{"id":56463,"date":"2024-07-13T16:00:54","date_gmt":"2024-07-13T13:00:54","guid":{"rendered":"https:\/\/www.englishcentral.com\/blog\/?p=56463"},"modified":"2024-08-08T16:03:34","modified_gmt":"2024-08-08T13:03:34","slug":"insan-kaynaklari-icin-is-ingilizcesi","status":"publish","type":"post","link":"https:\/\/www.englishcentral.com\/blog\/insan-kaynaklari-icin-is-ingilizcesi\/","title":{"rendered":"\u0130nsan Kaynaklar\u0131 \u0130\u00e7in \u0130\u015f \u0130ngilizcesi"},"content":{"rendered":"
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\nBir i\u015fletme veya \u015firkette, gerekli pozisyonlara uygun adaylar\u0131 bulan, i\u015fe al\u0131m s\u00fcre\u00e7lerini y\u00f6neten departman, insan kaynaklar\u0131 departman\u0131d\u0131r. \u0130nsan kaynaklar\u0131 bir i\u015fletmenin \u00f6nemli par\u00e7alar\u0131ndan biridir. Bu departman i\u015fletmelerdeki \u00e7al\u0131\u015fanlar\u0131n y\u00f6netimiyle ilgilenir ve i\u015fe al\u0131m, e\u011fitim, performans y\u00f6netimi ve \u00e7al\u0131\u015fan ili\u015fkileri alanlardan sorumludur. \u0130nsan kaynaklar\u0131 departman\u0131nda \u0130ngilizce \u00f6nemli bir rol oynar \u00e7\u00fcnk\u00fc i\u015fletmelerin global pazarlarda \u00f6ne \u00e7\u0131kabilmesi ve b\u00fcy\u00fcyebilmesi i\u00e7in uluslararas\u0131 firma ve \u015firketlerle ileti\u015fim kurulmas\u0131 gerekir. \u0130ngilizce, insan kaynaklar\u0131 \u00e7al\u0131\u015fanlar\u0131n\u0131n, uluslararas\u0131 i\u015f d\u00fcnyas\u0131nda etkili ileti\u015fim kurmas\u0131n\u0131 sa\u011flar. \u0130\u015f \u0130ngilizcesinin, insan kaynaklar\u0131 departman\u0131nda uluslararas\u0131 i\u015fletme politikalar\u0131n\u0131 ve prosed\u00fcrlerini olu\u015ftururken kullan\u0131lmas\u0131, bu departman i\u00e7in \u0130ngilizcenin ne kadar \u00f6nemli oldu\u011funu g\u00f6sterir.<\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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\u0130nsan Kaynaklar\u0131 \u0130\u00e7in \u0130\u015f \u0130ngilizcesi Kelimeleri<\/strong><\/h2>\n

