{"id":793134,"date":"2022-05-14T11:00:13","date_gmt":"2022-05-14T11:00:13","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/insan-yonetimi-nedir-ve-nasil-dogru-yapilir\/"},"modified":"2022-05-14T11:00:13","modified_gmt":"2022-05-14T11:00:13","slug":"insan-yonetimi-nedir-ve-nasil-dogru-yapilir","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/insan-yonetimi-nedir-ve-nasil-dogru-yapilir\/","title":{"rendered":"\u0130nsan Y\u00f6netimi nedir ve nas\u0131l do\u011fru yap\u0131l\u0131r?"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Y\u00f6neticiler, bir i\u015fletmeyi \u00e7al\u0131\u015f\u0131r durumda tutmak i\u00e7in teknik yeteneklerini ve profesyonel uzmanl\u0131klar\u0131n\u0131 kullanmaktan daha fazlas\u0131n\u0131 yapmal\u0131d\u0131r. \u0130\u015fyerinde kritik bir rol oynarlar: ne kadar etkili ve ilerici oldu\u011funu etkileyen insan y\u00f6netimi. \u015eimdi y\u00f6neticilerin ne yapt\u0131\u011f\u0131na daha yak\u0131ndan bakal\u0131m.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">\u0130nsan Y\u00f6netimi Nedir?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Bir kurulu\u015fun personelinin i\u015fe al\u0131nmas\u0131, y\u00f6netilmesi ve s\u00fcrekli destek ve rehberlik sa\u011flanmas\u0131, genellikle insan kaynaklar\u0131 y\u00f6netimi (\u0130KY) olarak bilinen insan y\u00f6netiminin bir par\u00e7as\u0131d\u0131r.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Prosed\u00fcr, insanlar\u0131n nas\u0131l \u00e7al\u0131\u015ft\u0131\u011f\u0131n\u0131, entegre oldu\u011funu, sosyalle\u015fti\u011fini ve i\u015f b\u00fcy\u00fcmesini nas\u0131l sa\u011flad\u0131\u011f\u0131n\u0131 inceler. Bir insan kaynaklar\u0131 y\u00f6neticisinin g\u00f6revi, s\u00fcrekli yard\u0131m sa\u011flamak ve personeli ba\u015far\u0131ya y\u00f6nlendirmektir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ekip \u00fcyelerini organize etmek i\u00e7in kullan\u0131lan bir liderlik ve y\u00f6netim sistemi, \u015firketin genel operasyonlar\u0131 \u00fczerinde \u00f6nemli bir etkiye sahiptir. Sonu\u00e7 olarak, insan kaynaklar\u0131 y\u00f6neticileri \u015firketin temel hedefinden sapmadan bu ilkelere bir b\u00fct\u00fcn olarak ba\u011fl\u0131 kalmal\u0131d\u0131r. A\u015fa\u011f\u0131dakileri desteklemek etkili insan y\u00f6netiminin bir par\u00e7as\u0131d\u0131r:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u0130stihdam<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u0130\u015fveren kimli\u011fi<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Performans y\u00f6netimi<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00dccretlendirme<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Refah ve g\u00fcvenlik<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan avantajlar\u0131<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u0130leti\u015fim<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u0130\u015f tutumlar\u0131<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/www.questionpro.com\/blog\/training-evaluation\/\"><span style=\"font-weight: 400;\">E\u011fitim<\/span><\/a><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Bu fakt\u00f6rler ayn\u0131 zamanda i\u015fyeri k\u00fclt\u00fcr\u00fcne de katk\u0131da bulunur ve bu da \u015firketin en iyi \u00e7al\u0131\u015fanlar\u0131 \u00e7ekmesine ve elinde tutmas\u0131na yard\u0131mc\u0131 olabilir.