{"id":12348,"date":"2020-03-31T11:02:49","date_gmt":"2020-03-31T08:02:49","guid":{"rendered":"https:\/\/www.konusarakogren.com\/blog\/?p=12348"},"modified":"2020-03-31T13:58:44","modified_gmt":"2020-03-31T10:58:44","slug":"ingilizce-insan-kaynaklari-terimleri-sozlugu","status":"publish","type":"post","link":"https:\/\/www.konusarakogren.com\/blog\/ingilizce-insan-kaynaklari-terimleri-sozlugu\/","title":{"rendered":"\u0130ngilizce \u0130nsan Kaynaklar\u0131 Terimleri S\u00f6zl\u00fc\u011f\u00fc"},"content":{"rendered":"<p><b>Commitment: Adanma<\/b><\/p>\n<ul>\n<li>HR\u00a0department\u00a0has\u00a0been\u00a0working\u00a0on a\u00a0new\u00a0project\u00a0for\u00a0improving\u00a0<b>commitment<\/b>\u00a0of\u00a0the\u00a0workpeople.<\/li>\n<\/ul>\n<p>(\u0130K departman\u0131, \u00e7al\u0131\u015fanlar\u0131n ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 art\u0131rmak i\u00e7in yeni bir proje \u00fczerinde \u00e7al\u0131\u015fmaktad\u0131r.)<\/p>\n<p><b>Analytical\u00a0thinking: Analitik d\u00fc\u015f\u00fcnme<\/b><\/p>\n<ul>\n<li>When\u00a0a problem\u00a0occurs\u00a0in\u00a0the\u00a0workplace,\u00a0analytical\u00a0thinking\u00a0is\u00a0the\u00a0solution.<\/li>\n<\/ul>\n<p>(\u0130\u015fyerinde bir sorun olu\u015ftu\u011funda \u00e7\u00f6z\u00fcm analitik d\u00fc\u015f\u00fcncedir.)<\/p>\n<p><b>Loyalty: Ba\u011fl\u0131l\u0131k, sadakat<\/b><\/p>\n<ul>\n<li>If\u00a0the\u00a0workplace\u00a0has\u00a0suitable\u00a0conditions\u00a0and\u00a0people\u00a0like\u00a0their\u00a0enviroment\u00a0the\u00a0personnel&#8217;s\u00a0<b>loyalty<\/b>\u00a0improves\u00a0and\u00a0it\u00a0helps\u00a0them\u00a0to\u00a0work\u00a0harder.<\/li>\n<\/ul>\n<p>(E\u011fer i\u015f yeri uygun ko\u015fullara sahipse ve insanlar \u00e7al\u0131\u015ft\u0131\u011f\u0131 ortam\u0131 seviyorsa, personellerin ba\u011fl\u0131l\u0131\u011f\u0131 artar ve onlar\u0131n daha \u00e7ok \u00e7al\u0131\u015fmalar\u0131na yard\u0131mc\u0131 olur.)<\/p>\n<p><b>Application form: Ba\u015fvuru formu<\/b><\/p>\n<ul>\n<li>As\u00a0the\u00a0position\u00a0became\u00a0available, it is\u00a0enough\u00a0for\u00a0the\u00a0ones\u00a0who\u00a0want\u00a0to\u00a0get\u00a0promoted\u00a0to\u00a0fill\u00a0the\u00a0<b>application\u00a0form<\/b>.<\/li>\n<\/ul>\n<p>(Pozisyon a\u00e7\u0131\u011f\u0131 oldu\u011fu i\u00e7in, terfi etmek isteyenlerin ba\u015fvuru formunu doldurmas\u0131 yeterlidir.)<\/p>\n<p><b>Coaching: Ko\u00e7luk<\/b><\/p>\n<ul>\n<li>If\u00a0the\u00a0<b>coaching<\/b>\u00a0is not\u00a0enough\u00a0in a\u00a0corporation,\u00a0there\u00a0will\u00a0be\u00a0hitches\u00a0in\u00a0labor\u00a0and\u00a0waste\u00a0of time.<\/li>\n<\/ul>\n<p>(Bir \u015firkette ko\u00e7luk yeterli de\u011filse, i\u015f g\u00fcc\u00fc ve zaman kayb\u0131 konusunda aksakl\u0131klar olacakt\u0131r.)<\/p>\n<p><b>Work\u00a0group: \u00c7al\u0131\u015fma grubu<\/b><\/p>\n<ul>\n<li>In\u00a0order\u00a0to\u00a0improve\u00a0working\u00a0conditions,\u00a0the\u00a0management\u00a0wants\u00a0the\u00a0workpeople\u00a0to\u00a0work\u00a0as\u00a0<b>work\u00a0groups<\/b>.