{"id":6181,"date":"2006-08-04T14:50:00","date_gmt":"2006-08-04T14:50:00","guid":{"rendered":"https:\/\/www.uzulmez.site\/?p=6181"},"modified":"2023-06-22T14:59:12","modified_gmt":"2023-06-22T14:59:12","slug":"performans-degerlendirmesi-uzerine","status":"publish","type":"post","link":"https:\/\/www.uzulmez.site\/?p=6181","title":{"rendered":"Performans De\u011ferlendirmesi \u00dczerine"},"content":{"rendered":"\n

\u00c7al\u0131\u015fma ya\u015fam\u0131m\u0131za \u00e7ok h\u0131zl\u0131 giren s\u00f6zc\u00fcklerden, daha do\u011frusu kavramlardan biri de performans<\/em>t\u0131r.<\/p>\n\n\n\n

Performans g\u00fcnl\u00fck ya\u015fant\u0131m\u0131zda oldu\u011fu gibi, kamu ve \u00f6zel \u00e7al\u0131\u015fma ya\u015fam\u0131nda da s\u0131k s\u0131k kullan\u0131lmaya, hatta yerli yersiz uygulanmaya ba\u015fland\u0131. \u00d6rne\u011fin kamu kurumlar\u0131nda \u00e7al\u0131\u015fan bir k\u0131s\u0131m memura (y\u00f6neticilerin t\u00fcm\u00fcne) performans verilerek, \u00e7al\u0131\u015fanlar\u0131n bir k\u0131sm\u0131na bireysel veya “havuz sistemi<\/em>“yle parasal katk\u0131 yap\u0131l\u0131p bir miktar \u00fccretlerde, birazda \u00f6zl\u00fck sorunlarda “iyile\u015ftirme<\/em>“lere ba\u015fland\u0131. Bu \u00e7er\u00e7evede, g\u00f6z boyamak i\u00e7in personelin yapt\u0131\u011f\u0131 i\u015f miktar\u0131n\u0131n, i\u015fi tamamlama s\u00fcresinin, g\u00f6reve ili\u015fkin niteliklerin, idari s\u00fcrece kat\u0131l\u0131m\u0131 ve katk\u0131s\u0131n\u0131n de\u011ferlendirilmesi konular\u0131n\u0131 i\u00e7eren “Performans De\u011ferlendirme Kriterleri<\/em>” ile “Performans De\u011ferlendirme Cetveli<\/em>” ilgili kurumlarca haz\u0131rland\u0131.<\/p>\n\n\n\n

Ben, bu yaz\u0131mda performans iyidir-k\u00f6t\u00fcd\u00fcr; veya y\u00f6neticilere verilmesi yanl\u0131\u015ft\u0131r, performans verilirken belli bir \u00f6l\u00e7\u00fc ve standartlar\u0131n getirilmesi gerekti\u011fi, iktidara veya y\u00f6netime yak\u0131n olanlara de\u011fil de hak edenlere verilmesi vs. konular\u0131na de\u011finmeyece\u011fim. Sadece, bu performans denilen \u015feyin ne olup-olmad\u0131\u011f\u0131na ve \u00e7al\u0131\u015fma ya\u015fam\u0131nda yeni ve ne gibi geli\u015fmelere gebe olaca\u011f\u0131 konusuna birazc\u0131k \u00e7al\u0131\u015fanlar a\u00e7\u0131s\u0131ndan de\u011finmek ve sonra da \u00e7ok k\u0131sa olarak bu konudaki d\u00fc\u015f\u00fcncemi sizlerle payla\u015fmak istiyorum.<\/p>\n\n\n\n

1. Performans y\u00f6netimi esas olarak i\u015fg\u00fcc\u00fcn\u00fcn firma\/kurum, kurulu\u015f ve i\u015fletmelerin hedefleri do\u011frultusunda olabildi\u011fince etkin \u00e7al\u0131\u015ft\u0131r\u0131lmas\u0131n\u0131 ama\u00e7lamaktad\u0131r ve \u00e7al\u0131\u015fanlar\u0131n performans\u0131n\u0131n takibini ve geli\u015ftirilmesini ama\u00e7layan bir de\u011ferlendirme sistemi olarak tan\u0131mlanmaktad\u0131r.<\/p>\n\n\n\n

