{"id":1990,"date":"2023-03-30T11:10:21","date_gmt":"2023-03-30T11:10:21","guid":{"rendered":"http:\/\/www.peopleoma.tradebursa.com\/unlocking-the-power-of-okr-and-hr-analytics-for-enhanced-workforce-management-and-business-outcomes\/"},"modified":"2023-04-05T08:43:38","modified_gmt":"2023-04-05T08:43:38","slug":"okr-ve-ik-analitiginin-birlikte-kullanimi-ekip-performansini-ve-organizasyonel-basariyi-artirma","status":"publish","type":"post","link":"https:\/\/www.peopleoma.com\/tr\/okr-ve-ik-analitiginin-birlikte-kullanimi-ekip-performansini-ve-organizasyonel-basariyi-artirma\/","title":{"rendered":"OKR ve \u0130K Analiti\u011finin Birlikte Kullan\u0131m\u0131: Ekip Performans\u0131n\u0131 ve Organizasyonel Ba\u015far\u0131y\u0131 Art\u0131rma"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1990\" class=\"elementor elementor-1990\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-73624fc8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"73624fc8\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-72ee103b\" data-id=\"72ee103b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-145085e6 elementor-widget elementor-widget-text-editor\" data-id=\"145085e6\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.14.0 - 18-06-2023 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<div class=\"nLG8d5\" data-hook=\"post-description\"><article class=\"blog-post-page-font\"><div class=\"post-content__body\"><div class=\"NjQ71C\"><div class=\"NjQ71C\"><div class=\"ZylKKv md1nXG SwMATA\" data-rce-version=\"9.6.3\"><div class=\"kvdbP HWlYoF wrLZsV _1O7aH\" dir=\"ltr\" data-id=\"rich-content-viewer\"><div class=\"_1hN1O uyQefQ\"><p id=\"viewer-foo\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">OKR ve \u0130nsan Kaynaklar\u0131 Analiti\u011fi (\u0130K Analiti\u011fi), \u015firketlerin performanslar\u0131n\u0131 art\u0131rmak ve stratejik hedeflere ula\u015fmak i\u00e7in kulland\u0131klar\u0131 iki \u00f6nemli ara\u00e7t\u0131r. OKR belirli hedeflere y\u00f6nelik ilerlemeyi belirlemek ve izlemek i\u00e7in kullan\u0131l\u0131rken \u0130K analiti\u011fi \u00e7al\u0131\u015fanlarla ilgili verileri \u00f6l\u00e7mek ve analiz etmek i\u00e7in kullan\u0131l\u0131r. OKR ve \u0130K analiti\u011fi birlikte kullan\u0131ld\u0131\u011f\u0131nda organizasyonun hedeflerini ekiplerin performans\u0131yla uyumlu hale getirmeyi, geli\u015fimi yak\u0131ndan takip etmeyi ve insan kaynaklar\u0131 hakk\u0131nda veri odakl\u0131 kararlar almay\u0131 sa\u011flar.<\/span><\/p><p id=\"viewer-5v4ae\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">OKR belirli hedeflere y\u00f6nelik ilerlemeyi belirlemek ve izlemek i\u00e7in kullan\u0131lan bir \u00e7er\u00e7evedir. OKR uygulamas\u0131 anahtar sonu\u00e7lar (Key Objectives) olarak adland\u0131r\u0131lan \u00f6l\u00e7\u00fclebilir hedefler belirlemeyi ve bunlara ula\u015fma yolundaki ilerlemeyi d\u00fczenli olarak g\u00f6zden ge\u00e7irmeyi i\u00e7erir. OKR genellikle \u015firketler taraf\u0131ndan farkl\u0131 departmanlar\u0131n ve ekiplerin hedeflerini \u015firketin genel stratejik hedefleriyle uyumlu hale getirmek i\u00e7in kullan\u0131l\u0131r.