{"id":11119,"date":"2023-04-03T13:12:09","date_gmt":"2023-04-03T10:12:09","guid":{"rendered":"https:\/\/personohr.com\/tr\/?p=11119"},"modified":"2023-04-03T13:15:35","modified_gmt":"2023-04-03T10:15:35","slug":"polivalans-nedir-polivalans-tablosu-nasil-hazirlanir","status":"publish","type":"post","link":"https:\/\/personohr.com\/tr\/polivalans-nedir-polivalans-tablosu-nasil-hazirlanir\/","title":{"rendered":"Polivalans Nedir? Polivalans Tablosu Nas\u0131l Haz\u0131rlan\u0131r?"},"content":{"rendered":"<p><span style=\"font-weight: 400; color: #000000;\">G\u00fcn\u00fcm\u00fczde insan kaynaklar\u0131 daha fonksiyonel ve i\u015flevsel vazifelere sahip: Personelin e\u011fitimi, mutlulu\u011fu, geli\u015fimi ve yetkinli\u011fi gibi her a\u00e7\u0131dan \u00e7al\u0131\u015fan\u0131 de\u011ferlendirme ve sonucunda stratejik kararlara etki etme yeni insan kaynaklar\u0131 anlay\u0131\u015f\u0131n\u0131 yans\u0131t\u0131r. Bu anlay\u0131\u015f\u0131n uygulanmas\u0131 s\u00fcrecinde birden fazla \u00f6ne \u00e7\u0131kan prosed\u00fcr ve disiplinden s\u00f6z etmek m\u00fcmk\u00fcn. Onlardan biri de polivalans: Polivalans nedir, s\u0131k\u00e7a kullan\u0131lan yetkinlik odakl\u0131 polivalans tablosu nas\u0131l haz\u0131rlan\u0131r? T\u00fcm detaylar\u0131yla yaz\u0131 dizimizde.\u00a0<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>Polivalans Nedir?<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Polivalans, bir \u00e7al\u0131\u015fan\u0131n yetkinli\u011fini \u00f6l\u00e7meyi hedefleyen bir anlay\u0131\u015f. Polivalans tablosu da \u00e7al\u0131\u015fan yetkinli\u011finin g\u00f6rselle\u015ftirilmesini sa\u011flayan bir d\u00f6k\u00fcm. Genel olarak 4 \u00fczerinden yap\u0131lan puanlama sistemine sahip. Tabloda, hem \u00e7al\u0131\u015fan\u0131n yetkinlik puan\u0131na hem de bu yetkinlikte eksiklik varsa ula\u015f\u0131lmas\u0131 gereken hedef puana ili\u015fkin veriler yer al\u0131r. Polivalans ile yetkinlik de\u011ferlendirme birbirine yard\u0131mc\u0131 ama t\u0131pat\u0131p benzer bir sistem de\u011fildir.\u00a0<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>Yetkinlik De\u011ferlendirme ve Polivalans \u0130li\u015fkisi\u00a0<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Yetkinlik de\u011ferlendirme, birden fazla beceriye odaklanan ve personelde olan veya olmas\u0131 beklenen yetkinliklere dair bir d\u00f6k\u00fcmd\u00fcr. Polivalans ise, personeller aras\u0131ndaki beceri ve yetkinlik fark\u0131n\u0131 anlaman\u0131z\u0131 sa\u011flayan bir analiz. Bunu yaparken de elbette yetkinlik de\u011ferlendirme \u00f6l\u00e7\u00fctlerini kullanmaktan ba\u015fka bir se\u00e7enek yok. Ancak yetkinlik de\u011ferlendirmede, tek bir \u00e7al\u0131\u015fana ili\u015fkin yetkinlikle alakal\u0131 veriler yer al\u0131rken polivalans tablosunda \u00e7al\u0131\u015fanlar aras\u0131 veriler kar\u015f\u0131la\u015ft\u0131r\u0131lmak \u00fczere raporlan\u0131r.