{"id":730301,"date":"2019-07-05T03:17:23","date_gmt":"2019-07-05T03:17:23","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/performans-degerlendirme-tanim-amaclar-surec-yontemler-avantajlar-ve-dezavantajlar\/"},"modified":"2019-07-05T03:17:23","modified_gmt":"2019-07-05T03:17:23","slug":"performans-degerlendirme-tanim-amaclar-surec-yontemler-avantajlar-ve-dezavantajlar","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/performans-degerlendirme-tanim-amaclar-surec-yontemler-avantajlar-ve-dezavantajlar\/","title":{"rendered":"Performans de\u011ferlendirme: Tan\u0131m, Ama\u00e7lar, S\u00fcre\u00e7, Y\u00f6ntemler, Avantajlar ve Dezavantajlar"},"content":{"rendered":"<div class=\"tags-wrap\">\n<p class=\"content-index\" style=\"margin-top: 0;\">\u0130\u00e7erik Dizini<\/p>\n<ol style=\"font-weight: 400; margin: 0 30px; line-height: 22px;\">\n<li><a href=\"#Performance_appraisal_Definition\">Performans de\u011ferlendirme: Tan\u0131m  <\/a><\/li>\n<li><a href=\"#Objectives_of_performance_appraisal\">Performans de\u011ferlendirmesinin ama\u00e7lar\u0131<\/a><\/li>\n<li><a href=\"#Performance_appraisal_process\">Performans de\u011ferlendirme s\u00fcreci<\/a><\/li>\n<li><a href=\"#Performance_appraisal_methods\">Performans de\u011ferlendirme y\u00f6ntemleri<\/a><\/li>\n<li><a href=\"#Advantages_of_performance_appraisal\">Performans de\u011ferlendirmenin avantajlar\u0131<\/a><\/li>\n<li><a href=\"#Disadvantages_of_performance_appraisal\">Performans de\u011ferlendirmenin dezavantajlar\u0131<\/a><\/li>\n<\/ol>\n<\/div>\n<h2><a id=\"Performance_appraisal_Definition\" class=\"blankurl\" href=\"#\"><strong>Performans de\u011ferlendirme: Tan\u0131m  <\/strong><\/a><\/h2>\n<p><span style=\"font-weight: 400;\">Performans de\u011ferlendirme, bir \u00e7al\u0131\u015fan\u0131n ki\u015fili\u011fini ve performans\u0131n\u0131 genellikle y\u00f6neticiler veya ilk amirler taraf\u0131ndan beceri seti, rol hakk\u0131nda bilgi, teknik bilgi, tutum, dakiklik vb. gibi \u00f6nceden tan\u0131mlanm\u0131\u015f niteliklere g\u00f6re sistematik olarak \u00f6l\u00e7en bir s\u00fcre\u00e7 olarak tan\u0131mlanmaktad\u0131r.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Performans de\u011ferlendirmenin kurulu\u015flar aras\u0131nda bir\u00e7ok ad\u0131 vard\u0131r, baz\u0131lar\u0131 buna <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/performance-evaluation\/\"><br \/>\n  <span style=\"font-weight: 400;\">performans de\u011ferlendi\u0307rmesi\u0307<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\">baz\u0131lar\u0131 performans de\u011ferlendirmesi, liyakat de\u011ferlendirmesi, y\u0131ll\u0131k de\u011ferlendirmeler vb. tercih etmektedir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bu s\u00fcre\u00e7, bir \u00e7al\u0131\u015fan\u0131n do\u011fu\u015ftan gelen niteliklerini ve gelecekteki b\u00fcy\u00fcmesi ve geli\u015fmesi ve ili\u015fkili oldu\u011fu kurulu\u015fun b\u00fcy\u00fcmesi ve geli\u015fmesi i\u00e7in yeteneklerini ve yetkinlik d\u00fczeyini belirlemek i\u00e7in ger\u00e7ekle\u015ftirilir. Bir \u00e7al\u0131\u015fan\u0131n de\u011ferini ve kuruma sunduklar\u0131n\u0131 tespit etmeyi ama\u00e7lar.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Performans de\u011ferlendirmesi, y\u00f6neticilerin ve amirlerin, sahip olduklar\u0131 beceri setine ba\u011fl\u0131 olarak do\u011fru \u00e7al\u0131\u015fan\u0131 do\u011fru i\u015fe yerle\u015ftirmelerine yard\u0131mc\u0131 olur. Hi\u00e7 ku\u015fkusuz, her kurulu\u015fun sa\u011flam bir performans de\u011ferlendirme sistemine ihtiyac\u0131 vard\u0131r.