{"id":794223,"date":"2018-08-31T03:23:01","date_gmt":"2018-08-31T10:23:01","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/ik-analitigi-tanim-ornek-ik-metrikleri-gosterge-tablosu-ve-tahmine-dayali-ik-analitigi\/"},"modified":"2018-08-31T03:23:01","modified_gmt":"2018-08-31T03:23:01","slug":"ik-analitigi-tanim-ornek-ik-metrikleri-gosterge-tablosu-ve-tahmine-dayali-ik-analitigi","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/ik-analitigi-tanim-ornek-ik-metrikleri-gosterge-tablosu-ve-tahmine-dayali-ik-analitigi\/","title":{"rendered":"\u0130K Analiti\u011fi: Tan\u0131m, \u00d6rnek, \u0130K Metrikleri G\u00f6sterge Tablosu ve Tahmine Dayal\u0131 \u0130K Analiti\u011fi"},"content":{"rendered":"<h2><strong>\u0130K Analiti\u011fi Nedir<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\"><strong>Tan\u0131m<\/strong>: \u0130nsan Kaynaklar\u0131 analiti\u011fi (\u0130K Analiti\u011fi), analitik alan\u0131nda insan analizi ile ilgilenen ve \u00e7al\u0131\u015fan performans\u0131n\u0131 art\u0131rmak ve iyile\u015ftirmek i\u00e7in kurulu\u015f i\u00e7indeki insan sermayesine analitik s\u00fcre\u00e7 uygulayan alan olarak tan\u0131mlan\u0131r. <\/span><span style=\"font-weight: 400;\">\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131<\/span><span style=\"font-weight: 400;\">. <\/span> <\/p>\n<p><span style=\"font-weight: 400;\">\u0130K analiti\u011fi, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n i\u015fte nas\u0131l performans g\u00f6sterdi\u011fine dair veri toplamaz, bunun yerine tek amac\u0131 insan kaynaklar\u0131 s\u00fcre\u00e7lerinin her biri hakk\u0131nda daha iyi i\u00e7g\u00f6r\u00fc sa\u011flamak, ilgili verileri toplamak ve daha sonra bu s\u00fcre\u00e7lerin nas\u0131l iyile\u015ftirilece\u011fine dair bilin\u00e7li kararlar almak i\u00e7in bu verileri kullanmakt\u0131r.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00d6rne\u011fin, \u0130K analiti\u011fini kullanarak kurulu\u015fun \u0130K sistemi hakk\u0131nda a\u015fa\u011f\u0131daki sorular\u0131 yan\u0131tlayabilirsiniz:  <\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan devir oran\u0131n\u0131z ne kadar y\u00fcksek?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Bir y\u0131l i\u00e7inde hangi \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n kurumunuzdan ayr\u0131laca\u011f\u0131n\u0131 biliyor musunuz?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><a href=\"https:\/\/www.questionpro.com\/blog\/employee-turnover\/\">\u00c7al\u0131\u015fan devrinin<\/a> y\u00fczde ka\u00e7\u0131 pi\u015fman olunan kay\u0131pt\u0131r?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00c7o\u011fu insan kaynaklar\u0131 uzman\u0131, kendi kurulu\u015flar\u0131 i\u00e7in ilk soruyu kolayl\u0131kla yan\u0131tlayabilecektir. Ancak, di\u011fer iki soruyu yan\u0131tlamak, \u00f6zellikle de bunun i\u00e7in ayr\u0131nt\u0131l\u0131 bir veriye sahip de\u011filseniz, zor olacakt\u0131r.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Di\u011fer iki soruyu yan\u0131tlamak i\u00e7in bir profesyonel olarak farkl\u0131 verileri bir araya getirmeniz ve derinlemesine analiz etmeniz gerekecektir. \u0130nsan kaynaklar\u0131 iyi miktarda veri toplama e\u011filimindedir ancak bu verilerin nas\u0131l kullan\u0131laca\u011f\u0131n\u0131n fark\u0131nda de\u011fildir. \u0130\u015fte cevap burada! \u0130nsan sermayenizi analiz etmek ve bilin\u00e7li kararlar almak i\u00e7in \u015fimdi kullan\u0131n. Bir kurulu\u015f, toplanan verileri kullanarak \u00e7al\u0131\u015fanlar\u0131n\u0131n sorunlar\u0131n\u0131 analiz etmeye ba\u015flar ba\u015flamaz, aktif \u0130K analiti\u011fine dahil olur.