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">\u0130nsan y\u00f6netiminin temel unsurlar\u0131<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Bireyler \u00e7o\u011fu zaman bir i\u015fletmenin merkezinde yer ald\u0131\u011f\u0131ndan, y\u00f6netimlerinin liderlik tarz\u0131 i\u015fletmenin ba\u015far\u0131s\u0131 i\u00e7in kritik \u00f6nem ta\u015f\u0131r. <a href=\"https:\/\/www.questionpro.com\/blog\/how-to-be-a-good-manager-and-the-best-way-to-evaluate-managerial-performance\/\">\u0130yi y\u00f6neticiler<\/a> ve amirler, i\u015f arkada\u015flar\u0131n\u0131 daha iyi y\u00f6netebilmek i\u00e7in istihdam\u0131 olu\u015fturan faaliyetler hakk\u0131nda kapsaml\u0131 bir fark\u0131ndal\u0131\u011fa sahip olmal\u0131d\u0131r. \u015eimdi bu unsurlara bir g\u00f6z atal\u0131m:<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">1. Bir ekip geli\u015ftirmek<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Uygun bireylerin kazan\u0131lmas\u0131 ve etkili bir ekibin olu\u015fturulmas\u0131, u\u00e7tan uca bir insan y\u00f6netimi sisteminin ilk ad\u0131mlar\u0131d\u0131r. De\u011fi\u015fen i\u015f gereksinimlerine ayak uydurabilecek uyarlanabilir bir i\u015fg\u00fcc\u00fc olu\u015fturmak i\u00e7in en iyi aday\u0131 bulduktan sonra yeteneklerini geli\u015ftirmek i\u00e7in proaktif giri\u015fimlerde bulunmal\u0131d\u0131rlar.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Y\u00f6neticiler, \u00e7al\u0131\u015fanlar\u0131n \u015firkette uzun s\u00fcre kalmak istemelerini sa\u011flayan t\u00fcm geli\u015fimlerini te\u015fvik ederek ba\u011fl\u0131l\u0131k ve sadakati art\u0131rabilir.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">2. \u015eirketi temsil eden \u00e7al\u0131\u015fanlar\u0131n dikkate al\u0131nmas\u0131<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n memnuniyeti ve ba\u011fl\u0131l\u0131\u011f\u0131 olmadan bir \u015firket ba\u015far\u0131l\u0131 olmakta zorlanacakt\u0131r. B\u00f6yle bir durumda, kurumlar\u0131n <a href=\"https:\/\/www.questionpro.com\/blog\/employee-satisfaction-survey-questions\/\">\u00e7al\u0131\u015fan memnuniyetine<\/a> \u00f6ncelik vermesi gerekti\u011fi ortaya \u00e7\u0131kmaktad\u0131r. Baz\u0131 \u00e7al\u0131\u015fanlar ilgi ve istekleri kar\u015f\u0131land\u0131\u011f\u0131 i\u00e7in i\u015flerinden memnunken, di\u011ferleri memnun de\u011fildir ve bu da onlar\u0131 mutsuz eder.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00d6nce \u00e7al\u0131\u015fanlar\u0131 dinlemek, onlar\u0131n nas\u0131l hissettiklerini anlaman\u0131za yard\u0131mc\u0131 olabilir. Ard\u0131ndan geri bildirimde bulunun. Olumlu ya da olumsuz bir \u015fey birinin dikkatine sunulmazsa, bunu asla anlayamazlar.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">3. Faydal\u0131 \u00e7e\u015fitlilikten en iyi \u015fekilde yararlanmaya ba\u015flamak<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Kurumun her bir \u00fcyesi farkl\u0131 \u00f6zelliklere sahiptir. \u0130nsanlar olaylar\u0131 farkl\u0131 \u015fekillerde g\u00f6rd\u00fckleri ve her birinin kendine \u00f6zg\u00fc bak\u0131\u015f a\u00e7\u0131lar\u0131 oldu\u011fu i\u00e7in, bu t\u00fcr farkl\u0131l\u0131klar oldu\u011funda anla\u015fmazl\u0131klar\u0131n ortaya \u00e7\u0131kmas\u0131 normaldir. Ekip \u00e7at\u0131\u015fmalar\u0131, ekip \u00fcyeleri aras\u0131nda memnuniyetsizli\u011fe yol a\u00e7abilece\u011finden \u00f6zellikle zararl\u0131 olabilir.