{"id":2793,"date":"2026-06-09T10:11:57","date_gmt":"2026-06-09T07:11:57","guid":{"rendered":"https:\/\/www.gultekinaltuntas.com\/?p=2793"},"modified":"2026-06-09T10:15:05","modified_gmt":"2026-06-09T07:15:05","slug":"diplomalar-degerini-mi-kaybediyor","status":"publish","type":"post","link":"https:\/\/www.gultekinaltuntas.com\/?p=2793","title":{"rendered":"Diplomalar De\u011ferini Mi Kaybediyor?"},"content":{"rendered":"\n

(\u0130nsan Kaynaklar\u0131n\u0131n Yeni K\u00f6r Noktas\u0131)<\/strong><\/p>\n

Uzun y\u0131llar boyunca i\u015fe al\u0131m olduk\u00e7a basitti.<\/p>\n

\u0130yi \u00fcniversite.<\/p>\n

\u0130yi diploma.<\/p>\n

\u0130yi aday.<\/p>\n

Sistem kabaca b\u00f6yle \u00e7al\u0131\u015f\u0131yordu.<\/p>\n

\u0130nsan kaynaklar\u0131 i\u00e7in diploma bir filtreydi.<\/p>\n

H\u0131zl\u0131yd\u0131.<\/p>\n

Kolayd\u0131.<\/p>\n

Savunulabilirdi.<\/p>\n

Ama art\u0131k bu sistem \u00e7at\u0131rdamaya ba\u015flad\u0131.<\/p>\n

Yapay zek\u00e2 \u00e7a\u011f\u0131nda i\u015fletmeler yeni bir soruyla kar\u015f\u0131 kar\u015f\u0131ya:<\/p>\n

\u0130\u015fe al\u0131rken ger\u00e7ekten potansiyeli mi \u00f6l\u00e7\u00fcyoruz?<\/strong><\/p><\/blockquote>\n

Yoksa dikkate ald\u0131\u011f\u0131m\u0131z yaln\u0131zca ge\u00e7mi\u015f ba\u015far\u0131lar\u0131n belgeleri mi?<\/p>\n

Sessiz Bir Devrim Ya\u015fan\u0131yor!<\/strong><\/p>\n

Son birka\u00e7 y\u0131lda bir\u00e7ok b\u00fcy\u00fck i\u015fletme i\u015fe al\u0131m yakla\u015f\u0131m\u0131n\u0131 de\u011fi\u015ftirmeye ba\u015flad\u0131.<\/p>\n

Diploma \u015fartlar\u0131 gev\u015fetiliyor.<\/p>\n

Yetkinlik bazl\u0131 de\u011ferlendirmeler yayg\u0131nla\u015f\u0131yor.<\/p>\n

Beceri temelli i\u015fe al\u0131m (skills-based hiring) yeni norm haline geliyor.<\/p>\n

Ara\u015ft\u0131rmalar \u00f6zellikle yapay zek\u00e2 ve ye\u015fil ekonomi alanlar\u0131nda \u00fcniversite diplomas\u0131n\u0131n \u00f6neminin azal\u0131rken, belirli becerilerin de\u011ferinin artt\u0131\u011f\u0131n\u0131 g\u00f6steriyor. Milyonlarca i\u015f ilan\u0131 \u00fczerinde yap\u0131lan analizlerde yapay zek\u00e2 becerilerine sahip \u00e7al\u0131\u015fanlar\u0131n \u00f6nemli \u00fccret avantaj\u0131 elde etti\u011fi, diploma \u015fartlar\u0131n\u0131n ise giderek azald\u0131\u011f\u0131 g\u00f6r\u00fcl\u00fcyor.<\/p>\n

Bu \u00f6nemli bir k\u0131r\u0131lma.<\/p>\n

\u00c7\u00fcnk\u00fc ilk kez i\u015f d\u00fcnyas\u0131 \u015fu soruyu y\u00fcksek sesle sormaya ba\u015flad\u0131:<\/p>\n

Bu aday ne mezunu?<\/strong><\/p><\/blockquote>yerine

Bu aday ne yapabilir?<\/strong><\/p><\/blockquote>\n

\u0130nsan Kaynaklar\u0131n\u0131n En B\u00fcy\u00fck Yan\u0131lg\u0131s\u0131<\/strong><\/p>\n

Y\u0131llarca diploma bir kalite g\u00f6stergesi olarak kabul edildi.<\/p>\n

Ama diploma ile performans ayn\u0131 \u015fey de\u011fildir.<\/p>\n

Bir \u00e7al\u0131\u015fan\u0131n,<\/p>\n

    \n
      \n
    1. \u00d6\u011frenme \u00e7evikli\u011fi,<\/li>\n
    2. \u0130\u015f birli\u011fi becerisi ve<\/li>\n
    3. De\u011fi\u015fime uyum kapasitesi \u00e7o\u011fu zaman transkriptinde g\u00f6r\u00fcnmez.<\/li>\n<\/ol>\n<\/ol>\n

