{"id":11128,"date":"2023-04-24T12:20:04","date_gmt":"2023-04-24T09:20:04","guid":{"rendered":"https:\/\/personohr.com\/tr\/?p=11128"},"modified":"2023-04-24T12:20:04","modified_gmt":"2023-04-24T09:20:04","slug":"kpi-okr-anahtar-basari-gostergeleri","status":"publish","type":"post","link":"https:\/\/personohr.com\/tr\/kpi-okr-anahtar-basari-gostergeleri\/","title":{"rendered":"KPI \/ OKR : Anahtar Ba\u015far\u0131 G\u00f6stergeleri"},"content":{"rendered":"<h4><span style=\"color: #000080;\"><strong>KPI\/OKR Nedir, Nas\u0131l Belirlenir?<\/strong><\/span><\/h4>\n<p><span style=\"color: #000000;\"><span style=\"font-weight: 400;\">Anahtar ba\u015far\u0131 g\u00f6stergelerindeki temel felsefeyi \u00f6zetleyen \u201c\u00d6l\u00e7emiyorsan ilerleyemezsin\u2026\u201d t\u00fcm organizasyonlar\u0131n \u00f6nemsedi\u011fi bir denklem. Bunu ger\u00e7ek anlamda kurum k\u00fclt\u00fcr\u00fc haline getirmeyi ba\u015faran markalar, b\u00fcy\u00fcme ve kendilerini yenileme konular\u0131nda daha verimli olduklar\u0131n\u0131 s\u00f6ylemek yanl\u0131\u015f olmaz. Peki organizasyon ve hatta grup performanslar\u0131na dair \u00f6nemli veriler elde etmenizi sa\u011flayan OKR nedir, nas\u0131l belirlenir, firmalara faydalar\u0131 nelerdir? <\/span><i><span style=\"font-weight: 400;\">Detaylar yaz\u0131 dizimizde\u2026<\/span><\/i><\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>OKR ve KPI Nedir?<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">\u0130\u015f d\u00fcnyas\u0131nda ba\u015far\u0131n\u0131n \u00f6l\u00e7\u00fclmesi ve de\u011ferlendirilmesi i\u00e7in kullan\u0131lan iki ili\u015fkili ara\u00e7 veya prosed\u00fcr var: OKR (Objectives and Key Results) ve KPI (Key Performance Indicators)&#8230; OKR, hedefler ve hedeflere ili\u015fkin anahtar g\u00f6stergeleri, ayn\u0131 ba\u011flam i\u00e7erisinde sunar. KPI, pazarlama hedefini \u00f6l\u00e7\u00fclebilir hale d\u00f6n\u00fc\u015ft\u00fcren g\u00f6stergeleri olu\u015fturmaya yard\u0131mc\u0131 bir kavram. Asl\u0131nda OKR denilince genel olarak KPI da i\u015fin i\u00e7erisine dahil edilir. OKR a\u00e7\u0131l\u0131m\u0131ndaki \u201cKey Results\u201d e\u015fittir KPI gibi d\u00fc\u015f\u00fcn\u00fclse de OKR, stratejik bir planlama veya \u00e7er\u00e7eveyi ifade eder. KPI ile Ancak genel bir telaffuz al\u0131\u015fkanl\u0131\u011f\u0131ndan dolay\u0131 OKR ve KPI\u2019n\u0131n birlikte kullan\u0131m\u0131 yayg\u0131n.<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Bu noktada KPI ve metrikler aras\u0131nda da bir karma\u015fa s\u00f6z konusu olabilir. KPI, bir zaman dilimini kapsayan, belirli bir say\u0131sal de\u011feri ifade eden ve net bir amaca y\u00f6nelik kullan\u0131lan prosed\u00fcr. Metrikler KPI\u2019lar\u0131n \u00f6l\u00e7\u00fcm\u00fcne yard\u0131mc\u0131, \u00fc\u00e7\u00fcnc\u00fc ara\u00e7lar taraf\u0131ndan toplanan say\u0131sal verilerdir. \u00d6rne\u011fin, ana hedefin (objective) ROAS\u2019\u0131 y\u00fckseltmek oldu\u011funu d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcm\u00fcz bir senaryoda KPI, \u201cOcak-Nisan d\u00f6nemindeki ROAS art\u0131\u015f hedefi %25\u201d \u015feklinde daha spesifik ve \u00f6l\u00e7\u00fclebilir \u015fekilde tan\u0131mlan\u0131r. KPI\u2019n\u0131n bu tan\u0131mlama prensibi anahtar sonu\u00e7lar\u0131 (key results) belirlerken de uygulan\u0131r. Bu senaryoda metrik, \u201cd\u00f6n\u00fc\u015f\u00fcm oranlar\u0131\u201d gibi bir \u00fc\u00e7\u00fcnc\u00fc parti verisi olabilir.