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Y\u00f6neticiler, \u00e7e\u015fitli ve kar\u015f\u0131t bak\u0131\u015f a\u00e7\u0131lar\u0131n\u0131 gruba getirmek ve bunlar\u0131 faydal\u0131 \u00f6\u011frenme f\u0131rsatlar\u0131na d\u00f6n\u00fc\u015ft\u00fcrmek i\u00e7in m\u00fckemmel ileti\u015fimi kullanmal\u0131d\u0131r. Bu, ekibin ba\u011f\u0131n\u0131 g\u00fc\u00e7lendirir ve onlar\u0131 durumu bir \u00f6\u011frenme f\u0131rsat\u0131 olarak g\u00f6rmeye te\u015fvik eder. Ekip \u00fcyeleriyle etkile\u015fim halindeyken, y\u00f6neticiler so\u011fukkanl\u0131 olmal\u0131 ve d\u00fc\u015fmanl\u0131\u011f\u0131 bir kenara b\u0131rakmal\u0131d\u0131r.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Nas\u0131l ba\u015far\u0131l\u0131 insan y\u00f6netimi yapabilirsiniz?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Bir y\u00f6neticiyi verimli k\u0131lan faaliyetler ve \u00f6zellikler y\u00f6netim davran\u0131\u015flar\u0131 olarak bilinir. Bu davran\u0131\u015flar tutarl\u0131 bir \u015fekilde sergilendi\u011finde, y\u00f6neticilere denetledikleri ki\u015filerin performans\u0131n\u0131 art\u0131rmada yard\u0131mc\u0131 olabilir.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Sab\u0131rl\u0131 olun<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0130nsan y\u00f6netimi s\u00f6z konusu oldu\u011funda, en \u00f6nemli <a href=\"https:\/\/www.questionpro.com\/blog\/talent-management\/\">yetenek y\u00f6netimi<\/a> sab\u0131rd\u0131r. Bir amir olarak, durumu di\u011fer ki\u015finin bak\u0131\u015f a\u00e7\u0131s\u0131ndan alg\u0131layabilmek i\u00e7in bir ad\u0131m geri \u00e7ekilip kendinizi ki\u015fisel \u00f6nyarg\u0131lar\u0131n\u0131zdan ar\u0131nd\u0131racak kadar tarafs\u0131z olmal\u0131s\u0131n\u0131z.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bunu daha \u00f6nce ke\u015ffedilmemi\u015f bir f\u0131rsat olarak g\u00f6rebilmeniz i\u00e7in son derece \u015feffaf ve bask\u0131 alt\u0131nda sakin olman\u0131z gerekir. \u0130yi bir dinleyici olman\u0131n yan\u0131 s\u0131ra sorular sormal\u0131 ve sab\u0131rl\u0131 olmaya \u00e7al\u0131\u015fmal\u0131s\u0131n\u0131z. Bir sorunun \u00e7\u00f6z\u00fcm\u00fcne yard\u0131mc\u0131 olmak i\u00e7in derin nefesler alman\u0131z\u0131 ve hayal k\u0131r\u0131kl\u0131\u011f\u0131n\u0131z\u0131n \u00fcstesinden gelmenizi gerektirir. Hi\u00e7bir \u015feyi aceleye getirme. S\u00fcrece sayg\u0131 g\u00f6sterin ve onu kucaklay\u0131n.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">M\u00fckemmel ileti\u015fim becerileri geli\u015ftirin<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Y\u00f6netici, i\u015fin yap\u0131lmas\u0131 i\u00e7in i\u015fg\u00fcc\u00fcyle nas\u0131l ba\u011flant\u0131 kuraca\u011f\u0131n\u0131 ve olumlu ileti\u015fim kuraca\u011f\u0131n\u0131 bilmelidir. Bir y\u00f6neticinin zorluklarla ba\u015fa \u00e7\u0131kma, yeni fikirler getirme ve iyile\u015ftirmeleri a\u00e7\u0131klama becerisi etkili ileti\u015fimle desteklenir. Ekip arkada\u015flar\u0131yla ne kadar iyi ileti\u015fim kurduklar\u0131n\u0131n ve onlara ne kadar dikkatli yan\u0131t verdiklerinin fark\u0131nda olmal\u0131d\u0131rlar.