a\u015fama i\u00e7erisinde \u00e7al\u0131\u015fanlar\u0131n yetkinlik de\u011ferlendirmeleri yap\u0131l\u0131rken en \u00f6nemli kriter, \u00f6nceden tespit edilen hedeflerdir. Dolay\u0131s\u0131yla s\u00fcrece subjektif de\u011ferlendirme kriterlerinin dahil edilmesi halinde ger\u00e7ek\u00e7i hedef de\u011ferlendirme \u00e7\u0131kt\u0131lar\u0131 al\u0131namaz. Bunu \u00f6nlemenin yolu, performans de\u011ferlendirme a\u015famalar\u0131 s\u0131ras\u0131nda uyulmas\u0131 gereken standartlar\u0131 belirlemek. \u0130\u015fte performans de\u011ferlendirme a\u015famalar\u0131\u2026<\/span><\/p>\n<h4>Performans De\u011ferlendirme A\u015famalar\u0131 Nelerdir?<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">\u00c7al\u0131\u015fan performans\u0131n\u0131 de\u011ferlendirirken nesnel verilere sahip olman\u0131n yolu, uygulama prosed\u00fcrlerine karar vermenizdir. B\u00f6ylece daha sistematik bir organizasyonda daha nitelikli hedef takibi yap\u0131l\u0131r. Ayr\u0131ca ger\u00e7ek\u00e7i \u00e7al\u0131\u015fan karneleri ortaya \u00e7\u0131kar\u0131labilir.<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>De\u011ferlendirme ama\u00e7lar\u0131n\u0131z\u0131 belirleyin<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">\u015eirket olarak \u00e7al\u0131\u015fan performans\u0131n\u0131 de\u011ferlendirme ama\u00e7lar\u0131 tan\u0131mlaman\u0131z gerekir. Ama\u00e7lar\u0131 netle\u015ftirmenin yolu, performans de\u011ferlendirmeyi neden yapmak istedi\u011finizle ilgilidir. \u00d6rne\u011fin, amac\u0131n\u0131z \u00e7al\u0131\u015fanlar\u0131 kontrol etmek olabilir veya onlar\u0131 \u00f6d\u00fcllendirirken adil bir payla\u015f\u0131m mekanizmas\u0131 kurmay\u0131 ama\u00e7layabilirsiniz. Dolay\u0131s\u0131yla farkl\u0131 senaryolar farkl\u0131 ama\u00e7lar ortaya \u00e7\u0131karabilir.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>Standartlar\u0131n\u0131z\u0131 haz\u0131rlay\u0131n\u00a0<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">Performans de\u011ferlendirme s\u00fcrecini subjektif kriterlerle kapamak i\u00e7in de\u011ferlendirme standartlar\u0131n\u0131n olu\u015fturulmas\u0131 \u015fart. B\u00f6ylece \u00e7al\u0131\u015fanlar\u0131n nesnel veriler \u0131\u015f\u0131\u011f\u0131nda verimlilikleri takip edilebilir. Ayr\u0131ca \u00e7al\u0131\u015fan performans\u0131n\u0131 kurum i\u00e7inde etkileyen bir dizi de\u011fi\u015fkenler s\u00f6z konusu olabilir. \u00c7al\u0131\u015fan kontrol\u00fcn\u00fcn d\u0131\u015f\u0131ndaki de\u011fi\u015fkenleri de hesaba katarak standart h\u00fck\u00fcmlerini belirlemeye \u00f6nem vermelisiniz.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>De\u011ferlendirme organizasyonu olu\u015fturun<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">T\u00fcm \u00e7al\u0131\u015fanlar\u0131n yer ald\u0131\u011f\u0131 bir performans de\u011ferlendirme organizasyonu \u00e7al\u0131\u015ft\u0131r\u0131lmas\u0131 gerekir. Burada baz\u0131 noktalar kilit husustur: \u00c7al\u0131\u015fanlar\u0131 de\u011ferlendirecek personelin se\u00e7imi ve performans \u00f6l\u00e7\u00fcm y\u00f6ntemleri. Genel olarak her \u015firkette \u00fcst ast\u0131n\u0131 de\u011ferlendirmeye al\u0131r. Uygulanacak metod se\u00e7iminde ise birden fazla y\u00f6ntem ve kombinasyon denenebilir.