\u0130nsan kaynaklar\u0131 i\u015f \u0130ngilizcesinde kullan\u0131lan yayg\u0131n kelimeler ve \u00f6rnek c\u00fcmlelerini bu tabloda g\u00f6rebilirsiniz:
\n\n\n\n\t\n\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t
\u0130ngilizcesi<\/th>T\u00fcrk\u00e7esi<\/th>\n<\/tr>\n<\/thead>\n
Accommodate<\/td>Uydurmak, sa\u011flamak<\/td>\n<\/tr>\n
Analytical thinking<\/td>Analitik d\u00fc\u015f\u00fcnme<\/td>\n<\/tr>\n
Applicant<\/td>Ba\u015fvuru sahibi<\/td>\n<\/tr>\n
Application form<\/td>Ba\u015fvuru formu<\/td>\n<\/tr>\n
Appreciation<\/td>De\u011fer bilme<\/td>\n<\/tr>\n
Assessment center<\/td>De\u011ferlendirme merkezi<\/td>\n<\/tr>\n
Attrition<\/td>Y\u0131pranma<\/td>\n<\/tr>\n
Balanced scorecard<\/td>Kurum karnesi<\/td>\n<\/tr>\n
Benchmarking<\/td>K\u0131yaslama<\/td>\n<\/tr>\n
Benefits<\/td>Yan haklar<\/td>\n<\/tr>\n
Career<\/td>Kariyer<\/td>\n<\/tr>\n
Career development<\/td>Kariyer geli\u015ftirme<\/td>\n<\/tr>\n
Career management<\/td>Kariyer y\u00f6netimi<\/td>\n<\/tr>\n
Career planning<\/td>Kariyer planlama<\/td>\n<\/tr>\n
Communication<\/td>\u0130leti\u015fim<\/td>\n<\/tr>\n
Compensation and benefits<\/td>\u00dccret ve yan haklar<\/td>\n<\/tr>\n
Conduct a survey<\/td>Anket yapmak<\/td>\n<\/tr>\n
Conflict resolution<\/td>Uyu\u015fmazl\u0131\u011f\u0131 \u00e7\u00f6z\u00fcm\u00fc<\/td>\n<\/tr>\n
Corporate culture<\/td>Kurum k\u00fclt\u00fcr\u00fc<\/td>\n<\/tr>\n
Conflict<\/td>\u00c7at\u0131\u015fma, anla\u015fmazl\u0131k<\/td>\n<\/tr>\n
Contingency<\/td>Durumsall\u0131k<\/td>\n<\/tr>\n
Counseling<\/td>Dan\u0131\u015fmanl\u0131k<\/td>\n<\/tr>\n
Downsizing<\/td>K\u00fc\u00e7\u00fclme<\/td>\n<\/tr>\n
Diversity and inclusion<\/td>\u00c7e\u015fitlilik ve kapsay\u0131c\u0131l\u0131k<\/td>\n<\/tr>\n
Empathy<\/td>Empati<\/td>\n<\/tr>\n
Employee benefits package<\/td>\u00c7al\u0131\u015fan yan haklar\u0131 paketi<\/td>\n<\/tr>\n
Employee engagement<\/td>\u00c7al\u0131\u015fan kat\u0131l\u0131m\u0131<\/td>\n<\/tr>\n
Employee retention<\/td>\u00c7al\u0131\u015fan elde tutma<\/td>\n<\/tr>\n
Employee handbook<\/td>\u00c7al\u0131\u015fan el kitab\u0131<\/td>\n<\/tr>\n
Employee performance appraisal<\/td>\u00c7al\u0131\u015fan performans de\u011ferlendirmesi<\/td>\n<\/tr>\n
Empowerment<\/td>Yetkilendirme<\/td>\n<\/tr>\n
Ergonomy<\/td>Ergonomi<\/td>\n<\/tr>\n
Ethical approach<\/td>Etik anlay\u0131\u015f<\/td>\n<\/tr>\n
Equal employment opportunity<\/td>E\u015fit istihdam f\u0131rsat\u0131<\/td>\n<\/tr>\n
Flextime programs<\/td>Esnek \u00e7al\u0131\u015fma program\u0131<\/td>\n<\/tr>\n
Forced choice appraisal<\/td>Zorlanm\u0131\u015f tercih de\u011ferlendirmesi<\/td>\n<\/tr>\n
Feedback<\/td>Geri bildirim<\/td>\n<\/tr>\n
Goals<\/td>Hedefler<\/td>\n<\/tr>\n
Human resources management<\/td>\u0130nsan kaynaklar\u0131 y\u00f6netimi<\/td>\n<\/tr>\n
Hiring ban<\/td>\u0130\u015fe al\u0131m\u0131n durdurulmas\u0131<\/td>\n<\/tr>\n
Intellectual capital<\/td>Entelekt\u00fcel kapital<\/td>\n<\/tr>\n
Interview<\/td>M\u00fclakat<\/td>\n<\/tr>\n
Job analysis<\/td>\u0130\u015f analizi<\/td>\n<\/tr>\n
Job evaluation<\/td>\u0130\u015f de\u011ferlendirmesi<\/td>\n<\/tr>\n
Job enlargement<\/td>\u0130\u015f geni\u015fletme<\/td>\n<\/tr>\n
Job specifications<\/td>\u0130\u015f gerekleri<\/td>\n<\/tr>\n
Job satisfaction<\/td>\u0130\u015f memnuniyeti<\/td>\n<\/tr>\n
Job rotation<\/td>\u0130\u015f rotasyonu<\/td>\n<\/tr>\n
Job stress<\/td>\u0130\u015f stresi<\/td>\n<\/tr>\n