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130li\u015fki kurma becerileri<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ba\u015fkalar\u0131yla konu\u015fabilmek bazen sadece kar\u015f\u0131l\u0131kl\u0131 sayg\u0131 \u00e7er\u00e7evesinde farkl\u0131 d\u00fc\u015f\u00fcnmeyi kabul etmeyi ve onlar\u0131n bak\u0131\u015f a\u00e7\u0131lar\u0131n\u0131 anlad\u0131\u011f\u0131n\u0131z\u0131 hissettirmeyi i\u00e7erebilir. E\u011fer kar\u015f\u0131n\u0131zdakinin tutumuyla empati kurmakta zorlan\u0131yorsan\u0131z, kendinizi onun yerine koymay\u0131 deneyin.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Unutmay\u0131n ki ba\u015fkalar\u0131yla ilgilenmek sizin tembel bir insan oldu\u011funuz anlam\u0131na gelmez. Bu sadece di\u011fer ki\u015finin bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131 anlad\u0131\u011f\u0131n\u0131z anlam\u0131na gelir. Biriyle farkl\u0131 d\u00fc\u015f\u00fcnmekten utanmay\u0131n.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130nsan Y\u00f6netimi Esnekli\u011fi<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Bir g\u00f6revi bitirmek i\u00e7in \u00e7e\u015fitli y\u00f6ntemler oldu\u011funu g\u00f6z \u00f6n\u00fcnde bulundurmak esneklik gerektirir. Etkili insan y\u00f6netimi i\u00e7in esnek bir y\u00f6netim tarz\u0131 gereklidir. Uygun \u00e7al\u0131\u015fma planlamas\u0131 veya uzaktan \u00e7al\u0131\u015fma f\u0131rsatlar\u0131 arac\u0131l\u0131\u011f\u0131yla g\u00f6sterilebilir. G\u00fcndeminizde olmayan bir sorunu \u00e7\u00f6zmek i\u00e7in f\u0131rsat bulamayacak kadar uygulamalar\u0131n\u0131za kilitlenmeyelim.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130nsan y\u00f6netiminde iyi oldu\u011funuza g\u00fcvenin<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">M\u00fcmk\u00fcn olan en iyi sonu\u00e7lar\u0131 elde etmek i\u00e7in ekibinize g\u00fcvenmelisiniz. Bir y\u00f6neticinin ancak bu kadar\u0131n\u0131 yapabilece\u011fini unutmay\u0131n; bu nedenle kendinize ve ekibinizin yeteneklerine inanmal\u0131s\u0131n\u0131z. Sizin s\u00fcrekli g\u00f6zleminiz olmadan her \u015feyin yoluna girece\u011fine inanmal\u0131s\u0131n\u0131z.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Ba\u015fkalar\u0131n\u0131n ilgisini \u00e7ekmek i\u00e7in etkile\u015fim<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ger\u00e7ek ilgiyi ifade edebilme becerisi, iyi liderli\u011fin en \u00f6nemli \u00f6zelliklerinden biridir. Sorular sorarak, yan\u0131tlar\u0131 dinleyerek ve ayr\u0131nt\u0131lar\u0131 hat\u0131rlayarak ekibiniz hakk\u0131nda bilgi edinin. Etkile\u015fimleriniz s\u0131ras\u0131nda ve sonras\u0131nda gerekli oldu\u011fu s\u00fcrece \u00e7al\u0131\u015fanlar\u0131n\u0131zla ilgili temel bilgileri takip edin, b\u00f6ylece daha sonra ba\u015fka sorular sorabilirsiniz.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Dinleme yetene\u011fi<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Y\u00f6neticiler, \u00e7al\u0131\u015fanlar\u0131na ve \u00e7evrelerindeki kurulu\u015flara \u00e7ok dikkat etmelidir. \u015eirketin b\u00fcy\u00fcmesine yard\u0131mc\u0131 olacak yeni i\u00e7g\u00f6r\u00fcleri, fikirleri ve bak\u0131\u015f a\u00e7\u0131lar\u0131n\u0131 g\u00fcvence alt\u0131na almakla kalmaz, ayn\u0131 zamanda \u00e7al\u0131\u015fanlar aras\u0131ndaki uyum ve motivasyonu da koruyabilirler. \u00c7al\u0131\u015fanlar\u0131n\u0131za dikkat edin. Ara\u015ft\u0131rmalar\u0131na ve soru sormalar\u0131na izin verin. Onlara en iyi liderli\u011fi sa\u011flamak i\u00e7in, onlar\u0131 dikkatle dinleyin. Onlar\u0131 rahats\u0131z etmeyin.