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>\u00c7al\u0131\u015fan de\u011ferlendirmesini ba\u015flat\u0131n<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">De\u011ferlendirme konusunda yetkin ki\u015filer taraf\u0131ndan y\u00fcr\u00fct\u00fclen s\u00fcre\u00e7te hedef ve ama\u00e7lar etraf\u0131nda de\u011ferlendirme sonu\u00e7lar\u0131 olu\u015fturulur. Bu veriler \u0130K departman\u0131 ve \u00fcst y\u00f6neticiler ile payla\u015f\u0131l\u0131r. Bu kapsamda yap\u0131lan \u00e7al\u0131\u015fan verimlilik \u00f6l\u00e7\u00fcm\u00fcnde, de\u011ferlendirme organizasyonu i\u00e7erisindeki \u00e7al\u0131\u015fan ile m\u00fclakat yap\u0131lmas\u0131 \u00f6nem arz eder.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>Geri bildirimleri \u00f6nemseyin<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">De\u011ferlendirme s\u00fcrecinden elde edilen verilere g\u00f6re \u00e7al\u0131\u015fanlara geri bildirimler sa\u011flanmas\u0131 en \u00f6nemli konulardan biri. B\u00f6ylece \u00e7al\u0131\u015fan organizasyon i\u00e7erisindeki durumunu \u00f6\u011frenebilir ve kendisini daha iyi noktalara getirme konusunda arzu duyabilir. Bu a\u015famada \u00e7al\u0131\u015fan motivasyonunu d\u00fc\u015f\u00fcrmeye y\u00f6nelik ileti\u015fim ve geri bildirim \u015fekillerinden geri durmak gerekir.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>\u00c7al\u0131\u015fan de\u011ferlendirmesi sonras\u0131 ne yapman\u0131z gerekir?<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">Performans de\u011ferlendirme, yetkinlik \u00f6l\u00e7\u00fcm\u00fc veya hedef takibi ile s\u0131n\u0131rl\u0131 de\u011fildir. S\u00fcrekli performans \u00f6l\u00e7\u00fcm\u00fc metodunun ana hedefinde \u00e7al\u0131\u015fma s\u00fcrecinin iyile\u015ftirilmesi \u00f6n planda. Bu nedenle personeli \u00f6d\u00fcllendirmekle birlikte \u00e7al\u0131\u015fma ko\u015fullar\u0131nda veya organizasyonda ortaya \u00e7\u0131kan optimizasyon f\u0131rsatlar\u0131n\u0131n da de\u011ferlendirilmesi gerekir.\u00a0<\/span><\/p>\n<h4>Performans De\u011ferlendirme Y\u00f6ntemleri Nelerdir?<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Birbirinden farkl\u0131 amaca hizmet eden performans \u00f6l\u00e7\u00fcm y\u00f6ntemleri var. Modern anlamda en ge\u00e7erli y\u00f6ntemler; yetkinlik odakl\u0131 de\u011ferlendirme, etkin hedef y\u00f6netimi, hedef takibi ve s\u00fcrekli performans y\u00f6netimi \u00f6n plana \u00e7\u0131kan \u00f6l\u00e7\u00fcm metotlar\u0131ndan baz\u0131lar\u0131.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>Yetkinlik de\u011ferlendirme\u00a0<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">Yetkinlik genel olarak \u00e7al\u0131\u015fan\u0131 di\u011ferlerinden ay\u0131ran art\u0131lar\u0131 kapsayan tan\u0131mlar i\u00e7erir. \u00c7al\u0131\u015fan grubu i\u00e7erisinde \u00e7al\u0131\u015fan yetkinliklerini \u00f6l\u00e7meyi kolayla\u015ft\u0131ran bir de\u011ferlendirme y\u00f6ntemidir. \u00d6rne\u011fin, bir \u00e7al\u0131\u015fan grubu i\u00e7erisinde Excel program\u0131na hakim olan veya daha az hakim olan \u00e7al\u0131\u015fan\u0131n de\u011ferlendirilmesini sa\u011flar. B\u00f6ylece i\u015f s\u00fcre\u00e7lerine etki eden \u00e7al\u0131\u015fan\u0131n yetkinliklerindeki performans d\u00fczeyi tespit edilir. Bunun nedeni, \u015firket i\u00e7i e\u011fitimlerle \u00e7al\u0131\u015fan\u0131n donan\u0131m veya di\u011fer yetkinliklerini art\u0131rmak hedefidir.<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>Etkin hedef y\u00f6netimi\u00a0<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">Yetkinlik bazl\u0131 de\u011ferlendirmeden farkl\u0131 olarak \u201cNe kadar?