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Asl\u0131nda bunu, polivalans kelimesindeki polinin \u00e7oklu\u011fu, valans\u0131n da de\u011ferlili\u011fi ifade etmesinden anlamak m\u00fcmk\u00fcn. Bu sistem g\u00fcn\u00fcm\u00fcz \u00e7al\u0131\u015fma hayat\u0131nda \u00f6ne \u00e7\u0131kan performansa dayal\u0131 de\u011ferlendirmenin en iyi yolunu sunar. \u00d6rne\u011fin; bir yaz\u0131l\u0131mc\u0131, \u00e7ok iyi kodlama performans\u0131 ile \u00f6n plandayken ayn\u0131 pozisyondaki di\u011fer eleman\u0131n yetkinli\u011fini kan\u0131tlam\u0131\u015f yaz\u0131l\u0131mc\u0131ya g\u00f6re geli\u015fimini s\u00fcrd\u00fcrmesi gerekti\u011fi polivalans ile anla\u015f\u0131l\u0131r. Ayr\u0131ca her iki yaz\u0131l\u0131mc\u0131 aras\u0131nda \u00fccret adaletini sa\u011flama konusunda da polivalans analiz ve tablolar\u0131ndan yararlan\u0131labilir.\u00a0<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>Polivalans Analizi Nas\u0131l Yap\u0131l\u0131r?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Polivalans analizini yapmay\u0131 sa\u011flayan verilere eri\u015fmek i\u00e7in \u00f6ncelikle kurum i\u00e7i \u00e7al\u0131\u015fan performans\u0131n\u0131 ve yetkinlik \u00f6l\u00e7\u00fctleri \u00fczerinde bir \u00e7al\u0131\u015fma yap\u0131lmas\u0131 gerekir. Buna ili\u015fkin farkl\u0131 y\u00f6ntemler kullan\u0131labilir ve \u00e7al\u0131\u015fma sonras\u0131nda, polivalans tablolar\u0131 ile \u00e7al\u0131\u015fanlar veya pozisyonlar aras\u0131ndaki yetkinlik d\u00f6k\u00fcm\u00fc elde edilebilir.<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>Analiz hedefleri:\u00a0<\/b><\/span><\/h4>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">\u0130\u015fg\u00fcc\u00fc planlamas\u0131n\u0131n yap\u0131lmas\u0131<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">\u0130\u015fe al\u0131m s\u00fcrecine katk\u0131 sa\u011flayan \u00e7\u0131kt\u0131lar sa\u011flamak<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Yetkinlik \u00f6l\u00e7\u00fcm\u00fc<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Performans de\u011ferlendirme\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Performansa dayal\u0131 \u00fccretlendirme\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Personel e\u011fitim ve yetkinlik geli\u015fim plan\u0131 \u00e7\u0131karma<\/span><\/li>\n<\/ul>\n<h4><span style=\"color: #000080;\"><b>Polivalans Analizinde Veri Toplama Y\u00f6ntemleri Nelerdir?<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Polivalans analizine katk\u0131 sa\u011flayan yetkinlik denetimlerinde \u00f6ne \u00e7\u0131kan \u00fc\u00e7 farkl\u0131 y\u00f6ntem var. Bunlar aras\u0131nda anket, fokus grup ve g\u00f6zlem \u00f6n planda. Bunlar birlikte de kullan\u0131labilir. Veri toplama y\u00f6ntemleriyle ilgili bilmeniz gerekenler \u015f\u00f6yle:\u00a0<\/span><\/p>\n<ol>\n<li><span style=\"color: #000000;\"><b>Anket:<\/b><span style=\"font-weight: 400;\"> \u00d6nceden haz\u0131rlanan a\u00e7\u0131k u\u00e7lu sorular, en s\u0131k ba\u015fvurulan veri toplama y\u00f6ntemi. Bu y\u00f6ntemle her \u00e7al\u0131\u015fana kolayca ula\u015fmak m\u00fcmk\u00fcn. Ayr\u0131ca maliyet a\u00e7\u0131s\u0131ndan da avantajl\u0131d\u0131r.\u00a0<\/span><\/span><\/li>\n<li><span style=\"color: #000000;\"><b>Fokus gruplar:<\/b><span style=\"font-weight: 400;\"> \u015eirket i\u00e7i pozisyonlar i\u00e7in \u00f6rnekleme dahil edilecek odak gruplar\u0131n se\u00e7imine dayal\u0131 bir veri toplama y\u00f6ntemidir. Belirli sorular ile odak gruplar\u0131n i\u015f hakk\u0131ndaki bilgileri \u00f6l\u00e7\u00fcl\u00fcr.