<\/span><\/p>\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<h3><strong>Her \u0130nsan Kaynaklar\u0131 Y\u00f6neticisinin Bilmesi Gereken 5 \u0130K Analiti\u011fi T\u00fcr\u00fc<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n bir varl\u0131k oldu\u011funu ve herhangi bir kurulu\u015fun ba\u015far\u0131s\u0131 i\u00e7in hayati \u00f6nem ta\u015f\u0131d\u0131\u011f\u0131n\u0131 s\u00f6ylemeye gerek yok. Hi\u00e7 ku\u015fku duymadan s\u00f6yleyebilirim ki, do\u011fru kaynaklar\u0131 \u00e7ekebilen, yetenek kazan\u0131m\u0131n\u0131 y\u00f6netebilen ve kaynaklar\u0131n\u0131 optimum d\u00fczeyde kullanabilen her i\u015fletme, ba\u015far\u0131 i\u00e7in uzun vadeli bir yol \u00e7iziyor demektir.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0130\u015fte her y\u00f6neticinin bilmesi gereken 5 \u0130K analiti\u011fi:<\/span><\/p>\n<p><b>1. \u00c7al\u0131\u015fan Kayb\u0131:<\/b> \u0130nsan kaynaklar\u0131 s\u00f6z konusu oldu\u011funda b\u00fcy\u00fck yat\u0131r\u0131mlar s\u00f6z konusudur ve bu durum her i\u015fletme veya kurulu\u015f i\u00e7in ge\u00e7erlidir. \u00c7al\u0131\u015fan kay\u0131p analiti\u011fi, i\u015fg\u00fcc\u00fc devir oran\u0131n\u0131z\u0131 de\u011ferlendirme s\u00fcrecidir. \u00c7al\u0131\u015fan kayb\u0131 analiti\u011fi, gelece\u011fi tahmin etmeye ve <a href=\"https:\/\/www.questionpro.com\/workforce\/employee-churn.html\">\u00e7al\u0131\u015fan<\/a> kayb\u0131n\u0131 azaltmaya yard\u0131mc\u0131 olur. Ge\u00e7mi\u015f \u00e7al\u0131\u015fan kay\u0131plar\u0131, ge\u00e7mi\u015ften toplanan verilerdir ve istihdam\u0131n ba\u015flang\u0131c\u0131ndan bu yana \u00e7al\u0131\u015fan kay\u0131p oran\u0131n\u0131 belirtir. Tahmine dayal\u0131 ve ge\u00e7mi\u015fe y\u00f6nelik \u00e7al\u0131\u015fan kayb\u0131 verilerinin her ikisi de \u00e7al\u0131\u015fan kayb\u0131 analiti\u011fi i\u00e7in \u00f6nemlidir.<\/p>\n<p><b>2. Yetenek: <\/b>Ku\u015fkusuz, herhangi bir i\u015fletmenin ba\u015far\u0131s\u0131 bir dereceye kadar \u00e7al\u0131\u015fanlar\u0131n uzmanl\u0131k d\u00fczeyine ve becerilerine ba\u011fl\u0131d\u0131r. Yetenek analiti\u011fi, i\u015f g\u00fcc\u00fcn\u00fcz\u00fcn temel yetkinliklerini belirlemenize yard\u0131mc\u0131 olan <a href=\"https:\/\/www.questionpro.com\/blog\/talent-management\/\">yetenek y\u00f6netimi<\/a> s\u00fcrecini ifade eder.<\/p>\n<p><span style=\"font-weight: 400;\">Bu yeteneklerin ne oldu\u011funu \u00f6\u011frendikten sonra, bunlar\u0131 bir \u00f6l\u00e7\u00fct olarak belirleyebilir ve i\u015f g\u00fcc\u00fcn\u00fcz\u00fcn yetenekleriyle kar\u015f\u0131la\u015ft\u0131rabilir ve herhangi bir <\/span><span style=\"font-weight: 400;\">bo\u015fluklar<\/span><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>3. Organizasyonel K\u00fclt\u00fcr:  <\/b><span style=\"font-weight: 400;\">K\u00fclt\u00fcr sadece tespit edilmesi zor de\u011fil, ayn\u0131 zamanda de\u011fi\u015ftirilmesi de zordur. Kurumunuzun veya i\u015fletmenizin k\u00fclt\u00fcr\u00fcn\u00fc olu\u015fturan, genellikle dile getirilmeyen kolektif kurallar, sistemler ve insan davran\u0131\u015f kal\u0131plar\u0131d\u0131r.<\/span><\/p>\n<p><a href=\"https:\/\/www.questionpro.com\/survey-templates\/organizational-culture-survey-questions-template\/\"><span style=\"font-weight: 400;\">Kurumsal k\u00fclt\u00fcr<\/span><\/a><span style=\"font-weight: 400;\">  Analitik, i\u015fyerinizdeki k\u00fclt\u00fcr\u00fc de\u011ferlendirme ve daha iyi anlama s\u00fcrecidir. Kurulu\u015funuzun k\u00fclt\u00fcr\u00fcn\u00fcn ne oldu\u011funu bildi\u011finizde, g\u00f6zlemleyebilece\u011finiz de\u011fi\u015fiklikleri de\u011ferlendirebilir ve takip edebilirsiniz. K\u00fclt\u00fcr de\u011fi\u015fikliklerinin izlenmesi, k\u00fclt\u00fcr\u00fcn toksik hale gelip gelmedi\u011finin erken i\u015faretlerini anlamaya yard\u0131mc\u0131 olur.