Job description<\/td>\u0130\u015f tan\u0131m\u0131<\/td>\n<\/tr>\n
Job design<\/td>\u0130\u015f tasar\u0131m\u0131<\/td>\n<\/tr>\n
Knowledge based training<\/td>Bilgilendirmeye y\u00f6nelik i\u015f e\u011fitimi<\/td>\n<\/tr>\n
Knowledge transfer<\/td>Bilgi transferi<\/td>\n<\/tr>\n
Loyalty<\/td>Ba\u011fl\u0131l\u0131k<\/td>\n<\/tr>\n
Leadership development<\/td>Liderlik geli\u015ftirme<\/td>\n<\/tr>\n
Layoff<\/td>\u0130\u015ften \u00e7\u0131karma<\/td>\n<\/tr>\n
Management by objectives<\/td>Hedeflerle y\u00f6netim<\/td>\n<\/tr>\n
Managing diversity<\/td>Farkl\u0131l\u0131klar\u0131n y\u00f6netimi<\/td>\n<\/tr>\n
Mentoring<\/td>Ment\u00f6rl\u00fck<\/td>\n<\/tr>\n
Mission<\/td>Misyon<\/td>\n<\/tr>\n
Motivation<\/td>Motivasyon<\/td>\n<\/tr>\n
Notice<\/td>Duyuru<\/td>\n<\/tr>\n
Negotiation<\/td>M\u00fczakere<\/td>\n<\/tr>\n
Organization<\/td>Organizasyon<\/td>\n<\/tr>\n
Orientation<\/td>Oryantasyon<\/td>\n<\/tr>\n
Onboarding<\/td>Yeni \u00e7al\u0131\u015fanlar\u0131n uyum s\u00fcre\u00e7leri<\/td>\n<\/tr>\n
Outplacement<\/td>D\u0131\u015far\u0131dan i\u015fe yerle\u015ftirme<\/td>\n<\/tr>\n
Overstretched<\/td>A\u015f\u0131r\u0131 germek<\/td>\n<\/tr>\n
Performance<\/td>Performans<\/td>\n<\/tr>\n
Performance evaluation\/assessment\/review<\/td>Performans de\u011ferlendirme<\/td>\n<\/tr>\n
Performance management system<\/td>Performans y\u00f6netimi sistemi<\/td>\n<\/tr>\n
Position oriented roles<\/td>G\u00f6reve ili\u015fkin roller<\/td>\n<\/tr>\n
Put in overtime<\/td>Fazla mesai yapmak<\/td>\n<\/tr>\n
Process design<\/td>S\u00fcre\u00e7 tasar\u0131m\u0131<\/td>\n<\/tr>\n
Quality of work life<\/td>\u0130\u015f ya\u015fam kalitesi<\/td>\n<\/tr>\n
Recruitment<\/td>\u0130stihdam<\/td>\n<\/tr>\n
Recruitment\/Selection<\/td>Eleman se\u00e7me<\/td>\n<\/tr>\n
Reengineering<\/td>Yeniden yap\u0131lanma<\/td>\n<\/tr>\n
Remuneration<\/td>Yevmiye<\/td>\n<\/tr>\n
Selection<\/td>Se\u00e7im<\/td>\n<\/tr>\n
Situational interview<\/td>Durumsal m\u00fclakat<\/td>\n<\/tr>\n
Skill based training<\/td>Beceri geli\u015ftirmek i\u00e7in verilen e\u011fitimler<\/td>\n<\/tr>\n
Strategy formulation<\/td>Strateji belirleme<\/td>\n<\/tr>\n
Strategic management<\/td>Stratejik y\u00f6netim<\/td>\n<\/tr>\n
Stress interview<\/td>Stres m\u00fclakatlar\u0131<\/td>\n<\/tr>\n
Structured interview<\/td>Yap\u0131land\u0131r\u0131lm\u0131\u015f m\u00fclakat<\/td>\n<\/tr>\n
Succession planning<\/td>Yetki devri planlamas\u0131<\/td>\n<\/tr>\n
Succession management<\/td>Vesaret y\u00f6netimi<\/td>\n<\/tr>\n
System analysis<\/td>Sistem analizi<\/td>\n<\/tr>\n
Task force<\/td>\u0130\u015f ekibi<\/td>\n<\/tr>\n
Training needs analysis<\/td>E\u011fitim ihtiya\u00e7 analizi<\/td>\n<\/tr>\n
Talent management<\/td>Yetenek y\u00f6netimi<\/td>\n<\/tr>\n
Training<\/td>E\u011fitim<\/td>\n<\/tr>\n
Training administration\/Management<\/td>E\u011fitim y\u00f6netimi<\/td>\n<\/tr>\n
Training and development<\/td>E\u011fitim ve geli\u015ftirme<\/td>\n<\/tr>\n
Training policy<\/td>E\u011fitim politikas\u0131<\/td>\n<\/tr>\n
Union<\/td>Sendika<\/td>\n<\/tr>\n
Values<\/td>De\u011ferler<\/td>\n<\/tr>\n
Value chain analysis<\/td>De\u011fer zinciri analizi<\/td>\n<\/tr>\n
Work group\/Work team<\/td>\u00c7al\u0131\u015fma grubu<\/td>\n<\/tr>\n
Working planning<\/td>\u0130\u015fg\u00fcc\u00fc planlamas\u0131<\/td>\n<\/tr>\n
Workplace culture<\/td>\u0130\u015f yeri k\u00fclt\u00fcr\u00fc<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/p>\n

