Şirket karlılığının artırılmasında insan kaynakları ile ilgili bir model araştırması
Başlık çevirisi mevcut değil.
- Tez No: 75289
- Danışmanlar: PROF. DR. DOĞAN SORGUÇ
- Tez Türü: Yüksek Lisans
- Konular: İnşaat Mühendisliği, Civil Engineering
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 1998
- Dil: Türkçe
- Üniversite: İstanbul Teknik Üniversitesi
- Enstitü: Fen Bilimleri Enstitüsü
- Ana Bilim Dalı: Yapı İşletmesi Ana Bilim Dalı
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: 260
Özet
ÖZET Günümüzde gelişen teknoloji ile birlikte kurumların büyümesi ve globalleşme ile birlikte şirketlerin daha fazla kar etmek istemeleri onların Toplam Kalite Yönetimi Çerçevesinde çaloşanlarına daha yakın ilgi gösterme ve müşterileri ile daha sıkı ve devamlı ilişkiler içine sokmuş durumdadır. Şirketler, sahip oldukları mevcut müşteri portföyünü korumak ve portföylerine yeni müşteriler eklemek için müşteri tatmini ve mutluluğunu sağlamak zorundadırlar. Bunu yaparken de eğitilmiş ve kaliteli eleman çalıştırmak zorundadırlar. Ayrıca şirket içinde çalışanların da motivasyonlarını sağlamak gereklidir. Bu nedenle müşterileri ile sıkı sıkıya ilişkisi bulunan ve inşaat üzerine her türlü danışmanlık hizmetlerini vermekte olan P&D Uluslararası Gayrimenkul Danışmanları A.Ş'nin. ve hizmet sektöründe faaliyet gösteren Denizbank A.Ş.'nin organizasyon yapılarını ve çalışanların iş tatmini incelemek uygun görülmüştür. Kalite ve şirketlerin kalitesi çok önem kazanmıştır. Kalite ile verimlilik arttırılırken, bu kaliteyi sağlamak için şirketler çok iyi yönetilmelidirler. Çalışanlarının performaslarını yüksek seviyede tutabilmeyi ancak şirket kültürü oluşturarak ve etkin yönetim biçimleri uygulayarak yapabilirler. Yönetimin amacı insanları en verimli şekilde yönetmektir. Bunu yapabilen şirketler diğer şirketlere göre bir adım önde gideceklerdir. Şirketler çok başarılı işler yapsalar dahi yönetimlerinde oluşan eksiklikler nedeni ile kaynaklarından bir şeyler kaybetmektedirler. Kalite yönetiminin şirketlere girebilmesi için standartlara uyulması gereklidir. Çalışan kişiler profesyonelce yönetilmeli ve kişilerden kaynaklanan verim düşüklükleri en aza indirgenmelidir. Bunu başarabilmek için inşaat şirketleri altyapılarını düzeltmeli, işleri sadece mühendislere değil yönetici mühendislere yaptırmalıdırlar. Şirketler çalışanlara eğitim programları sunarak onların ufuklarını açmalıdırlar. Bunları başaran şirketler mutlaka daha karlı işler yapacaklardır. İşler yapılırken insan faktörü atlanılmamak, işleri asıl insanların yönetip yaptığı ve sonuca ulaşmak için makinalar ve bilgisayar sistemlerinin kullanıldığı unutulmamalıdır. Hizmet sektöründe faaliyet gösteren şirketler insan kaynağının önemini anlamış ve insanlar için büyük yatırımlar yapmaya başlamışlardır ve Toplam Kalite Yönetimi çerçevesinde onların ihtiyaçlarını karşılamayı ön plana almışlardır. İnşaat şirketleri Toplam Kalite Yönetimi gereklerini uygulamalı, karlılığın çözümlerini hem teknolojide, hem de insanın kendisinde aramalıdırlar.