<\/li>\n<\/ul>\n<p>(\u00c7al\u0131\u015fma ko\u015fullar\u0131n\u0131 iyile\u015ftirmek i\u00e7in y\u00f6netim, \u00e7al\u0131\u015fanlar\u0131n \u00e7al\u0131\u015fma gruplar\u0131 olarak \u00e7al\u0131\u015fmalar\u0131n\u0131 ister.)<\/p>\n<p><b>Conflict: \u00c7at\u0131\u015fma<\/b><\/p>\n<ul>\n<li>If\u00a0it\u00a0cannot\u00a0be\u00a0reached\u00a0the\u00a0right\u00a0information\u00a0and\u00a0choices, it\u00a0will\u00a0conclude\u00a0in a\u00a0<b>conflict<\/b>\u00a0between\u00a0the\u00a0companies.<\/li>\n<\/ul>\n<p>(Do\u011fru bilgi ve se\u00e7eneklere ula\u015f\u0131lmazsa, bu durum \u015firketler aras\u0131nda \u00e7at\u0131\u015fmayla sonu\u00e7lan\u0131r.)<\/p>\n<p><b>Counselling: Dan\u0131\u015fmanl\u0131k<\/b><\/p>\n<ul>\n<li>Because\u00a0the\u00a0company\u00a0started\u00a0to\u00a0work\u00a0with\u00a0a\u00a0new\u00a0system,\u00a0the\u00a0management\u00a0started\u00a0a\u00a0<b>counselling<\/b>\u00a0for\u00a0who\u00a0those\u00a0cannot\u00a0keep\u00a0up.<\/li>\n<\/ul>\n<p>(\u015eirket yeni bir sistemle \u00e7al\u0131\u015fmaya ba\u015flad\u0131\u011f\u0131 i\u00e7in y\u00f6netim, ayak uyduramayanlar i\u00e7in bir dan\u0131\u015fma ba\u015flatt\u0131.)<\/p>\n<p><b>Values<\/b><b>: De\u011ferler<\/b><\/p>\n<ul>\n<li>A\u00a0company\u00a0memory,\u00a0built\u00a0with\u00a0competent\u00a0staff, is\u00a0among\u00a0the\u00a0<b>values<\/b><b>\u00a0\u200b\u200b<\/b>of\u00a0that\u00a0company.<\/li>\n<\/ul>\n<p>(Yerle\u015fik ve i\u015fin ehli personelle olu\u015fturulmu\u015f bir \u015firket haf\u0131zas\u0131, o \u015firketin de\u011ferlerindendir.)<\/p>\n<p><b>Downsizing<\/b><b>: K\u00fc\u00e7\u00fclme<\/b><\/p>\n<ul>\n<li>The\u00a0corporation\u00a0is\u00a0trying\u00a0not\u00a0to\u00a0go\u00a0for\u00a0a\u00a0<b>downsizing<\/b><b>\u00a0<\/b>by\u00a0re-organizing\u00a0the\u00a0budget.<\/li>\n<\/ul>\n<p>(\u015eirket, b\u00fct\u00e7eyi tekrar organize ederek k\u00fc\u00e7\u00fclmeye gitmemeye \u00e7al\u0131\u015f\u0131yor.)<\/p>\n<p><b>Contingency<\/b><b>:\u00a0<\/b><b>Durumsall\u0131k<\/b><\/p>\n<ul>\n<li><b>Contingency<\/b><b>\u00a0<\/b>is\u00a0the\u00a0most\u00a0important\u00a0behaviour\u00a0for\u00a0a\u00a0manager\u00a0to\u00a0help\u00a0the\u00a0brand\u00a0develop.<\/li>\n<\/ul>\n<p>(Durumsall\u0131k, bir y\u00f6neticinin, bir markan\u0131n g\u00fc\u00e7lenmesine yard\u0131m edebilmesi i\u00e7in sahip olmas\u0131 gereken en \u00f6nemli davran\u0131\u015ft\u0131r.)<\/p>\n<p><b>Empathy<\/b><b>: Empati<\/b><\/p>\n<ul>\n<li>In\u00a0order\u00a0to\u00a0be a\u00a0better\u00a0employer,\u00a0one\u00a0should\u00a0have\u00a0<b>empathy<\/b><b>\u00a0<\/b>towards\u00a0his\u00a0employers.<\/li>\n<\/ul>\n<p>(Daha iyi bir i\u015fveren olabilmek i\u00e7in, \u00e7al\u0131\u015fanlar\u0131na empati duyulmal\u0131d\u0131r.)<\/p>\n<p><b>Action plan: Eylem plan\u0131<\/b><\/p>\n<ul>\n<li>We\u00a0have\u00a0designed\u00a0an\u00a0<b>action<\/b><b>\u00a0plan<\/b>\u00a0for\u00a0the\u00a0next\u00a05\u00a0years\u00a0to\u00a0increase\u00a0the\u00a0profit.