\u00a0<\/span><\/span><\/li>\n<li><span style=\"color: #000000;\"><b>G\u00f6zlem:<\/b><span style=\"font-weight: 400;\"> bu uygulama zihinsel faaliyete dayal\u0131 i\u015flerde kullan\u0131lmayan sadece beden g\u00fcc\u00fcne dayal\u0131 \u00f6l\u00e7\u00fcmlere yard\u0131mc\u0131 bir veri toplama y\u00f6ntemidir.\u00a0<\/span><\/span><\/li>\n<\/ol>\n<h4><span style=\"color: #000080;\"><b>Polivalans Yetkinlik\/Beceri Tablolar\u0131 Nas\u0131l Haz\u0131rlan\u0131r?\u00a0<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Yetkinlik; bir \u00e7al\u0131\u015fan\u0131n bilgisinden tutumlar\u0131na, davran\u0131\u015flar\u0131ndan ekip i\u00e7i uyumuna, becerilerinden performans\u0131na kadar birden fazla \u00f6l\u00e7\u00fct\u00fc kapsayan bir kavram. Polivalans analizi ve tablo olu\u015fturmay\u0131 sa\u011flayan s\u00fcre\u00e7te yetkinlik de\u011ferlendirmeye y\u00f6nelik \u00e7al\u0131\u015fman\u0131n baz\u0131 ad\u0131mlar\u0131 \u015f\u00f6yle:\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Polivalans yetkinlik tablosu \u00f6ncesinde ad\u0131mlar:\u00a0<\/span><\/p>\n<ol>\n<li><span style=\"color: #000000;\"><b>Ad\u0131m:<\/b><span style=\"font-weight: 400;\"> Yetkinlik de\u011ferlendirme analiz projesi olu\u015fturulur. Bu noktada \u00fcst y\u00f6netim ve insan kaynaklar\u0131 ekibiyle ana yetkinlik formlar\u0131n\u0131n olu\u015fturulmas\u0131 sa\u011flan\u0131r. Ana yetkinlikler, pozisyon bazl\u0131 olmakla birlikte kurum k\u00fclt\u00fcr\u00fc a\u00e7\u0131s\u0131ndan \u00f6nem arz eden yetkinlikleri de i\u00e7erir. \u00d6rne\u011fin, astlar\u0131n\u0131 geli\u015ftirmeye d\u00f6n\u00fck geri bildirimlerde aktiflik.\u00a0<\/span><\/span><\/li>\n<li><span style=\"color: #000000;\"><b>Ad\u0131m:<\/b><span style=\"font-weight: 400;\"> Her pozisyon i\u00e7in performans\u0131 iyi ve yeteneklerine g\u00fcvenilen ki\u015filerden gruplar olu\u015fturulur. Fokus grup \u00e7al\u0131\u015fmas\u0131 ba\u015flat\u0131l\u0131r.\u00a0<\/span><\/span><\/li>\n<li><span style=\"color: #000000;\"><b>Ad\u0131m:<\/b><span style=\"font-weight: 400;\"> Fokus \u00e7al\u0131\u015fmadan elde edilen verilerle yetkinlik modelleme olu\u015fturulur.\u00a0<\/span><\/span><\/li>\n<li><span style=\"color: #000000;\"><b>Ad\u0131m:<\/b><span style=\"font-weight: 400;\"> Model y\u00f6neticilere sunulur. Anket ile modelin do\u011frulanma safhas\u0131na ge\u00e7ilir.\u00a0<\/span><\/span><\/li>\n<li><span style=\"color: #000000;\"><b>Ad\u0131m:<\/b><span style=\"font-weight: 400;\"> Yetkinliklerle ilgili kavramlar s\u00f6zl\u00fc\u011f\u00fc olu\u015fturulur.\u00a0<\/span><\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400; color: #000000;\">Yetkinlik modelleme sonras\u0131nda yetkinlik performans de\u011ferlendirme s\u00fcreci i\u015fletilir. Bu s\u00fcre\u00e7te de uygulanmas\u0131 gereken baz\u0131 y\u00f6ntemler var: \u00d6rne\u011fin; sadece y\u00f6netici taraf\u0131ndan yap\u0131lan tek kaynakl\u0131 de\u011ferlendirme y\u00f6ntemi tercih edilebilir. Ayr\u0131ca yetkinlik de\u011ferlendirmede son d\u00f6nemde \u00f6ne \u00e7\u0131kan 360 derece de\u011ferlendirme ile \u00e7al\u0131\u015fan\u0131n amirlerinden i\u015f arkada\u015flar\u0131na kadar daha kapsaml\u0131 de\u011ferlendirme \u00e7al\u0131\u015fmas\u0131 tercih edilebilir. Bu de\u011ferlendirme sonras\u0131 toplanan veriler, yetkinlik de\u011ferlendirme matrisinde \u015f\u00f6yle g\u00f6rselle\u015febilir.