Özet (Çeviri)
A RESEARCH MODEL CONCERNED WITH HUMAN RESOURCES FOR INCRESASING THE COMPANY'S PROFIT SUMMARY Today, the companies require more profit according to the improving technology with the growing organizations and globalization directed them continuous and close relations with the customers and personnel with the Total Quality Management framework The companies have to prove customer satisfaction and happiness to protect their customer portfolio and add new customers to their portfolio. As doing these, they have to employ qualified and educated personnel. Meanwhile, they have to provide motivation for their personnel. Furthermore, the personnel must be satisfied like the customers as to be satisfied. Accordingly, the writer inspected the organizational structure and job satisfaction of P & D International Real Estate Consultants which the Company provides every kind of services on construction and Denizbank acting in the service sector. The aim is to increase the profitability of the company not only with the technology, but with the human factor as well. The Quality, and the quality of the companies become too important. Productivity is increased with the quality. The companies must be managed perfectly to provide quality. The performance of the personnel are held in high levels by forming the organizational culture and effective management. The real aim of the management must be managing the personnel effectively and the companies which can carry out these factors will go forgeahead. Although the contractors undertake good works, they earn less according to insufficient management of the company and the companies loose their sources. The companies must obey the standards for the quality management and minimize the personal unproductiveness. To achieve this aim, the construction companies employ manager engineers, not only engineers and arrange their substructures. The companies must search the losses within the company, also within the management. In the first chapter, the investment of the human in the companies are explained and information of the companies activating in the service sector are given. The reason of the companies chosen in the service sector are: (1) the service sector mostly adapt the new technological changes, (2) the service sector found out the importance of the human factor for long term profitability and (3) the management of the companies in the service sector are better than the other sectors, many of the companies have XIapplied simple management in the companies and active participation in the companies. Many of the companies know that they have to obey the international quality standarts to manage the companies better. In the second chapter, information about service marketing and European and Turkish Real Estate Market are generally given. The characteristics of service marketing is different. The service marketing needs three things; the company, the personnel ant the customer. Consequently, customer satisfaction is the first aim in the service sector. It is indicated that there is difference between the organizational structures of the companies. Denizbank has horizontal organizational structure, which is too important for effective management today, and P&D have vertical structure which enables communication of the subordinates and the top management, and causes adverse effects for the motivation of the employees. The information on P&D is given below: Founded in 1820, Healey & Baker is one of the leading commercial real estate consultancy firms in the United Kingdom and across Europe. The firm is a leader in retail, office, industrial and investment markets. Healey & Baker's association with P&D has been in place since 1990, focusing on providing independent professional real estate advice to both international and local companies as well as the key financial and governmental institutions in Turkey. The range of real estate services provided typically include valuation, agency, investment, relocation, development, rent review and lease renewal and research advice. The Healey & Baker network offers an international, independent and comprehensive development and consultancy service to rival any comparable service in the market. Healey & Baker's long experience with development is pooled in a specialist department which provides the necessary depth of advice required in the development planning stages. The development expertise is particularly based on:- - A working understanding of anchor tenants requirements, lease structures, and asset management systems. - A clear appreciation of the tasks undertaken by design professionals so that a positive input can be made. - A wide knowledge of property trends evolving formats gained from undertaking market analysis and feasibility studies. In addition, the team is well versed in the sophisticated viability and the valuation techniques, risk analysis and development return forecasting. Healey & Baker computer aided appraisals are a practical application of much of the advanced thinking in this area which is increasingly required to meet international finance requirements. A typical task includes undertaking a development feasibility study including: xuCatchment analysis of demographic and expenditure characteristics, floor space audit of existing and proposed provision, local economic studies, transport infrastructure analysis, existing and proposed, pedestrian flow analysis, rental turnover, and growth forecasting, tenant mix assessment and selection, consumer surveys (telephone/ street/ house), quality appraisal of existing property offer, research, design and layout, leasing marketing and strategy. Consultancy projects for clients are undertaken on a local or international basis