\u201d sorusuna odaklanan bir \u00e7al\u0131\u015fan performans de\u011ferlendirme y\u00f6ntemidir. Hedefler, \u00e7ok farkl\u0131 konular\u0131 kapsasa da genel olarak de\u011ferlendirmenin nesnelli\u011fi a\u00e7\u0131s\u0131ndan say\u0131sal hedefler daha \u00f6n planda tutulur. Bu bak\u0131mdan say\u0131sal performans analizlerinin \u00f6nemli oldu\u011fu \u00fcretim ve sat\u0131\u015f gibi sekt\u00f6rlerde tercih edilen bir de\u011ferlendirme bi\u00e7imidir.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>S\u00fcrekli performans y\u00f6netimi\u00a0<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">S\u00fcrekli performans y\u00f6netiminde hedef s\u00fcrekli bir iyile\u015ftirme ve de\u011fi\u015fimdir. Bu nedenle geleneksel y\u0131ll\u0131k de\u011ferlendirme gibi d\u00f6nemsel analizlerle yetinmez. S\u00fcreklilik arz eden b\u00fct\u00fcnc\u00fcl bir de\u011ferlendirme yap\u0131s\u0131na sahip \u015fekilde \u00e7al\u0131\u015f\u0131r. B\u00f6ylece daha s\u0131k geri bildirimlerin yap\u0131ld\u0131\u011f\u0131 ve \u00f6d\u00fcllendirmelerin hakim oldu\u011fu sa\u011fl\u0131kl\u0131 bir \u00e7al\u0131\u015fma s\u00fcrecinin ortaya \u00e7\u0131kmas\u0131 sa\u011flan\u0131r.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>OKR\/KPI bazl\u0131 performans de\u011ferlendirme<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">OKR\u2019lar bir \u015firketin b\u00fcy\u00fcme stratejisini tan\u0131mlayan hedeflerdir. KPI\u2019larsa bu hedeflere ula\u015f\u0131l\u0131p ula\u015f\u0131lmad\u0131\u011f\u0131n\u0131 g\u00f6steren ve d\u00fczenli bir \u015fekilde yap\u0131lmas\u0131 gereken \u00f6l\u00e7\u00fcmleri i\u00e7erir. Bunlar \u015firket performans\u0131n\u0131 \u00f6l\u00e7erken ayn\u0131 zamanda hangi \u00e7al\u0131\u015fan\u0131n ilgili hedeflere katk\u0131 sa\u011flad\u0131\u011f\u0131 veya verimsiz kald\u0131\u011f\u0131n\u0131 anlaman\u0131z i\u00e7in de \u00f6nemli de\u011ferlendirme \u00f6l\u00e7\u00fctleridir.\u00a0<\/span><\/p>\n<h4>Performans De\u011ferlendirme S\u00fcreci Nas\u0131l Olmal\u0131d\u0131r?<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Performans de\u011ferlendirme s\u00fcrecinde etik kurallar\u0131na uyman\u0131z daha ba\u015far\u0131l\u0131 sonu\u00e7lar elde etmenizi sa\u011flar. Adil, \u015feffaf, nesnel ve net tan\u0131mlarla ba\u015far\u0131l\u0131 performans de\u011ferlendirme s\u00fcre\u00e7lerine imza at\u0131labilir.\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>Adalet:<\/b><span style=\"font-weight: 400;\"> Subjektif de\u011ferlendirmeler sonucunda adaletsiz geri bildirimler s\u00f6z konusu olur ve bu durum \u00e7al\u0131\u015fanlara zarar verir.\u00a0<\/span><\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>\u015eeffafl\u0131k:<\/b><span style=\"font-weight: 400;\"> Performans de\u011ferlendirme sonu\u00e7lar\u0131n\u0131 t\u00fcm a\u00e7\u0131kl\u0131\u011f\u0131 ile payla\u015fmak gerekir. Geri bildirimler, \u00e7al\u0131\u015fanlar\u0131n kendi durumlar\u0131n\u0131 g\u00f6rmelerine yard\u0131mc\u0131 olur.\u00a0\u00a0<\/span><\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"color: #000000;\"><b>Netlik:<\/b><span style=\"font-weight: 400;\"> De\u011ferlendirme kriterleri net ve yal\u0131n tan\u0131mlara sahip olmal\u0131. \u00c7al\u0131\u015fanlar\u0131n anlamakta zorluk \u00e7ekece\u011fi tan\u0131mlamalardan ka\u00e7\u0131n\u0131lmal\u0131d\u0131r.<\/span><\/span><\/li>\n<\/ul>\n<h4>Dijital \u0130K yaz\u0131l\u0131m\u0131 performans s\u00fcrecinde size nas\u0131l yard\u0131mc\u0131 olur?