1. Talent Discovery and Development: Artificial intelligence can be used to assess and develop the talents and potential of employees. Machine learning algorithms can analyze employee skills, make recommendations, and deliver personalized training and development programs.

2. Performance Management: Artificial intelligence can be used to monitor and evaluate the performance of the employees. Data analytics and algorithmic assessment methods can objectively measure performance, automate feedback processes, and help set performance goals.

3. Workforce Planning: Artificial intelligence can be used to forecast workforce demands and improve workforce planning processes. Data analysis and forecasting models can anticipate future needs, adjust recruitment and training processes accordingly, and make workforce planning more effective.
4. Employer Brand and Worker Experience: Artificial intelligence can be used to strengthen employer branding and improve employee experience. Chatbots and digital assistants can provide faster and more interactive support to candidates and employees, answer questions and communicate information about employer branding.

   However, some ethical and security issues, data privacy, algorithmic bias and human-oriented decision processes need to be carefully addressed in the use of artificial intelligence.

Goal Setting and Rewarding: Clearly set individual and team goals for employees and reward those goals when they are successful. Reward can be financial or intangible and can motivate employees to improve their performance.
Career Development: Provide opportunities for employees to develop their careers. Encourage employees to progress in their careers by increasing their skills and knowledge with practices such as training programs, mentoring, job rotations.

Communication and Feedback: Create clear and effective communication channels. Give regular feedback to employees and recognize their success. At the same time, listen to the opinions of the employees and guide them. Communication and feedback increase employee motivation and improve their performance.

Teamwork and Collaboration: Encourage teamwork and promote team spirit. Collaboration and teamwork enable employees to communicate with each other, share their knowledge and experience, and achieve common goals.

Work/Life Balance: Support employees to balance their work and private lives. Policies such as flexible working hours and remote working increase the quality of life of employees and increase their motivation.
Exemplary Leadership: Have managers demonstrate successful leadership skills. A good leader inspires, supports and provides opportunities to develop their employees. With the influence of successful leaders, employees become more motivated and encourage success.

1. Performance Based Remuneration: This policy includes increasing the salaries of employees or paying bonuses depending on their performance. Employees who meet or exceed their performance goals may receive higher pay or additional rewards.
2.  Bonus and Bonus Systems: Companies can make bonus or premium payments to employees who reach certain targets or meet predetermined performance criteria. This encourages the achievement of goals by encouraging employees.
3. Recognition and Reward Programs: These are programs designed to recognize and reward the achievements of employees. These programs offer incentives such as rewards, badges, certificates or gift cards to motivate and recognize employees.
4. Career Development and Advancement Opportunities: Employees with high performance may be offered more responsibility, promotion or career advancement opportunities. This increases the motivation of employees by encouraging them to improve themselves.
5. Flexible Working Programs: Employees with high performance may be offered opportunities such as flexible working hours or remote working. This helps employees achieve work-life balance and increases their motivation.
6. Talent and Skill Development Programs: Companies can offer training and development programs to help high-performing employees develop their talents and skills. This encourages employees to achieve more.
   These policies are common tools used to encourage employees, increase their loyalty, and improve the company’s performance. However, it is important for each company to shape these policies in accordance with its own business structure and culture.

1.Research and understanding: Research is important to understand the values, expectations and working styles of different generations. This is a fundamental step towards understanding the characteristics and motivational factors of each generation.
2. Communication and feedback: It is important to communicate effectively and give feedback between different generations. An open, honest and constructive communication environment should be established to facilitate intergenerational interaction and increase understanding.

3.Training and development: It is important to create training and development programs that meet the needs of different generations. Each generation may have different learning styles and preferences, so education programs should be adjusted accordingly.

4.Flexible working models: There may be different preferences among different generations on issues such as working hours, flexible working arrangements and work-life balance. Businesses can offer flexible working models to adapt to the different needs of employees.

5. Mentoring and collaboration: Establishing mentoring programs among employees of different generations can be an effective method to encourage the sharing of experiences and knowledge transfer. In this way, younger employees can learn from experienced employees and a culture of collaboration can be fostered.

6. Evaluation and promotion: Businesses should consider generational differences in performance evaluation and promotion processes. A fair and objective evaluation process should be established according to the values and motivational factors of each generation.

7.Diversity and inclusion: In their generational management processes, businesses should adopt clear policies to promote diversity and inclusion. These policies should emphasize the zero tolerance for discrimination and act on the principles of equality and justice. Training and awareness programs enable employees to understand differences, reduce prejudice and create an inclusive work environment. The business should regularly evaluate diversity and inclusion goals and monitor progress.

1. Talent Discovery and Development: Artificial intelligence can be used to assess and develop the talents and potential of employees. Machine learning algorithms can analyze employee skills, make recommendations, and deliver personalized training and development programs.

2. Performance Management: Artificial intelligence can be used to monitor and evaluate the performance of the employees. Data analytics and algorithmic assessment methods can objectively measure performance, automate feedback processes, and help set performance goals.

3. Workforce Planning: Artificial intelligence can be used to forecast workforce demands and improve workforce planning processes. Data analysis and forecasting models can anticipate future needs, adjust recruitment and training processes accordingly, and make workforce planning more effective.
4. Employer Brand and Worker Experience: Artificial intelligence can be used to strengthen employer branding and improve employee experience. Chatbots and digital assistants can provide faster and more interactive support to candidates and employees, answer questions and communicate information about employer branding.