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Y\u00f6neticiler ve amirler taraf\u0131ndan \u00e7al\u0131\u015fanlar\u0131 objektif ve s\u00fcbjektif fakt\u00f6rlere g\u00f6re de\u011ferlendirmek i\u00e7in kullan\u0131lan \u00e7e\u015fitli y\u00f6ntemler vard\u0131r, ancak bu biraz zor olabilir, ancak bir \u00e7al\u0131\u015fan\u0131 etkili bir \u015fekilde de\u011ferlendirmek i\u00e7in her iki fakt\u00f6r de gereklidir.  <\/span><\/p>\n<h3><a id=\"Objectives_of_performance_appraisal\" class=\"blankurl\" href=\"#\"><strong>Performans de\u011ferlendirmesinin ama\u00e7lar\u0131<\/strong><\/a><\/h3>\n<p><span style=\"font-weight: 400;\">A\u015fa\u011f\u0131da, her y\u0131l performans de\u011ferlendirmesi yapmak i\u00e7in hedefler yer almaktad\u0131r:  <\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Bu, \u00f6znel ve nesnel fakt\u00f6rler olan performans ve yetkinli\u011fe dayal\u0131 olarak bir \u00e7al\u0131\u015fan\u0131n terfi ettirilmesine y\u00f6nelik \u00f6nemli bir ilk ad\u0131md\u0131r.  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Bir \u00e7al\u0131\u015fan\u0131n e\u011fitim ve geli\u015fim ihtiya\u00e7lar\u0131n\u0131 belirlemek.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Yeni i\u015fe al\u0131nan ve deneme s\u00fcresinde olan \u00e7al\u0131\u015fanlara onay vermek.  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Bir \u00e7al\u0131\u015fan\u0131n yapt\u0131\u011f\u0131 i\u015fe g\u00f6re maa\u015f\u0131na yap\u0131lacak zamm\u0131n y\u00fczdesinin ne olmas\u0131 gerekti\u011fine dair somut bir karar almak.  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Y\u00f6netici ve \u00e7al\u0131\u015fanlar aras\u0131nda uygun bir geri bildirim sistemini te\u015fvik etmek.  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n mevcut y\u0131lda nerede durduklar\u0131n\u0131 ve iyile\u015ftirme kapsam\u0131n\u0131n ne oldu\u011funu anlamalar\u0131na yard\u0131mc\u0131 olmak.<\/span><\/li>\n<\/ul>\n<h3><a id=\"Performance_appraisal_process\" class=\"blankurl\" href=\"#\"><strong>Performans de\u011ferlendirme s\u00fcreci<\/strong><\/a><\/h3>\n<p><b>Ad\u0131m 1:<\/b><span style=\"font-weight: 400;\">  \u00c7o\u011fu kurulu\u015fta performans de\u011ferlendirme s\u00fcreci, bir \u00e7al\u0131\u015fan\u0131n kurulu\u015fla s\u00fcrekli olarak \u00e7al\u0131\u015ft\u0131\u011f\u0131 s\u00fcre boyunca her 6 ayda veya bir y\u0131lda bir de\u011ferlendirilmesi anlam\u0131na gelir. Modern zamanlarda, \u0130nsan Kaynaklar\u0131 departman\u0131  <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/employee-survey\/\"><br \/>\n  <span style=\"font-weight: 400;\">\u00e7al\u0131\u015fan anketi<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\"> ilgili verileri toplamak \u00fczere doldurmalar\u0131 i\u00e7in <\/span><a href=\"https:\/\/www.questionpro.com\/workforce\/employee-engagement.html\"><br \/>\n  <span style=\"font-weight: 400;\">ni\u015fanl\u0131l\u0131k<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\"> ve <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/employee-satisfaction-survey-questions\/\"><br \/>\n  <span style=\"font-weight: 400;\">Memnuniyet<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\"> seviyeleri. <\/span> <\/p>\n<p><b>2. Ad\u0131m:<\/b><span style=\"font-weight: 