Sistem, ba\u015far\u0131n\u0131n te\u015fviki i\u00e7in \u00e7al\u0131\u015fanlar\u0131n performanslar\u0131n\u0131n periyodik ve d\u00fczenli olarak \u00f6l\u00e7\u00fclmesi, de\u011ferlendirilmesi ve \u00e7al\u0131\u015fanlar\u0131n i\u015f tatmini, motivasyon, kariyer beklentileri ve hatta hemen her t\u00fcrl\u00fc ki\u015fisel sorunlar\u0131 hakk\u0131nda firmay\u0131 bilgilendirir, y\u00f6nlendirir.<\/p>\n\n\n\n

Performans y\u00f6netimi firmada\/kurum, kurulu\u015f ve i\u015fletmelerde \u00e7al\u0131\u015fanlar aras\u0131nda etkili bir rekabet ortam\u0131 yaratarak bireysel verimlili\u011fi ve buna ba\u011fl\u0131 olarak da firman\u0131n\/kurum, kurulu\u015f ve i\u015fletmelerin verimlili\u011fini art\u0131rmay\u0131 ama\u00e7lar. Bu yan\u0131yla \u00e7al\u0131\u015fanlar\u0131n b\u00fct\u00fcnl\u00fc\u011f\u00fcn\u00fc bozmakta, geleneksel ortak davran\u0131\u015f kal\u0131plar\u0131n\u0131 k\u0131rmaktad\u0131r. Bu, firmada\/kurum, kurulu\u015f ve i\u015fletmelerde sendika hareketinin giderek zay\u0131flamas\u0131na, bireye dayanan bir “firma\/kurum, kurulu\u015f ve i\u015fletme k\u00fclt\u00fcr\u00fc<\/em>“n\u00fcn olu\u015fmas\u0131na neden olmaktad\u0131r.<\/p>\n\n\n\n

2. Toplanan bilgiler, firman\u0131n\/kurum, kurulu\u015f ve i\u015fletmelerin insan kaynaklar\u0131 alan\u0131ndaki kararlar\u0131 i\u00e7in bir t\u00fcr veri taban\u0131 olu\u015fturmaktad\u0131r. Performans y\u00f6netim sistemi, i\u015fveren sendikalar\u0131 i\u00e7in \u00fccretlendirmede yeni bir politikan\u0131n ilk ad\u0131m\u0131 olan “performansa g\u00f6re \u00fccret<\/em>” baz almaya ba\u015flayaca\u011f\u0131n\u0131n sinyalini veriyor. Toplu pazarl\u0131k s\u00fcrecinde bug\u00fcne kadar “y\u00fczdeli<\/em>” veya “seyyanen<\/em>” \u00fccret art\u0131\u015flar\u0131 ya da “karma modele<\/em>” dayal\u0131 zamlar \u00e7er\u00e7evesinde y\u00fcr\u00fct\u00fclen tart\u0131\u015fmalar, yerini “performans<\/em>” ya da “verimlili\u011fe<\/em>” dayal\u0131 \u00fccret art\u0131\u015f\u0131 dayatmalar\u0131na b\u0131rakabilir. Sendika hareketi geleneksel \u00fccret pazarl\u0131\u011f\u0131 ve “ana \u00fccret-dana \u00fccret<\/em>” kay\u0131k\u00e7\u0131 kavgas\u0131n\u0131n yerine toplu pazarl\u0131k masalar\u0131nda “performans<\/em>“a g\u00f6re zam \u00f6nermesiyle kar\u015f\u0131 kar\u015f\u0131ya kalabilir.<\/p>\n\n\n\n

3. Performans y\u00f6netimi performans de\u011ferlendirmesiyle az verimli \u00e7al\u0131\u015fma, i\u015fe yatk\u0131n olmama, \u00f6\u011frenmeme ve kendini yeti\u015ftirmeme gibi nedenler \u00e7al\u0131\u015fanlar\u0131n i\u015f akitlerinde feshine gidebilir. \u00d6zel sekt\u00f6r ve kamuda “\u00fccret politikas\u0131<\/em>” ve “i\u015f g\u00fcvencesi<\/em>” a\u00e7\u0131s\u0131ndan b\u00f6yle bir tehlike s\u00f6z konusudur.<\/p>\n\n\n\n

