{"id":794049,"date":"2022-10-06T14:00:36","date_gmt":"2022-10-06T14:00:36","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/calisan-gelisimi-nedir-ve-nasil-tesvik-edilir\/"},"modified":"2023-05-26T03:59:34","modified_gmt":"2023-05-26T03:59:34","slug":"calisan-gelisimi-nedir-ve-nasil-tesvik-edilir","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/calisan-gelisimi-nedir-ve-nasil-tesvik-edilir\/","title":{"rendered":"\u00c7al\u0131\u015fan Geli\u015fimi: Nedir ve Nas\u0131l Te\u015fvik Edilir?"},"content":{"rendered":"\n<p><span style=\"font-weight: 400;\">\u0130\u015f d\u00fcnyas\u0131ndaki en son trendler aras\u0131nda, kurumsal geli\u015fime duyulan ilgi \u00f6ne \u00e7\u0131kmaktad\u0131r. Daha iyi \u00fcr\u00fcn ve hizmetler i\u00e7in yetenek geli\u015ftirme ve \u00f6nerileri i\u00e7erir. \u00c7al\u0131\u015fan b\u00fcy\u00fcmesi, \u015firketler ve m\u00fc\u015fterileri i\u00e7in katma de\u011fer yaratma ihtiyac\u0131na verilen en uygun yan\u0131tt\u0131r.<\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">Ba\u015far\u0131l\u0131 \u015firketler, \u00e7al\u0131\u015fanlar\u0131n\u0131n mesleki geli\u015fim planlar\u0131n\u0131n duygusal, entelekt\u00fcel ve mesleki geli\u015fimlerini te\u015fvik etmesini sa\u011flar. Do\u011fal yeteneklerini g\u00fc\u00e7lendirmek ve sosyal becerilerini geli\u015ftirmek bunu ger\u00e7ekle\u015ftirmenin yoludur.  <\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">G\u00fcn\u00fcm\u00fczde profesyonel e\u011fitim programlar\u0131, insan do\u011fas\u0131n\u0131n \u00e7e\u015fitli y\u00f6nlerini dikkate alan stratejileri entegre etmelidir. Artan uyumlu kalk\u0131nmay\u0131 garanti alt\u0131na alacakt\u0131r.  <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/tr\/employee-strengths-2\/\">\n  <span style=\"font-weight: 400;\">\u00e7al\u0131\u015fan g\u00fcc\u00fc<\/span>\n<\/a><span style=\"font-weight: 400;\">motivasyon, sosyal becerilerin geli\u015ftirilmesi, ki\u015fisel ve mesleki tatmin.<\/span><\/p>\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan b\u00fcy\u00fcmesi nedir?<\/span><\/h2>\n\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan geli\u015fimi, bir \u015firketin \u00fcyeleri aras\u0131nda mesleki geli\u015fim i\u00e7in s\u00fcrekli \u00e7aba g\u00f6sterme s\u00fcrecidir.  <\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">Bu, kariyer yollar\u0131n\u0131 belirlemeye yard\u0131mc\u0131 olacak hedefler koymakla ilgilidir. \u00c7al\u0131\u015fanlar\u0131n profesyoneller olarak s\u00fcrekli geli\u015fimini g\u00f6rmeyi ama\u00e7lar. Bu, k\u0131sa, orta ve uzun vadeli hedeflerinin \u00f6tesine ge\u00e7ebilen ve istekleri olan \u00e7al\u0131\u015fanlar olarak rollerinde bir b\u00fcy\u00fcmedir.  <\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">Bu nedenle, profesyonel d\u00fczeyde hedeflere ula\u015fman\u0131n ki\u015fisel d\u00fczeyde geli\u015fim anlam\u0131na geldi\u011fini g\u00f6z \u00f6n\u00fcnde bulundurmak \u00f6nemlidir.<\/span><\/p>\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan geli\u015fimi bir kurum i\u00e7in neden \u00f6nemlidir?