400;\"> \u00c7al\u0131\u015fan\u0131n ilk m\u00fcd\u00fcr\u00fc veya amiri daha sonra \u00e7al\u0131\u015fan\u0131n performans\u0131n\u0131n kalitesini bir \u00f6nceki y\u0131l yap\u0131lan i\u015fe g\u00f6re de\u011ferlendirecek ve ard\u0131ndan ger\u00e7ekleri ve rakamlar\u0131 tart\u0131\u015fmak i\u00e7in y\u00fcz y\u00fcze g\u00f6r\u00fc\u015fecektir. <\/span> <\/p>\n<p><b>3. Ad\u0131m:<\/b><span style=\"font-weight: 400;\"> Bir sonraki <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/employee-feedback\/\"><br \/>\n  <span style=\"font-weight: 400;\">geri bildirim<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\">  Anketten al\u0131nan bilgiler anonim olarak saklanabilir. Bu geri bildirim, eyleme ge\u00e7irilebilir i\u00e7g\u00f6r\u00fcler elde etmek i\u00e7in verileri \u00f6l\u00e7en, analiz eden ve etkinle\u015ftiren QuestionPro&#8217;nun <a href=\"https:\/\/www.questionpro.com\/workforce\/\">\u0130\u015f G\u00fcc\u00fc<\/a> platformu kullan\u0131larak ger\u00e7ek zamanl\u0131 olarak analiz edilebilir.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Deneme s\u00fcresindeki \u00e7al\u0131\u015fanlar i\u00e7in deneme s\u00fcresi genellikle \u00fc\u00e7 ila alt\u0131 ay aras\u0131nda s\u00fcrer. De\u011ferlendirmeleri, \u00e7al\u0131\u015fma h\u0131z\u0131na ula\u015f\u0131p ula\u015fmad\u0131klar\u0131na ve  <\/span><a href=\"https:\/\/www.questionpro.com\/workforce\/workplace-culture.html\"><br \/>\n  <span style=\"font-weight: 400;\">k\u00fclt\u00fcr<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\"> ve daha fazla sorumluluk almaya haz\u0131r olup olmad\u0131klar\u0131. <\/span> <\/p>\n<h3><a id=\"Performance_appraisal_methods\" class=\"blankurl\" href=\"#\"><strong>Performans de\u011ferlendirme y\u00f6ntemleri<\/strong><\/a><\/h3>\n<p><span style=\"font-weight: 400;\">5 adet performans de\u011ferlendirme y\u00f6ntemi bulunmaktad\u0131r. Performans de\u011ferlendirme i\u00e7in bu y\u00f6ntemlerden birinin kullan\u0131lmas\u0131, kurulu\u015flar\u0131n k\u0131smi bilgi edinmesine yard\u0131mc\u0131 olabilir. Ancak, bir veya daha fazla y\u00f6ntemin birle\u015ftirilmesi daha iyi bilgi ve do\u011fru veri elde edilmesini sa\u011flayacakt\u0131r. Veri toplamak ba\u015fka, bu verilerle eyleme d\u00f6n\u00fc\u015ft\u00fcr\u00fclebilir bir \u015feyler yapmak ba\u015fka bir \u015feydir.  <\/span><\/p>\n<ol>\n<li><b>  \u00d6z de\u011ferlendirme:<\/b><span style=\"font-weight: 400;\">  Bu, \u00e7al\u0131\u015fanlardan i\u00e7g\u00f6r\u00fc alman\u0131n, kendilerini de\u011ferlendirmenin \u00f6nemli bir yoludur. \u00d6ncelikle bir \u00e7al\u0131\u015fan\u0131n kendisini nas\u0131l de\u011ferlendirdi\u011fi hakk\u0131nda bilgi edinmeniz gerekir, bu de\u011ferlendirmeyi yapt\u0131ktan sonra y\u00f6netim, bir \u00e7al\u0131\u015fan\u0131 kendi d\u00fc\u015f\u00fcncelerine g\u00f6re adil bir \u015fekilde de\u011ferlendirme f\u0131rsat\u0131na sahip olur.  <\/span><\/li>\n<li> <b> 360 derece de\u011ferlendirme sistemi:<\/b> <a href=\"https:\/\/www.questionpro.com\/blog\/360-degree-feedback\/\"><br \/>\n  <span style=\"font-weight: 400;\">360 derece geri bildirim<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\">Bir \u00e7al\u0131\u015fan amiri\/y\u00f6neticisi, akranlar\u0131, meslekta\u015flar\u0131, astlar\u0131 ve hatta y\u00f6netim taraf\u0131ndan de\u011ferlendirilir. \u00c7al\u0131\u015fanla y\u00fcz y\u00fcze g\u00f6r\u00fc\u015fmeden \u00f6nce farkl\u0131 kaynaklardan gelen girdiler de\u011ferlendirilir. Bu s\u00fcre\u00e7te her bir \u00e7al\u0131\u015fan, kendilerine atanan i\u015f tan\u0131mlar\u0131 temelinde yapt\u0131\u011f\u0131 i\u015fe g\u00f6re derecelendirilir.  <\/span><\/li>\n<li><b>  Grafik derecelendirme \u00f6l\u00e7e\u011fi:<\/b><span style=\"font-weight: 400;\">  Bu, y\u00f6neticiler ve s\u00fcperviz\u00f6rler taraf\u0131ndan en s\u0131k kullan\u0131lan y\u00f6ntemlerden biridir. Bu \u00f6l\u00e7ekte m\u00fckemmelden zay\u0131fa kadar olan de\u011ferlere kar\u015f\u0131l\u0131k gelen say\u0131sal veya metin de\u011ferleri kullan\u0131labilir. Ayn\u0131 ekibin benzer g\u00f6rev tan\u0131mlar\u0131na sahip \u00fcyeleri bu y\u00f6ntem kullan\u0131larak paralel olarak de\u011ferlendirilebilir. Bu \u00f6l\u00e7ek ideal olarak her \u00e7al\u0131\u015fan i\u00e7in ayn\u0131 olmal\u0131d\u0131r.  <\/span><\/li>\n<li><b>  Kontrol listeleri:<\/b><span style=\"font-weight: 400;\">  De\u011ferlendiriciye, de\u011ferlendirilmesi gereken \u00e7al\u0131\u015fan\u0131n \u00e7e\u015fitli davran\u0131\u015flar\u0131n\u0131, \u00f6zelliklerini, niteliklerini veya i\u015f tan\u0131m\u0131n\u0131 i\u00e7eren bir kontrol listesi verilir. Kontrol listesi c\u00fcmleler veya basit\u00e7e nitelikler i\u00e7erebilir ve de\u011ferlendirici b\u00f6ylece \u00e7al\u0131\u015fan\u0131n i\u015f performans\u0131n\u0131 tan\u0131mlayan \u015feylere dayanarak \u00e7al\u0131\u015fan\u0131 i\u015faretler. De\u011ferlendirici, \u00e7al\u0131\u015fan\u0131n belirli \u00f6zelliklere sahip oldu\u011funa inan\u0131yorsa olumlu olarak i\u015faretlenir, aksi takdirde bo\u015f b\u0131rak\u0131l\u0131r.  <\/span><\/li>\n<li><b>  Deneme y\u00f6ntemi:  <\/b><span style=\"font-weight: 400;\">Bu ayn\u0131 zamanda &#8220;serbest form y\u00f6ntemi&#8221; olarak da bilinir. Ad\u0131ndan da anla\u015f\u0131laca\u011f\u0131 \u00fczere, performans kriterlerini detayland\u0131ran tan\u0131mlay\u0131c\u0131 bir y\u00f6ntemdir. Bu y\u00f6ntemin en b\u00fcy\u00fck dezavantaj\u0131 \u00f6nyarg\u0131lar\u0131 uzak tutmakt\u0131r.  <\/span><\/li>\n<\/ol>\n<p style=\"text-align: center;\"><a class=\"square-cta secondary-lined-cta\" href=\"https:\/\/www.questionpro.com\/a\/showEntry.do?mode=workforce&amp;classID=1024&amp;sourceRef=blog-workforce\" target=\"_blank\" rel=\"noopener noreferrer\"><strong>\u00dccretsiz bir hesap olu\u015fturun<\/strong><\/a><\/p>\n<h4><a id=\"Advantages_of_performance_appraisal\" class=\"blankurl\" href=\"#\"><strong>Performans de\u011ferlendirmenin avantajlar\u0131  <\/strong><\/a><\/h4>\n<ol>\n<li><span style=\"font-weight: 400;\">  Sistematik bir performans de\u011ferlendirme y\u00f6ntemi, y\u00f6neticilerin\/amirlerin \u00e7al\u0131\u015fanlar\u0131n performans\u0131n\u0131 do\u011fru bir \u015fekilde tespit etmelerine ve ayn\u0131 zamanda geli\u015ftirilmesi gereken alanlar\u0131 vurgulamalar\u0131na yard\u0131mc\u0131 olur.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Y\u00f6netimin do\u011fru i\u015f i\u00e7in do\u011fru \u00e7al\u0131\u015fan\u0131 yerle\u015ftirmesine yard\u0131mc\u0131 olur. Bu hem \u00e7al\u0131\u015fan hem de kurum i\u00e7in bir kazan-kazan durumudur.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Baz\u0131 istisnai i\u015fler yapm\u0131\u015f olan potansiyel \u00e7al\u0131\u015fanlara genellikle performans de\u011ferlendirmesinin sonucuna g\u00f6re terfi teklif edilir.