\u00a0<\/span><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"wp-image-11121 aligncenter\" src=\"https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-1-300x113.png\" alt=\"yetkinlik de\u011ferlendirme tablosu \" width=\"713\" height=\"269\" srcset=\"https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-1-300x113.png 300w, https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-1-768x289.png 768w, https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-1.png 919w\" sizes=\"(max-width: 713px) 100vw, 713px\" \/><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Proje uzman\u0131 bir \u00e7al\u0131\u015fan i\u00e7in 360 derece de\u011ferlendirme \u00f6l\u00e7\u00fct\u00fc ile yap\u0131lan yukar\u0131daki tablo verileri, polivalans i\u00e7in de kaynak de\u011ferleri ifade eder. Elbette tablodaki yetkinlikler ve de\u011ferlendirmeler \u00f6rnek. \u015eirketlerdeki yetkinlik s\u0131n\u0131flar\u0131 ve ana yetkinlik formatlar\u0131 \u015firket \u00f6zelinde de\u011fi\u015fkenlik g\u00f6sterebilir. Bunlar\u0131 yetkinlik modelleme \u00e7al\u0131\u015fmas\u0131nda ortaya \u00e7\u0131karman\u0131z gerekir. \u00d6rne\u011fin yetkinlik s\u0131n\u0131f\u0131 olarak fonksiyonel yetkinlikler veya idari yetkinlikler gibi farkl\u0131 s\u0131n\u0131fland\u0131rmalar ve ana yetkinlikler tan\u0131mlaman\u0131z m\u00fcmk\u00fcnd\u00fcr. Yetkinlik de\u011ferlendirmesi sonucunda elde edilen iki \u00e7al\u0131\u015fan verilerinin polivalans tablosundaki kar\u015f\u0131l\u0131\u011f\u0131 \u015f\u00f6yledir:\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">\u00c7al\u0131\u015fan-1: Yetkinlik tablosundaki \u00f6rnek personeldir.<\/span><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"wp-image-11122 aligncenter\" src=\"https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-2-300x95.png\" alt=\"\" width=\"708\" height=\"224\" srcset=\"https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-2-300x95.png 300w, https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-2-768x243.png 768w, https:\/\/personohr.com\/wp-content\/uploads\/2023\/04\/tablo-2.png 915w\" sizes=\"(max-width: 708px) 100vw, 708px\" \/><\/p>\n<h4><span style=\"color: #000080;\"><b>Polivalans\u2019\u0131n \u00c7al\u0131\u015fan ve Firma \u0130\u00e7in Faydalar\u0131 Nelerdir?