{"id":2778,"date":"2026-06-03T19:09:12","date_gmt":"2026-06-03T16:09:12","guid":{"rendered":"https:\/\/www.gultekinaltuntas.com\/?p=2778"},"modified":"2026-06-03T19:10:56","modified_gmt":"2026-06-03T16:10:56","slug":"yetenek-savasi-gercekten-var-mi","status":"publish","type":"post","link":"https:\/\/www.gultekinaltuntas.com\/?p=2778","title":{"rendered":"Yetenek Sava\u015f\u0131 Ger\u00e7ekten Var M\u0131?"},"content":{"rendered":"\n

(Modern \u0130\u015fletmelerin G\u00f6r\u00fcnmeyen Hatalar\u0131)<\/strong><\/p>\n

1997 y\u0131l\u0131nda d\u00fcnyan\u0131n \u00f6nde gelen dan\u0131\u015fmanl\u0131k i\u015fletmelerinden biri olan McKinsey & Company, y\u00f6netim d\u00fcnyas\u0131na son derece etkili bir kavram kazand\u0131rd\u0131.<\/p>\n

War for Talent (Yetenek Sava\u015f\u0131)<\/i><\/strong><\/p>\n

Temel iddia \u015fuydu:<\/p>\n

Gelecekte i\u015fletmelerin en b\u00fcy\u00fck rekabet alan\u0131 \u00fcr\u00fcnler, teknoloji veya sermaye de\u011fil, yetenekli \u00e7al\u0131\u015fanlar olacakt\u0131.<\/p>\n

Aradan yakla\u015f\u0131k 30 y\u0131l ge\u00e7ti.<\/p>\n

Ve bug\u00fcn nereye baksak ayn\u0131 \u015feyi duyuyoruz:<\/p>\n

Yetenek bulam\u0131yoruz!<\/strong><\/p><\/blockquote>\n

Peki ger\u00e7ekten \u00f6yle mi? Yani ger\u00e7ekten i\u015fletmeler aras\u0131 bir yetenek sava\u015f\u0131 m\u0131 var?<\/p>\n

Yoksa i\u015fletmeler sahip olduklar\u0131 yetenekleri kullanmakta m\u0131 ba\u015far\u0131s\u0131z oluyor?<\/p>\n

Ger\u00e7ekten Yetenek Mi Eksik?<\/strong><\/p>\n

Bu soruya cevap vermeden \u00f6nce ilgin\u00e7 bir \u00e7eli\u015fkiye bakal\u0131m.<\/p>\n

\u0130\u015fletmeler s\u00fcrekli yetenek k\u0131tl\u0131\u011f\u0131ndan s\u00f6z ediyor.<\/p>\n

Ama ayn\u0131 zamanda:<\/p>\n

    \n
      \n
    1. Milyonlarca insan i\u015f ar\u0131yor,<\/li>\n
    2. \u00dcniversiteler her y\u0131l binlerce mezun veriyor ve<\/li>\n
    3. \u0130\u015fletmeler yo\u011fun i\u015fe al\u0131m faaliyetleri y\u00fcr\u00fct\u00fcyor.<\/li>\n<\/ol>\n<\/ol>\n

      Sorun yaln\u0131zca arz eksikli\u011fi olsayd\u0131, bu kadar yayg\u0131n bir problem olmamas\u0131 gerekirdi.<\/p>\n

      Belki de sorun yetenek eksikli\u011fi de\u011fil,<\/p>\n

      \u0130\u015fletmelerin yetene\u011fi de\u011fere d\u00f6n\u00fc\u015ft\u00fcrememesi!<\/strong><\/p><\/blockquote>\n

      Google’nin Buldu\u011fu \u015ea\u015f\u0131rt\u0131c\u0131 Sonu\u00e7!<\/strong><\/p>\n

      Uzun y\u0131llar boyunca bir\u00e7ok i\u015fletme \u015fu varsay\u0131mla hareket etti:<\/p>\n

      En iyi insanlar\u0131 bulursak en iyi sonu\u00e7lar\u0131 al\u0131r\u0131z.<\/strong><\/p><\/blockquote>\n

      Ancak Google taraf\u0131ndan y\u00fcr\u00fct\u00fclen Project Aristotle ara\u015ft\u0131rmas\u0131 farkl\u0131 bir sonuca ula\u015ft\u0131.<\/p>\n

      Y\u00fczlerce ekibi incelendi.<\/p>\n

      Ve ekip ba\u015far\u0131s\u0131n\u0131 belirleyen temel unsurun nitelikli bireysel \u00e7al\u0131\u015fanlar olmad\u0131\u011f\u0131 g\u00f6r\u00fcld\u00fc.<\/p>\n