in a number of areas. A further area of specialization is in the provision of information services. In addition to a comprehensive computer catalogue and property orientated library (including several on-line databases) they hold data on the following: - Historic rental values of offices, shops and industrial property. - Historic property investment yields. - Property investment performance records. - Supply and demand data for business space markets. - Current retail developments, including shopping malls, hypermarkets. - International economic statistics. - Bank, institutional overseas investment records. - Social economic and demographic data. The valuation team's expertise covers all types of property, including company headquarters, production facilities, warehouses, ports, distribution centers, hotels, branch offices, shopping centres and retail outlets. The use made of valuations are increasingly invaried. Apart from balance sheet, taxation and finance purposes, they are frequently adopted as management tools in assessing return on assets and for changing economic rents against profitability. There is growing need for valuation guidelines which are often complex in the extreme requiring the services of specialist surveyors, skilled valuation methodology, combined with a clear understanding of existing local market conditions. Close liaison between the valuation and agency teams is essential to achieve this. The information about Denizbank is below: Following the acquisition of Denizbank by the Zorlu Holdinh early in 1997, the new management assumed responsibility of the Bank in June the same year. After a long period of inactivity and a great expenditure of effort, Denizbank became operational again in September 1997. Denizbank' s mission is to ensure mutual satisfaction between shareholders, employees and the clients while maintaining constant and continual interaction. In this framework, sustaining a high level of asset quality, productivity and profitability, the Bank intends to serve small, and medium- size companies with a wide array of financial products under a supermarket approach. Under this approach, Denizbank Xlllaims at serving the needs of large client base in Turkey with regards to leasing, factoring, insurance and investment brokerage services plus contemporary corporate and retail banking. In the third chapter, business to business marketing which is important for the companies is presented and customers' behavior are tried to be defined with concerning various approaches. The origins of business to business marketing lie in the study of marketing in industrial -as opposed to consumer- contexts when this subject was typically referred to as industrial marketing. Over the last decades, research into the management and process of organizational buying has been extensive and can be summarized in terms of three major areas: (1) the classification of buying occasions, (2) the composition of the buying centre or decision making unit, and (3) the analysis of buying process. Sheth developed a model which considers three aspects of organizational buying behavior: (1) psychological world of the individuals involved in the purchase decisions, (2) conditions requiring joint decision making, and (3) problems of joint decision making and their resolution. Webster and Wind modeled the process of organisational buying behavior as a set of four contextual influences with particular emphasis on role of organizational culture and individuals as the ultimate decision makers in the buying process. And information is given about the interaction process, the participants, the environment, the atmosphere and the consumer behavior. In the forth chapter, organisational structures are explained. Every organisation needs to create job analysis and job description to put suitable individual to suitable job. Then the needs of the employees arises. The results of the job analysis; job evaluation and pricing, employing and placing, training, promotion, job safety and organising. The productivity is so important for all companies to gain more money. There are many factors that effects the company as internal and external factors. The internal factors that effects the organization are the product, factory equipment, technology, materials and the energy, the human, organizations and the systems, working methods and the management styles. The external factors that effects the organizations are economical changes, demographic and social changes, manpower, the land, energy, raw materials and the government and the infrastructure. All these factors must be examined carefully. The managers must manage the factors of productivity, and must not skip the most important factor, the individual. The motivation and the job satisfaction is too important for the company. The literature survey combined with the events in the company are given. The motivation theories are mentioned. Generally, the tools and techniques in an organization for motivation are the money, promotion, attractive job, job that worth doing it, status, personal authority and power gaining, show respection to the private life, participation to the decisions, justice and continuous discipline system. The definition and the philosophy of the Total Quality Management is mentioned. The importance of the customer satisfaction is explained. The organizational culture that is the complementary of the Total Quality Management is mentioned. In the fifth chapter the job satisfaction model is applied to the company (P&D) and the results are obtained. The statistical analysis are made with a software named XIVSPSS. According to the reasons, the issues of the individuals in the company are arised and solution suggestions are