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Bu s\u00fcre\u00e7 ayn\u0131 zamanda kurum taraf\u0131ndan \u00e7al\u0131\u015fanlara y\u00f6nelik olarak y\u00fcr\u00fct\u00fclen e\u011fitim programlar\u0131n\u0131n etkinli\u011finin belirlenmesinde de etkilidir. Y\u00f6neticilere, bir \u00e7al\u0131\u015fan\u0131n e\u011fitimden sonra ne kadar geli\u015fti\u011fini g\u00f6sterebilir. Bu, y\u00f6neticilere programlar\u0131n nas\u0131l iyile\u015ftirilece\u011fi konusunda eyleme ge\u00e7irilebilir i\u00e7g\u00f6r\u00fcler sa\u011flayacakt\u0131r.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  \u00c7al\u0131\u015fanlar aras\u0131nda iyi bir rekabet ortam\u0131 yarat\u0131r. \u00c7al\u0131\u015fanlar performanslar\u0131n\u0131 geli\u015ftirmeye ve meslekta\u015flar\u0131ndan daha iyi puanlar almaya \u00e7al\u0131\u015f\u0131rlar.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Y\u00f6neticiler bunu, \u015fikayetlerini ve bunlar\u0131 nas\u0131l ele alacaklar\u0131n\u0131 konu\u015fmak \u00fczere \u00e7al\u0131\u015fanlardan ilk elden geri bildirim almak i\u00e7in bir platform olarak kullan\u0131r.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  De\u011ferlendirmelerin y\u0131ldan y\u0131la kayd\u0131n\u0131n tutulmas\u0131, y\u00f6neticilere \u00e7al\u0131\u015fanlar\u0131n b\u00fcy\u00fcme oran\u0131n\u0131n ne oldu\u011fu ve hangilerinin d\u00fc\u015f\u00fc\u015f g\u00f6sterdi\u011fi ve bunu iyile\u015ftirmek i\u00e7in ne yap\u0131lmas\u0131 gerekti\u011fi konusunda \u00e7ok iyi bir fikir verir.  <\/span><\/li>\n<\/ol>\n<h4><a id=\"Disadvantages_of_performance_appraisal\" class=\"blankurl\" href=\"#\"><strong>Performans de\u011ferlendirmenin dezavantajlar\u0131  <\/strong><\/a><\/h4>\n<ol>\n<li><span style=\"font-weight: 400;\">  Bu y\u00f6ntemde kullan\u0131lan nitelikler do\u011fru tan\u0131mlanmam\u0131\u015fsa, toplanan veriler yararl\u0131 olmayacakt\u0131r.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Bazen \u00f6nyarg\u0131lar bu sistemde bir sorun olabilir.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Baz\u0131 nesnel fakt\u00f6rler belirsiz ve tespit edilmesi zor olabilir. Bunu \u00f6l\u00e7mek i\u00e7in bilinen hi\u00e7bir bilimsel y\u00f6ntem yoktur.  <\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Y\u00f6neticiler bazen \u00e7al\u0131\u015fanlar\u0131n yeteneklerini de\u011ferlendirecek kadar nitelikli olmayabilir ve bu da bir \u00e7al\u0131\u015fan\u0131n geli\u015fimine zarar verebilir.  <\/span><\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"<p>\u0130\u00e7erik Dizini Performans de\u011ferlendirme: Tan\u0131m Performans de\u011ferlendirmesinin ama\u00e7lar\u0131 Performans de\u011ferlendirme s\u00fcreci Performans de\u011ferlendirme y\u00f6ntemleri Performans de\u011ferlendirmenin avantajlar\u0131 Performans de\u011ferlendirmenin dezavantajlar\u0131 [&hellip;]<\/p>\n","protected":false},"author":86,"featured_media":786041,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[1162],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performans de\u011ferlendirme: Tan\u0131m, Ama\u00e7lar, S\u00fcre\u00e7, Y\u00f6ntemler, Avantajlar ve Dezavantajlar | QuestionPro<\/title>\n<meta name=\"description\" content=\"Performans de\u011ferlendirmesi, \u00e7o\u011fu kurulu\u015f taraf\u0131ndan \u00e7al\u0131\u015fanlar\u0131n\u0131 kendilerine verilen i\u015fe g\u00f6re de\u011ferlendirmek i\u00e7in izlenen bir s\u00fcre\u00e7tir. 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