<\/span><\/h2>\n\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan b\u00fcy\u00fcmesi veya \u00e7al\u0131\u015fan geli\u015fimi hem \u00e7al\u0131\u015fanlar hem de kurulu\u015flar i\u00e7in \u00f6nemlidir. \u0130\u015fte \u00e7al\u0131\u015fan geli\u015fiminin bir kurulu\u015f i\u00e7in hayati \u00f6nem ta\u015f\u0131mas\u0131n\u0131n baz\u0131 temel nedenleri:<\/span><\/p>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Beceri geli\u015ftirme<\/span> <\/h3><span style=\"font-weight: 400;\">S\u00fcrekli \u00f6\u011frenme ve b\u00fcy\u00fcme, \u00e7al\u0131\u015fanlar\u0131n \u015firket k\u00fclt\u00fcr\u00fcn\u00fc geli\u015ftirmek i\u00e7in gereken yeni becerileri ve bilgileri edinmelerini destekler; kurulu\u015flar \u00e7al\u0131\u015fan geli\u015fimine yat\u0131r\u0131m yaparak personellerinin uyumlu, \u00e7ok y\u00f6nl\u00fc ve artan zorluklarla ba\u015fa \u00e7\u0131kabilecek kapasitede kalmas\u0131n\u0131 sa\u011flayabilir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Yetenekleri elde tutma<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n geli\u015fimi i\u00e7in f\u0131rsatlar sunmak, <a href=\"https:\/\/www.questionpro.com\/blog\/job-satisfaction\/\">i\u015f memnuniyetini<\/a> ve <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/calisanlari-elde-tutma-nedir-ve-stratejiler\/\">\u00e7al\u0131\u015fanlar\u0131n elde tutulmas\u0131n\u0131<\/a> art\u0131r\u0131r. \u00c7al\u0131\u015fanlar, bir kurum i\u00e7inde ilerlemek i\u00e7in a\u00e7\u0131k bir yol g\u00f6r\u00fcrlerse, kurumda kalmaya ve beceri ve bilgileriyle katk\u0131da bulunmaya daha istekli olurlar.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 art\u0131r\u0131n<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar b\u00fcy\u00fcme \u015fans\u0131na sahip olduklar\u0131nda daha ba\u011fl\u0131 ve azimli olurlar. \u0130nsanlar \u00e7abalar\u0131, geli\u015fimleri ve i\u015f ilerlemeleri aras\u0131nda net bir ba\u011flant\u0131 g\u00f6rebildiklerinde kendilerini i\u015flerine adamalar\u0131 ve tutkulu olmalar\u0131 daha olas\u0131d\u0131r.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Geli\u015ftirilmi\u015f performans<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan geli\u015fimi, <a href=\"https:\/\/www.questionpro.com\/survey-templates\/Employee-Performance-Review-Survey\/\">\u00e7al\u0131\u015fan performans\u0131<\/a> \u00fczerinde olumlu bir etkiye sahiptir. \u00c7al\u0131\u015fanlar yeni beceriler \u00f6\u011frendik\u00e7e sorumluluklar\u0131nda daha yetkin hale gelirler, bu da daha y\u00fcksek \u00fcretim ve verimlilik sa\u011flar. Ayr\u0131ca, b\u00fcy\u00fcme beklentileri \u00e7al\u0131\u015fanlara bir ama\u00e7 ve motivasyon duygusu sunarak daha kaliteli i\u015f ve inovasyonla sonu\u00e7lanabilir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Kurumsal performans\u0131 art\u0131r\u0131n<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan geli\u015fimi, kurumsal performans\u0131n art\u0131r\u0131lmas\u0131na do\u011frudan katk\u0131da bulunur. Daha y\u00fcksek \u00fcretkenlik, daha iyi m\u00fc\u015fteri hizmetleri ve genel \u015firket ba\u015far\u0131s\u0131 sa\u011flar. \u00c7al\u0131\u015fanlar yeni beceriler ve bilgiler kazand\u0131k\u00e7a daha verimli, yarat\u0131c\u0131 ve ekstra g\u00f6revleri yerine getirebilecek hale gelirler.