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Ak\u0131ll\u0131 kararlar verme becerisi<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Bir sorunla kar\u015f\u0131la\u015ft\u0131\u011f\u0131n\u0131zda, do\u011fru yan\u0131ta karar vermek kritik \u00f6nem ta\u015f\u0131r ve bilin\u00e7li bir yakla\u015f\u0131m kullanmak bu sonuca ula\u015fman\u0131za yard\u0131mc\u0131 olacakt\u0131r. Bir\u00e7ok bak\u0131\u015f a\u00e7\u0131s\u0131n\u0131 g\u00f6z \u00f6n\u00fcnde bulundurarak dikkatli ve ak\u0131ll\u0131ca kararlar verebilmek \u00f6nemlidir. \u00c7al\u0131\u015fanlara en iyi kararlar\u0131 vermeleri i\u00e7in g\u00fcvenilmelidir.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130nsan Y\u00f6netimi <\/span><span style=\"font-weight: 400;\">Empati<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Empati, ba\u015fka bir ki\u015finin duygular\u0131n\u0131 anlama ve payla\u015fma yetene\u011fi olarak tan\u0131mlan\u0131r. Bir lider, t\u00fcm \u00e7al\u0131\u015fma arkada\u015flar\u0131yla daha ki\u015fisel bir d\u00fczeyde ba\u011flant\u0131 kurabilmeli ve olaylar\u0131 onlar\u0131n bak\u0131\u015f a\u00e7\u0131s\u0131ndan g\u00f6rebilmelidir. Bu ger\u00e7ekten de genel varsay\u0131mlar\u0131n\u0131 bir kenara b\u0131rak\u0131p ba\u015fka bir ki\u015finin tam olarak ne s\u00f6yledi\u011fini anlamakla ilgilidir.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlara sayg\u0131l\u0131 davran\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0130\u015f g\u00fcc\u00fcn\u00fcze sayg\u0131 g\u00f6sterin. Kendilerini zay\u0131f hissetmeleri i\u00e7in bir neden yok. Onlarla olumlu bir zihniyetle etkile\u015fime ge\u00e7in, b\u00f6ylece kurulu\u015fu iyile\u015ftirmek ve geli\u015ftirmek i\u00e7in \u00f6neriler toplayabilirsiniz.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130nsan y\u00f6netimi yaparken a\u00e7\u0131k fikirli olun<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A\u00e7\u0131k fikirli olmak bir varsay\u0131ma dayan\u0131r \u00e7\u00fcnk\u00fc belirli bir durum i\u00e7in t\u00fcm \u00e7\u00f6z\u00fcmlere veya do\u011fru cevaba sahip olmayabilirsiniz. Bir sonraki ad\u0131mda ne yap\u0131laca\u011f\u0131 konusunda bir ba\u015fkas\u0131n\u0131n fikri sizinkinden daha \u00fcst\u00fcn olabilir. Pozitif kald\u0131\u011f\u0131n\u0131zda ve ekip \u00fcyelerinizin pozitif oldu\u011funuzu anlad\u0131\u011f\u0131ndan emin oldu\u011funuzda g\u00fcven ve sayg\u0131 olu\u015fur. Ayr\u0131ca, arkada\u015f canl\u0131s\u0131 ve anla\u015fmas\u0131 kolay olun.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Liderlik becerileri<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Liderlik, bir y\u00f6neticinin sahip olmas\u0131 gereken en \u00f6nemli beceridir. Y\u00f6netici, yapt\u0131klar\u0131 her i\u015fte ellerinden gelenin en iyisini yapmalar\u0131 i\u00e7in personele liderlik edebilmelidir. \u0130\u015fte size liderlik yeteneklerinizi geli\u015ftirecek baz\u0131 kolay stratejiler:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlara ba\u015far\u0131l\u0131 olmak i\u00e7in ihtiya\u00e7 duyduklar\u0131 kaynaklar\u0131 sa\u011flay\u0131n.