<\/span><\/p>\n<p><b>4. Kapasite: <\/b>Kapasitenin geliri etkiledi\u011fi do\u011frudur. Kapasite analizinin amac\u0131, i\u015f g\u00fcc\u00fcn\u00fcz\u00fcn operasyonel olarak ne kadar verimli oldu\u011funu belirlemektir. \u00d6rne\u011fin, k\u0131yafet tasar\u0131m\u0131 konusunda uzmanla\u015fm\u0131\u015f bir kurulu\u015fta, insanlar toplant\u0131lara ve tart\u0131\u015fmalara daha karl\u0131 i\u015flere ay\u0131ramayacaklar\u0131 kadar \u00e7ok mu zaman harc\u0131yorlar ya da bireyler g\u00f6revlerini \u00e7ok mu rahat yap\u0131yorlar? Bu davran\u0131\u015fsal analiz, bireylerin b\u00fcy\u00fcmek i\u00e7in ne kadar kapasiteye sahip olduklar\u0131n\u0131 belirleyen kapasite analiti\u011fidir.<\/p>\n<p><b>5. Liderlik: <\/b><span style=\"font-weight: 400;\">Zay\u0131f <\/span><span style=\"font-weight: 400;\">L\u0130DERL\u0130K<\/span><span style=\"font-weight: 400;\">  hi\u00e7 liderlik olmamas\u0131 kadar iyidir. K\u00f6t\u00fc liderlik paraya, zamana ve \u00e7al\u0131\u015fan kayb\u0131na mal olur.  <\/span><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131 elde tutma<\/span><span style=\"font-weight: 400;\">  b\u00f6yle bir kurulu\u015f i\u00e7in son derece zor hale gelir ve bir i\u015fletmenin tam potansiyelinde performans g\u00f6stermesini engeller. Liderlik analiti\u011fi, iyi, k\u00f6t\u00fc ve \u00e7irkin olan\u0131 ortaya \u00e7\u0131karmak i\u00e7in bir i\u015fyerindeki liderlik performans\u0131n\u0131n \u00e7e\u015fitli y\u00f6nlerini analiz eder ve ortaya \u00e7\u0131kar\u0131r! Veriler \u015fu yollarla toplanabilir  <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/qualitative-research-methods\/\"><br \/>\n  <span style=\"font-weight: 400;\">nitel ara\u015ft\u0131rma<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\"> ve <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/quantitative-research\/\"><br \/>\n  <span style=\"font-weight: 400;\">nicel ara\u015ft\u0131rma<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\"> gibi her iki y\u00f6ntemin bir kar\u0131\u015f\u0131m\u0131n\u0131 kullanarak <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/surveys\/\"><br \/>\n  <span style=\"font-weight: 400;\">anketler<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\">, <\/span><span style=\"font-weight: 400;\">anketler<\/span><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/focus-group\/\"><br \/>\n  <span style=\"font-weight: 400;\">odak gruplar\u0131<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\"> veya etnografik ara\u015ft\u0131rma.<\/span><\/p>\n<h3><strong>\u0130K Analitik Yaz\u0131l\u0131m\u0131<\/strong><\/h3>\n<p>\u0130K Analiti\u011fi yaz\u0131l\u0131m\u0131, i\u015f g\u00fcc\u00fcn\u00fcz\u00fc takip etmek i\u00e7in gereklidir. \u00c7e\u015fitli ofis konumlar\u0131, departmanlar, roller vb. genelinde verilerin harmanlanmas\u0131na ve korunmas\u0131na yard\u0131mc\u0131 olur. \u0130\u015fte \u0130K Analiti\u011fi yaz\u0131l\u0131m\u0131 kullanman\u0131n baz\u0131 temel avantajlar\u0131:<\/p>\n<ul>\n<li><strong>Kullan\u0131m kolayl\u0131\u011f\u0131<\/strong>: Bu ara\u00e7lar veya platformlar olduk\u00e7a kullan\u0131c\u0131 dostudur ve uzun e\u011fitim oturumlar\u0131 veya sertifikalar gerektirmez. Herhangi bir sorunla kar\u015f\u0131la\u015f\u0131rsan\u0131z demo videolar\u0131 veya yard\u0131m videolar\u0131n\u0131 kullanabilirsiniz.<\/li>\n<li><strong>Veri analiti\u011fi<\/strong>: Veriler merkezi olarak harmanlan\u0131r ve g\u00f6sterge tablolar\u0131nda g\u00f6r\u00fcnt\u00fclenir. G\u00f6rev s\u00fcresi, roller, raporlama vb. gibi \u00e7e\u015fitli parametreler \u00fczerinden ge\u00e7mi\u015f ve g\u00fcncel verilere bakabilirsiniz. Bu, y\u00f6neticilerin bilin\u00e7li kararlar almas\u0131na yard\u0131mc\u0131 olur.