Demokratik kurallar\u0131n i\u015fledi\u011fi ve g\u00fc\u00e7l\u00fc sendikal hareketin denetiminde \u00e7a\u011fda\u015f y\u00f6netim anlay\u0131\u015flar\u0131n\u0131n bir par\u00e7as\u0131 olan “verimlilik<\/em>” ve “k\u00e2rl\u0131l\u0131k<\/em>” art\u0131\u015flar\u0131yla firmalara\/kurum, kurulu\u015f ve i\u015fletmelere ve dolays\u0131yla bilgi \u00fcreten, mal \u00fcreten ve hizmet \u00fcreten \u00e7al\u0131\u015fanlara kimi katk\u0131lar yaratabilecek bir sistem olan performans y\u00f6netimi, demokratik de\u011ferlerin yerle\u015fmedi\u011fi, sendikal hareketin zay\u0131f, \u00e7al\u0131\u015fanlar\u0131n \u00f6rg\u00fctl\u00fcl\u00fck a\u00e7\u0131s\u0131ndan zay\u0131f oldu\u011fu ko\u015fullarda tehlikeli bir araca d\u00f6n\u00fc\u015febilir.<\/p>\n\n\n\n

Sendikal hareketin son y\u0131llardaki d\u00fc\u015f\u00fck “performans\u0131<\/em>” dikkate al\u0131nd\u0131\u011f\u0131nda, bu tehlikenin boyutu daha iyi anla\u015f\u0131l\u0131r.<\/p>\n\n\n\n

Performans do\u011frudan tek tek \u00e7al\u0131\u015fan\u0131 ilgilendirse de veya ki\u015filere aitmi\u015f gibi alg\u0131lansa da her t\u00fcr kurum ve kurulu\u015f art\u0131k performansa tabi tutulmaktad\u0131r. Bu nedenle, PERFORMANS konusunda ba\u015fta firma ve kamu kurum, kurulu\u015f ve i\u015fletme y\u00f6neticileri olmak \u00fczere, sendikal ve meslek kurulu\u015flar\u0131 y\u00f6neticilerinin performans de\u011ferlendirmesi i\u00e7in; performans de\u011ferlendirmesinin ama\u00e7lar\u0131, performans de\u011ferlendirilmesi hangi aral\u0131klarla yap\u0131lmal\u0131d\u0131r, performans de\u011ferlendirilmesinde kar\u015f\u0131la\u015f\u0131lan sorunlar, performans de\u011ferlendirilme teknikleri ve kariyer geli\u015ftirme ve performans y\u00fckseltme planlar\u0131 konular\u0131nda kafa yormalar\u0131n\u0131n yararl\u0131 olaca\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorum. Ayr\u0131ca Margaret J. PALMER’in “Performans De\u011ferlendirmeleri<\/strong><\/em>” kitab\u0131n\u0131 bulup okumalar\u0131n\u0131 \u00f6neriyorum.<\/p>\n\n\n\n

Benim bu konudaki na\u00e7izane g\u00f6r\u00fc\u015f\u00fcme gelince; k\u0131saca, performans y\u00f6netimi biraz burjuva iktisat\u00e7\u0131lar\u0131n\u0131n “AT-ARPA-KU\u015e<\/em>” modeline benziyor diyebilirim. Bu modelde AT: Kapitalizmi veya sistemi ifade eder. ARPA: \u00dcretimde yarat\u0131lan art\u0131-de\u011feri. KU\u015eLAR: \u00c7al\u0131\u015fanlar\u0131 temsil etmektedir. Sistemin i\u015fleyebilmesi i\u00e7in, \u00fcretilen t\u00fcm ARPA, AT’\u0131n beslenmesi i\u00e7in kullan\u0131lmal\u0131d\u0131r. AT, bu arpay\u0131 yemelidir ve d\u0131\u015fk\u0131s\u0131ndan \u00e7\u0131kan ve AT taraf\u0131ndan hazmedilmeyen “fazla<\/em>” ARPA’y\u0131 da KU\u015eLAR yiyerek beslenmelidir. AT ne kadar \u00e7ok beslenirse, AT’a ne kadar \u00e7ok arpa verilirse, d\u0131\u015fk\u0131da da o kadar \u00e7ok arpa olur ve KU\u015eLAR da bundan fazlas\u0131yla pay\u0131n\u0131 alm\u0131\u015f olur ve “b\u00f6l\u00fc\u015fmede adalet<\/em>” sa\u011flan\u0131r. Bu modele g\u00f6re \u00e7al\u0131\u015fanlar\u0131n g\u00f6revi(!) “\u00fcst\u00fcn performans<\/em>” g\u00f6sterip \u00e7ok \u00e7ok ARPA \u00fcretmektir diyebiliriz.<\/p>\n\n\n\n

\u00c7al\u0131\u015fman\u0131n bir erdem oldu\u011funa inanan biri olarak, “AT-ARPA-KU\u015e<\/em>” modelinden “\u0130NSAN-\u00dcRET\u0130M-\u0130NSAN<\/em>” modeline ge\u00e7ilece\u011fi g\u00fcnler dile\u011fiyle bir \u015fiirimi sizlerle payla\u015fmak istiyorum.<\/p>\n\n\n\n

