{"id":799522,"date":"2018-08-20T06:09:46","date_gmt":"2018-08-20T06:09:46","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/her-yoneticinin-sahip-olmasi-gereken-3-ik-analitigi\/"},"modified":"2018-08-20T06:09:46","modified_gmt":"2018-08-20T06:09:46","slug":"her-yoneticinin-sahip-olmasi-gereken-3-ik-analitigi","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/her-yoneticinin-sahip-olmasi-gereken-3-ik-analitigi\/","title":{"rendered":"Her Y\u00f6neticinin Sahip Olmas\u0131 Gereken 3 \u0130K Analiti\u011fi"},"content":{"rendered":"<h2><b>\u0130K Analiti\u011fi: Tan\u0131m  <\/b><\/h2>\n<p><span style=\"font-weight: 400;\">\u0130nsan Kaynaklar\u0131 Analiti\u011fi (HR Analytics), insan ve verinin evlili\u011fini temsil eder; i\u015fyerini, i\u015fg\u00fcc\u00fcn\u00fc ve onu harekete ge\u00e7iren insanlar\u0131 \u00f6l\u00e7memize, analiz etmemize ve ard\u0131ndan harekete ge\u00e7irmemize olanak tan\u0131r. \u00d6nce daha iyi veriler elde edebilirsek, o zaman bu verilerle ger\u00e7ekten bir \u015feyler yapabiliriz. Bir \u015fey derken, <a href=\"https:\/\/www.questionpro.com\/blog\/employee-engagement-survey-questions-2\/\" target=\"_blank\" rel=\"noopener noreferrer\">\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131n<\/a> artmas\u0131n\u0131, \u00fcretkenli\u011fin y\u00fckselmesini, performans\u0131n optimize edilmesini ve do\u011fru t\u00fcrde  <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/employee-retention-strategies\/\"><br \/>\n  <span style=\"font-weight: 400;\">\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131<\/span><br \/>\n<\/a><span style=\"font-weight: 400;\">. <\/span> <\/p>\n<p><span style=\"font-weight: 400;\">Do\u011fru t\u00fcrde \u00f6ng\u00f6r\u00fcc\u00fc insan kaynaklar\u0131 ve \u0130K analiti\u011fi ile a\u015fa\u011f\u0131daki gibi \u015feylerin \u00f6n\u00fcne ge\u00e7meye ba\u015flayabilirsiniz:  <\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0130stenmeyen i\u015f g\u00fcc\u00fc <a href=\"https:\/\/www.questionpro.com\/blog\/employee-turnover\/\">devrine<\/a> neden olan \u015fey<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Hangi \u00e7al\u0131\u015fanlar en \u00e7ok risk alt\u0131nda veya en \u00e7ok ba\u011flar\u0131 kopmu\u015f durumda<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Hangi farkl\u0131 kurumsal davran\u0131\u015flar\u0131n anlaml\u0131 bir \u00e7al\u0131\u015fan deneyimi \u00fczerinde en b\u00fcy\u00fck etkiye sahip olmas\u0131 muhtemeldir&#8230; farkl\u0131 i\u015f g\u00fcc\u00fcn\u00fcz i\u00e7in<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Hangi kurumsal davran\u0131\u015flar markan\u0131za zarar veriyor olabilir &#8211; \u00fcr\u00fcn ve istihdam, dahili ve harici<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do\u011fru yetenekleri i\u015fletmenize \u00e7ekmek i\u00e7in \u00e7abalarken \u015firketinizin farkl\u0131, benzersiz ve farkl\u0131la\u015fma noktas\u0131 olan y\u00f6n\u00fc nedir?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Bu konulara hakim olabilmek i\u00e7in hem itici g\u00fc\u00e7ler hem de sonu\u00e7lar hakk\u0131nda veri toplaman\u0131z gerekir. \u0130kisini ili\u015fkilendirmeniz gerekir. Biri olmadan di\u011feri bize pek bir \u015fey anlatmaz. \u00d6rne\u011fin, \u00e7al\u0131\u015fanlar\u0131m\u0131z\u0131n mutlu olup olmad\u0131\u011f\u0131n\u0131 bilmek g\u00fczeldir; ancak bu duyguyu neyin tetikledi\u011fini bilmedi\u011fimiz s\u00fcrece bununla pek bir \u015fey yapamay\u0131z. Bu belki de \u0130K departmanlar\u0131n\u0131n g\u00fcn\u00fcm\u00fczde yapt\u0131\u011f\u0131 en b\u00fcy\u00fck hatad\u0131r: sonu\u00e7lar\u0131 \u00f6l\u00e7erler (\u00f6rne\u011fin ciro, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131, memnuniyet vb.), ancak itici g\u00fc\u00e7leri \u00f6l\u00e7mezler. Ve ellerinde ger\u00e7ekten hi\u00e7bir \u015fey yapamayacaklar\u0131 bir ton veri kal\u0131yor. \u0130\u015fte size \u0130K analiti\u011fine ba\u015flamak i\u00e7in ger\u00e7ekten bir \u015feyler yapabilece\u011finiz baz\u0131 fikirler.  <\/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><b>Her Y\u00f6neticinin Sahip Olmas\u0131 Gereken 3 \u0130K Analiti\u011fi<\/b><\/h3>\n<p><b>1. Yetenek Analiti\u011fi: <\/b>Herhangi bir i\u015f yerinin ba\u015far\u0131s\u0131, bireysel \u00e7al\u0131\u015fanlar\u0131n sahip oldu\u011fu uzmanl\u0131k d\u00fczeyine ba\u011fl\u0131d\u0131r. <i>Yetenek analiti\u011fi<\/i>, i\u015fg\u00fcc\u00fcn\u00fcz\u00fcn temel yetkinliklerini belirlemenize yard\u0131mc\u0131 olur. Neye ihtiyac\u0131n\u0131z var, neyiniz var, <a href=\"https:\/\/www.questionpro.com\/blog\/gap-analysis\/\">eksiklikler<\/a> neler? Bu arada bunu s\u0131k s\u0131k \u00f6l\u00e7mek isteyeceksiniz; sonu\u00e7ta yetkinlik ve yeterlilik kolayca azalabilir.<\/p>\n<p><b>2. Kapasite Analiti\u011fi: <\/b>\u0130\u015f g\u00fcc\u00fcn\u00fcz\u00fcn ger\u00e7ekten ne kadar verimli oldu\u011funu bilmek istiyorsan\u0131z, baz\u0131 kapasite analizleri toplamaya ba\u015flay\u0131n. \u00c7al\u0131\u015fanlar\u0131n\u0131z do\u011fru \u015feyler i\u00e7in zaman harc\u0131yor mu? Engeller veya dikkat da\u011f\u0131t\u0131c\u0131 unsurlar var m\u0131? Sistemde ne kadar at\u0131k var? Kurulu\u015funuzu ba\u015far\u0131ya g\u00f6t\u00fcrece\u011fini bildi\u011finiz \u015feylerin &#8211; eylemler, faaliyetler, davran\u0131\u015flar &#8211; listesini belirleyin. \u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n bu listede olmayan i\u015flere ne kadar zaman harcad\u0131\u011f\u0131n\u0131 \u00f6\u011frenin ve sonra bu i\u015flerden kurtulmaya \u00e7al\u0131\u015f\u0131n.<\/p>\n<p><b style=\"text-align: center;\">3. \u0130\u015fyeri K\u00fclt\u00fcr\u00fc Analiti\u011fi:  <\/b><span style=\"font-weight: 400;\">Genel kan\u0131n\u0131n aksine, k\u00fclt\u00fcr ger\u00e7ekten de \u00f6l\u00e7\u00fclebilir. K\u00fclt\u00fcre veri ekleyebiliriz &#8211; onu \u00f6l\u00e7ebiliriz, analiz edebiliriz ve onunla (g\u00fc\u00e7l\u00fc) bir \u015feyler yapabiliriz. A\u00e7\u0131k olun: k\u00fclt\u00fcr, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 DE\u011e\u0130LD\u0130R. Biri sonu\u00e7 (\u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131), di\u011feri ise itici g\u00fc\u00e7t\u00fcr (k\u00fclt\u00fcr). Bu da bizi tam bir d\u00f6ng\u00fcye sokuyor. \u0130K analiti\u011fi konusunda ger\u00e7ekten ciddi olmak istiyorsan\u0131z, <a href=\"https:\/\/www.questionpro.com\/workforce\/workforce-analytics.html\">i\u015f g\u00fcc\u00fc analiti\u011fi<\/a> konusunda ciddi olun.<\/span><\/p>\n<p style=\"text-align: center;\">HAKKINDA B\u0130LG\u0130 ED\u0130N\u0130N: <a href=\"https:\/\/www.questionpro.com\/blog\/pricing-analytics\/\">Fiyatland\u0131rma Analiti\u011fi<\/a><\/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;\">30+ \u00dcCRETS\u0130Z \u00c7al\u0131\u015fan De\u011ferlendirme Anketi \u015eablonu<\/span><br \/>\n<\/a><\/p>\n<p><span style=\"font-weight: 400;\">\u0130\u015fyerinde m\u00fckemmelli\u011fe y\u00f6nelik her yeni taahh\u00fctte oldu\u011fu gibi, ba\u015flamak gerekir. Bir yerden ba\u015fla. Bunlar, d\u0131\u015far\u0131daki bir\u00e7ok g\u00fc\u00e7l\u00fc insan analistinden \u00fc\u00e7\u00fcd\u00fcr. Ayn\u0131 konuda devam eden serimiz i\u00e7in bizi izlemeye devam edin.  <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u0130K Analiti\u011fi: Tan\u0131m \u0130nsan Kaynaklar\u0131 Analiti\u011fi (HR Analytics), insan ve verinin evlili\u011fini temsil eder; i\u015fyerini, i\u015fg\u00fcc\u00fcn\u00fc ve onu harekete ge\u00e7iren [&hellip;]<\/p>\n","protected":false},"author":114,"featured_media":620988,"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>Her Y\u00f6neticinin Sahip Olmas\u0131 Gereken 3 \u0130K Analiti\u011fi | QuestionPro<\/title>\n<meta name=\"description\" content=\"\u0130nsan Kaynaklar\u0131 Analiti\u011fi (HR Analytics), insan ve verinin evlili\u011fini temsil eder; 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