<\/li>\n<li><strong>Yeni \u00f6zellikler<\/strong>: Bu ara\u00e7lar veya yaz\u0131l\u0131mlar kullan\u0131labilirlik, g\u00fcvenlik, raporlama vb. a\u00e7\u0131lardan yeni \u00f6zelliklerle s\u0131k s\u0131k g\u00fcncellenir. Platformunuzu marka renklerinizi, ihtiya\u00e7lar\u0131n\u0131z\u0131 ve gereksinimlerinizi yans\u0131tacak \u015fekilde \u00f6zelle\u015ftirebilirsiniz.<\/li>\n<\/ul>\n<h3><strong>\u0130K Analiti\u011fi <\/strong><strong>\u00d6rnek<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">\u0130K analiti\u011fini kullanmaya ba\u015flamak i\u00e7in bir insan kaynaklar\u0131 y\u00f6neticisinin ilgili t\u00fcm verileri haritalamas\u0131 ve toplamas\u0131 gerekir. \u00d6rne\u011fin, varsay\u0131msal olarak a\u015fa\u011f\u0131dakilerin etkisini \u00f6l\u00e7mek istedi\u011finizi d\u00fc\u015f\u00fcn\u00fcn  <\/span><span style=\"font-weight: 400;\">\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131<\/span><span style=\"font-weight: 400;\"> kurumun finansal performans\u0131 \u00fczerinde.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bu istatistiksel girdilere dayal\u0131 \u00e7\u0131kar\u0131mlar yapmak i\u00e7in \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 verilerine ve kurulu\u015funuzun finansal performans verilerine ihtiyac\u0131n\u0131z olacakt\u0131r. Bir kurulu\u015f olarak, a\u015fa\u011f\u0131dakileri uygulad\u0131\u011f\u0131n\u0131zdan emin olun  <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/employee-engagement-survey-questions-2\/\"><span style=\"font-weight: 400;\">\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketi<\/span><\/a><span style=\"font-weight: 400;\">  her y\u0131l bir kez. Bu, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n i\u015fyerine ne kadar ba\u011fl\u0131 olduklar\u0131na dair en g\u00fcncel verileri toplaman\u0131za yard\u0131mc\u0131 olacakt\u0131r.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bu kolektif verilerin \u00e7\u0131kt\u0131lar\u0131na dayanarak kilit \u00e7al\u0131\u015fma alanlar\u0131 analiz edilebilir. Bu t\u00fcr verilerle neler yapabilece\u011finizi hayal edin! Gelece\u011fe y\u00f6nelik do\u011fru tahminler yapman\u0131za yard\u0131mc\u0131 olabilecek bir veri hazinesine sahip oldu\u011funuzda yan bakmak neredeyse imkans\u0131zd\u0131r.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ve bu sadece burada bitmiyor, kurulu\u015funuzun farkl\u0131 performans g\u00f6steren ve g\u00f6stermeyen alanlar\u0131nda tahminlerde bulunabilirsiniz. \u0130ster <a href=\"https:\/\/www.questionpro.com\/blog\/employee-training\/\">\u00e7al\u0131\u015fan e\u011fitimi<\/a> i\u00e7in b\u00fct\u00e7e tahsisi i\u00e7in bir \u00e7\u0131kar\u0131m yapmak ister hangi yeni \u00e7al\u0131\u015fan\u0131n en iyi performans g\u00f6sterece\u011fini tahmin etmek olsun. Menzil \u00e7ok geni\u015f!<\/span><\/p>\n<p style=\"text-align: center;\"><span style=\"font-weight: 400;\">Daha fazla bilgi edinin: <\/span><a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-evaluation-surveys\/\"><br \/>\n  <span style=\"font-weight: 400;\">50+ \u00dcCRETS\u0130Z \u00c7al\u0131\u015fan De\u011ferlendirme Anketi \u015eablonu<\/span><br \/>\n<\/a><\/p>\n<h3><strong>\u0130K Analiti\u011fi G\u00f6sterge Tablosu<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">\u0130K Metrikleri panosu, \u0130nsan Kaynaklar\u0131 planlamas\u0131 ve stratejisinin \u00f6nemli bir par\u00e7as\u0131d\u0131r. Kurum i\u00e7inde, \u00f6zellikle \u0130nsan Kaynaklar\u0131 departman\u0131 ve di\u011fer payda\u015flar i\u00e7in bilin\u00e7li karar alman\u0131n temelini olu\u015fturan bir ara\u00e7t\u0131r. Daha derine inmeden \u00f6nce temel bilgileri ele alal\u0131m. \u0130\u015fte bir \u0130K panosunun en \u00f6nemli 3 i\u015flevi:<\/span><\/p>\n<p><b>1. \u0130nsan sermayesini izlemek i\u00e7in:<\/b> D\u00fczenli raporlama, \u0130K&#8217;n\u0131n temel i\u015fg\u00fcc\u00fc metriklerini izleyerek kurulu\u015fta ve \u00e7al\u0131\u015fanlar aras\u0131nda devam eden faaliyetleri takip etmesini sa\u011flar. Yeni trendler \u00f6ng\u00f6r\u00fclebilir ve ortaya \u00e7\u0131kan sorunlar i\u015fletmeyi olumsuz etkilemeden \u00f6nce ele al\u0131nabilir.