<\/li>\n<\/ul>\n<p>(K\u00e2r\u0131 art\u0131rmak i\u00e7in \u00f6n\u00fcm\u00fczdeki 5 y\u0131l i\u00e7in bir eylem plan\u0131 tasarlad\u0131k.)<\/p>\n<p><b>Communication<\/b><b>: \u0130leti\u015fim<\/b><\/p>\n<ul>\n<li><b>Communication<\/b><b>\u00a0<\/b>in a\u00a0corporation\u00a0enables\u00a0the\u00a0information\u00a0transfer\u00a0to\u00a0be\u00a0faster\u00a0and\u00a0avoid\u00a0problematic\u00a0situations.<\/li>\n<\/ul>\n<p>(Bir \u015firkette ileti\u015fim, bilgi aktar\u0131m\u0131n\u0131n daha h\u0131zl\u0131 olmas\u0131n\u0131 ve sorunlu durumlardan ka\u00e7\u0131n\u0131lmas\u0131n\u0131 sa\u011flar.)<\/p>\n<p><b>Task<\/b><b>\u00a0<\/b><b>force<\/b><b>: \u0130\u015f grubu<\/b><\/p>\n<ul>\n<li>The\u00a0corporation\u00a0established\u00a0a\u00a0<b>task<\/b><b>\u00a0<\/b><b>force<\/b>\u00a0for\u00a0research\u00a0and\u00a0development.<\/li>\n<\/ul>\n<p>(\u015eirket ara\u015ft\u0131rma ve geli\u015ftirme i\u00e7in bir i\u015f grubu olu\u015fturdu.)<\/p>\n<p><b>Corporate<\/b><b>\u00a0<\/b><b>culture<\/b><b>: Kurum k\u00fclt\u00fcr\u00fc<\/b><\/p>\n<ul>\n<li>To\u00a0improve\u00a0<b>corporate<\/b><b>\u00a0<\/b><b>culture<\/b>, it is\u00a0essential\u00a0to\u00a0support\u00a0the\u00a0employees\u00a0and\u00a0make\u00a0them\u00a0comfortable\u00a0in\u00a0their\u00a0workplace.<\/li>\n<\/ul>\n<p>(Kurum k\u00fclt\u00fcr\u00fcn\u00fc geli\u015ftirmek i\u00e7in, \u00e7al\u0131\u015fanlar\u0131 desteklemek ve onlar\u0131 i\u015fyerlerinde rahat ettirmek \u00e7ok \u00f6nemlidir.)<\/p>\n<p><b>Mentor<\/b><b>: Ak\u0131l hocas\u0131<\/b><\/p>\n<ul>\n<li>A\u00a0good\u00a0employer\u00a0should\u00a0be a\u00a0<b>mentor<\/b><b>\u00a0<\/b>when\u00a0it is\u00a0necessary\u00a0and\u00a0help\u00a0his\u00a0employees.<\/li>\n<\/ul>\n<p>(\u0130yi bir i\u015fveren gerekti\u011finde\u00a0ak\u0131l hocas\u0131 olmal\u0131 ve \u00e7al\u0131\u015fanlar\u0131na yard\u0131m etmelidir.)<\/p>\n<p><b>Motivation<\/b><b>: Motivasyon<\/b><\/p>\n<ul>\n<li>To\u00a0increase\u00a0the\u00a0<b>motivation<\/b>,\u00a0group\u00a0activities, site\u00a0visits\u00a0and\u00a0increase\u00a0in\u00a0competition\u00a0are\u00a0necessary.<\/li>\n<\/ul>\n<p>(Motivasyonu artt\u0131rmak i\u00e7in grup aktiviteleri, saha ziyaretleri ve rekabette art\u0131\u015f gereklidir.)<\/p>\n<p><b>Interview<\/b><b>: M\u00fclakat<\/b><\/p>\n<ul>\n<li>There\u00a0is a\u00a0new\u00a0position\u00a0in HR\u00a0departmant\u00a0and\u00a0participants\u00a0will\u00a0be\u00a0attending\u00a0the\u00a0<b>interview<\/b>.<\/li>\n<\/ul>\n<p>(\u0130K departman\u0131nda yeni bir pozisyon var ve g\u00f6r\u00fc\u015fmeye kat\u0131l\u0131mc\u0131lar kat\u0131lacak.)<\/p>\n<p><b>Orientation<\/b><b>: Oryantasyon<\/b><\/p>\n<ul>\n<li>The\u00a0process\u00a0of\u00a0<b>orientation<\/b><b>\u00a0<\/b>should\u00a0be\u00a0considered\u00a0as a\u00a0must\u00a0for\u00a0a\u00a0new\u00a0employee\u00a0to\u00a0get\u00a0used\u00a0to\u00a0working\u00a0as\u00a0expected.<\/li>\n<\/ul>\n<p>(Yeni bir \u00e7al\u0131\u015fan\u0131n beklendi\u011fi gibi \u00e7al\u0131\u015fmaya al\u0131\u015fmas\u0131 i\u00e7in oryantasyon s\u00fcreci bir zorunluluk olarak g\u00f6r\u00fclmelidir.)