Bir görev tanımı örneği: ‘ben’ ne iş yaparım ?

Kendime bir güzel, çok kapsamlı bir İngilizce özgeçmiş hazırladım. Yazma işlemi bittiğinde de doğrusu kendimi tebrik ettim.

Aslında olay bir hesaplaşmaydı. Bana mülakata gelen insanların özgeçmişlerini beğenmez isem sonunda dayanamayıp “Özgeçmişiniz çok kötü” derim. Sözlerim kişiyi üzmek için değildir kesinlikle, uyarmak amaçlıdır. Eğer insan önüne gelenlere ‘özgeçmişiniz çok kötü’ diyebiliyorsa, o kişiye sorarlar ” aç, o zaman seninkini görelim” diye. Ben de oturdum geçenlerde bilgisayar başına, bayağı uğraştım ve bir insan kaynakları profesyoneli olarak neler yaptığımı yazdım. İşte yazdıklarım; ben ne yaparım ? :

Policy Development & Documentation

* Create, implement and develop the employee staff legislation according to the Law of Labor.
* Keep up to date with the current employment legislation and ensure that the managers are effectively briefed on any relevant changes.
* Create, implement and develop the HR system related processes, procedures, regulations and documentations, give necessary employee and managerial trainings, make sure the system instruments are fully and correctly in use.

Organization Development & Budgeting

*Identify the organizational development needs within the companies of the Group through job analysis and evaluations to meet changing corporate needs and developing objectives.
*Develop plans to relocate staff to new departments and jobs due to restructuring within organization.
*Assist in the implementation of redundancy programs, which may include the development of early retirement packages and voluntary redundancy schemes.
*Submit the annual HR Budget for all personnel costs and headcount to Finance Department after the approval of the related General Managers.

Recruiting, Staffing & Orientation

*Prepare job analysis, evaluations, descriptions and person specifications (general qualifications, competencies)
*Prepare job advertisements and decide how and where will be advertised.
*Design and revise application forms
*Develop creative recruitment solutions if the organization is experiencing difficulties in attracting the appropriate level and quality staff.
*Screen applications and shortlist the appropriate applicants.
*Devise, run and evaluate selection processes including interviews, technical tests, personality questionnaires and various group activities.
*Introduce appropriate candidates to related manager(s) and give the job proposal to the chosen candidate.
*Design and ensure organizational orientation on appointment for all new employees through appropriate “tailor made” improvement programs.

Performance Management

*Create, implement and develop an innovative, efficient and effective performance management process, identify and evaluate key performance measures with alternative solutions.
*Conduct performance management education at all levels within the Group including appraisers and appraisees.
*Ensure the determined department and individual targets are measurable.
*Manage and monitor the usage of Individual Performance Evaluation Packages, conduct performance reviews and provide the periodic reports.
*Organize performance management evaluation department meetings, provide subject matter expertise in briefings and discussions in developing performances of the staff and departments according to the corporate objectives.
*Maintain and update competencies at all levels and ensure effective usage and utilization of the competencies.
*Keep up to dated on the latest performance management and value based management issues by reading relevant journals, going to meetings and attending relevant courses.

Training & Development

*Establish and develop training management system, related regulations and the budget.
*Implement and promote training systems activities, including source selection management and developing programs/projects execution.
*Analyze previous years performance evaluation results to determine the technical and behavioral training needs of the employees.
*Organize training requirements surveys within each company.
*Propose annual and quarterly training plan in accordance with the training needs analysis results.
*To administrate training activities of the process and logistics according to the Groups policies and procedures.
*Evaluate the results and effectiveness of the trainings by using different approaches and improve the effectiveness accordingly.
*Conduct research on training expenses, prepare and control overall training and development budgets.
*Keep up to dated on the latest developments in training by reading relevant journals, going to meetings and attending relevant courses.

Compensation & Benefits Administration

*Gather and analyze internal and external compensation benchmarking data ( base, bonus and long term incentives ) for similiar jobs/positions in comparable industries and geografic areas), establish and maintain compatative rates to attract, retain and motivate staff.
*Compile all data needed for the Annual Salary Review and the Annual Performance Evaluation Analysis
*Monitor and alert the General Managers to any varience between the budgeted and actual salaries and headcount.
*Provide recommendations and support to the department junior and senior managers on variable compensation, overtime and special payments.

Reward Management

*Compile all employees performance evaluation data needed annually to determine reward winning employees, announce and reward the winners in cocktail party organization.
*Develop and propose new rewarding systems for the employees at different levels and degrees.

Career Management & Coaching

*Identify and verify with performance management data potential high performers for accelerated development, succession plan and career management.
*Conduct face to face career interviews with all levels in the organization and channel the employees according to their competencies, performance evaluations, corporate and individual objectives.

Corporate Efficiency

*Work closely with all companies within the Group, increasingly in a consultancy role, asist department managers to understand and implement policies and procedures of the Group.
*Maintain Break-Through Objectives and Annual Improvement Priorities and supporting tasks.
*Follow, develop and maintain corporate level performance metrics with Balance Scorecard System, maintain visibility, transparency and alignment with the help of Performance Management System.
*Develop the continuous improvement curriculum for the companies.

Re-engineering Projects

*Identify initiate and coordinate process improvement and restructuring activities that strategically maximize the growth of the group of companies.
*Identify and investigate problems within a company concerned with strategy, policy, markets, organization and processes by gathering and collating data, interviewing the companies employees, management team.
*Assemble and analyze all available data, formulate recommendations for action.
*Agree a course of action with the top management of the company and the Group
*Ensure the project and the management team receives the assistance needed to implement the recommendations.

Employee Relations & Communication

*To maintain the smooth running of the HR Information System.
*To monitor timely update of personnel records (personnel details, position, salary, evaluation outcomes, training and awards, turnover records)
*Foster a conductive working environment through employee relations activities (New Year and Birthday Parties, Employee Rewarding Cocktails, etc.) and communication ınstruments (intranet, employee communication boards, outlook, etc.)
*Conduct exit and grievance interviews with all departments / staff
*Evaluate Implement and Suggestion Program suggestions, coordinate implementation of effective suggestions
*Conduct organizational assessments and analysis and prepare various HR related reports to management and employees ( employee statistics, employee satisfaction surveys, training needs assessments, performance evaluation reports, etc. )
*Promote equality and diversity as part of the culture of the Group.
*Represent the Group at seminars, meetings, etc and adopt new continuous improvement ideas that emerge through knowledge exchange.


“Bir görev tanımı örneği: ‘ben’ ne iş yaparım ?” üzerine 2 yorum

  1. Etkili bir Cv Nasıl hazırlanır , püf noktalar vs internette çokca var. Ama sizin deneyimizden de okumak isterim. Ne tür CV’ler dikkatinizi çeker , CV şekline bakar bakmaz(okumadan) bundan olur dediğiniz oluyor mu ? 🙂 Bir İKci olarak ilk ağızdan okumak isterim….

    1. “Soru cevap” bölümü açıldığında (yarın) bu sorularınızı yazarsanız hepsine cevap vermek isterim. Sizin sorularınız vasıtasıyla aynı konu hakkında bilgilenmek isteyen birçok kişi de aydınlanmış olur. 🙂

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