<\/span><\/p><p id=\"viewer-c989l\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">\u0130K analiti\u011fi ise i\u015fg\u00fcc\u00fc ile ilgili verilerin toplanmas\u0131n\u0131, analiz edilmesini ve raporlanmas\u0131n\u0131 i\u00e7erir. Turnover, i\u015fe al\u0131m, performans ve \u00fccret verilerinin incelenmesini \u00f6rnek olarak d\u00fc\u015f\u00fcnebiliriz. \u0130K analiti\u011fi \u00e7al\u0131\u015fanlar\u0131n performans e\u011filimlerini anlamak ve en iyi yetenekleri elde tutman\u0131n yollar\u0131n\u0131 belirlemek gibi insan kaynaklar\u0131 hakk\u0131nda veriye dayal\u0131 kararlar al\u0131nmas\u0131na yard\u0131mc\u0131 olabilir.<\/span><\/p><p id=\"viewer-6i8hn\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">OKR ve \u0130K analiti\u011fi birlikte kullan\u0131ld\u0131\u011f\u0131nda ekiplerin hedeflerinin \u015firketin genel stratejik hedefleriyle uyumlu hale gelmesini sa\u011flar. \u015eirketler stratejik hedefleriyle uyumlu OKR belirleyerek ve bu hedeflere y\u00f6nelik ilerlemeyi izlemek i\u00e7in \u0130K analiti\u011fini kullanarak \u015firket i\u00e7in \u00f6nemli olan hedeflere ula\u015f\u0131lmas\u0131na odaklan\u0131lmas\u0131n\u0131 sa\u011flar.<\/span><\/p><p id=\"viewer-6c1so\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">\u00d6rne\u011fin bir organizasyonun stratejik hedefi sat\u0131\u015flar\u0131 art\u0131rmaksa, sat\u0131\u015f ekibi bir sonraki \u00e7eyrekte sat\u0131\u015flar\u0131 %10 art\u0131rmak i\u00e7in bir OKR belirleyebilir. \u0130K analiti\u011fi, sat\u0131\u015f ekibinin performans\u0131n\u0131 takip etmek ve ek e\u011fitim veya deste\u011fe ihtiya\u00e7 duyabilecekleri alanlar\u0131 belirlemek i\u00e7in kullan\u0131labilir. \u015eirketler OKR&#8217;yi stratejik hedefle uyumlu hale getirerek ve ilerlemeyi izlemek i\u00e7in \u0130K analiti\u011fini kullanarak sat\u0131\u015f ekibinin \u015firket i\u00e7in en \u00f6nemli olan hedefe ula\u015fmaya odaklanmas\u0131n\u0131 sa\u011flayabilir.<\/span><\/p><p id=\"viewer-5bsn\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">Ek olarak, OKR ve \u0130K analiti\u011fi tutundurma oranlar\u0131yla ilgili sorunlar\u0131n belirlenmesine ve \u00e7\u00f6z\u00fclmesine de yard\u0131mc\u0131 olur. \u00d6rne\u011fin, \u0130K analiti\u011fi belirli bir departmanda turnover oran\u0131n\u0131n y\u00fcksek oldu\u011funu ortaya \u00e7\u0131kar\u0131rsa, \u015firket o departmandaki i\u015ften \u00e7\u0131k\u0131\u015flar\u0131 azaltmak i\u00e7in bir OKR belirleyebilir. \u015eirketler \u00e7al\u0131\u015fanlar\u0131n tutundurulmas\u0131yla ilgili sorunlar\u0131 belirlemek ve aksiyon almak i\u00e7in OKR ve \u0130K analiti\u011fini kullanarak ekiplerin genel performans\u0131n\u0131 iyile\u015ftirebilir.<\/span><\/p><p id=\"viewer-fc56q\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">Di\u011fer taraftan, OKR ba\u015far\u0131s\u0131 ve tutundurma oranlar\u0131 aras\u0131ndaki korelasyonu analiz etmek, tak\u0131m\u0131n stratejik plana uygunlu\u011fu hakk\u0131nda fikir verir. Do\u011fru hedefler ekipleri motive ederken yetkinlik ile uyumlu olmayan hedefler tam tersi bir etki g\u00f6sterir. OKR&#8217;lerin organizasyonun becerileriyle uyumlu olmas\u0131 \u00f6nemlidir. \u0130K analiti\u011finin kullan\u0131m\u0131 