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Personel seçimine ilişkin bir model önerisi proje yönetim A.Ş. örneği

A suggest of personnel selection model proje yönetim A.Ş.'s example

  1. Tez No: 68918
  2. Yazar: İBRAHİM FUAT ÖZÇÖREKÇİ
  3. Danışmanlar: PROF. DR. DOĞAN SORGUÇ
  4. Tez Türü: Yüksek Lisans
  5. Konular: İnşaat Mühendisliği, Civil Engineering
  6. Anahtar Kelimeler: Belirtilmemiş.
  7. Yıl: 1997
  8. Dil: Türkçe
  9. Üniversite: İstanbul Teknik Üniversitesi
  10. Enstitü: Fen Bilimleri Enstitüsü
  11. Ana Bilim Dalı: Yapı İşletmesi Ana Bilim Dalı
  12. Bilim Dalı: Belirtilmemiş.
  13. Sayfa Sayısı: 132

Özet

ÖZET PERSONELSEÇİMİNE İLİŞKİN BİR MODEL ÖNERİSİ PROJE YÖNETİM A.Ş. ÖRNEĞİ Çağdaş inşaat işletmeleri de öteki işletmeler gibi insan kaynaklarının kalitesi ile belirlenmektedir. Sektör içerisindeki firmalarda kilit personel konumunda bulunan İnşaat mühendisleri, kısa zamanda geleceğin orta ve üst kademe yöneticileri konumlarına gelmektedir. Teknolojik, ekonomik, sosyal ve siyasal alanlarda yaşanan hızlı değişimlere bağlı olarak, karmaşık hale gelen projeleri hazırlayan ve yöneten konumunda bulunan bu orta ve üst yönetim kademesindeki mühendislerin de bir takım özelliklere sahip olması gerekmektedir. Bu doğrultuda yakın zamana kadar sadece analitik düşünen mühendisler aranırken, günümüzdeki mühendis tanımı analitik düşünen ancak yeri geldiğinde sorunlara farklı yaklaşabilen ve yaratıcı sorun çözen, ürettiği çözümlerin sorumluluğunu üzerine alan, olaylara kendisi yön verebilen, rekabetçi, yeniliğin takipçisi mühendisler olarak değişmiştir. Çalışan insan kalitesinin ve özelliklerinin bu kadar önemli olduğu bir dönemde bir çok işletmenin hala sistemsiz bir şekilde personel aldıkları görülmektedir. Bu sistemsiz süreç ele alınarak bu temel sürecin bilimsel yaklaşımlarla bir sistematiğe oturtulması hedeflenmiş ve inşaat sektöründe görev yapan mühendis ve mimarların işletmeye giriş aşamasında seçim süreci ve buna ilişkin çağdaş tekniklerin etkililiğini sınamak bu araştırmanın amacı olarak belirlenmiştir. Bu amaçla işletmelerin personel seçimine yol göstereceği düşünülen Dereceli Personel Seçim Sistemi Modeli ortaya konmuş ve bu model Proje Yönetim A.Ş. 'de Personel Seçim Uygulaması olarak standartize edilmiştir. ıx

Özet (Çeviri)