   However, some ethical and security issues, data privacy, algorithmic bias and human-oriented decision processes need to be carefully addressed in the use of artificial intelligence.

Executive search is the process of searching for top managers or executive candidates of businesses. This process aims to select the managers in accordance with the needs of the business and to find the most suitable candidates to realize the goals and strategies of the business. Executive search is a tool for the business to find talented and experienced managers.

There is a relationship between organizational identity and executive search. The organizational identity of the enterprises should be reflected in the characteristics and skills of the managers of the enterprise. The mission, vision and values ​​of the business are the factors to be considered in the selection of the managers of the business. Businesses should select suitable candidates in the executive search process, taking into account the organizational identity of the business.

As a result, organizational identity can be used as an effective tool in the executive search process of the company. Businesses can protect the culture and values ​​of the business by choosing managers who are suitable for the organizational identity. Executive search helps businesses find talented and experienced managers, while organizational identity helps the business guide new managers in line with the culture and values ​​of the business. For this reason, it is important for the success of the business that businesses consider the organizational identity and executive search processes together.

Emotional intelligence also affects leaders’ ability to deal with crisis situations. Leaders have to take steps to manage the concerns of employees and customers and resolve the crisis in times of business crisis. A leader with high emotional intelligence can stay calm, show determination and effectively manage crisis in such situations. This is crucial to maintaining the reputation of the business and gaining the trust of customers. Emotional intelligence also helps leaders empathize with their employees. By understanding the needs and concerns of his employees, a leader can take appropriate steps to improve the performance of the business. This can keep employees happy and satisfied within the business, which is critical to the success of the business.

HRM practices should be the driving force for corporate entrepreneurship because it involves organizational learning driven by collaboration, creativity and individual commitment. In order to encourage corporate entrepreneurship in a company, it is very important to create the needed internal culture and environment first. Creating a suitable environment for intrapreneurship is the first step of human capital resource. Proper selection and placement practices for this formation are one of the most important tools that determine and facilitate the level of human capital and corporate entrepreneurship. In addition, managerial support and positive attitude encourage intrapreneurship and enable the generation and development of new business ideas.

Devretme Sorunları ve Profesyonel Yönetici

O gün gelecek ve işletmenizi, sizden daha genç birine bırakacaksınız. Pek çok aile kökenli yönetici, özellikle birinci nesil işletme sahipleri için bu başlı başına minik bir korku filmi olabilir. Burada yapılması gereken ayrım bir sonraki nesile sadece mülkiyetin mi bırakılacağına yoksa hem mülkiyet hem de yönetimsel hakların mı bırakılacağına karar vermektir.

Eğer sonraki kuşak yönetimde yer almayacaksa, zaten aile dışı bir yöneticiye ihtiyaç var demektir. Ancak bir sonraki kuşağın yönetimde yer alması planlanıyorsa profesyonel yöneticinin rolü daha önemli ve hassas hale gelir.

Öncelikle, bir sonraki nesil profesyonel yönetici ile birlikte çalışmaya başlayabilir. Bu duruma kurumsal bir usta çırak ilişkisi olarak bakabiliriz; bu beraber çalışma sürecinde profesyonel yönetici hem aktif olarak bilgi aktarabilir (ör. İş pratikleri ile ilgili) ve devralacak kuşak liderlik yapmayı gözlemleyerek öğrenebilir. Bunun dışında, profesyonel ve devralacak kuşağın ayrı ayrı çalışması ancak profesyonel yöneticinin koçluk yapması da söz konusudur. Ayrıca bir iki nesil arasındaki yaş farkının çok olması durumunda, yönetici ilk olarak şirketin idari olarak boşlukta kalmamasını ikinci olarak da sonraki nesli yetiştirme sorumluluğunu alır.

Hazır kuşaklar konusu açılmışken profesyonel yöneticinin iki nesil arasında köprü olması konusundan da bahsetmeden olmaz. Yeni nesil elbette önceki nesilden farklı paradigmalarla düşünecek, farklı stratejik hedeflere önem verecek ve sektörel olaylara daha güncel bir açıdan yaklaşacaktır. Öte yandan önceki nesil deneyimi sebebiyle, kararlarında bir takım –doğru ya da yanlış, ön yargılara sahip olacak, bazı işler için en iyi pratikleri bilirken bazılarından habersiz olacaktır. Bu iki karşıt enerjinin, yani yeni neslin enerji heves ve girişimciliği ile önceki neslin deneyim ve bilgisinin birbirine ket vurmaması ve birbirini güçlendirmesi için profesyonel yönetici çok önemli bir aracıdır. Yönetici, hem disiplini itibariyle yeni nesil kadar modern ekonomiye hakim olacak, hızlı ve çok bilgiye erişebilecek hem de eski neslin deneyiminden gelen bilgiyi işletmenin ve sektörün perspektifinde inceleyebilecektir.

Aile Şirketleri ve Profesyonel Yöneticiler İnci Özkul

ISBN: 978-975-286-509-9

© İnci Gülsün Özkul Yönetim ve İnsan Kaynakları Danışmanlığı 2016