{"id":811,"date":"2022-08-07T22:03:00","date_gmt":"2022-08-07T19:03:00","guid":{"rendered":"https:\/\/alazcanbolat.com\/?p=811"},"modified":"2023-06-13T00:46:35","modified_gmt":"2023-06-12T21:46:35","slug":"sirketlerde-kariyer-planlama","status":"publish","type":"post","link":"https:\/\/www.alazcanbolat.com\/en\/sirketlerde-kariyer-planlama\/","title":{"rendered":"\u015eirketlerde Kariyer Planlama"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Son birka\u00e7 haftad\u0131r&nbsp;<a href=\"https:\/\/www.linkedin.com\/company\/yonderle\/\">Y\u00f6nderle Akademi<\/a>&nbsp;&amp;&nbsp;<a href=\"https:\/\/www.linkedin.com\/company\/aygazas\/\">Aygaz<\/a>&nbsp;i\u015f birli\u011finde y\u00fcr\u00fctt\u00fc\u011f\u00fcm\u00fcz&nbsp;<a href=\"https:\/\/www.linkedin.com\/feed\/hashtag\/wenergyforequality\">#WenergyForEquality<\/a>&nbsp;projesinde gen\u00e7lerin kariyer yolculuklar\u0131n\u0131 ele al\u0131rken asl\u0131nda bu konunun \u015firketler i\u00e7in de \u00f6nemini d\u00fc\u015f\u00fcnmeye ba\u015flad\u0131m. Alg\u0131da se\u00e7icilik mi yapmaya ba\u015flad\u0131m yoksa hep vard\u0131 da ben mi fark edemedim; bir \u015fekilde s\u0131kl\u0131kla arkada\u015flar\u0131mdan da kariyer yolculuklar\u0131n\u0131 de\u011fi\u015ftirmek veya geli\u015ftrmek istediklerini duymaya ba\u015flad\u0131m.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><em>Kurumlar\u0131n ba\u015far\u0131s\u0131nda en \u00f6nemli rol\u00fc oynayan etkenlerden biri; \u00e7al\u0131\u015fanlar\u0131na f\u0131rsat yaratmas\u0131, beceri ve yeteneklerini s\u00fcrekli geli\u015ftirmesidir. &nbsp;<\/em><\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Kurumlarda verimlili\u011fi, s\u00fcreklili\u011fi ve s\u00fcrd\u00fcr\u00fclebilirli\u011fi etkileyen en b\u00fcy\u00fck fakt\u00f6r\u00fcn insan oldu\u011funun anla\u015f\u0131lmas\u0131 \u00fczerine, insan\u0131n motivasyonuna y\u00f6nelik yakla\u015f\u0131mlar her ge\u00e7en g\u00fcn artmakta ve yenilenmektedir. Yani asl\u0131nda yine ba\u015fa d\u00f6n\u00fcp \u0130nsan Kaynaklar\u0131&#8217;n\u0131n yeniden in\u015fa s\u00fcrecinde &#8220;\u0130nsan Departman\u0131&#8221; \/ &#8220;\u0130nsan ve K\u00fclt\u00fcr Departman\u0131&#8221;na evrilmesinden s\u00f6z ediyorum. \u0130\u015fte bu yakla\u015f\u0131mlardan en g\u00fcncel ve uygulamada en pop\u00fcler olanlardan bir tanesi de kariyer planlamas\u0131 ve y\u00f6netimidir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bir tan\u0131m olarak; kariyer, bireyin kar\u015f\u0131s\u0131na \u00e7\u0131kabilecek f\u0131rsatlar, g\u00f6rkem, psikolojik \u00f6d\u00fcller veya daha iyi ya\u015fam \u015fekli olarak tan\u0131mlan\u0131r (Ataol, 1989: 2-3). Bir ba\u015fka tan\u0131ma g\u00f6re ise; kariyer, hiyerar\u015fik kurumlarda \u201ckurumun merdiveninden yukar\u0131ya do\u011fru hareket\u201d etmektir.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Kariyer geli\u015fimi, bireyin hayat\u0131ndaki rollerin, ortamlar\u0131n ve olaylar\u0131n entegrasyonu yoluyla ya\u015fam boyu kendini geli\u015ftirmesidir.