<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Her kurum, \u00e7al\u0131\u015fan de\u011ferinin fark\u0131nda. Bu nedenle kurumlar\u0131n yerle\u015ftirmeye \u00e7al\u0131\u015ft\u0131\u011f\u0131 bir k\u00fclt\u00fcr var: ya\u015fam boyu \u00f6\u011frenim\u2026 Bu sayede g\u00fc\u00e7l\u00fc kalabilece\u011fine inanan kurumlar, personel politikalar\u0131n\u0131 performans \u00fczerine in\u015fa ederken insan kayna\u011f\u0131n\u0131n geli\u015fiminde kullan\u0131lacak kayna\u011f\u0131n do\u011fru ve verimli kullan\u0131m\u0131nda sa\u011flam verilere ula\u015fmak durumunda. Bu ise polivalans gibi disiplinlerin \u015firket i\u00e7i performans \u00e7al\u0131\u015fmalar\u0131nda aktif kullan\u0131m\u0131yla m\u00fcmk\u00fcn. Buna \u00f6nem veren firmalar\u0131n sa\u011flad\u0131\u011f\u0131 avantajlar \u015f\u00f6yle:\u00a0<\/span><\/p>\n<p><span style=\"color: #000000;\"><i><span style=\"font-weight: 400;\">Firmalar i\u00e7in \u00f6ne \u00e7\u0131kan avantajlar\u2026<\/span><\/i><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">G\u00fc\u00e7l\u00fc insan kaynaklar\u0131 stratejisi ve bu y\u00f6ndeki b\u00fct\u00e7enin verimli kullan\u0131m\u0131<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Performansa dayal\u0131 ileti\u015fim, terfi, \u00f6d\u00fcllendirme ve \u00fccretlendirme ile adaletin g\u00f6zetimi<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">D\u00fc\u015f\u00fck performansa neden olan t\u0131kanma noktalar\u0131n\u0131 tespit edip \u00e7\u00f6z\u00fcme ula\u015fmak<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Kurumun e\u011fitim ihtiyac\u0131n\u0131 belirlemek<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Rekabetten ve yeniliklerden kopmamak<\/span><\/li>\n<\/ul>\n<p><span style=\"color: #000000;\"><i><span style=\"font-weight: 400;\">Personel i\u00e7in \u00f6ne \u00e7\u0131kan faydalar\u0131\u2026<\/span><\/i><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Kariyer geli\u015fiminde veriye dayal\u0131 bilgi kayna\u011f\u0131na sahip olmak<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Kurum taraf\u0131ndan y\u00f6nlendirilen e\u011fitimlerle geli\u015fimini s\u00fcrd\u00fcrmek<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">Ba\u015far\u0131s\u0131zl\u0131k halinde \u00e7ok h\u0131zl\u0131 bir \u015fekilde toparlanmaya yard\u0131mc\u0131 olacak \u00e7\u00f6z\u00fcmlere kurum arac\u0131l\u0131\u011f\u0131yla ula\u015fmak<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400; color: #000000;\">\u00d6d\u00fcllendirme ve terfi gibi konularda kuruma g\u00fcven duymak<\/span><\/li>\n<\/ul>\n<h4><span style=\"color: #000080;\"><b>Dijital Polivalans ile H\u0131zl\u0131 ve Verimli Performans \u00c7\u0131kt\u0131lar\u0131\u00a0<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">Yetkinlik de\u011ferlendirme ve polivalans analizlerini geleneksel y\u00f6ntemlerle planlamak, kurum i\u00e7in olduk\u00e7a zaman kaybettirici \u00e7al\u0131\u015fmaya d\u00f6n\u00fc\u015fmesine neden olabilir. \u00d6zellikle \u015firket \u00e7al\u0131\u015fan say\u0131s\u0131 b\u00fcy\u00fcd\u00fck\u00e7e analizleri y\u00f6netmek ve elde edilen verileri raporlamak \u00e7ok daha zor. Ayr\u0131ca analiz sonu\u00e7lar\u0131ndan elde edilen verilerin g\u00fcvenilirli\u011fi de zedelenebilir. Bu noktada kurumlar\u0131n i\u015fini kolayla\u015ft\u0131ran <span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"https:\/\/personohr.com\/tr\/performans-yonetimi\/\">bulut tabanl\u0131 insan kaynaklar\u0131 sistemlerinden<\/a><\/span> yararlanman\u0131n \u00f6nemli avantajlar\u0131 var. Pratiklik, zaman kazan\u0131m\u0131, s\u00fcrekli performans takibi ile her \u00e7al\u0131\u015fma d\u00f6nemine yay\u0131lan ger\u00e7ek zamanl\u0131 bir analiz avantaj\u0131. Dijital polivalans ile \u015firket i\u00e7i performans\u0131 s\u00fcrekli takip ederek en ufak dalgalanmalar hakk\u0131nda bilgi sahibi olabilir, daha h\u0131zl\u0131 m\u00fcdahale planlar\u0131 haz\u0131rlayabilirsiniz.