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pozitif olun.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hak edene hakk\u0131n\u0131 verin.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u0130yi bir \u00f6rnek olun.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bir karar ver.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Yetene\u011finize g\u00fcvenin.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u015eu anda bunlar\u0131n hi\u00e7birini d\u00fczg\u00fcn bir \u015fekilde yapmad\u0131\u011f\u0131n\u0131z i\u00e7in hayal k\u0131r\u0131kl\u0131\u011f\u0131na u\u011framay\u0131n. Bunlardan birini se\u00e7in ve do\u011fal ve kolay hale gelene kadar \u00fczerinde pratik yap\u0131n.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130nsan Y\u00f6netimi D\u00fcr\u00fcstl\u00fck<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Size ve birbirinize inanan g\u00fc\u00e7l\u00fc bir ekip olu\u015fturmak istiyorsan\u0131z, d\u00fcr\u00fcst olmal\u0131s\u0131n\u0131z. Sonu\u00e7 olarak, ba\u015fkalar\u0131na size davran\u0131lmas\u0131n\u0131 istedi\u011finiz \u015fekilde davran\u0131n ve yapt\u0131\u011f\u0131n\u0131z her \u015feyde d\u00fcr\u00fcst olun. Hem iyi hem de k\u00f6t\u00fc durumlarda bu, ger\u00e7e\u011fi s\u00f6ylemeyi i\u00e7erir. Bu ayn\u0131 zamanda, sizin yarar\u0131n\u0131za olmasa bile ger\u00e7e\u011fi s\u00f6ylemeyi de gerektirir.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ancak, ekibiniz sizi tamamen d\u00fcr\u00fcst ve net bir \u015fekilde takip ederse, sizin liderli\u011finizi alacak ve eylemlerinizi taklit edeceklerdir.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Problem \u00e7\u00f6zme becerileri<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Lider olmak zorluklar\u0131 \u00e7\u00f6zmeyi gerektirir. Bu sizin mesle\u011finizin temeli. \u0130yi problem \u00e7\u00f6zme becerilerine sahip olmayan bir insan kaynaklar\u0131 y\u00f6neticisi hedeflerinin gerisinde kalacakt\u0131r. Sorunlar\u0131 tan\u0131ma ve etkili \u00e7\u00f6z\u00fcmler uygulama konusunda proaktif olmal\u0131d\u0131rlar. Mevcut bir sistemi iyile\u015ftirmek i\u00e7in bir olas\u0131l\u0131k tespit ederseniz veya olas\u0131 bir sorunu ciddi bir sorun haline gelmeden \u00f6nce fark ederseniz harekete ge\u00e7in.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Uyum sa\u011flama yetene\u011fi<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Uyum yetene\u011fi, de\u011fi\u015fen durumlara ayak uydurabilme becerisini ifade eder. M\u00fckemmel y\u00f6netim becerilerine sahip etkili bir lider, y\u00f6netim tarz\u0131n\u0131 kurum i\u00e7indeki ekibinde yer alan bireylere uyarlayabilmelidir. Uyarlanabilirlik, m\u00fc\u015fterilerin gereksinimlerini kar\u015f\u0131lamak i\u00e7in organizasyon, i\u015f ve y\u00f6netim yap\u0131s\u0131n\u0131n g\u00f6zden ge\u00e7irilmesiyle g\u00f6sterilir.