<\/p>\n<cite><em>Gybers &amp; Moore<\/em><\/cite><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Ya\u015famboyu, s\u00fcrekli geli\u015fim&#8230;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bireyler ya\u015fam\u0131 boyunca i\u015f ve i\u015f d\u0131\u015f\u0131ndaki ya\u015famlar\u0131 boyunca bir denge aramaktad\u0131r. Bu durum Z Jenerasyonu g\u00fcndemi ile daha \u00e7ok kar\u015f\u0131m\u0131za \u00e7\u0131ksa da ilk \u00f6rg\u00fctselle\u015fmemizden yana b\u00f6yleydi. S\u00f6z etti\u011fimiz bu i\u015f-ya\u015fam dengesi ne kadar sa\u011fl\u0131kl\u0131, planl\u0131 ve bilin\u00e7li ise birey hem i\u015finde hem de i\u015f d\u0131\u015f\u0131ndaki ya\u015fam\u0131nda daha verimli, daha etkin olmaktad\u0131r.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bu ba\u011flamda kariyer olgusu bireyi ve kurumu ilgilendiren iki y\u00f6nl\u00fc bir kavram olarak kar\u015f\u0131m\u0131za gelmektedir. (\u015eim\u015fek, 1998: 336-337).<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c7izginin bir taraf\u0131nda bireyin i\u015fi, pozisyonu ve \u00e7al\u0131\u015fma ortam\u0131yla ilgili \u015firketteki konumunu bilmesi, anlamland\u0131rmas\u0131 ve gelecekte nerede ve nas\u0131l olmak istedi\u011fini belirlemesiyle ilintilidir. Ayn\u0131 zamanda birey kendi mevcut bilgi ve becerilerinin fark\u0131nda olarak gelecekte sahip olmas\u0131 gereken bilgi ve beceriyi alg\u0131layabilir. \u00d6zetle, bu s\u00fcrekli geli\u015fim yolculu\u011funda yol haritas\u0131n\u0131 \u00e7izebilir.<\/li>\n\n\n\n<li>\u00c7izginin di\u011fer taraf\u0131nda yer alan kurum ise, kendi misyon, vizyon ve de\u011ferlerini dikkate al\u0131r ve bu elementlerin gereklilikleri ile bireyin geli\u015fimini b\u00fct\u00fcnle\u015ftime yoluna girer. B\u00f6ylece bireysel geli\u015fim ile kurumsal geli\u015fim paralel do\u011frultuda ilerleyebilme f\u0131rsat\u0131 elde eder.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Bu durumda kurumlarda geli\u015ftirilen&nbsp;<strong>kariyer y\u00f6netimi;&nbsp;<\/strong>bireylerin ve kurumun beraber haz\u0131rlayacaklar\u0131 planlarla birikte geli\u015fmeye y\u00f6nelik ger\u00e7ekle\u015ftirecekleri faaliyetlerin b\u00fct\u00fcn\u00fcn\u00fc kapsamaktad\u0131r. Kariyer y\u00f6netimi, bireyin&nbsp;<a href=\"https:\/\/www.linkedin.com\/pulse\/piramidin-in%25C5%259Fas%25C4%25B1-kurum-k%25C3%25BClt%25C3%25BCr%25C3%25BC-alaz-han-canbolat-\/?trackingId=thlNdn1NTUaXclq0R%2FJp3Q%3D%3D\">kurum k\u00fclt\u00fcr\u00fcn\u00fc<\/a>&nbsp;benimsemesi, kurumun amac\u0131 ve de\u011ferlerini \u00f6z\u00fcmsemesi, i\u015f doyumunu hissederek i\u015fte kalmas\u0131 i\u00e7in temel belirleyici bir fakt\u00f6rd\u00fcr. G\u00fcn\u00fcm\u00fczde \u015firketlerde uygulanan bu y\u00f6netsel yakla\u015f\u0131m \u00e7al\u0131\u015fan\u0131n potansiyelini ve verimlili\u011fini maksimize etmek ve \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 desteklemek i\u00e7in ba\u015fvurulan bir uygulamad\u0131r. Bu noktada i\u015f ilanlar\u0131na bakt\u0131\u011f\u0131m\u0131zda da &#8220;Sizlere ne sunuyoruz?