\u00a0<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>OKR ve KPI aras\u0131ndaki farklar nelerdir?\u00a0<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">OKR metodolojik olarak KPI, yani anahtar g\u00f6sterge terimiyle yak\u0131ndan ili\u015fkili bir ba\u011flama sahip. \u0130lk olarak OKR, organizasyon i\u00e7in bir d\u00f6nemdeki \u00f6ncelikli ama\u00e7lar\u0131n tespit edilmesine yard\u0131mc\u0131 olmas\u0131 bak\u0131mdan stratejiktir. KPI ise, bu stratejinin belirli bir zamana ve \u00f6l\u00e7\u00fclebilir say\u0131sal de\u011fere ba\u011fl\u0131 ifadesini olu\u015fturmay\u0131 sa\u011flar. Di\u011fer bir ifadeyle OKR\u2019ler, KPI sayesinde her birim \u00f6zelinde yeniden tan\u0131mlan\u0131r.\u00a0<\/span><\/p>\n<p><span style=\"color: #000000;\"><b><i>Fark\u0131 anlaman\u0131z\u0131 sa\u011flayacak bir senaryo\u2026<\/i><\/b><\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Ama\u00e7 (objective):\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Sat\u0131\u015flar\u0131 art\u0131rmak\u2026<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Anahtar sonu\u00e7 (key result):\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Sat\u0131\u015flarda %45 art\u0131\u015f<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">B\u00f6yle bir senaryoda iki farkl\u0131 birimin ilgili hedeflere katk\u0131s\u0131n\u0131 tan\u0131mlayan farkl\u0131 KPI\u2019lar\u0131n kullan\u0131lmas\u0131 \u015fart. \u00d6rne\u011fin, dijital pazarlama departman\u0131 kendisine \u201cOcak ay\u0131nda Google Ads kanal\u0131nda en az %35 daha fazla d\u00f6n\u00fc\u015f\u00fcm\u201d hedefi koyabilir. Do\u011frudan sat\u0131\u015f departman\u0131 da OKR hedefine katk\u0131 i\u00e7in \u201cOcak ay\u0131nda g\u00f6r\u00fc\u015f\u00fclen en az 75 m\u00fc\u015fterinin 15 ile yeni s\u00f6zle\u015fme imzalama\u201d KPI\u2019s\u0131 belirleyebilir. Buna OKR ile \u00e7izilen stratejik i\u015fletme ama\u00e7lar\u0131n\u0131n departmanlara g\u00f6re farkl\u0131 pazarlama hedeflerine d\u00f6n\u00fc\u015ft\u00fcr\u00fclmesi denir.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">Bu bak\u0131mdan OKR\u2019ler, hem s\u00f6zel hem de KPI\u2019ya g\u00f6re daha genel bir tan\u0131m\u0131 ifade eder. KPI\u2019da durum tersine bir \u015fekilde, say\u0131sal ve daha spesifik olarak \u015fekillenir.\u00a0<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>OKR ve KPI Nas\u0131l Belirlenmeli?