Selam ve sevgiler…<\/p>\n\n\n\n

Bahar\u0131 Bekliyorum<\/strong><\/em><\/p>\n\n\n\n

vardiyada \u00e7al\u0131\u015f\u0131yorum.
boru, vana, elektrik, \u015falter
makine, motor uyum i\u00e7inde \u00e7al\u0131\u015f\u0131yor.
reakt\u00f6r\u00fcn \u0131s\u0131s\u0131ndan
mikserin d\u00f6n\u00fc\u015f\u00fcnden
motorun sesinden
ya\u011f\u0131n kokusundan
\u00e7ok karbonlu alkol\u00fcn etkisinden
ve \u00e7al\u0131\u015fman\u0131n temposundan
olmu\u015fum yap\u0131\u015f yap\u0131\u015f
terliyorum.<\/em><\/p>\n\n\n\n

bu halimle
kazan platformuna oturmu\u015f
diyarbak\u0131r 5 noluyu d\u00fc\u015f\u00fcn\u00fcyorum
k\u0131rlang\u0131c\u0131n kanad\u0131nda bahar\u0131 bekliyorum.<\/em><\/p>\n\n\n\n

4 A\u011fustos 2006
Ergani Haber Gazetesi<\/em><\/p>\n\n\n\n

<\/p>\n\n\n

"at-arpa-ku\u015f" modeli<\/a>, <\/span>bahar\u0131 bekliyorum<\/a>, <\/span>margaret j. palmer<\/a>, <\/span>performans<\/a>, <\/span>performans de\u011ferlendirmesi<\/a><\/div>","protected":false},"excerpt":{"rendered":"

\u00c7al\u0131\u015fma ya\u015fam\u0131m\u0131za \u00e7ok h\u0131zl\u0131 giren s\u00f6zc\u00fcklerden, daha do\u011frusu kavramlardan biri de performanst\u0131r. Performans g\u00fcnl\u00fck ya\u015fant\u0131m\u0131zda oldu\u011fu gibi, kamu ve \u00f6zel \u00e7al\u0131\u015fma ya\u015fam\u0131nda da s\u0131k s\u0131k kullan\u0131lmaya, hatta yerli yersiz uygulanmaya ba\u015fland\u0131. \u00d6rne\u011fin kamu kurumlar\u0131nda \u00e7al\u0131\u015fan bir k\u0131s\u0131m memura (y\u00f6neticilerin t\u00fcm\u00fcne) performans verilerek, \u00e7al\u0131\u015fanlar\u0131n bir k\u0131sm\u0131na bireysel veya “havuz sistemi“yle parasal katk\u0131 yap\u0131l\u0131p bir miktar \u00fccretlerde, birazda \u00f6zl\u00fck sorunlarda “iyile\u015ftirme“lere ba\u015fland\u0131. Bu \u00e7er\u00e7evede, g\u00f6z boyamak i\u00e7in personelin yapt\u0131\u011f\u0131 i\u015f miktar\u0131n\u0131n, i\u015fi tamamlama s\u00fcresinin, g\u00f6reve ili\u015fkin niteliklerin, idari s\u00fcrece kat\u0131l\u0131m\u0131 ve katk\u0131s\u0131n\u0131n de\u011ferlendirilmesi konular\u0131n\u0131 i\u00e7eren “Performans De\u011ferlendirme Kriterleri” ile “Performans De\u011ferlendirme Cetveli” ilgili kurumlarca haz\u0131rland\u0131. Ben, bu yaz\u0131mda performans iyidir-k\u00f6t\u00fcd\u00fcr; veya y\u00f6neticilere<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1197,97],"tags":[4223,4224,4225,4222,4221],"class_list":["post-6181","post","type-post","status-publish","format-standard","hentry","category-kultur","category-politika","tag-at-arpa-kus-modeli","tag-bahari-bekliyorum","tag-margaret-j-palmer","tag-performans","tag-performans-degerlendirmesi"],"_links":{"self":[{"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=\/wp\/v2\/posts\/6181","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=6181"}],"version-history":[{"count":2,"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=\/wp\/v2\/posts\/6181\/revisions"}],"predecessor-version":[{"id":6183,"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=\/wp\/v2\/posts\/6181\/revisions\/6183"}],"wp:attachment":[{"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=6181"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=6181"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.uzulmez.site\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=6181"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}