&#8221; ba\u015fl\u0131\u011f\u0131 alt\u0131nda s\u0131kl\u0131kla &#8220;\u00e7e\u015fitli kariyer ve geli\u015fim f\u0131rsatlar\u0131&#8221; maddesini g\u00f6rebiliriz. Ancak geli\u015fen ve d\u00f6n\u00fc\u015fen i\u015f d\u00fcnyam\u0131zda art\u0131k kariyer planlamas\u0131 kurumlar taraf\u0131ndan de\u011fil, daha \u00e7ok \u00e7al\u0131\u015fan taraf\u0131ndan yap\u0131lmaktad\u0131r. Bu tam da Z Jenerasyonun en temel beklentilerinden biridir. \ud83d\ude42<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quantum Workplace&#8217;in 2021 y\u0131l\u0131&nbsp;<a href=\"https:\/\/www.quantumworkplace.com\/future-of-work\/employee-turnover-trends#:~:text=Employees'%20intent%20to%20stay%20has,to%20leave%20their%20current%20organization\">&#8220;\u00c7al\u0131\u015fan Devir H\u0131z\u0131 E\u011filimleri: Yeni \u0130\u015f D\u00fcnyas\u0131nda Yetene\u011fi Elde Tutmak&#8221;<\/a>&nbsp;raporu bu durumun ihtiyac\u0131n\u0131 bizlere biraz daha net aktar\u0131yor.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Raporda belirtildi\u011fi \u00fczere i\u015ften ayr\u0131lan \u00e7al\u0131\u015fanlar\u0131n yaln\u0131zca y\u00fczde 38&#8217;i, kurumlar\u0131nda kendileri i\u00e7in profesyonel b\u00fcy\u00fcme ve kariyer geli\u015ftirme f\u0131rsatlar\u0131 yakalayabildi. Peki ya y\u00fczde 62?<\/li>\n\n\n\n<li>Bir di\u011fer taraftan i\u015ften ayr\u0131lan \u00e7al\u0131\u015fanlar\u0131n sadece y\u00fczde 45&#8217;i yapt\u0131klar\u0131 i\u015flerinin kariyer hedefleriyle uyumlu oldu\u011funu belirtiyor.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Sadece bu iki \u00e7\u0131kt\u0131 bile asl\u0131nda yol haritam\u0131z\u0131 \u00e7izmemiz i\u00e7in yard\u0131mc\u0131 olabiliyor.<em>&nbsp;\u0130yi yetenek, kariyerlerinde s\u00fcrekli b\u00fcy\u00fcmek ve geli\u015fmek ister.<\/em>&nbsp;\u00c7al\u0131\u015fanlar b\u00fcy\u00fcme g\u00f6rm\u00fcyorsa veya \u00e7al\u0131\u015fmalar\u0131n\u0131n yetenekleri veya ilgi alanlar\u0131 ile uyumlu oldu\u011funu hissetmiyorsa, ba\u015fka f\u0131rsatlar aramalar\u0131 zaten muhtemeldir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Peki ama nas\u0131l bir kariyer planlamas\u0131?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Kariyer y\u00f6netiminde her bir s\u00fcre\u00e7te \u00e7al\u0131\u015fan\u0131n yarat\u0131c\u0131l\u0131\u011f\u0131na \u00f6nem verilerek doyum ve huzur sa\u011flayan kurumun varl\u0131\u011f\u0131 ile olumlu ve do\u011fal ili\u015fkilerin geli\u015ftirilmesi esas al\u0131nmal\u0131d\u0131r. Bu alanda yap\u0131lan uygulamalar, izlenilen ad\u0131mlar, beklenen sonu\u00e7lar bana alt\u0131n oran\u0131 \u00e7a\u011fr\u0131\u015ft\u0131rd\u0131. Bir incelikle ve hassasiyetle i\u015flenen bu ad\u0131mlar\u0131 yak\u0131ndan