\u015eimdi bu kelimelerden baz\u0131lar\u0131n\u0131 \u00f6rnek c\u00fcmle i\u00e7erisinde kullanal\u0131m:<\/p>\n

1. We carefully evaluate the qualifications of candidates in the recruitment<\/strong> process.
(\u0130\u015fe al\u0131m s\u00fcrecinde adaylar\u0131n niteliklerini dikkatlice de\u011ferlendiriyoruz.)<\/em><\/p>\n

2. We offer a comprehensive program to optimize the onboarding<\/strong> process for new employees.
(Yeni \u00e7al\u0131\u015fanlar\u0131n uyum s\u00fcrecini optimize etmek i\u00e7in kapsaml\u0131 bir program sunuyoruz.) <\/em><\/p>\n

3. Performance management<\/strong> strategies assess the effectiveness and contributions of employees.
(Performans y\u00f6netimi stratejileri, \u00e7al\u0131\u015fanlar\u0131n etkinliklerini ve katk\u0131lar\u0131n\u0131 de\u011ferlendirir.)<\/em><\/p>\n

4. Compensation and benefits<\/strong> are important to increase employee motivation.
(\u00dccret ve yan haklar, \u00e7al\u0131\u015fanlar\u0131n motivasyonunu art\u0131rmak i\u00e7in \u00f6nemlidir.)<\/em><\/p>\n

5. Human capital<\/strong> is the most valuable asset of the company and should be continuously developed.
(\u0130nsan sermayesi, i\u015fletmenin en de\u011ferli varl\u0131\u011f\u0131d\u0131r ve s\u00fcrekli geli\u015ftirilmelidir.) <\/em><\/p>\n

6. Talent management<\/strong> is critically important for the future success of the company.
(Yetenek y\u00f6netimi, i\u015fletmenin gelecekteki ba\u015far\u0131s\u0131 i\u00e7in kritik \u00f6neme sahiptir.)<\/em><\/p>\n

7. An assessment center<\/strong> is used to objectively assess the skills and abilities of employees.
(De\u011ferlendirme merkezi, \u00e7al\u0131\u015fanlar\u0131n beceri ve yeteneklerini objektif bir \u015fekilde de\u011ferlendirmek i\u00e7in kullan\u0131l\u0131r.)<\/em><\/p>\n

8. A job analysis<\/strong> is conducted to determine the requirements and responsibilities of a position.
(\u0130\u015f analizi, bir pozisyonun gereksinimlerini ve sorumluluklar\u0131n\u0131 belirlemek i\u00e7in yap\u0131l\u0131r.)<\/em><\/p>\n

9. Management by objectives<\/strong> directs employee performance based on specific goals.
(Hedeflerle y\u00f6netim, \u00e7al\u0131\u015fanlar\u0131n performans\u0131n\u0131 belirli hedeflere dayal\u0131 olarak y\u00f6nlendirir.)<\/em><\/p>\n

10. A performance management system is used to monitor and improve employee performance.
(Performans y\u00f6netim sistemi, \u00e7al\u0131\u015fanlar\u0131n performans\u0131n\u0131 izlemek ve geli\u015ftirmek i\u00e7in kullan\u0131l\u0131r.)<\/p>\n

11. A task force<\/strong> is a group of employees temporarily formed to accomplish a specific project or task.
(\u0130\u015f ekibi, belirli bir projeyi veya g\u00f6revi ba\u015farmak i\u00e7in ge\u00e7ici olarak olu\u015fturulan bir grup \u00e7al\u0131\u015fand\u0131r.)<\/em><\/p>\n