tak\u0131m\u0131n mevcut becerilerinin ve yetkinliklerinin analiz edilmesi, liderlerin eksik g\u00f6r\u00fclen yetenekleri i\u015fe almas\u0131 ve mevcut \u00e7al\u0131\u015fanlar\u0131n e\u011fitim planlamas\u0131n\u0131 yapmas\u0131 i\u00e7in yol g\u00f6sterir. Organizasyonun yetkinli\u011fine uygun \u015fekilde ula\u015f\u0131labilir hedeflerin belirlenmesi, gerekti\u011finde yetkinlikler \u00f6zelinde aksiyonlar\u0131n al\u0131nabilmesi ve \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131n takibi i\u00e7in \u0130K analiti\u011finin kullan\u0131m\u0131 \u00e7ok \u00f6nemlidir.<\/span><\/p><p id=\"viewer-bf6f9\" class=\"mm8Nw _1j-51 roLFQS _1FoOD _3M0Fe Z63qyL roLFQS public-DraftStyleDefault-block-depth0 fixed-tab-size public-DraftStyleDefault-text-ltr\"><span class=\"_2PHJq public-DraftStyleDefault-ltr\">\u00d6zetle OKR ve \u0130K analiti\u011fi, \u015firketlerin performanslar\u0131n\u0131 artt\u0131rmalar\u0131na ve stratejik hedeflerine ula\u015fmalar\u0131na y\u00f6nelik etkili y\u00f6ntemler olarak kabul edilmektedir. OKR ve \u0130K analiti\u011finin bir arada kullan\u0131m\u0131, ekiplerin hedeflerini \u015firket genel hedefleriyle uyumlu hale getirmesine ve veriler do\u011frultusunda insan kaynaklar\u0131 konusunda kararlar almas\u0131na olanak tan\u0131r. \u0130K analiti\u011fi olmadan \u00e7al\u0131\u015fan odakl\u0131 bir OKR d\u00fc\u015f\u00fcnemiyoruz. Peopleoma ekibi olarak \u015firketlerin bu konuyu g\u00fcndemlerine almalar\u0131n\u0131 ve \u00f6nceliklendirmelerini \u00f6neriyoruz.<\/span><\/p><\/div><\/div><\/div><\/div><\/div><\/div><\/article><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>OKR ve \u0130nsan Kaynaklar\u0131 Analiti\u011fi (\u0130K Analiti\u011fi), \u015firketlerin performanslar\u0131n\u0131 art\u0131rmak ve stratejik hedeflere ula\u015fmak i\u00e7in kulland\u0131klar\u0131 iki \u00f6nemli ara\u00e7t\u0131r. OKR belirli hedeflere y\u00f6nelik ilerlemeyi belirlemek ve izlemek i\u00e7in kullan\u0131l\u0131rken \u0130K analiti\u011fi \u00e7al\u0131\u015fanlarla ilgili verileri \u00f6l\u00e7mek ve analiz etmek i\u00e7in kullan\u0131l\u0131r. OKR ve \u0130K analiti\u011fi birlikte kullan\u0131ld\u0131\u011f\u0131nda organizasyonun hedeflerini ekiplerin performans\u0131yla uyumlu hale getirmeyi, geli\u015fimi yak\u0131ndan [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[11],"tags":[],"class_list":["post-1990","post","type-post","status-publish","format-standard","hentry","category-blog"],"_links":{"self":[{"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/posts\/1990","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/comments?post=1990"}],"version-history":[{"count":5,"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/posts\/1990\/revisions"}],"predecessor-version":[{"id":2020,"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/posts\/1990\/revisions\/2020"}],"wp:attachment":[{"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/media?parent=1990"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/categories?post=1990"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.peopleoma.com\/tr\/wp-json\/wp\/v2\/tags?post=1990"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}