discussed. Motivation is an old fact, but the scientists have not solved yet, how the individual motivate, but understood that individuals must motivate and do their jobs in more satisfactorily ways, more successfully and remain in the same company for many years. In the essential area of organizational psychology, there is always successful management. The managers must know the behavior of the employees and the causes of the behavior. There are many theories of motivation, the most popular of these are Maslow's Hierarchy of Needs, Herzberg's Two Factor Approach and McClelland's Direction of Needs Theory. All these theories try to find solutions to the behavior of individual in the life and in the organizations to provide solutions. Today, these motivation theories are applied especially in the service sector. The management of the companies must combine the needs of the Total Quality Management with the motivation to gain their employees again. Team work is very important in organisations to reach the solutions of the problems quick, rationalistic and scientific. The success of the teams are depended on these factors: The continuous support of the top management, trust between the management and the employees, taking risks, sharing the information, the training which do not contain order and help of the management to the teams. The teams must use group techniques like brain storming and the pareto analysis. The Total Quality Management is first became aware and improved in the production sector. Now, it is widely used in the companies, who try to be successful and who wants quality both for the employees and the products. There are many tools and techniques in Total Quality Management, companies must learn these to whole managing their companies. The most important component in the Total Quality Management is the consumer, the employees are also consumers to the company. The company must find the satisfaction ways for their employees. The companies must provide training programs to their employees, so they can at once learn the right thing. The benefit of the training programs are bring out the creativity of the personnel and make them work more productively. Construction companies must apply the Total Quality Management to gain an organisational culture, to manage more effective and to have profit. Construction companies first have to create effective information systems to prevent time loss. Then they have to apply project management for the sites, create marketing departments and human resources management departments. All these innovations are necessity of the Total Quality Management. The important part of the information systems are the computers. The human must control the computers and create effective databases to obtain information just in time. The companies must take the ISO 9000 certificate. But the get the certificate does not mean to apply. According to a research on the service companies shows that the organizational structure of the 57 % of the companies do not show any changes. The XVcompanies must use the ISO 9000 certificate for their future and conformity to the competition with the other companies. The companies who have strong substructures, qualified employees and organisational cultures are living in the most profitable ways. The suggestions to companies to increase their profits : 1- The companies must choose qualified employees at the beginning of setting up the organizations. 2- They have to give them training programs both technical and social (management techniques, human relations, quick decision making...) 3- They have to think that they employ the employees for a life time. 4- They quickly have to set out human resources department, and modify their personnel department to human resources department. They must monitor not only the wages, but the human as well. 5- They have to develop their management information systems and documentation systems for better and easy management. 6- The managers must control the company in easy ways, not in complex ways. 7- Every employee must tell their opinions to supervisors for establishing synergy. 8- The techniques of the Total Quality Management must be applied when decision making processes are made like brain storming. 9- Career programs for the employees must take place for their motivation and job satisfaction. 10- Good working conditions are provided where possible. 11- The Organizational Culture must be formed for the future of the companies. 12- The companies must obey the rules of the quality for doing the production at one time. The quality do not mean the expensive job. It is doing the production in economical and the right way. 13- They have to develop long term relations with the costumers. 14- They have to concern the purchasing channels, the important part of the production. These suggestions seem to have difficulties in the application, but the companies must think of the future profitability and if they want to live in the market for a long time, they have to think these facts and see their futures today. The application of these may take a long time and may be expensive, but good for the future. The results of the research model on job satisfaction shows that human feel deficiencies for their job. The obligations of the managers is to see the deficiencies and find solutions quickly. The constructions companies are insufficient for the human resources planning, so they must motive the personnel and use them more effectively with the results of various researches. The presented model research should be applied in the construction companies and human resources planning must be carried out with the results of the research. XVI
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