      Ba\u015far\u0131y\u0131 belirleyen en g\u00fc\u00e7l\u00fc de\u011fi\u015fken bamba\u015fka bir unsur \u00e7\u0131kt\u0131:<\/p>\n

      Psikolojik g\u00fcvenlik…<\/strong><\/p><\/blockquote>\n

      Bir ba\u015fka ifadeyle,<\/p>\n

        \n
          \n
        1. \u0130nsanlar\u0131n hata yapabildi\u011fi,<\/li>\n
        2. Soru sorabildi\u011fi,<\/li>\n
        3. \u0130tiraz edebildi\u011fi ve<\/li>\n
        4. D\u00fc\u015f\u00fcncelerini rahat\u00e7a payla\u015fabildi\u011fi ekipler daha ba\u015far\u0131l\u0131yd\u0131lar.<\/li>\n<\/ol>\n<\/ol>\n

          Bu sonu\u00e7 \u00f6nemli.<\/p>\n

          \u00c7\u00fcnk\u00fc ba\u015far\u0131y\u0131 bireylerden \u00e7ok, sistem ile ili\u015fkilendiriyor.<\/p>\n

          \u0130\u015fletmeler Neyi Kaybediyor?<\/strong><\/p>\n

          Gallup’un son k\u00fcresel ara\u015ft\u0131rmalar\u0131 \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131n tarihsel olarak d\u00fc\u015f\u00fck d\u00fczeylerde oldu\u011funu g\u00f6steriyor.<\/p>\n

          D\u00fcnya genelinde \u00e7al\u0131\u015fanlar\u0131n yaln\u0131zca k\u00fc\u00e7\u00fck bir b\u00f6l\u00fcm\u00fc ger\u00e7ekten i\u015fe ba\u011fl\u0131 hissediyor ve d\u00fc\u015f\u00fck ba\u011fl\u0131l\u0131\u011f\u0131n k\u00fcresel ekonomiye maliyetinin trilyonlarca dolar seviyesinde oldu\u011fu tahmin ediliyor.<\/p>\n

          Burada kritik soru \u015fu:<\/p>\n

          Bu insanlar ger\u00e7ekten yeteneksiz mi?<\/p>\n

          Yoksa i\u015fletmeler onlar\u0131n potansiyelini ortaya \u00e7\u0131karam\u0131yor mu?<\/p>\n

          En B\u00fcy\u00fck \u0130sraf: Kullan\u0131lamayan Yetenek<\/strong><\/p>\n

          Kurumsal d\u00fcnyada finansal israflar g\u00f6r\u00fcn\u00fcrd\u00fcr.<\/p>\n

          Ama yetenek israf\u0131 \u00e7o\u011fu zaman g\u00f6r\u00fcnmezdir.<\/p>\n

          \u0130nsanlar i\u015fe al\u0131n\u0131r.<\/p>\n

          Sonra,<\/p>\n

            \n
              \n
            1. Karar s\u00fcre\u00e7lerinden d\u0131\u015flan\u0131r,<\/li>\n
            2. Geli\u015fim f\u0131rsatlar\u0131 bulamaz,<\/li>\n
            3. Anlaml\u0131 geri bildirim alamaz ve<\/li>\n
            4. B\u00fcrokrasi i\u00e7inde s\u0131k\u0131\u015f\u0131r.<\/li>\n<\/ol>\n<\/ol>\n

              Ve bir s\u00fcre sonra performans d\u00fc\u015fmeye ba\u015flar.<\/p>\n

              \u0130\u015fletmeler ise sorunu \u00e7al\u0131\u015fanlarda arar.<\/p>\n

              Toyota Neden Farkl\u0131yd\u0131?<\/strong><\/p>\n

              Uzun y\u0131llard\u0131r y\u00f6netim literat\u00fcr\u00fcnde \u00f6rnek g\u00f6sterilen Toyota sadece iyi \u00e7al\u0131\u015fanlar buldu\u011fu i\u00e7in ba\u015far\u0131l\u0131 olmad\u0131.<\/p>\n

              Toyota \u00dcretim Sistemi’nin temel g\u00fcc\u00fc, \u00e7al\u0131\u015fanlar\u0131n s\u00fcrece katk\u0131 verebilmesini sa\u011flamas\u0131yd\u0131.<\/p>\n

              Bir \u00fcretim hatt\u0131 \u00e7al\u0131\u015fan\u0131 bile sistemi durdurabiliyor, hata bildirebiliyor, iyile\u015ftirme \u00f6nerisinde bulunabiliyordu.<\/p>\n

              Yani i\u015fletme yaln\u0131zca yetenek i\u015fe alm\u0131yordu.<\/p>\n

              \u00d6zetle,<\/p>\n

              Yetene\u011fi kullanabilecek sistem tasarl\u0131yordu.<\/strong><\/p><\/blockquote>\n