<\/p>\n<p><b>2. \u0130K&#8217;n\u0131n daha iyi performans g\u00f6stermesine yard\u0131mc\u0131 olun: <\/b>Bir \u0130K metrik panosu, y\u00f6neticilerin i\u015f yerlerinde daha iyi performans g\u00f6stermelerine yard\u0131mc\u0131 olur. Rapor, y\u00f6neticileri ekiplerdeki \u00f6nemli de\u011fi\u015fiklikler veya geli\u015fmeler hakk\u0131nda bilgilendirebilir. \u00d6rne\u011fin, muhasebe departman\u0131n\u0131n y\u00fcksek \u00e7al\u0131\u015fan devir h\u0131z\u0131 ile m\u00fccadele etti\u011fini d\u00fc\u015f\u00fcn\u00fcn, y\u00f6neticiler <a href=\"https:\/\/www.questionpro.com\/blog\/employee-retention-strategies\/\">\u00e7al\u0131\u015fan\u0131 elde tutmaya<\/a> daha fazla \u00f6nem verecek ve bir \u00e7al\u0131\u015fan\u0131n i\u015ften ayr\u0131lmas\u0131 durumunda yerine yenisini alman\u0131n zaman alaca\u011f\u0131n\u0131 g\u00f6z \u00f6n\u00fcnde bulunduracakt\u0131r.<\/p>\n<p><b>3. Sorunlu alanlarla m\u00fccadele edin:<\/b> Metrik g\u00f6sterge tablosu, sorunlu alanlar\u0131 daha fazla \u015feffafl\u0131kla ele almak i\u00e7in de harika bir yol sunar. Bir kurumda sistem \u015feffafsa ve herkes taraf\u0131ndan biliniyorsa \u0130K daha fazla ilgi g\u00f6sterecektir, \u0130K metrikleri panosu bu \u015feffafl\u0131\u011f\u0131 d\u00fczenlemeye yard\u0131mc\u0131 olur \u00e7\u00fcnk\u00fc \u0130K&#8217;n\u0131n itibar\u0131 \u00e7evrimi\u00e7i olacakt\u0131r.<\/p>\n<p><span style=\"font-weight: 400;\">QuestionPro&#8217;da raporlama ve takibin \u00f6nemini anl\u0131yoruz. M\u00fc\u015fterilerimize ve m\u00fc\u015fterilerimize yeni nesil <a href=\"https:\/\/www.questionpro.com\/workforce\/workforce-analytics.html\">i\u015fg\u00fcc\u00fc analiti\u011fi<\/a> sunuyoruz. SoruPro <em><a href=\"https:\/\/www.questionpro.com\/workforce\/\">\u0130\u015fg\u00fcc\u00fc<\/a> <\/em>t\u00fcm \u0130K sorunlar\u0131n\u0131z i\u00e7in tek elden bir \u00e7\u00f6z\u00fcm olan HR Dashboard&#8217;u sunar. Takip edebilirsin:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan faaliyetleri  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Geri Bildirim G\u00f6nder<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Y\u00f6neticiler inceleme yapabilir ve g\u00f6nderebilir  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ve \u00e7ok daha fazlas\u0131  <\/span><\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"size-full wp-image-62709 aligncenter\" src=\"https:\/\/www.questionpro.com\/blog\/wp-content\/uploads\/2018\/08\/2018-08-13_1619.png\" alt=\"\u0130K analiti\u011fi  \" width=\"1889\" height=\"825\"><\/p>\n<h3><strong>Kestirimci \u0130K Analiti\u011fi Trendleri &#8211; 2020<\/strong><\/h3>\n<p>\u0130\u015fte 2020&#8217;de b\u00fcy\u00fck olacak baz\u0131 \u0130K Analiti\u011fi trendleri:<\/p>\n<ul>\n<li>\u0130\u015fe al\u0131mda yapay zeka <strong>ve otomasyon<\/strong>: Yapay Zekan\u0131n (AI) ve \u0130K&#8217;da otomasyonun ortaya \u00e7\u0131kmas\u0131yla, i\u015fe al\u0131m bir de\u011fi\u015fim denizine girecek. Adaylarla ilk temas\u0131 ve incelemeyi sohbet ve sesli asistanlar\u0131n yapt\u0131\u011f\u0131n\u0131 g\u00f6r\u00fcyoruz. Ayr\u0131ca iyi ba\u015fvurular\u0131 veya \u00f6zge\u00e7mi\u015fleri sahte olanlardan ay\u0131rmak i\u00e7in de kullan\u0131lacakt\u0131r.<\/li>\n<li><strong>Sanal i\u015fe al\u0131\u015ft\u0131rma ve e\u011fitim<\/strong>: \u0130\u015fe al\u0131\u015ft\u0131rma programlar\u0131 ve e\u011fitimler daha sanal ve interaktif hale gelecektir. Bunun ba\u015fl\u0131ca nedeni yapay zeka, Do\u011fal Dil \u0130\u015fleme (NLP) ve Makine \u00d6\u011frenimi (ML) alanlar\u0131ndaki b\u00fcy\u00fck ad\u0131mlar olacakt\u0131r.