inceleyelim:<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/media-exp1.licdn.com\/dms\/image\/D4D12AQE3sA9gJ_DzMQ\/article-inline_image-shrink_1000_1488\/0\/1659860800551?e=1667433600&amp;v=beta&amp;t=THjGSGq9QDIwkE4jGAzwP_wx4dxgVfeIT7Audtp4Ijw\" alt=\"No alt text provided for this image\"\/><figcaption class=\"wp-element-caption\"><em><sup>\u00c7al\u0131\u015fan\u0131n Kariyer Geli\u015fiminde Alt\u0131n Oran made by Alaz Han Canbolat<\/sup><\/em><\/figcaption><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>1. Kurum \u015eemas\u0131 Olu\u015fturma<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Kurum \u015femas\u0131 \u015firketin genel \u00e7al\u0131\u015fan yap\u0131s\u0131n\u0131 ve sa\u011flamla\u015ft\u0131rmak i\u00e7in gerekli ad\u0131mlar\u0131 g\u00f6rmemizi sa\u011flar. Her departman i\u00e7indeki her bir pozisyonla birlikte departmanlar\u0131n hiyerar\u015fisini i\u00e7eren grafi\u011finizi olu\u015fturduktan sonra; hangi yeni rollere ihtiyac\u0131n\u0131z oldu\u011funu veya paralel do\u011frultudaki ekipleri nas\u0131l birle\u015ftirebilece\u011fimizi d\u00fc\u015f\u00fcnelim. Bu birle\u015ftirme veya yeni alanlar uzun vadede i\u015fin ak\u0131\u015f\u0131n\u0131 veya kurumi\u00e7i maliyetleri nas\u0131l kolayla\u015ft\u0131rabilir sorusu da ba\u015fka \u00f6nemli bir alan yarat\u0131r bizlere.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>2. Mevcut \u00c7al\u0131\u015fanlar\u0131 ve Pozisyonlar\u0131n\u0131 De\u011ferlendirme<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c7al\u0131\u015fanlar\u0131n i\u015flerini kendi kendilerine de\u011ferlendirebilecekleri ve kariyer hedeflerini payla\u015fabilecekleri kurumi\u00e7i \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketi veya nab\u0131z anketleri geli\u015ftirmek \u00e7al\u0131\u015fan\u0131n kendi yolculu\u011funu g\u00f6rebilmesinde \u00f6nemli bir rol oynar. Bu de\u011ferlendirmeleri takip etmek ve ald\u0131\u011f\u0131m\u0131z veriyi g\u00fc\u00e7lendirmek i\u00e7in \u00e7al\u0131\u015fanlarla 121 veya focus gruplar\u0131 olu\u015fturmak \u00e7al\u0131\u015fan\u0131n da fark\u0131ndal\u0131\u011f\u0131n\u0131 artt\u0131rmas\u0131na yard\u0131mc\u0131 olur. Bu oturumlar\u0131 birka\u00e7 soru ile g\u00fc\u00e7lendirmek asl\u0131nda hem \u00e7al\u0131\u015fana hem de bize somut \u00e7\u0131kt\u0131lar verebilir.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Mevcut rollerinde nas\u0131l performans g\u00f6sterdiler?<\/li>\n\n\n\n<li>Nerede ba\u015far\u0131l\u0131 oldular veya nerede zorland\u0131lar?<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fan\u0131n kariyer hedefleri nelerdir?<\/li>\n\n\n\n<li>Liderlik veya y\u00f6netim rol\u00fc \u00fcstlenmek i\u00e7in gerekli bilgi, beceri ve tutuma sahipler mi?