SUMMARY At the beginnig of 20 th. century, the human management perceptiveness, under the disipline and control systems, contemplate the significance of improving production technology without taking human needs into account. During the industrial period of increasing the productivity, quantity was considered instead of quality, the transtioning employees, less important than the machines were forced to obey the defined standards. The salary and the productivity were fixed according to the total production level of the factory. Taylor's studies in improving the serial production consept fascinated all of the small to medium scaled organisations. 1980's opened up the information technology period. İn accordance with economical, social, political, technological development within the approaching new century, many foundations will only continue their existence in term of the process of improving their selves. Among the competitive environmental issues, many small to large scaled companies recognized the importance of being managed better in order to improve the organizational productivity. Moreover it is perceived that the reason of the organizational productivity is not only the alteration of structure period and technology, the main source of the success is human resources. Human gains the quality and signifiance of being the main purpose for the production. Modern construction administrations like the other foundations are determined with their high quality human resources. Civil engineers are increasingly having the mid to senior manager status in the organizations. The succesfull engineers of the foundations must have following characteristics in accordance with the increasing development in the technological economical, social, and political fields. They must ; a) Love peopleb) Have the ability of comminication c) Know the human attitudies and manners d) Be nature enough with their emotions e) Be open decissive f) Be objective g) Solve the problem in methodological and sensible approachings h) Be devoted and adapted to the company i) Be tolerated j) Be honest k) Be dynamic I) Be open-minded and prescient m) Have the knowlodge and the ability of coordination Here are the skills, a manager must have for an efficent management ; a) Analysing skills; problem solving and decission making skills b) Comminications skills; quatation, meeting reporting skills c) influential skills; leadership, motivation and delegation skills In that respect, the only required skill for an engineer was the analytic thinking, however the recent requirements have charged besides analytical thinking an engineer must solve the problems with diffent and creative approaches, they must be directive, competative and innovator. There are still many organisations with no system in their management the employ the people even in this period of having the high-quality human resources. The main target of the research is to systimize the organization by using modern techniques and also to examine the process of selecting the right engineers for construction sector. As a way of selecting personnel,“Graded Personnel Selection System Model”is applied to Proje Yönetim A.Ş. Here are the other reasons of this research; XI. To gain two tests regending the personnel selection for the construction sector.. To determine the selection period by interviewing techniques. In order to gather the concept and the purpose of the research with Graded Personnel Selection System, cv acceptance, psycotechnical methods and interviewing are examined as the main step of this research. A group of 214 people Proje Yönetim A.Ş. and various organizations of the sector constituted in order to determine the trustuarthy and the validily of creativity & locus of control tests in the process of mesuring the described skills given above. The result of the tests, received from the group evaluated and standartized for Proje Yönetim A.Ş. to be applied as a personnel selection system. This thesis contains Uhbrock's graded personnel selection system which is shown in the figure 1 as personnel scrutinizing procedures and the procedures about the project is examined. In the preparetion of this personnel selection methods of the companies which are based in construction sector are examined. Most of the companies are surfacing the knowledge of the new personnel's work (progress payment knowledge, computer knowledge), and they are interviewing with the candidates who are determined from the speciliates above at the degree of the project manager. The interviews which were made are being in the personnel inisiatives degree becouse of the interviewers' (project menager, etc.) insufficiency about subject. At Proje Yönetim A.Ş.'s example similar specialities seen in personnel scrutinizing. By the help of this work more sistematically staff scrutinizing aimed. In this work Graded Personnel Selection procudures settled and by putting forward to works to do in every steps personnel scrutinizing regulation prepared. Sistematically every steps and for everybody, mission what to do settled so confussions limited. If we examine, the project in Proje Yönetim A.Ş.'s point of view, there would be two important results. The first one is to make personnel scrutinizing policy more sistematically and the second is gainning the locus of control and creative genius tests. As a conclusion interviewing must be done by the professionals. In Proje Yönetim A.Ş.'s example having no professionals at the interviews cause problems. And to overcome this their solution is working with a professional consultancy company. In fact in this sector many companies face problems in personnel scrutinizing couse of not getting the help of a professional consultancy company. XIIPREPERATİON WORKINGS ANNOUNCEMENT / CANDIDATE ^ACCEPTANCE PRE-SCRUTINIZING J RESUME SCRUTINY * 1 SCRUTINIZING EXAM J INTERVIEW REFERANCE CONTROL ) REFUSAL OF ACCEPTION PREMARY SCRUTINIZING DIVISION MANAGEMENT ELEMINATION HEALTH CONTROL ACCEPTANCE Figure 1. Uhbrock's Graded Personnel Selection System X1UAs a part of civil engineer's creativity and locus of control specialities examined. To find the corelation with age and gender statistical result show us internal engineers creativeness would be higher when we compare. As time goes by there is loos of creativeness in afirm work in for a long time and under centrilized management couse personnel creativeness decrease. When we look at findings of some research managers we will see the importance of improving the internal communication skills and education level for the companies. In conclusion, we can say that, at Proje Yönetim A.Ş.'s example standartized data shows us this system make Personnel Scrutinizing Procudures more systematic, as Proje Yönetim A.S.'s Systematical Personnel Scrutinizing Procudures. XIV

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