<\/li>\n<li><strong>Performans y\u00f6netimi<\/strong>: \u0130K Analiti\u011fi ara\u00e7lar\u0131n\u0131n sa\u011flad\u0131\u011f\u0131 ayr\u0131nt\u0131l\u0131 analizler sayesinde <a href=\"https:\/\/www.questionpro.com\/blog\/performance-reviews\/\">performans de\u011ferlendirmeleri<\/a> ve y\u00f6netimi daha ayr\u0131nt\u0131l\u0131 ve ki\u015fisel hale gelecektir. Bu sadece i\u015fe al\u0131mlarda de\u011fil, ayn\u0131 zamanda yedekleme <a href=\"https:\/\/www.questionpro.com\/blog\/succession-planning\/\">planlamas\u0131<\/a> ve kariyer <a href=\"https:\/\/www.questionpro.com\/blog\/succession-planning\/\">planlamas\u0131nda<\/a> da yard\u0131mc\u0131 olacakt\u0131r.<\/li>\n<li><strong>Tahmine dayal\u0131 raporlar<\/strong>: Zengin i\u015fg\u00fcc\u00fc analiti\u011fi, y\u0131pranma risklerinin belirlenmesine ve bunu durdurmak i\u00e7in \u00f6nceden \u00f6nlem al\u0131nmas\u0131na yard\u0131mc\u0131 olacakt\u0131r. Sadece bu da de\u011fil, \u00e7al\u0131\u015fanlar\u0131n g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerinin belirlenmesine yard\u0131mc\u0131 olarak daha iyi ve verimli ekipler tasarlanmas\u0131na yard\u0131mc\u0131 olacakt\u0131r.<\/li>\n<\/ul>\n<h3><strong>\u0130K Analiti\u011finin Faydalar\u0131<\/strong><\/h3>\n<p>\u0130K Analiti\u011fi kurulu\u015funuzun daha stratejik olmas\u0131na yard\u0131mc\u0131 olur, veriler mevcut sorunlar\u0131 \u00e7\u00f6zmenize ve ayr\u0131ca gelecekteki faaliyetler i\u00e7in daha iyi planlama yapman\u0131za yard\u0131mc\u0131 olur. \u0130K \u0130K Analiti\u011fi&#8217;nin sundu\u011fu baz\u0131 avantajlara g\u00f6z atal\u0131m:<\/p>\n<ul>\n<li><b>\u0130\u015fe al\u0131m s\u00fcrecinizi iyile\u015ftirin<\/b><\/li>\n<\/ul>\n<p>Yetenek kazan\u0131m\u0131, \u0130K s\u00fcrecinizin kilit bir unsurudur ve t\u00fcm y\u0131l boyunca devam eden bir faaliyettir. \u0130ster yeni bir i\u015flev, ister daha b\u00fcy\u00fck bir ekip ya da tamamen yeni bir rol i\u00e7in i\u015fe al\u0131m olsun, teknik destek ekibiniz her zaman me\u015fguld\u00fcr. Do\u011fru aday\u0131 bulmak her zaman bir g\u00f6revdir ve bunu ba\u015fard\u0131klar\u0131nda, yaln\u0131zca her \u015feyin yolunda gitmesini ve ger\u00e7ekten kurulu\u015fa kat\u0131lmalar\u0131n\u0131 umabilirsiniz. Ka\u00e7 aday ger\u00e7ekten kat\u0131l\u0131yor, ka\u00e7\u0131 hangi a\u015famada b\u0131rak\u0131yor? Hangi i\u015f ilanlar\u0131 sizin i\u00e7in en iyisi? Bir pozisyonu kapatmak i\u00e7in ka\u00e7 adaya ula\u015fman\u0131z gerekiyor? Bunlar, analizler arac\u0131l\u0131\u011f\u0131yla \u00e7\u00f6zmeye \u00e7al\u0131\u015fabilece\u011finiz baz\u0131 sorulard\u0131r. Bu veriler b\u00fcy\u00fck resmi g\u00f6rmenize ve gecikmelere neden olan bo\u015fluklar\u0131 doldurman\u0131za yard\u0131mc\u0131 olacakt\u0131r.<\/p>\n<ul>\n<li><b>Y\u0131pranmay\u0131 azalt\u0131n<\/b><\/li>\n<\/ul>\n<p>\u00c7al\u0131\u015fanlar\u0131 elde tutmak her ge\u00e7en g\u00fcn zorla\u015f\u0131yor, \u00f6zellikle de gen\u00e7 i\u015fg\u00fcc\u00fc s\u0131k s\u0131k i\u015f de\u011fi\u015ftirmekten \u00e7ekinmiyor. \u00c7\u0131k\u0131\u015f g\u00f6r\u00fc\u015fmeleri yap\u0131n, veri toplay\u0131n, nedenlere, kal\u0131plara bak\u0131n ve y\u0131pranma oran\u0131n\u0131 durdurman\u0131n bir yolunu bulun. Buradaki \u0130K Analiti\u011fi, y\u0131pranmaya katk\u0131da bulunan fakt\u00f6rlerin neler oldu\u011funu ve gelecekte bunu \u00f6nlemek i\u00e7in hangi iyile\u015ftirici \u00f6nlemlerin al\u0131nabilece\u011fini belirlemede uzun bir yol kat edecektir.