<\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">\u015eirketler, performans de\u011ferlendirme s\u00fcrecinde hatalar\u0131 en aza indirme konusunda hassas. Bunun i\u00e7in t\u00fcm de\u011ferlendirme s\u00fcrecini otonom hale getirmenin \u00f6nemli faydalar\u0131 var. Hem s\u00fcrecin nesnel ve \u015feffafl\u0131\u011f\u0131 hem de geri bildirimlerin an\u0131nda yap\u0131lmas\u0131n\u0131n sa\u011flanmas\u0131 a\u00e7\u0131s\u0131ndan \u0130K yaz\u0131l\u0131mlar\u0131 \u00f6nemli. Ayr\u0131ca de\u011ferlendirme organizasyonunu otonom bir hale getirdi\u011finiz zaman her an sisteme girilen veriler i\u015flenir. B\u00f6ylece \u00e7al\u0131\u015fanlar kendi performanslar\u0131 ile alakal\u0131 anl\u0131k bilgilere sahip olabilir.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Dijital \u0130K \u00e7\u00f6z\u00fcm\u00fc Persono\u2019nun sahip oldu\u011fu <span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" title=\"Performans\" href=\"https:\/\/personohr.com\/tr\/performans-yonetimi\/\" target=\"_blank\" rel=\"noopener\">performans mod\u00fcl\u00fc<\/a> <\/span>\u015firketler i\u00e7in \u00e7al\u0131\u015fan performans\u0131n\u0131 \u00f6l\u00e7meyi verimli hale getiren \u00f6zelliklere sahip. Persono, \u00e7al\u0131\u015fan performans\u0131n\u0131 \u00f6l\u00e7mek i\u00e7in uygulaman\u0131z gereken klasik y\u00f6ntemlerle birlikte s\u00fcrekli performans y\u00f6netimi ve OKR\/KPI takibi gibi yeni nesil metotlara da yer verir.\u00a0 Kurumunuza uygun olan metodu se\u00e7erek 360 dereceye kadar yetkinlik de\u011ferlendirme ve hedef takibi yapabilirsiniz.<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Persono ile \u00e7al\u0131\u015fanlar, ilerleme ve ba\u015far\u0131 durumlar\u0131n\u0131 y\u0131l boyunca hem web hem mobil uygulamalar \u00fczerinden pratik bir \u015fekilde takip edebilir, yetkileri dahilinde sistemi kullanabilirler. Anl\u0131k analizleri inceleyebilir; \u00e7al\u0131\u015fan, b\u00f6l\u00fcm, kurum karneleri \u00e7\u0131karabilir, de\u011ferlendirme, rapor ve mutabakat sonu\u00e7lar\u0131na h\u0131zl\u0131ca ula\u015fabilirsiniz.<\/span><\/p>\n<p><br style=\"font-weight: 400;\" \/><br style=\"font-weight: 400;\" \/><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00c7al\u0131\u015fanlar\u0131n Verimlili\u011fini \u00d6l\u00e7\u00fcn Bir \u015firket olarak fark yaratan insan kayna\u011f\u0131na sahip olman\u0131z\u0131n \u00f6nemi b\u00fcy\u00fck. Peki bu konudaki iddian\u0131z\u0131 destekleyen verilere sahip misiniz? \u0130\u015fte tam olarak performans de\u011ferlendirmenin temel ama\u00e7lar\u0131ndan biri, bu sorunun cevab\u0131n\u0131 vermenize yard\u0131mc\u0131 olmak.\u00a0 Bir \u015firket i\u00e7in \u00e7al\u0131\u015fan [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":10721,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[46],"tags":[],"class_list":["post-10699","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/10699","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/comments?post=10699"}],"version-history":[{"count":17,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/10699\/revisions"}],"predecessor-version":[{"id":10779,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/10699\/revisions\/10779"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/media\/10721"}],"wp:attachment":[{"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/media?parent=10699"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/categories?post=10699"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/tags?post=10699"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}