              Y\u00fcksek Potansiyel Paradoksu<\/strong><\/p>\n

              Bir\u00e7ok i\u015fletme y\u00fcksek potansiyelli \u00e7al\u0131\u015fanlara yat\u0131r\u0131m yap\u0131yor.<\/p>\n

              Ama ayn\u0131 i\u015fletmeler \u015fu hatay\u0131 da yap\u0131yor:<\/p>\n

              Nitelikli \u00e7al\u0131\u015fanlar yarat\u0131rken sistemleri g\u00f6z ard\u0131 ediyor.<\/p>\n

              Sonu\u00e7ta birka\u00e7 ki\u015fi s\u00fcrekli y\u00fck ta\u015f\u0131yor.<\/p>\n

              Geri kalan \u00e7al\u0131\u015fanlar ise izleyiciye d\u00f6n\u00fc\u015f\u00fcyor.<\/p>\n

              Bu durum k\u0131sa vadede performans \u00fcretebilir.<\/p>\n

              Ama uzun vadede s\u00fcrd\u00fcr\u00fclebilir de\u011fildir.<\/p>\n

              \u00c7al\u0131\u015fanlar Neden Ayr\u0131l\u0131yor?<\/strong><\/p>\n

              Gallup ara\u015ft\u0131rmalar\u0131 \u00e7al\u0131\u015fan kayb\u0131n\u0131n san\u0131ld\u0131\u011f\u0131ndan \u00e7ok daha maliyetli oldu\u011funu g\u00f6steriyor.<\/p>\n

              \u00d6zellikle teknik uzmanlar\u0131n ve y\u00f6neticilerin ayr\u0131lmas\u0131 ciddi finansal kay\u0131plar yarat\u0131yor.<\/p>\n

              Ama ilgin\u00e7 olan \u015fu:<\/p>\n

              \u00c7al\u0131\u015fanlar \u00e7o\u011fu zaman yaln\u0131zca \u00fccret nedeniyle ayr\u0131lm\u0131yor.<\/p>\n

              G\u00fcncel yetenek y\u00f6netimi ara\u015ft\u0131rmalar\u0131;<\/p>\n

                \n
                  \n
                1. Psikolojik g\u00fcvenlik,<\/li>\n
                2. Geli\u015fim f\u0131rsatlar\u0131,<\/li>\n
                3. \u0130\u015f-ya\u015fam dengesi,<\/li>\n
                4. Anlaml\u0131 i\u015f deneyimi ve<\/li>\n
                5. Esneklik gibi unsurlar\u0131n en az \u00fccret kadar \u00f6nemli oldu\u011funu g\u00f6steriyor.<\/li>\n<\/ol>\n<\/ol>\n

                  Belki de Sava\u015f\u0131n Ad\u0131 Yanl\u0131\u015f!<\/strong><\/p>\n

                  Otuz y\u0131ld\u0131r “yetenek sava\u015f\u0131”<\/i><\/strong> konu\u015fuyoruz.<\/p>\n

                  Ama belki de as\u0131l sava\u015f d\u0131\u015far\u0131da de\u011fil.<\/p>\n

                  \u0130\u00e7eride.<\/p>\n

                  Rakiplerle de\u011fil.<\/p>\n

                  Kendi sistemlerimizle.<\/p>\n

                  \u00c7\u00fcnk\u00fc bir\u00e7ok i\u015fletme, yetenek \u00e7ekebiliyor ama geli\u015ftiremiyor.<\/p>\n

                  \u0130\u015fe alabiliyor ama elde tutam\u0131yor.<\/p>\n

                  \u0130stihdam edebiliyor ama potansiyelini a\u00e7\u0131\u011fa \u00e7\u0131karam\u0131yor.<\/p>\n

                  Sonu\u00e7<\/strong><\/p>\n

                  Belki de art\u0131k,<\/p>\n

                  Yeni yetenekleri bulam\u0131yor muyuz?<\/strong><\/p><\/blockquote>sorusunu

                  Mevcut yeteneklerimizi kullanam\u0131yor muyuz?<\/strong><\/blockquote>sorusuyla de\u011fi\u015ftirmenin zaman\u0131 gelmi\u015ftir.<\/p>\n

                  \u00c7\u00fcnk\u00fc biri piyasay\u0131 su\u00e7lar.<\/p>\n

                  Di\u011feri sistemi sorgular.<\/p>\n

                  Ve benim y\u0131llard\u0131r g\u00f6zlemledi\u011fim \u015fey \u015fu:<\/p>\n

                  S\u00fcrd\u00fcr\u00fclebilir rekabet avantaj\u0131, en parlak insanlar\u0131 i\u015fe almakla de\u011fil, s\u0131radan \u00e7al\u0131\u015fanlar\u0131n bile potansiyelini ortaya \u00e7\u0131karabilen i\u015fletmeler kurmakla olu\u015fur.<\/p>\n