12. Outplacement<\/strong> provides support to employees in cases of termination.
(D\u0131\u015far\u0131dan i\u015fe yerle\u015ftirme, i\u015ften \u00e7\u0131karma durumlar\u0131nda \u00e7al\u0131\u015fanlara destek sa\u011flar.)<\/em><\/p>\n

13. Job design<\/strong> is used to determine the duties and responsibilities of a position.
(\u0130\u015f tasar\u0131m\u0131, bir pozisyonun g\u00f6rev ve sorumluluklar\u0131n\u0131 belirlemek i\u00e7in kullan\u0131l\u0131r.)<\/em><\/p>\n

14. Human resources planning<\/strong> identifies the future personnel needs of the company.
(\u0130nsan kaynaklar\u0131 planlamas\u0131, i\u015fletmenin gelecekteki personel ihtiya\u00e7lar\u0131n\u0131 belirler.)<\/em><\/p>\n

15. Human resources management<\/strong> ensures effective management of employees and helps the company achieve its goals.
(\u0130nsan kaynaklar\u0131 y\u00f6netimi, \u00e7al\u0131\u015fanlar\u0131n etkin bir \u015fekilde y\u00f6netilmesini sa\u011flar ve i\u015fletmenin hedeflerine ula\u015fmas\u0131na yard\u0131mc\u0131 olur.)<\/em><\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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\u0130nsan Kaynaklar\u0131 \u0130\u00e7in \u0130ngilizce Bilmenin \u00d6nemi<\/strong><\/h2>\n

\u0130nsan kaynaklar\u0131 departman\u0131nda \u0130ngilizce bilmek k\u00fcresel alanda \u00e7al\u0131\u015fan \u015firketler ve i\u015fletmeler i\u00e7in \u00f6nemli bir yere sahiptir. \u0130ngilizce uluslararas\u0131 bir dil oldu\u011fu i\u00e7in insan kaynaklar\u0131nda \u0130ngilizce bilmek ileti\u015fimi kolayla\u015ft\u0131r\u0131r. Farkl\u0131 k\u00fclt\u00fcrlerden gelen \u00e7al\u0131\u015fanlarla etkili ileti\u015fim kurabilmek ve i\u015f ili\u015fkilerini do\u011fru ve etkili \u015fekilde y\u00f6netebilmek i\u00e7in \u0130ngilizce bilmek gerekmektedir.<\/p>\n

\u0130ngilizce bilen insan kaynaklar\u0131 \u00e7al\u0131\u015fanlar\u0131, uluslararas\u0131 pazarlarda i\u015fe al\u0131m yapabilir ve bu da farkl\u0131 becerilere ve deneyimlere sahip adaylara \u00e7al\u0131\u015fma olana\u011f\u0131 tan\u0131r. Farkl\u0131 milletlerden ki\u015filerle birlikte \u00e7al\u0131\u015fmak koordinasyon gerektirir. \u0130ngilizce bilmek, proje veya i\u015f y\u00f6netim s\u00fcrecini kolayla\u015ft\u0131r\u0131r. Ayn\u0131 zamanda bir\u00e7ok y\u00f6nergelerin yay\u0131mland\u0131\u011f\u0131 dil \u0130ngilizce oldu\u011fu i\u00e7in kaynak ve belgelere ula\u015f\u0131mda da \u0130ngilizce bilmenin \u00f6nemi vard\u0131r.<\/p>\n

\u0130nsan kaynaklar\u0131nda \u00e7al\u0131\u015fmay\u0131 d\u00fc\u015f\u00fcnen ki\u015filer i\u00e7in EnglishCentral<\/a>‘da \u0130ngilizcenizi ilerletebilmeniz i\u00e7in farkl\u0131 ve etkili ara\u00e7lar vard\u0131r. Alan\u0131nda uzman \u00f6\u011fretmenlerden diledi\u011finiz \u00f6\u011fretmeni se\u00e7ip \u00f6zel ders alabilirsiniz. \u00d6zel derslere ek olarak, d\u00fcnyan\u0131n d\u00f6rt yan\u0131ndan \u00f6\u011frencilerin kat\u0131l\u0131m\u0131yla ger\u00e7ekle\u015fen grup derslerine kat\u0131larak profesyonel a\u011f\u0131n\u0131z\u0131 geli\u015ftirebilirsiniz. Ayr\u0131ca sistemimizde bulunan 30.000\u2019den fazla interaktif videolar\u0131 izleyerek bireysel \u00e7al\u0131\u015fmalar\u0131n\u0131z\u0131 tamamlayabilirsiniz.<\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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\u0130nsan Kaynaklar\u0131 \u0130\u00e7in \u0130ngilizce Bilmek \u015eart m\u0131?<\/strong><\/h2>\n