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>3. Her Rol\u00fcn \u0130lerlemesini Tan\u0131mlama<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bir \u00e7al\u0131\u015fan, kariyerinin neresinde olursa olsun &#8211; ister stajyer, ister alt d\u00fczey bir rol veya y\u00f6netici olsun &#8211; gelecekte hangi rollere sahip olabileceklerini, sorumluluklar\u0131n\u0131 ve ilerlemek i\u00e7in ne yapmalar\u0131 gerekti\u011fini bilmelidir. Bu sebeple \u015firket i\u00e7erisindeki her rol\u00fcn asl\u0131nda \u0130\u015f Tan\u0131mlamas\u0131&#8217;nda olu\u015fturdu\u011fumuz gibi detaylar\u0131n\u0131n (ilgili g\u00f6revler, sorumluluklar, beklentiler vs.) mevcut ve ula\u015f\u0131labilir olmas\u0131 \u00e7al\u0131\u015fan\u0131n fark\u0131ndal\u0131k sonras\u0131 karar vermesini kolayla\u015ft\u0131rabilir. Burada en \u00f6nemli nokta ise bu roldeki birinin bir sonraki kariyer ilerlemesi d\u00fczeyine ula\u015fmak i\u00e7in ba\u015farmas\u0131 gerekenleri de anlayabilmesidir. Yani belirledi\u011fimiz her pozisyon i\u00e7in gerekli olabilecek;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Belli bir e\u011fitim seviyesi<\/li>\n\n\n\n<li>Gerekli olan soft ve teknik becerilerin bir listesi<\/li>\n\n\n\n<li>Rolde, sekt\u00f6rde veya \u015firkette minimum deneyim y\u0131l\u0131<\/li>\n\n\n\n<li>Ula\u015f\u0131lmas\u0131 gereken k\u0131sa ve uzun vadeli hedefler<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">gibi alt alanlar somut ve \u015feffaf olarak \u00e7al\u0131\u015fana yol g\u00f6stermelidir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>4. E\u011fitim ve Geli\u015fim \u00c7\u00f6z\u00fcmlerini Uygulama<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Benim nezlimde bir \u015firkette \u00e7al\u0131\u015fan\u0131n refah\u0131, doyumu ve verimlili\u011fi i\u00e7in olmazsa olmaz departmanlardan biridir E\u011fitim ve Geli\u015fim. \u00c7al\u0131\u015fan\u0131n kariyerinde y\u00fckselmesini veya uzmanl\u0131k kazanmas\u0131n\u0131 desteklemek i\u00e7in \u00e7al\u0131\u015fan\u0131n mentorlu\u011fa, ko\u00e7lu\u011fa veya \u00f6\u011frenme ve geli\u015fim alanlar\u0131na eri\u015fmeye ihtiyac\u0131 vard\u0131r. \u015eu an bu uygulamalar g\u00fcn\u00fcm\u00fcz \u015firketlerinde pop\u00fcler bir hale gelse de yap\u0131lan \u00e7al\u0131\u015fmalar ve anketler maalesef ki hen\u00fcz ula\u015fmak istedi\u011fimiz noktan\u0131n yak\u0131n\u0131na bile varamad\u0131\u011f\u0131m\u0131z\u0131 g\u00f6steriyor. Burada ise \u0130nsan ve K\u00fclt\u00fcr Departman\u0131&#8217;na \u00f6nemli bir i\u015f d\u00fc\u015f\u00fcyor: \u00c7al\u0131\u015fan\u0131n kariyer geli\u015fimini desteklemek i\u00e7in neler yap\u0131labilece\u011fini de\u011ferlendirmek ve kurumun \u00f6\u011frenme ve geli\u015ftirme kaynaklar\u0131n\u0131 desteklemek i\u00e7in bu departmanlara ayr\u0131lan b\u00fct\u00e7eleri incelemek. Daha somut bir ifade ile yetenekli \u00e7al\u0131\u015fan\u0131 elinde tutmak istiyorsan\u0131z elinizi cebinize atacaks\u0131n\u0131z. \ud83d\ude42<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>5. Yatay Hareketlilik Yaratma<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Yaz\u0131m\u0131n ba\u015f\u0131nda kariyer tan\u0131m\u0131n\u0131 