<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">\u0130\u015fin en can al\u0131c\u0131 noktas\u0131 OKR hedeflerinin belirlenmesine y\u00f6nelik takip edilen s\u00fcre\u00e7tir. Bu noktada genel olarak \u015firket OKR hedefleri y\u0131ll\u0131k bazda, departman veya tak\u0131m OKR hedefleri ise her \u00e7eyrek d\u00f6nem i\u00e7inde tan\u0131mlan\u0131r. Burada \u00f6nemli nokta, departman ve tak\u0131m \u00f6zelinde tan\u0131mlanan OKR hedeflerinin \u015firket OKR\u2019lerine katk\u0131 sunacak \u015fekilde belirlenmesidir. Ayr\u0131ca birimler aras\u0131 OKR\u2019lerin ortak noktada bulu\u015fmas\u0131na da dikkat edilmesinde fayda var. \u00d6rne\u011fin, sat\u0131\u015flar\u0131 art\u0131rmaya y\u00f6nelik \u015firket OKR\u2019sinde pazarlama biriminin marka bilinirli\u011fine d\u00f6n\u00fck OKR\u2019ler olu\u015fturmas\u0131 do\u011fru de\u011fildir. Bunu a\u015fman\u0131n yolu, OKR\u2019ler belirlenirken \u201cOKR Hizalama\u201d denilen \u00e7al\u0131\u015fmaya \u00f6nem vermek.\u00a0<\/span><\/p>\n<ul>\n<li><span style=\"color: #000080;\"><b>OKR hizalama\u00a0<\/b><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; color: #000000;\">OKR hizalama ile \u015firket i\u00e7inde birimler aras\u0131 koordinasyon ve birliktelik sa\u011flan\u0131r. Bunu ba\u015far\u0131l\u0131 \u015fekilde uyumun yakalanmas\u0131nda \u00fc\u00e7 ana unsur var: \u015feffafl\u0131k, ortak hedef ve kat\u0131l\u0131m.<\/span><\/p>\n<p><span style=\"color: #000000;\"><b>\u015eeffafl\u0131k:<\/b><span style=\"font-weight: 400;\"> Hedeflerin herkese a\u00e7\u0131k olmas\u0131n\u0131 ifade eder. B\u00f6ylece birimler aras\u0131ndaki ayk\u0131r\u0131 hizalama noktalar\u0131n\u0131 herkes de\u011ferlendirme \u015fans\u0131na sahip olur. \u0130lgili birimler hizalama \u00fczerinde \u00e7al\u0131\u015fmak i\u00e7in bir araya gelebilir.\u00a0<\/span><\/span><\/p>\n<p><span style=\"color: #000000;\"><b>Ortak hedef:<\/b><span style=\"font-weight: 400;\"> Birimler aras\u0131 ortakl\u0131\u011f\u0131n kurulmas\u0131 i\u00e7in bir hedefin birden fazla birim veya tak\u0131m i\u00e7in payla\u015f\u0131lmas\u0131 anlam\u0131na gelir. Bu sayede birimler ve tak\u0131mlar, uyumlu OKR\u2019ler ile ana hedefi destekleyici \u00e7al\u0131\u015fmalar\u0131 birlikte y\u00fcr\u00fctebilir.\u00a0<\/span><\/span><\/p>\n<p><span style=\"color: #000000;\"><b>Kat\u0131l\u0131m:<\/b><span style=\"font-weight: 400;\"> Herhangi bir hiyerar\u015fik d\u00fczen s\u00f6z konusu olmadan \u015firket hedeflerine y\u00f6nelik katk\u0131n\u0131n t\u00fcm organizasyon kat\u0131l\u0131mc\u0131lar\u0131 taraf\u0131ndan yap\u0131lmas\u0131n\u0131 ifade eder.\u00a0<\/span><\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>OKR Sisteminin \u015eirketlere Faydalar\u0131 Nelerdir?<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">\u0130lk olarak Intel firmas\u0131 taraf\u0131ndan uygulanan OKR\u2019ler, kuruma ula\u015f\u0131labilir net hedefler kazand\u0131rma noktas\u0131nda yard\u0131mc\u0131 olurken \u00e7al\u0131\u015fanlara da \u015firket ama\u00e7lar\u0131 hakk\u0131nda belirgin fikir sahibi olma katk\u0131s\u0131 sa\u011flam\u0131\u015ft\u0131r. Bu durum \u015firket i\u00e7erisindeki y\u00f6neticiden \u00e7al\u0131\u015fana do\u011fru ger\u00e7ekle\u015fen neyin, nas\u0131l yap\u0131laca\u011f\u0131na y\u00f6nelik tek d\u00fcze talimatlar\u0131n azalmas\u0131nda etkili olmu\u015ftur. Bunun di\u011fer anlam\u0131, \u015firket hedeflerinden a\u00e7\u0131k\u00e7a haberdar olan \u00e7al\u0131\u015fanlar\u0131n talimat almak yerine, \u015firket hedeflerini iyile\u015ftirme ve onlar\u0131n ger\u00e7ekle\u015fmesi i\u00e7in katk\u0131 sa\u011flamaya d\u00f6n\u00fck verimlili\u011fi bir anda y\u00fckseltmi\u015ftir.