<\/p>\n<ul>\n<li><b>\u00c7al\u0131\u015fan deneyimini iyile\u015ftirin<\/b><\/li>\n<\/ul>\n<p>Y\u00f6neticilerin ve \u0130K temsilcilerinin, \u00e7al\u0131\u015fan deneyimlerini olumlu ve olumsuz y\u00f6nde etkileyen fakt\u00f6rlerin neler oldu\u011funu anlamak i\u00e7in \u00e7al\u0131\u015fanlarla d\u00fczenli olarak bir araya gelmesi zorunludur. Bu, <a href=\"https:\/\/www.questionpro.com\/blog\/ideas-tips-to-improve-your-organizations-employee-experience\/\">\u00e7al\u0131\u015fan deneyimini iyile\u015ftirmede<\/a> \u00e7ok \u00f6nemli bir ad\u0131md\u0131r. Bir\u00e7ok kurulu\u015f, \u00e7al\u0131\u015fan deneyiminin i\u015fe al\u0131mda ba\u015flad\u0131\u011f\u0131n\u0131 fark edemiyor. \u0130\u015fe almadan \u00f6nce bir adayla ilk etkile\u015fiminiz, \u0130K ile ilgili di\u011fer t\u00fcm s\u00fcre\u00e7ler kadar \u00f6nemlidir. \u00c7al\u0131\u015fan deneyimi, bir \u00e7al\u0131\u015fan\u0131n yolculu\u011fu boyunca hissetti\u011fi deneyimlerin toplam\u0131d\u0131r. Her ad\u0131m, her davran\u0131\u015f ve her deneyim \u00f6nemlidir.<\/p>\n<ul>\n<li><b>\u0130\u015f g\u00fcc\u00fcn\u00fcz\u00fc \u00fcretken hale getirin<\/b><\/li>\n<\/ul>\n<p>Verimlilik seviyeleri her zaman ini\u015fli \u00e7\u0131k\u0131\u015fl\u0131 olacakt\u0131r ve bunu etkileyen bir dizi fakt\u00f6r vard\u0131r. Bu, ofis altyap\u0131s\u0131, \u00e7al\u0131\u015fma ortam\u0131, y\u00f6neticiler ve ekip arkada\u015flar\u0131 ve di\u011fer \u015feylerin yan\u0131 s\u0131ra i\u015f memnuniyetine kadar uzanmaktad\u0131r. \u00dcretkenli\u011fi neyin etkiledi\u011fine dair veri toplamak, d\u00fczeltici \u00f6nlemler alman\u0131z i\u00e7in size kesin veriler sa\u011flayacakt\u0131r. \u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131, i\u015fg\u00fcc\u00fc verimlili\u011fini etkileyen \u00f6nemli bir fakt\u00f6rd\u00fcr, ba\u011fl\u0131l\u0131\u011f\u0131 geli\u015ftirmeye bak\u0131n. Oran\u0131 art\u0131rmak i\u00e7in birka\u00e7 \u00e7al\u0131\u015fan kat\u0131l\u0131m\u0131 fikri ve etkinli\u011fi uygulayarak i\u015fe ba\u015flayabilirsiniz.<\/p>\n<ul>\n<li><b>Yetenek s\u00fcre\u00e7lerinizi iyile\u015ftirin<\/b><\/li>\n<\/ul>\n<p>Yetenek s\u00fcre\u00e7leri sadece i\u015fe al\u0131m \u00f6ncesi, i\u015fe al\u0131m veya y\u0131ll\u0131k performans de\u011ferlendirmeleriyle ilgili de\u011fildir, ayn\u0131 zamanda bundan \u00e7ok daha fazlas\u0131d\u0131r. Di\u011ferlerinin yan\u0131 s\u0131ra e\u011fitim, rekreasyon faaliyetleri ve dan\u0131\u015fmanl\u0131\u011f\u0131 da g\u00f6z \u00f6n\u00fcnde bulundurman\u0131z gerekir. Her kurulu\u015f kendine \u00f6zg\u00fc olsa da, standart olmas\u0131 gereken baz\u0131 s\u00fcre\u00e7ler vard\u0131r; bunlar d\u00fczenli bire bir g\u00f6r\u00fc\u015fmeler, atlama d\u00fczeyinde toplant\u0131lar vb. olabilir. \u0130K her zaman yetenek s\u00fcre\u00e7lerini izlemeli, varsa zorluklar\u0131 ve darbo\u011fazlar\u0131 tespit etmeli ve bunlar \u00fczerinde \u00e7al\u0131\u015fmal\u0131d\u0131r. \u00c7al\u0131\u015fanlarla bir araya gelmek idealdir, ancak bunun her zaman m\u00fcmk\u00fcn veya uygulanabilir olmayabilece\u011fini anl\u0131yoruz. \u00c7al\u0131\u015fan anketleri d\u00fczenlemek iyi bir fikirdir, geri bildirimlerini ve girdilerini al\u0131n ve bunlar \u00fczerinde \u00e7al\u0131\u015f\u0131n, duyulduklar\u0131n\u0131 bilmelerini sa\u011flay\u0131n. \u00c7al\u0131\u015fan anketleri her zaman sadece \u00e7\u0131k\u0131\u015f anketleri olmak zorunda de\u011fildir, \u00e7al\u0131\u015fan haklar\u0131 hakk\u0131nda ne hissettiklerini, kurulu\u015funuzdaki<a href=\"https:\/\/www.questionpro.com\/workforce\/employee-experience.html\"> \u00e7al\u0131\u015fan deneyiminin<\/a> nas\u0131l oldu\u011funu, bunu iyile\u015ftirmek i\u00e7in ne gibi de\u011fi\u015fiklikler g\u00f6rmek istediklerini vb. g\u00f6rmek i\u00e7in yap\u0131n.