<\/p>\n<p><b>Gain<\/b><b>\u00a0sharing: Kazan\u00e7 payla\u015f\u0131m\u0131<\/b><\/p>\n<ul>\n<li><b>Gain<\/b><b>\u00a0<\/b><b>sharing<\/b>\u00a0is a\u00a0big\u00a0part\u00a0of\u00a0the\u00a0motivation\u00a0of\u00a0the\u00a0departments\u00a0in a\u00a0corporation\u00a0to\u00a0work\u00a0with\u00a0a\u00a0harmony\u00a0and\u00a0succeed.<\/li>\n<\/ul>\n<p>(Kazan\u00e7 payla\u015f\u0131m\u0131, bir kurumdaki departmanlar\u0131n bir uyumla \u00e7al\u0131\u015fma ve ba\u015far\u0131l\u0131 olma motivasyonunun b\u00fcy\u00fck bir par\u00e7as\u0131d\u0131r.)<\/p>\n<p><b>Reengeneering<\/b><b>: Yeniden yap\u0131lanma<\/b><\/p>\n<ul>\n<li>The\u00a0corporation\u00a0needs\u00a0to\u00a0go\u00a0for\u00a0<b>reengeneering<\/b><b>\u00a0<\/b>if\u00a0the\u00a0cash\u00a0flow\u00a0to\u00a0pay\u00a0the\u00a0debt\u00a0is\u00a0broken.<\/li>\n<\/ul>\n<p>(E\u011fer borcu \u00f6demek i\u00e7in nakit ak\u0131\u015f\u0131 bozulursa \u015firketin yeniden yap\u0131lanmaya gitmesi gerekir.)<\/p>\n<p><b>Strategic\u00a0goals: Stratejik ama\u00e7lar<\/b><\/p>\n<ul>\n<li>A\u00a0company\u00a0should\u00a0have<b>\u00a0<\/b><b>strategic<\/b><b>\u00a0<\/b><b>goals<\/b>\u00a0in\u00a0order\u00a0not\u00a0to\u00a0get\u00a0lost\u00a0in\u00a0the\u00a0industry.<\/li>\n<\/ul>\n<p>(Bir \u015firketin sekt\u00f6rde kaybolmamas\u0131 i\u00e7in stratejik hedefleri olmal\u0131d\u0131r.)<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Commitment: Adanma HR\u00a0department\u00a0has\u00a0been\u00a0working\u00a0on a\u00a0new\u00a0project\u00a0for\u00a0improving\u00a0commitment\u00a0of\u00a0the\u00a0workpeople. (\u0130K departman\u0131, \u00e7al\u0131\u015fanlar\u0131n ba\u011fl\u0131l\u0131\u011f\u0131n\u0131 art\u0131rmak i\u00e7in yeni bir proje \u00fczerinde \u00e7al\u0131\u015fmaktad\u0131r.) Analytical\u00a0thinking: Analitik d\u00fc\u015f\u00fcnme When\u00a0a problem\u00a0occurs\u00a0in\u00a0the\u00a0workplace,\u00a0analytical\u00a0thinking\u00a0is\u00a0the\u00a0solution. (\u0130\u015fyerinde bir sorun olu\u015ftu\u011funda \u00e7\u00f6z\u00fcm analitik d\u00fc\u015f\u00fcncedir.) Loyalty: Ba\u011fl\u0131l\u0131k, sadakat<\/p>\n","protected":false},"author":1,"featured_media":12672,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2386],"tags":[],"class_list":["post-12348","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ingilizce-terimleri"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/posts\/12348","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/comments?post=12348"}],"version-history":[{"count":0,"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/posts\/12348\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/media\/12672"}],"wp:attachment":[{"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/media?parent=12348"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/categories?post=12348"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.konusarakogren.com\/blog\/wp-json\/wp\/v2\/tags?post=12348"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}