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130nsan Y\u00f6netimi <\/span><span style=\"font-weight: 400;\">Destekleyicilik<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Bir projenin ba\u015far\u0131s\u0131z olmas\u0131 m\u00fcmk\u00fcnd\u00fcr. Bir \u00e7al\u0131\u015fan kas\u0131ts\u0131z ancak \u00f6nemli bir hata yapabilir. Yard\u0131m\u0131n\u0131za en \u00e7ok ekibinizin en savunmas\u0131z oldu\u011fu anda ihtiya\u00e7 duyulur. Korkular\u0131n\u0131 yat\u0131\u015ft\u0131r\u0131n. Onlar\u0131 motive edin. Onlar\u0131 bir grup halinde toplay\u0131n. Yeteneklerine olan g\u00fcvenlerini yeniden kazanmalar\u0131 i\u00e7in ihtiya\u00e7 duyduklar\u0131 sa\u011flam temel olun.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ailevi sorunlar, sa\u011fl\u0131k sorunlar\u0131 veya sadece zaman ve \u00f6ng\u00f6r\u00fclemeyen olaylar personelinizin \u00e7al\u0131\u015fma \u015feklini etkileyebilir. Bu ki\u015fisel zorluklar i\u00e7in i\u015fle ilgili olanlardan farkl\u0131 t\u00fcrde destek sa\u011flayabilirsiniz, ancak nihai sonu\u00e7 ayn\u0131d\u0131r: i\u015flerini yetenekleri do\u011frultusunda etkili bir \u015fekilde yapmaya devam etmeleri i\u00e7in onlara ilham vermek.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Makro y\u00f6netim<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Makro y\u00f6netim ise daha esnek bir \u00f6rg\u00fctsel yakla\u015f\u0131md\u0131r. Y\u00f6neticiler geri ad\u0131m atar ve personelin g\u00f6revlerini uygun g\u00f6rd\u00fckleri \u015fekilde yerine getirmelerine izin verir. \u00c7al\u0131\u015fanlar ama\u00e7lanan hedefe ula\u015ft\u0131\u011f\u0131 s\u00fcrece patronun &#8220;parmaklar\u0131n\u0131 sokmas\u0131na&#8221; veya hata aramak i\u00e7in enselerinden izlemesine gerek yoktur.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar makro y\u00f6netim uygulamal\u0131d\u0131r. Bir y\u00f6neticinin, \u00e7al\u0131\u015fanlar\u0131n \u00e7al\u0131\u015fmalar\u0131n\u0131 uzaktan denetleme ve g\u00f6zetleme ve onlar\u0131 uygun \u015fekilde y\u00f6nlendirme kapasitesini ifade eder.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">\u0130nsan Y\u00f6netimi <\/span><span style=\"font-weight: 400;\">Hesap Verebilirlik<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ba\u015far\u0131l\u0131 bir y\u00f6netici hem kendi i\u015finin hem de ekibin geri kalan\u0131n\u0131n i\u015finin sorumlulu\u011funu \u00fcstlenebilmelidir. Ekip taraf\u0131ndan bir rol model olarak g\u00f6r\u00fclmeleri i\u00e7in hem ba\u015far\u0131lar\u0131n hem de ba\u015far\u0131s\u0131zl\u0131klar\u0131n sorumlulu\u011funu kabul etmelidirler. Y\u00f6netsel hesap verebilirlik eksikli\u011fi, ekibinizin liderli\u011fe ve bir b\u00fct\u00fcn olarak \u015firkete olan g\u00fcvenini azalt\u0131r.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Pozitif \u0130nsan Y\u00f6netimi<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u015eirketinizin ba\u015far\u0131l\u0131 olmas\u0131n\u0131 istiyorsan\u0131z, i\u015fyerinde pozitif olman\u0131z gerekir. Ekibinizin ba\u015fard\u0131\u011f\u0131 her \u015fey olumlu tutumunu g\u00f6sterir. Eksik oldu\u011funda herkes fark edecektir. Bunun yerine, yeni bir \u00e7\u00f6z\u00fcm bulma veya son teslim tarihine yeti\u015fmek i\u00e7in aktif olarak \u00e7al\u0131\u015fma fikrinden heyecan duyun.