\u0130nsan kaynaklar\u0131 departman\u0131nda \u00e7al\u0131\u015fanlar, uluslararas\u0131 ya da k\u00fcresel bir organizasyonda \u00e7al\u0131\u015f\u0131yorsa iyi derece \u0130ngilizce bilgisine sahip olmal\u0131d\u0131r. \u0130ngilizce ,bir \u00e7ok \u00fclkede i\u015f ve ileti\u015fim dili ve arac\u0131d\u0131r. \u0130nsan kaynaklar\u0131nda \u00e7al\u0131\u015fan biri meslekta\u015flar\u0131 ve i\u015f ortaklar\u0131yla etkili ileti\u015fim kurabilmesi i\u00e7in \u0130ngilizce bilmesi gerekmektedir. Ayn\u0131 zamanda uluslararas\u0131 proje y\u00f6netiminde ve i\u015fbirliklerini etkili ve g\u00fc\u00e7l\u00fc y\u00f6netmede ve \u00e7al\u0131\u015fan ekipler aras\u0131nda koordinasyonu sa\u011flayabilme a\u00e7\u0131s\u0131ndan insan kaynaklar\u0131nda \u0130ngilizceyi bilmek gereklidir. \u0130nsan kaynaklar\u0131 alan\u0131nda \u00e7al\u0131\u015fanlar veya kariyerinde bu sekt\u00f6rde ilerlemek isteyenler EnglishCentral\u2019\u0131 kullanarak \u0130ngilizcelerini geli\u015ftirebilirler. 25 dakikal\u0131k \u00f6zel canl\u0131 derslere girebilir ya da 40 dakikal\u0131k grup derslerine kat\u0131labilirsiniz. \u00d6zel derslerinizde m\u00fclakat prati\u011fi yaparak \u0130ngilizce konu\u015fma korkunuzu yenebilirsiniz. Ayr\u0131ca \u0130ngilizce \u00f6\u011frenirken ders sonras\u0131 raporlarda nerelerde eksi\u011fimizin oldu\u011funu g\u00f6rebilir ve b\u00f6ylece eksiklerinizi tamamlayabilirsiniz. Kelime \u00f6\u011frenme ara\u00e7lar\u0131, quizler ve interaktif aktiviteler ile EnglishCentral<\/a> \u0130ngilizcenizin geli\u015fmesine \u00e7ok yard\u0131mc\u0131 olacakt\u0131r.<\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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\u0130nsan Kaynaklar\u0131 \u0130\u015f \u0130ngilizcesi Hakk\u0131nda S\u0131k Sorulan Sorular<\/strong><\/h2>\n

\u0130nsan kaynaklar\u0131 i\u00e7in \u0130ngilizce gerekli mi?<\/strong>
\u0130\u015fe al\u0131m s\u00fcrecinde en iyi ve uygun aday\u0131 bulabilmek i\u00e7in \u0130ngilizce bilgisine sahip olmalar\u0131 gerekmektedir.<\/p>\n

\u0130nsan kaynaklar\u0131 ne i\u015f yapar?<\/strong>
Bir i\u015fletme veya \u015firkette i\u015fe al\u0131m s\u00fcre\u00e7leriyle ilgilenen ve gerekli pozisyonlardaki insan kayna\u011f\u0131n\u0131 olu\u015fturan departman, \u0130nsan Kaynaklar\u0131 departman\u0131d\u0131r.<\/p>\n

\u0130nsan kaynaklar\u0131 uzman\u0131 nas\u0131l olunur?<\/strong>
\u0130nsan Kaynaklar\u0131 b\u00f6l\u00fcm\u00fcnden \u00f6nlisan mezunu olmak insan kaynaklar\u0131 uzman\u0131 olabilmenin \u015fartlar\u0131 aras\u0131ndad\u0131r.<\/p>\n

\u0130nsan kaynaklar\u0131 neleri bilmeli?<\/strong>
\u0130nsan kaynaklar\u0131 \u00e7al\u0131\u015fan\u0131 i\u015fe al\u0131m ve se\u00e7me, performans y\u00f6netimi, \u00f6\u011frenme ve getirme gibi bilgilere sahip olmal\u0131.<\/p>\n