                  Son Soru<\/strong><\/p>\n

                  Sizin i\u015fletmeniz ger\u00e7ekten bir yetenek k\u0131tl\u0131\u011f\u0131 m\u0131 ya\u015f\u0131yor?<\/strong><\/p>

                  Yoksa sahip oldu\u011fu yetene\u011fi g\u00f6r\u00fcnmez hale getiren bir sistemle mi \u00e7al\u0131\u015f\u0131yor?<\/strong><\/p><\/blockquote>\n

                  De\u011ferli yorumlar\u0131n\u0131z\u0131 bekliyorum.<\/p>\n

                  Bir sonraki yaz\u0131mda g\u00f6r\u00fc\u015fmek \u00fczere, selamlar\u0131mla…<\/p>\n

                  Kaynak\u00e7a<\/strong><\/p>\n

                    \n
                      \n
                    1. Bakker, A. B., & Demerouti, E. (2007). The job demands\u2013resources model: State of the art. Journal of Managerial Psychology, 22(3), 309\u2013328.<\/li>\n
                    2. Cappelli, P. (2008). Talent on Demand: Managing Talent in an Age of Uncertainty. Harvard Business Press.<\/li>\n
                    3. Chambers, E. G., Foulon, M., Handfield\u2010Jones, H., Hankin, S. M., & Michaels, E. G. (1998). The war for talent. The McKinsey Quarterly, 3, 44\u201357.<\/li>\n
                    4. Groysberg, B., Lee, L.-E., & Nanda, A. (2008). Can they take it with them? The portability of star knowledge workers’ performance. Management Science, 54(7), 1213\u20131230.<\/li>\n
                    5. Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent. Harvard Business School Press.<\/li>\n
                    6. Pfeffer, J. (1998). The Human Equation: Building Profits by Putting People First. Harvard Business School Press.<\/li>\n
                    7. Simon, H. A. (1997). Administrative Behavior (4th ed.). Free Press.<\/li>\n<\/ol>\n<\/ol>\n\n\n\n\n\n\n\n","protected":false},"excerpt":{"rendered":"

                      (Modern \u0130\u015fletmelerin G\u00f6r\u00fcnmeyen Hatalar\u0131) 1997 y\u0131l\u0131nda d\u00fcnyan\u0131n \u00f6nde gelen dan\u0131\u015fmanl\u0131k i\u015fletmelerinden biri olan McKinsey & Company, y\u00f6netim d\u00fcnyas\u0131na son derece etkili bir kavram kazand\u0131rd\u0131. War for Talent (Yetenek Sava\u015f\u0131) Temel iddia \u015fuydu: Gelecekte i\u015fletmelerin en b\u00fcy\u00fck rekabet alan\u0131 \u00fcr\u00fcnler, teknoloji veya sermaye de\u011fil, yetenekli \u00e7al\u0131\u015fanlar olacakt\u0131. Aradan yakla\u015f\u0131k 30 y\u0131l ge\u00e7ti. Ve bug\u00fcn nereye baksak<\/p>\n","protected":false},"author":1,"featured_media":2787,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[153,1],"tags":[543,712,485,513,329,582,489,306,726,542,703,497,460,500,34,728,544,548,597],"class_list":["post-2778","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogum","category-duyuru","tag-calisan-bagliligi","tag-insan-sermayesi","tag-kurumsal-donusum","tag-kurumsal-kultur","tag-liderlik","tag-organizasyon-tasarimi","tag-organizasyonel-davranis","tag-orgut-kulturu","tag-orgut-tasarimi","tag-orgutsel-davranis","tag-orgutsel-kultur","tag-performans-yonetimi","tag-psikolojik-guvenlik","tag-sessiz-istifa","tag-stratejik-yonetim","tag-yetenek-israfi","tag-yetenek-yonetimi","tag-yonetim-bilimi","tag-yuksek-performansli-calisanlar"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/www.gultekinaltuntas.com\/wp-content\/uploads\/2026\/06\/dr.-gultekin-altuntas-6a20510cda3af.png?fit=1024%2C1024&ssl=1","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5nO7q-IO","jetpack-related-posts":[],"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2778","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2778"}],"version-history":[{"count":9,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2778\/revisions"}],"predecessor-version":[{"id":2789,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2778\/revisions\/2789"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/media\/2787"}],"wp:attachment":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2778"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2778"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2778"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}