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Halefiyet planlamas\u0131<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan geli\u015fimi, kurum i\u00e7inde gelece\u011fin liderlerini belirlemek ve geli\u015ftirmek i\u00e7in \u00e7ok \u00f6nemlidir. Kurulu\u015flar, yetenekleri i\u00e7eriden geli\u015ftirerek, \u00f6nemli roller i\u00e7in yumu\u015fak bir ge\u00e7i\u015f sa\u011flayarak ve beklenmedik a\u00e7\u0131klarla ili\u015fkili riskleri azaltarak g\u00fc\u00e7l\u00fc bir liderlik hatt\u0131 olu\u015fturabilir.<\/span><\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Etkili \u00e7al\u0131\u015fan yeti\u015ftirme y\u00f6ntemleri<\/span><\/h2>\n\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n geli\u015fimi ve ilerlemesi i\u00e7in \u00e7e\u015fitli etkili y\u00f6ntemler vard\u0131r. \u0130\u015fte iyi bilinen birka\u00e7 yakla\u015f\u0131m:<\/span><\/p>\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1410\" height=\"1182\" src=\"https:\/\/www.questionpro.com\/blog\/wp-content\/uploads\/2023\/05\/effective-employee-growth-methods.jpg\" alt=\"etkili-&#xE7;al&#x131;&#x15F;an-b&#xFC;y&#xFC;me-y&#xF6;ntemleri\" class=\"wp-image-793621\"\/><\/figure>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">E\u011fitim ve geli\u015fim programlar\u0131<\/span> <\/h3><span style=\"font-weight: 400;\">\u0130lgili <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/calisan-egitimi-nedir-ve-turleri\/\">\u00e7al\u0131\u015fan e\u011fitim<\/a> programlar\u0131n\u0131n sa\u011flanmas\u0131, \u00e7al\u0131\u015fanlar\u0131n yeni bir beceri kazanmas\u0131n\u0131 ve \u00e7al\u0131\u015fanlar\u0131n geli\u015fimini te\u015fvik etmenin yollar\u0131n\u0131 sa\u011flar. Mevcut g\u00f6revlerinde daha iyi performans g\u00f6stermelerini veya gelecekteki sorumluluklar\u0131na haz\u0131rlanmalar\u0131n\u0131 sa\u011flar. At\u00f6lye \u00e7al\u0131\u015fmalar\u0131, seminerler, \u00e7evrimi\u00e7i kurslar ve hatta mentorluk programlar\u0131 bunlara \u00f6rnektir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Performans geri bildirimi<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan performans\u0131 hakk\u0131nda d\u00fczenli geri bildirim, \u00e7al\u0131\u015fan geli\u015fimi i\u00e7in \u00e7ok \u00f6nemlidir. Y\u00f6neticiler yap\u0131c\u0131 geri bildirimde bulunmal\u0131, g\u00fc\u00e7l\u00fc y\u00f6nleri ve ilerleme kaydedilebilecek noktalar\u0131 belirlemeli ve becerilerin geli\u015ftirilmesine y\u00f6nelik tavsiyelerde bulunmal\u0131d\u0131r. Personelin hedeflerini belirlemesine ve eylem planlar\u0131 geli\u015ftirmesine yard\u0131mc\u0131 olmak i\u00e7in ko\u00e7luk oturumlar\u0131 d\u00fczenlenebilir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Beceri temelli g\u00f6revlendirmeler ve i\u015f rotasyonu<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n ilgi alanlar\u0131na ve becerilerine uygun zorlu projeler veya g\u00f6revler \u00fczerinde \u00e7al\u0131\u015fmalar\u0131na izin vermek, onlar\u0131n geli\u015fmesine yard\u0131mc\u0131 olabilir. \u00c7al\u0131\u015fanlar farkl\u0131 roller ve departmanlar aras\u0131nda rotasyon yaparak uzmanl\u0131klar\u0131n\u0131 ve bak\u0131\u015f a\u00e7\u0131lar\u0131n\u0131 geli\u015ftirebilirler.