Publication: Hedef ve yetkinlik bazlı performans değerlendirme sistemi
Abstract
Performans, hedef, yetkinlik, performans değerlendirme ÖZET Performans yönetimi, insan kaynakları yönetimi uygulamaları içerisinde doğrudan işletmenin sonuçları üzerinde etkili olan uygulamaların başında gelmektedir. Son dönemde işletmenin stratejisini gerçekleştirmeye yönelik hedeflerin belirlenmesine ve üstün performans gösteren çalışanların davranışsal özelliklerinin esas alındığı yetkinliklerin değerlendirmesine yönelik geliştirilen performans değerlendirme sistemleri yaygınlık kazanmaktadır. Bu çalışmada performans değerlendirme, hedef ve yetkinlik bazlı performans değerlendirme sistemleri ayrı ayrı ele alınmıştır. Çalışmanın birinci bölümde performans değerlemenin tanımı ve unsurları üzerinde durulmuş, klasik ve modern performans değerlendirme sistemlerinden bahsedilmiştir. İkinci bölümde ise hedef bazlı performans değerlendirme sistemleri amacı, kapsamı, işleyişi ve sonuçları üzerinde durulmuştur. Üçüncü ve son bölümde ise yetkinlik bazlı performans değerlendirme sistemleri amacı, kapsamı, işleyişi ve sonuçları üzerinde durulmuştur. Key Words : Performance, target, competency, performance evaluation.
Performance management is the most important of the applications which are directly influential upon the establishment’s results within the applications of human resources management. Recently, the performance evaluation systems developed towards the evaluation of competencies in which the behavioral characteristics of the employees delivering an outstanding performance and the determination of the targets towards the development of company strategy is gaining wide currency. In this study, the systems of the performance evaluation, the performance evaluation based upon the target and the competency have treated separately. In the first part of the study, the definition and the elements of the performance evaluation have been emphasized and the classical and the modern performance evaluation systems have been mentioned. In the second part, target based performance evaluation systems’ aim, scope, functioning and results have been emphasized. In the third and the last part, competency based performance evaluation systems’ aim, scope, functioning and results have been emphasized.
Performance management is the most important of the applications which are directly influential upon the establishment’s results within the applications of human resources management. Recently, the performance evaluation systems developed towards the evaluation of competencies in which the behavioral characteristics of the employees delivering an outstanding performance and the determination of the targets towards the development of company strategy is gaining wide currency. In this study, the systems of the performance evaluation, the performance evaluation based upon the target and the competency have treated separately. In the first part of the study, the definition and the elements of the performance evaluation have been emphasized and the classical and the modern performance evaluation systems have been mentioned. In the second part, target based performance evaluation systems’ aim, scope, functioning and results have been emphasized. In the third and the last part, competency based performance evaluation systems’ aim, scope, functioning and results have been emphasized.