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">OKR\u2019ler, \u015feffafl\u0131k ve kat\u0131l\u0131m gibi prensipler temelinde haz\u0131rland\u0131\u011f\u0131ndan dolay\u0131 \u015firket hedeflerinin t\u00fcm organizasyon taraf\u0131ndan takip edilmesine imkan tan\u0131r. Bu b\u00fcy\u00fck foto\u011fraf\u0131n g\u00f6r\u00fclmesi anlam\u0131na gelir. Her birim ve hatta \u00e7al\u0131\u015fan kendi OKR\u2019lerinin hangi stratejik hedefe katk\u0131 sa\u011flad\u0131\u011f\u0131n\u0131 \u00f6l\u00e7ebilir. Bu durum \u00e7al\u0131\u015fan sadakatinin geli\u015fmesinde etkilidir. Intel\u2019deki OKR \u00e7al\u0131\u015fmas\u0131nda kat\u0131l\u0131m ve \u015feffafl\u0131k ilkeleri dikkate al\u0131nmad\u0131\u011f\u0131nda, s\u00fcrecin y\u00f6netiminde verimsizlikler ya\u015fand\u0131\u011f\u0131 tespit edilen \u00f6nemli bir detayd\u0131r. Dolay\u0131s\u0131yla OKR\u2019de ba\u015far\u0131 i\u00e7in OKR hizalama prensiplerine dikkat edilmesi maksimum fayda a\u00e7\u0131s\u0131ndan gereklidir.\u00a0 OKR\u2019ler, b\u00fcy\u00fck veya k\u00fc\u00e7\u00fck her sekt\u00f6r ve firma i\u00e7in uygulanabilir bir prosed\u00fcre sahiptir. \u00d6zellikle y\u0131ll\u0131k hedefleri bulunan, birden fazla birime sahip, \u00e7al\u0131\u015fan verimlili\u011finin hedeflerine katk\u0131lar\u0131n\u0131 do\u011fru \u015fekilde \u00f6l\u00e7mek isteyen her kurum i\u00e7in uygulanabilir y\u00f6netim disiplinleri aras\u0131nda.\u00a0\u00a0<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>OKR ve KPI \u00d6rnekleri<\/b><\/span><\/h4>\n<p><span style=\"color: #000000;\"><b>Objective:<\/b><span style=\"font-weight: 400;\"> Ciroda art\u0131\u015f yakalama<\/span><\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">KR-1 : Ayl\u0131k 250 bin TL ciroya ula\u015fmak\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">KR-2 : Online sat\u0131\u015flar\u0131 %25 artt\u0131rmak<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">KR-3: 4 Yeni Ma\u011faza A\u00e7mak<\/span><\/p>\n<p><span style=\"color: #000000;\"><b>Objective:<\/b><span style=\"font-weight: 400;\"> Marka bilinirli\u011fini artt\u0131rma<\/span><\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">KR-1: Sosyal medya \u00f6zelinde i\u00e7erik pazarlama stratejisini \u015eubat\u2019a kadar ger\u00e7ekle\u015ftirme\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">KR-2: Youtube kanal\u0131 abone say\u0131s\u0131n\u0131 %15 art\u0131rma<\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">KR-3: Facebook ve Instagram\u2019da hat\u0131rlanma d\u00fczeyini %10 y\u00fckseltme\u00a0<\/span><\/p>\n<h4><span style=\"color: #000080;\"><b>OKR Ba\u015far\u0131s\u0131 Nas\u0131l \u00d6l\u00e7\u00fcl\u00fcr?