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Ki\u015fisel geli\u015fim planlar\u0131<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131 bireysel geli\u015fim planlar\u0131 olu\u015fturmaya te\u015fvik etmek, kariyer hedeflerini ve isteklerini belirlemelerine yard\u0131mc\u0131 olur. Y\u00f6neticiler, ilgili kaynaklar\u0131 veya f\u0131rsatlar\u0131 \u00f6nererek bu stratejilerin kurumsal hedeflerle uyumlu hale getirilmesine yard\u0131mc\u0131 olabilir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">\u0130\u015f-ya\u015fam dengesi<\/span> <\/h3><span style=\"font-weight: 400;\">\u0130\u015f-ya\u015fam dengesini ve \u00e7al\u0131\u015fanlar\u0131n refah\u0131n\u0131 te\u015fvik etmek, ilerleme i\u00e7in kritik \u00f6neme sahiptir. Esnek \u00e7al\u0131\u015fma d\u00fczenlemelerini desteklemek, <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/workplace-wellness-programs-3\/\">i\u015fyerinde sa\u011fl\u0131kl\u0131 ya\u015fam programlar\u0131<\/a> sunmak ve <a href=\"https:\/\/www.questionpro.com\/blog\/tr\/workplace-wellness-programs-3\/\">i\u015fyerinde<\/a> olumlu bir ortam olu\u015fturmak, \u00e7al\u0131\u015fan memnuniyetine ve genel geli\u015fime katk\u0131da bulunur.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Tan\u0131ma ve \u00f6d\u00fcllendirme<\/span> <\/h3><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131 ba\u015far\u0131lar\u0131 ve \u00e7abalar\u0131 i\u00e7in takdir etmek ve \u00f6vmek, onlara ellerinden gelenin en iyisini yapmalar\u0131 i\u00e7in ilham verebilir ve sadakat duygusu geli\u015ftirebilir. Parasal te\u015fvikler, terfiler, kamuoyunda tan\u0131nma veya ek tatil g\u00fcnleri veya mesleki geli\u015fim f\u0131rsatlar\u0131 gibi parasal olmayan faydalar\u0131 i\u00e7erebilir.<\/span><\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan geli\u015fimi nas\u0131l te\u015fvik edilir?<\/span><\/h2>\n\n<p><span style=\"font-weight: 400;\">Her kurulu\u015fun \u00e7\u0131kar\u0131, \u00e7al\u0131\u015fanlar\u0131n\u0131n e\u011fitim planlar\u0131n\u0131n hedeflerine ula\u015fmas\u0131na katk\u0131da bulunmas\u0131n\u0131 sa\u011flamakt\u0131r. \u00c7al\u0131\u015fan geli\u015fim stratejileri, ki\u015fisel geli\u015fimden mesleki geli\u015fime kadar \u00e7al\u0131\u015fanlar\u0131n kapsaml\u0131 geli\u015fimini desteklemelidir.<\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">Bu nedenle, e\u011fitim, \u00f6\u011fretim ve mesleki geli\u015fim plan\u0131, \u00e7al\u0131\u015fanlar\u0131n ihtiya\u00e7lar\u0131n\u0131 kar\u015f\u0131layan i\u015f yerinde kapsaml\u0131 bir insani geli\u015fim sa\u011flamak i\u00e7in mesleki geli\u015fim ve ki\u015fisel geli\u015fimle ilgili unsurlar\u0131 entegre etmelidir.  <\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fma ortamlar\u0131yla \u00f6zde\u015fle\u015ftiklerini, \u015firketin hedefleriyle uyumlu olduklar\u0131n\u0131 ve bu hedeflere ula\u015fmaya kararl\u0131 olduklar\u0131n\u0131 hissetmelerini sa\u011flamak \u00e7ok \u00f6nemlidir.