\u00a0<\/span><\/p>\n<hr \/>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-10990 alignleft\" src=\"https:\/\/personohr.com\/wp-content\/uploads\/2023\/03\/Persono-Tum-Moduller-2-300x176.png\" alt=\"Geri bildirim ile \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131\" width=\"300\" height=\"176\" srcset=\"https:\/\/personohr.com\/wp-content\/uploads\/2023\/03\/Persono-Tum-Moduller-2-300x176.png 300w, https:\/\/personohr.com\/wp-content\/uploads\/2023\/03\/Persono-Tum-Moduller-2-768x451.png 768w, https:\/\/personohr.com\/wp-content\/uploads\/2023\/03\/Persono-Tum-Moduller-2.png 1004w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: left;\">Persono, T\u00fcrkiye\u2019 nin en kapsaml\u0131 dijital yetenek y\u00f6netim \u00e7\u00f6z\u00fcm\u00fcd\u00fcr. \u0130\u015fe al\u0131m,\u00a0\u00d6zl\u00fck, Performans, \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 &amp; \u0130leti\u015fim, E\u011fitim &amp; Geli\u015fim, \u0130zin ve Disiplin mod\u00fclleri ile s\u00fcre\u00e7lerinizi pratik bir \u015fekilde y\u00f6netebilirsiniz. Persono&#8217;yu daha yak\u0131ndan tan\u0131mak ve ihtiya\u00e7lar\u0131n\u0131za \u00e7\u00f6z\u00fcm bulmam\u0131z ad\u0131na <a href=\"https:\/\/personohr.com\/tr\/sunum-talebi\/\"><span style=\"color: #0000ff;\">buradan<\/span><\/a> sunum talebi olu\u015fturabilirsiniz.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>G\u00fcn\u00fcm\u00fczde insan kaynaklar\u0131 daha fonksiyonel ve i\u015flevsel vazifelere sahip: Personelin e\u011fitimi, mutlulu\u011fu, geli\u015fimi ve yetkinli\u011fi gibi her a\u00e7\u0131dan \u00e7al\u0131\u015fan\u0131 de\u011ferlendirme ve sonucunda stratejik kararlara etki etme yeni insan kaynaklar\u0131 anlay\u0131\u015f\u0131n\u0131 yans\u0131t\u0131r. Bu anlay\u0131\u015f\u0131n uygulanmas\u0131 s\u00fcrecinde birden fazla \u00f6ne \u00e7\u0131kan prosed\u00fcr [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":11120,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":""},"categories":[46],"tags":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/11119"}],"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\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/comments?post=11119"}],"version-history":[{"count":3,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/11119\/revisions"}],"predecessor-version":[{"id":11125,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/11119\/revisions\/11125"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/media\/11120"}],"wp:attachment":[{"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/media?parent=11119"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/categories?post=11119"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/tags?post=11119"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}