<\/p>\n<ul>\n<li><b>\u00c7al\u0131\u015fanlar\u0131n g\u00fcvenini kazan\u0131n<\/b><\/li>\n<\/ul>\n<p>HR Analytics sayesinde, kurumda neler oldu\u011funu ve \u00e7al\u0131\u015fanlar\u0131n bunu nas\u0131l alg\u0131lad\u0131\u011f\u0131n\u0131 g\u00f6rmenizi sa\u011flayan verilere eri\u015febilirsiniz. Verilerle donand\u0131\u011f\u0131n\u0131zda, bozuk oldu\u011fu varsay\u0131lan \u015feyleri d\u00fczeltmenize ve gelecekteki s\u00fcre\u00e7leri iyile\u015ftirmenize olanak tan\u0131r. Neyin i\u015fe yaray\u0131p neyin yaramad\u0131\u011f\u0131n\u0131 a\u00e7\u0131k\u00e7a g\u00f6rebilirsiniz. S\u00fcre\u00e7leri daha iyi hale getirmek i\u00e7in de\u011fi\u015fiklikler yapt\u0131\u011f\u0131n\u0131zda ve yenilerini uygulamaya koydu\u011funuzda, \u00e7al\u0131\u015fanlar\u0131n\u0131z bunu fark eder. Geri bildirimlerine de\u011fer verildi\u011fini ve y\u00f6netim ekibinin buna g\u00f6re hareket edece\u011fini bilirler. Bu, y\u00fcksek \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131, \u00e7al\u0131\u015fan ba\u015far\u0131s\u0131 ve \u00e7al\u0131\u015fanlar\u0131 elde tutma y\u00fczdeleri i\u00e7in kritik bir unsur olan \u00e7al\u0131\u015fan g\u00fcvenini olu\u015fturmak ve s\u00fcrd\u00fcrmek i\u00e7in \u00e7ok \u00f6nemlidir.<\/p>\n<p><a href=\"https:\/\/www.questionpro.com\/blog\/hr-analytics\/\">\u0130K Analiti\u011fi<\/a> pahal\u0131 bir yaz\u0131l\u0131m sat\u0131n almak, b\u00fcy\u00fck bir ekip kurmak veya uzun s\u00fcre\u00e7ler anlam\u0131na gelmez. K\u00fc\u00e7\u00fckten ba\u015flayabilirsiniz &#8211; \u00e7al\u0131\u015fanlarla konu\u015fun, yan\u0131tlar\u0131n\u0131 kaydedin, y\u00f6neticileri d\u00f6ng\u00fcye dahil edin, \u00e7e\u015fitli fonksiyonlar\u0131 dahil edin, bir plan yap\u0131n, bunu herkesle payla\u015f\u0131n ve buna ba\u011fl\u0131 kal\u0131n. Verilerin payla\u015f\u0131lmas\u0131, herkesin bunlar\u0131 bildi\u011finden, anlad\u0131\u011f\u0131ndan ve \u00e7al\u0131\u015fan deneyimini iyile\u015ftirmek i\u00e7in fikirler \u00f6nerdi\u011finden emin olmak i\u00e7in \u00e7ok \u00f6nemlidir. Verileri giri\u015fimleri y\u00f6nlendirmek, mevcut sorunlar\u0131 gidermek ve kurulu\u015fta olumlu de\u011fi\u015fiklikler yapmak i\u00e7in kullan\u0131n. HR Analytics, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131z\u0131, \u00e7al\u0131\u015fanlar\u0131 elde tutman\u0131z\u0131, \u00e7al\u0131\u015fan sa\u011fl\u0131\u011f\u0131n\u0131, \u00e7al\u0131\u015fan verimlili\u011fini, \u00e7al\u0131\u015fan deneyimini ve \u00e7al\u0131\u015fma k\u00fclt\u00fcr\u00fcn\u00fc izlemenize ve geli\u015ftirmenize yard\u0131mc\u0131 olur.<\/p>\n<p><script async=\"\">(function(s,u,m,o,j,v){j=u.createElement(m);v=u.getElementsByTagName(m)[0];j.async=1;j.src=o;j.dataset.sumoSiteId='0e79db97a4cf272c87bd2e18bc6bbe3ba2ed3d2d3e8902c32996a3d9f940ba14';v.parentNode.insertBefore(j,v)})(window,document,'script','\/\/load.sumo.com\/');<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u0130K Analiti\u011fi Nedir Tan\u0131m: \u0130nsan Kaynaklar\u0131 analiti\u011fi (\u0130K Analiti\u011fi), analitik alan\u0131nda insan analizi ile ilgilenen ve \u00e7al\u0131\u015fan performans\u0131n\u0131 art\u0131rmak ve [&hellip;]<\/p>\n","protected":false},"author":86,"featured_media":664195,"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":[1162,1272],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>\u0130K Analiti\u011fi: Tan\u0131m, \u00d6rnek, \u0130K Metrikleri G\u00f6sterge Tablosu ve Tahmine Dayal\u0131 \u0130K Analiti\u011fi<\/title>\n<meta name=\"description\" content=\"\u0130nsan Kaynaklar\u0131 analiti\u011fi (\u0130K Analiti\u011fi), analitik alan\u0131nda insan analizi ile ilgilenen ve \u00e7al\u0131\u015fan performans\u0131n\u0131 art\u0131rmak ve \u00e7al\u0131\u015fanlar\u0131n elde tutulmas\u0131n\u0131 iyile\u015ftirmek i\u00e7in kurulu\u015f i\u00e7indeki insan sermayesine analitik s\u00fcre\u00e7 uygulayan alan olarak tan\u0131mlanmaktad\u0131r. 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