<\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar\u0131n geli\u015fimini te\u015fvik etmek s\u0131kl\u0131kla insan sermayesi y\u00f6netimi ile kar\u0131\u015ft\u0131r\u0131lmaktad\u0131r. Her ne kadar birbirleriyle yak\u0131ndan ili\u015fkili olsalar da, \u00e7al\u0131\u015fan geli\u015fimi boyutu, bir \u015firketin insan kaynaklar\u0131n\u0131n y\u00f6netimi ve idaresine ili\u015fkin t\u00fcm stratejinin yaln\u0131zca temel bir par\u00e7as\u0131d\u0131r. Bunlar be\u015f ana aland\u0131r:<\/span><\/p>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Analiz<\/span> <\/h3><span style=\"font-weight: 400;\">Analiz, kurulu\u015fun pozisyonlar\u0131n\u0131n ve yap\u0131s\u0131n\u0131n yan\u0131 s\u0131ra her bir pozisyonun gerektirdi\u011fi belirli \u00f6zelliklerin, becerilerin ve yetkinliklerin tan\u0131mland\u0131\u011f\u0131 s\u00fcre\u00e7tir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Yetenek \u00e7ekimi<\/span> <\/h3><span style=\"font-weight: 400;\">Bir bo\u015f pozisyonun doldurulmas\u0131 ihtiyac\u0131n\u0131n belirlendi\u011fi; adaylar\u0131n arand\u0131\u011f\u0131 ve ileti\u015fime ge\u00e7ildi\u011fi ve psikometrik de\u011ferlendirmelerin, m\u00fclakatlar\u0131n, se\u00e7imlerin vb. ger\u00e7ekle\u015ftirildi\u011fi t\u00fcm s\u00fcreci i\u00e7erir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">De\u011ferlendirme<\/span> <\/h3><span style=\"font-weight: 400;\">E\u011fitim ve geli\u015fim i\u00e7in ihtiya\u00e7lar\u0131 ve ki\u015fiselle\u015ftirilmi\u015f f\u0131rsatlar\u0131 belirlemek i\u00e7in her bir i\u015fbirlik\u00e7inin becerilerini ve yetkinliklerini ayr\u0131nt\u0131l\u0131 olarak ara\u015ft\u0131rmak anlam\u0131na gelir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">\u0130nsan yetene\u011finin geli\u015ftirilmesi<\/span> <\/h3><span style=\"font-weight: 400;\">Ba\u015far\u0131l\u0131 i\u015fletmeler, \u00e7al\u0131\u015fanlar\u0131n\u0131n kariyer geli\u015fim programlar\u0131n\u0131n onlar\u0131n duygusal, entelekt\u00fcel ve mesleki geli\u015fimlerini desteklemesini sa\u011flar.  <\/span><br\/><br\/><span style=\"font-weight: 400;\">\u0130\u015fbirlik\u00e7ilerin becerilerini, olumlu tutumlar\u0131n\u0131, bilgilerini ve \/ veya becerilerini g\u00fc\u00e7lendirmeye odaklanan, ayn\u0131 zamanda bireyde profesyonel ve ki\u015fisel geli\u015fimi te\u015fvik etmenin yan\u0131 s\u0131ra \u015firket \u00e7al\u0131\u015fma ekiplerinin ve \u015firketin rekabet g\u00fcc\u00fcnde genel bir art\u0131\u015f sa\u011flamay\u0131 ama\u00e7layan t\u00fcm stratejileri i\u00e7erir.<\/span><\/li>\n<\/ul>\n\n<ul>\n<li><h3><span style=\"font-weight: 400;\">Elde tutma<\/span> <\/h3><span style=\"font-weight: 400;\">Amac\u0131 stratejik yetenekleri m\u00fcmk\u00fcn oldu\u011funca uzun s\u00fcre \u015firket b\u00fcnyesinde tutmak olan \u00fccretlendirme stratejileri, organizasyonel iklim, sadakat vb. unsurlar\u0131 ifade eder.<\/span><\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Sonu\u00e7<\/span><\/h2>\n\n<p><span style=\"font-weight: 400;\">Herhangi bir \u00e7al\u0131\u015fan b\u00fcy\u00fcme stratejisine ba\u015flamadan \u00f6nce, \u00f6nceki <\/span><a href=\"https:\/\/www.questionpro.com\/blog\/tr\/employee-experience-2-2\/\">\n  <span style=\"font-weight: 400;\">\u00e7al\u0131\u015fan deneyimleri<\/span>\n<\/a><span style=\"font-weight: 400;\">  \u00e7ok \u00f6nemlidir. Bunun i\u00e7in de\u011ferlendirme kullanmak bir zorunluluktur. \u00d6ncelikle yetenek, beceri ve yetkinliklerin mevcut durumunu iyi bir \u015fekilde te\u015fhis etmek i\u00e7in zaman harcamazsak en iyi sonu\u00e7lar\u0131 elde etmemiz m\u00fcmk\u00fcn de\u011fildir.