<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; color: #000000;\">OKR sistemini uygulama konusunda \u00f6zne g\u00f6steren firmalar\u0131n en \u00e7ok dikkat etmeleri gereken detay, OKR ba\u015far\u0131 \u00f6l\u00e7\u00fcm\u00fc. Bu sistemde aksayan y\u00f6nlerin tespit edilmesi ve ayr\u0131ca ger\u00e7ekten nelerin i\u015fe yaray\u0131p yaramad\u0131\u011f\u0131n\u0131 g\u00f6rmenizi sa\u011flamas\u0131 a\u00e7\u0131s\u0131ndan elzem. OKR de\u011ferlendirme s\u00fcrecinde pratik 2 y\u00f6ntem var:\u00a0<\/span><\/p>\n<ol>\n<li><span style=\"color: #000000;\"><b>Say\u0131sal anahtar sonu\u00e7:<\/b><span style=\"font-weight: 400;\"> Hedefle (objective) ile ili\u015fkin sonu\u00e7lar\u0131n 0-100 aras\u0131nda puanlanmas\u0131na dayal\u0131 bir de\u011ferlendirme sistemi. Kurumlara olduk\u00e7a esnek bir de\u011ferlendirme imkan\u0131 sa\u011flarken h\u0131zl\u0131 bir \u015fekilde nelerin iyi nelerin iyi olmad\u0131\u011f\u0131n\u0131n anla\u015f\u0131lmas\u0131n\u0131 kolayla\u015ft\u0131r\u0131r. Genel olarak anahtar sonu\u00e7larda al\u0131nan 80 ve yukar\u0131 puan en iyi, 20 ve alt\u0131ysa da \u00e7ok k\u00f6t\u00fc olarak de\u011ferlendirilir.\u00a0<\/span><\/span><\/li>\n<li><span style=\"color: #000000;\"><span style=\"color: #000000;\"><span style=\"color: #000000;\"><b>Mant\u0131ksal anahtar sonu\u00e7:<\/b><span style=\"font-weight: 400;\"> Bu de\u011ferlendirme bi\u00e7imi ya hep ya hi\u00e7 mant\u0131\u011f\u0131na dayal\u0131 ve esnek olmayan bir de\u011ferlendirme ortaya koyan yakla\u015f\u0131m. Anahtar sonu\u00e7lar, 0 ila 1 sonucu vard\u0131r. 1 ba\u015far\u0131l\u0131, 0 ba\u015far\u0131s\u0131z sonucu ifade eder. K\u0131smen ba\u015far\u0131l\u0131 gibi de\u011ferlendirme kriteri s\u00f6z konusu de\u011fildir.<\/span><\/span><\/span><\/span><\/li>\n<\/ol>\n<hr \/>\n<p style=\"text-align: left;\"><img decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-10990 alignright\" 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>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<p style=\"text-align: left;\">\n","protected":false},"excerpt":{"rendered":"<p>KPI\/OKR Nedir, Nas\u0131l Belirlenir? Anahtar ba\u015far\u0131 g\u00f6stergelerindeki temel felsefeyi \u00f6zetleyen \u201c\u00d6l\u00e7emiyorsan ilerleyemezsin\u2026\u201d t\u00fcm organizasyonlar\u0131n \u00f6nemsedi\u011fi bir denklem. Bunu ger\u00e7ek anlamda kurum k\u00fclt\u00fcr\u00fc haline getirmeyi ba\u015faran markalar, b\u00fcy\u00fcme ve kendilerini yenileme konular\u0131nda daha verimli olduklar\u0131n\u0131 s\u00f6ylemek yanl\u0131\u015f olmaz. Peki organizasyon ve [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":11130,"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\/11128"}],"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=11128"}],"version-history":[{"count":1,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/11128\/revisions"}],"predecessor-version":[{"id":11131,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/posts\/11128\/revisions\/11131"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/media\/11130"}],"wp:attachment":[{"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/media?parent=11128"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/categories?post=11128"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/personohr.com\/tr\/wp-json\/wp\/v2\/tags?post=11128"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}