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Zihniyetinizi de\u011fi\u015ftirin ve bu engelleri t\u00f6kezleyen bloklar olarak g\u00f6rmekten vazge\u00e7in. Zorluklar kar\u015f\u0131s\u0131nda olumlu bir tutum sergiledi\u011finizde, bu durum \u00e7al\u0131\u015fanlar\u0131n\u0131za da yans\u0131yacak ve ba\u015far\u0131ya ula\u015fmalar\u0131 i\u00e7in onlara ilham verecektir.<\/span><\/p>\n<ul>\n<li>\n<h3><span style=\"font-weight: 400;\">Ba\u015far\u0131 kutlanmal\u0131d\u0131r.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131 \u00e7abalar\u0131 i\u00e7in takdir etme becerisi, bir y\u00f6neticiyi zirveye ta\u015f\u0131yabilecek \u00f6\u011frenilmi\u015f bir s\u00fcre\u00e7tir. M\u00fckemmel insan y\u00f6netimi becerilerine sahip bir lider ba\u015far\u0131lar\u0131, yenilikleri, kazan\u0131mlar\u0131 ve hedef ba\u015far\u0131lar\u0131n\u0131 takdir etmelidir. Bu, \u00e7al\u0131\u015fanlar\u0131n i\u015flerini nas\u0131l g\u00f6rd\u00fcklerini olumlu y\u00f6nde etkileyerek \u015firket i\u00e7in \u00e7al\u0131\u015fma f\u0131rsat\u0131 bulduklar\u0131 i\u00e7in minnettar olmalar\u0131n\u0131 sa\u011flayabilir.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">\u0130nsan Y\u00f6netimi: Sonu\u00e7<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">\u0130nsan y\u00f6netimini uygulamak i\u00e7in en etkili teknik, \u00f6ncelikle \u00e7al\u0131\u015fanlar\u0131n endi\u015fe duydu\u011fu alanlar\u0131 ke\u015ffetmek ve ard\u0131ndan onlar\u0131 bu alanlarda etkili bir \u015fekilde \u00e7al\u0131\u015fmaya te\u015fvik etmektir. Y\u00f6neticinin g\u00f6revi \u00e7al\u0131\u015fanlar\u0131n davran\u0131\u015flar\u0131n\u0131 iyile\u015ftirmektir \u00e7\u00fcnk\u00fc bir kurulu\u015f ancak iyi davran\u0131\u015flar sayesinde ba\u015far\u0131l\u0131 olabilir ve b\u00fcy\u00fcyebilir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Yukar\u0131daki \u00f6nerileri uygularsan\u0131z, insanlar\u0131 y\u00f6netmede etkili olursunuz. Bu, bir b\u00fct\u00fcn olarak \u015firketin ve ilgili herkesin yarar\u0131 i\u00e7in daha esnek bir ekibin sizin etraf\u0131n\u0131zda \u00f6rg\u00fctlenmesini te\u015fvik edecektir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Herkesin tam potansiyeline ula\u015fabilece\u011fi bir i\u015fyeri k\u00fclt\u00fcr\u00fc yaratmaya haz\u0131r m\u0131s\u0131n\u0131z? \u00c7al\u0131\u015fanlar\u0131n\u0131zdan nas\u0131l s\u00fcrekli geri bildirim alabilece\u011finiz hakk\u0131nda daha fazla bilgi edinin ve kurulu\u015funuzda olumlu bir etki yaratmak i\u00e7in harekete ge\u00e7meye ba\u015flay\u0131n  <\/span><a href=\"https:\/\/www.questionpro.com\/workforce\/\"><span style=\"font-weight: 400;\">QuestionPro \u0130\u015f G\u00fcc\u00fc.<\/span><\/a><\/p>\n<p style=\"text-align: center;\"><a href=\"https:\/\/www.questionpro.com\/workforce\/book-a-demo\/\" target=\"_blank\" rel=\"noopener noreferrer\"><button>Demo Talep Edin<\/button><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Y\u00f6neticiler, bir i\u015fletmeyi \u00e7al\u0131\u015f\u0131r durumda tutmak i\u00e7in teknik yeteneklerini ve profesyonel uzmanl\u0131klar\u0131n\u0131 kullanmaktan daha fazlas\u0131n\u0131 yapmal\u0131d\u0131r. \u0130\u015fyerinde kritik bir rol [&hellip;]<\/p>\n","protected":false},"author":49,"featured_media":710427,"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>\u0130nsan Y\u00f6netimi nedir ve nas\u0131l do\u011fru yap\u0131l\u0131r? 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