yaparken bir merdiven \u00e7\u0131kmaktan s\u00f6z etmi\u015ftim. Ancak bu her \u00e7al\u0131\u015fan i\u00e7in ge\u00e7erli olacak bir alan de\u011fildir. Baz\u0131 \u00e7al\u0131\u015fanlar y\u00f6netici olmak istemeyebilir. (And that&#8217;s okay.) Bu noktada dikey kariyer de\u011fi\u015fiklikleri yerine yatay kariyer de\u011fi\u015fiklikleri yapmak isteyebilirler. Yani her \u00e7al\u0131\u015fan\u0131n kariyer geli\u015fimi bizlere ilerleme noktas\u0131nda \u00fc\u00e7 yol sunabilir:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fan\u0131 bir y\u00f6netim rol\u00fcne ilerletme<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fan\u0131 mevcut rollerinin (veya benzer bir rol\u00fcn) k\u0131demli bir unvan\u0131na y\u00f6nlendirme<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fan\u0131n ama\u00e7, de\u011ferleri ve becerileri ile daha uyumlu bir departmana y\u00f6nlendirme<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130lk iki madde \u015f\u00f6yle yana dursun, \u00fc\u00e7\u00fcnc\u00fc maddenin ger\u00e7ekle\u015fmesi i\u00e7in hem \u00e7al\u0131\u015fana hem de \u015firkete \u00f6nemli g\u00f6revler d\u00fc\u015fmektedir. \u00c7al\u0131\u015fan\u0131n kendi fark\u0131ndal\u0131\u011f\u0131n\u0131 olu\u015fturma, bu fark\u0131ndal\u0131k do\u011frultusunda karar verebilme ve ilerleyebilme g\u00fcd\u00fcs\u00fcne sahip olma gibi bir\u00e7ok element \u00f6nemli bir rol oynar. Bu durumun biraz daha ileriki ya\u015flar\u0131m\u0131zda kar\u015f\u0131m\u0131za \u00e7\u0131kmamas\u0131 i\u00e7in belki de hen\u00fcz \u00fcniversite d\u00f6nemlerimizde bireysel kariyer geli\u015fim ile desteklenmemiz gerekir.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><em>6. G\u00f6zden Ge\u00e7irme, G\u00fcncelleme ve Onaylama<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bir \u00e7al\u0131\u015fan\u0131n kariyer ilerleme plan\u0131 olu\u015fturulduktan sonra, y\u00f6neticiler ve \u00e7al\u0131\u015fan t\u00fcm ayr\u0131nt\u0131lar\u0131 netle\u015ftirmek, sorular\u0131 yan\u0131tlamak ve gerekirse ilerlemeyi tekrardan g\u00f6zden ge\u00e7irmek i\u00e7in bir araya gelmelidir. Bu ilerleme gerekli t\u00fcm alanlar\u0131n onay\u0131n\u0131 ald\u0131ktan sonra, s\u00fcrecin, b\u00fct\u00e7elemenin ve kaynaklar\u0131n \u015firketin yetenekleri ve en iyi uygulamalar\u0131 ile uyumlu oldu\u011fundan emin olmak i\u00e7in \u00e7er\u00e7eveyi g\u00f6zden ge\u00e7irerek s\u00fcreci onaylar.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fte t\u00fcm bu ad\u0131mlar hassasiyet ve do\u011fru oranda \u00e7al\u0131\u015fan\u0131n i\u015f birli\u011finde ger\u00e7eklemelidir. Her ad\u0131m \u00e7al\u0131\u015fana sa\u011fl\u0131kl\u0131 bir alan yarat\u0131r, bununla birlikte kurumsal i\u015f-ya\u015fam dengesine sahip refah\u0131 ve ba\u011fl\u0131l\u0131\u011f\u0131 y\u00fcksek \u00e7al\u0131\u015fanlar elde eder.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Kaynak\u00e7a<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ataol, A. (1989); Kariyer Y\u00f6netimi, \u0130zmir.