<\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan inceleme yaz\u0131l\u0131m\u0131, \u00e7al\u0131\u015fan verimlili\u011fini art\u0131rarak i\u015f performans\u0131n\u0131 art\u0131rarak \u00e7al\u0131\u015fan incelemesini ve de\u011ferlendirmesini iyile\u015ftirmek i\u00e7in tasarlanm\u0131\u015ft\u0131r. \u00c7al\u0131\u015fan de\u011ferlendirmesi, y\u00f6neticilerin \u00e7al\u0131\u015fan performans\u0131n\u0131 izlemesine, gerekti\u011finde iyile\u015ftirmeler \u00f6nermesine ve \u00e7al\u0131\u015fan verimlili\u011fini art\u0131rmas\u0131na olanak tan\u0131d\u0131\u011f\u0131 i\u00e7in \u00e7ok \u00f6nemlidir.<\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">De\u011ferlendirmeler genellikle y\u0131ll\u0131k olarak yap\u0131lsa da, hedeflerin zaman\u0131nda y\u00f6netilmesi ve performans\u0131n iyile\u015ftirilmesi i\u00e7in s\u00fcrekli <a href=\"https:\/\/www.questionpro.com\/workforce\/performance-management.html\">performans<\/a> y\u00f6netimi gereklidir. Toplant\u0131lar veya bire bir g\u00f6r\u00fc\u015fmeler haftal\u0131k, iki haftal\u0131k veya ayl\u0131k olarak planlanabilir, hangisi daha uygunsa.<\/span><\/p>\n\n<p><a href=\"https:\/\/www.questionpro.com\/workforce\/\"><span style=\"font-weight: 400;\">QuestionPro \u0130\u015f G\u00fcc\u00fc<\/span><\/a><span style=\"font-weight: 400;\">  u\u00e7tan uca \u00e7al\u0131\u015fan inceleme yaz\u0131l\u0131m\u0131 \u00e7\u00f6z\u00fcmleri sunan bir platformdur. \u00c7al\u0131\u015fan anketleri, insan analizi ve raporlama i\u00e7in tek adresiniz.<\/span><\/p>\n\n<p><span style=\"font-weight: 400;\">Kullan\u0131m\u0131 kolay ve kapsaml\u0131d\u0131r. \u00d6l\u00e7\u00fcmleri zaman i\u00e7inde takip etmenize ve izlemenize olanak tan\u0131yarak kurulu\u015funuzu olumlu veya olumsuz y\u00f6nde etkileyen e\u011filimleri tespit etmenize yard\u0131mc\u0131 olur. Sadece bir d\u00fc\u011fmeye t\u0131klayarak ba\u015flayabilirsiniz. Bug\u00fcn daha fazlas\u0131n\u0131 \u00f6\u011frenin!<\/span><\/p>\n\n<p><\/p><p style=\"text-align: center;\"><a href=\"https:\/\/www.questionpro.com\/workforce\/book-a-demo\/?sourceRef=blog\" target=\"_blank\" rel=\"noopener\">\n  <button>DEMO REZERVASYONU YAPIN<\/button>\n<\/a>       <a href=\"https:\/\/www.questionpro.com\/workforce\/\" rel=\"noopener\">\n  <button>DAHA FAZLA BI\u0307LGI\u0307 EDI\u0307NI\u0307N<\/button>\n<\/a><\/p><p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u0130\u015f d\u00fcnyas\u0131ndaki en son trendler aras\u0131nda, kurumsal geli\u015fime duyulan ilgi \u00f6ne \u00e7\u0131kmaktad\u0131r. Daha iyi \u00fcr\u00fcn ve hizmetler i\u00e7in yetenek geli\u015ftirme [&hellip;]<\/p>\n","protected":false},"author":49,"featured_media":719597,"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>\u00c7al\u0131\u015fan Geli\u015fimi: Nedir ve Nas\u0131l Te\u015fvik Edilir? | QuestionPro<\/title>\n<meta name=\"description\" content=\"\u00c7al\u0131\u015fan geli\u015fimi, bir \u015firketin \u00fcyeleri aras\u0131nda mesleki geli\u015fim i\u00e7in s\u00fcrekli \u00e7aba g\u00f6sterme s\u00fcrecidir. 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