&nbsp;<\/li>\n\n\n\n<li>Quantum Workplace\u2019s 2021; Employee Turnover Trends: Retaining Talent in a New World of Work<\/li>\n\n\n\n<li>\u00dcnver, Y. (2005); \u0130\u015fletmelerde Kariyer Y\u00f6netimi ve Perfromans De\u011ferlendirme Sistemleri, Ankara.<\/li>\n\n\n\n<li>\u015eim\u015fek, M.\u015e. (1998); Y\u00f6netim ve Organizasyon, Mikro Dizgi, Konya.&nbsp;<\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>Son birka\u00e7 haftad\u0131r&nbsp;Y\u00f6nderle Akademi&nbsp;&amp;&nbsp;Aygaz&nbsp;i\u015f birli\u011finde y\u00fcr\u00fctt\u00fc\u011f\u00fcm\u00fcz&nbsp;#WenergyForEquality&nbsp;projesinde gen\u00e7lerin kariyer yolculuklar\u0131n\u0131 ele al\u0131rken asl\u0131nda bu konunun \u015firketler i\u00e7in de \u00f6nemini d\u00fc\u015f\u00fcnmeye ba\u015flad\u0131m. Alg\u0131da se\u00e7icilik mi yapmaya ba\u015flad\u0131m yoksa hep vard\u0131 da ben mi fark edemedim; bir \u015fekilde s\u0131kl\u0131kla arkada\u015flar\u0131mdan da kariyer yolculuklar\u0131n\u0131 de\u011fi\u015ftirmek veya geli\u015ftrmek istediklerini duymaya ba\u015flad\u0131m. Kurumlar\u0131n ba\u015far\u0131s\u0131nda en \u00f6nemli rol\u00fc oynayan etkenlerden biri; \u00e7al\u0131\u015fanlar\u0131na&#8230;<\/p>\n<p><a class=\"read-more\" href=\"https:\/\/www.alazcanbolat.com\/en\/sirketlerde-kariyer-planlama\/\">Read More<\/a><\/p>","protected":false},"author":1,"featured_media":1099,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"postBodyCss":"","postBodyMargin":[],"postBodyPadding":[],"postBodyBackground":{"backgroundType":"classic","gradient":""},"footnotes":""},"categories":[1],"tags":[120,94,67],"class_list":["post-811","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-pc","tag-calisaninkariyeri","tag-kariyerplanlama","tag-peopleandculture"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u015eirketlerde Kariyer Planlama - Alaz Han Canbolat<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.alazcanbolat.com\/en\/sirketlerde-kariyer-planlama\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u015eirketlerde Kariyer Planlama - Alaz Han Canbolat\" \/>\n<meta property=\"og:description\" content=\"Son birka\u00e7 haftad\u0131r&nbsp;Y\u00f6nderle Akademi&nbsp;&amp;&nbsp;Aygaz&nbsp;i\u015f birli\u011finde y\u00fcr\u00fctt\u00fc\u011f\u00fcm\u00fcz&nbsp;#WenergyForEquality&nbsp;projesinde gen\u00e7lerin kariyer yolculuklar\u0131n\u0131 ele al\u0131rken asl\u0131nda bu konunun \u015firketler i\u00e7in de \u00f6nemini d\u00fc\u015f\u00fcnmeye ba\u015flad\u0131m. 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Alg\u0131da se\u00e7icilik mi yapmaya ba\u015flad\u0131m yoksa hep vard\u0131 da ben mi fark edemedim; bir \u015fekilde s\u0131kl\u0131kla arkada\u015flar\u0131mdan da kariyer yolculuklar\u0131n\u0131 de\u011fi\u015ftirmek veya geli\u015ftrmek istediklerini duymaya ba\u015flad\u0131m. 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