      Buna ra\u011fmen bir\u00e7ok i\u015fletme h\u00e2l\u00e2 i\u015fe al\u0131m\u0131n ilk a\u015famas\u0131nda bu insanlar\u0131 sistem d\u0131\u015f\u0131na itiyor.<\/p>\n

      Sonra da “yetenek bulam\u0131yoruz” diyor.<\/p>\n

      Google’nin Bize \u00d6\u011fretti\u011fi Ders<\/strong><\/p>\n

      Daha \u00f6nceki yaz\u0131lar\u0131mda da de\u011finmi\u015ftim. Tekrar hat\u0131rlatm\u0131\u015f olay\u0131m: Bir s\u00fcre \u00f6nce Google’nin y\u00fcr\u00fctt\u00fc\u011f\u00fc ekip performans\u0131 ara\u015ft\u0131rmalar\u0131 ilgin\u00e7 bir sonuca ula\u015ft\u0131.<\/p>\n

      Y\u00fcksek performans\u0131n temel belirleyicisi bireysel \u00f6zge\u00e7mi\u015flerin g\u00fcc\u00fc de\u011fil, ekibin \u00e7al\u0131\u015fma bi\u00e7imiydi.<\/p>\n

      \u00d6zellikle psikolojik g\u00fcvenlik, ekip ba\u015far\u0131s\u0131n\u0131n en g\u00fc\u00e7l\u00fc belirleyicilerinden biri olarak ortaya \u00e7\u0131kt\u0131.<\/p>\n

      Yani mesele yaln\u0131zca kimin i\u015fe al\u0131nd\u0131\u011f\u0131 de\u011fildi ye\u011fen, i\u015fe al\u0131nan bireylerin nas\u0131l bir sistem i\u00e7inde \u00e7al\u0131\u015ft\u0131\u011f\u0131yd\u0131.<\/p>\n

      Bu sonu\u00e7 bize kritik bir \u015feyi g\u00f6steriyor:<\/p>\n

      \u0130\u015fe al\u0131m ba\u015far\u0131s\u0131 aday se\u00e7mekten \u00e7ok, organizasyonu tasarlamakla ilgili olabilir.<\/i><\/strong><\/p>\n

      Yapay Zek\u00e2 \u0130nsan Kaynaklar\u0131n\u0131 De\u011fi\u015ftiriyor…<\/strong><\/p>\n

      Bug\u00fcn \u0130K fonksiyonlar\u0131 yaln\u0131zca i\u015fe al\u0131m yapm\u0131yor.<\/p>\n

      Yapay zek\u00e2,<\/p>\n

        \n
          \n
        1. Beceri haritalama,<\/li>\n
        2. Yetenek tahmini<\/li>\n
        3. \u00c7al\u0131\u015fan geli\u015fimi ve<\/li>\n
        4. \u0130\u015f g\u00fcc\u00fc planlamas\u0131 gibi alanlarda yo\u011fun bi\u00e7imde kullan\u0131lmaya ba\u015fland\u0131.<\/li>\n<\/ol>\n<\/ol>\n

          Ancak burada yeni bir risk ortaya \u00e7\u0131k\u0131yor:<\/p>\n

          Eskiden diploma filtreleri vard\u0131.<\/p>\n

          \u015eimdi algoritmik filtreler geliyor.<\/p>\n

          E\u011fer sistem do\u011fru tasarlanmazsa, eski \u00f6nyarg\u0131lar yaln\u0131zca dijitalle\u015fmi\u015f olacak.<\/p>\n

          Ara\u015ft\u0131rmalar bu nedenle insan kaynaklar\u0131nda “human-in-the-loop” yakla\u015f\u0131m\u0131n\u0131 \u00f6neriyor:<\/p>\n

          Karar\u0131 algoritmalar de\u011fil, algoritmalarla desteklenen insanlar vermeli.<\/i><\/strong><\/p>\n

          Moderna Neden \u0130K ile Teknolojiyi Birle\u015ftirdi?<\/strong><\/p>\n

          Yak\u0131n d\u00f6nemde dikkat \u00e7ekici bir \u00f6rnek ya\u015fand\u0131.<\/p>\n

          Moderna, insan kaynaklar\u0131 ve teknoloji fonksiyonlar\u0131n\u0131 tek \u00e7at\u0131 alt\u0131nda toplad\u0131.<\/p>\n

          Sebep olduk\u00e7a basitti:<\/p>\n

          \u0130\u015fletme gelecekteki rekabet avantaj\u0131n\u0131n teknoloji y\u00f6netiminden \u00e7ok, insan ve teknoloji etkile\u015fimini y\u00f6netmekten gelece\u011fine inan\u0131yordu.<\/p>\n

          Bu asl\u0131nda insan kaynaklar\u0131n\u0131n gelece\u011fini \u00f6zetliyor.<\/p>\n

          \u0130K art\u0131k personel i\u015fleri de\u011fildir.<\/p>\n

          \u0130\u015f tasar\u0131m\u0131d\u0131r.<\/p>\n

          Yetenek mimarisidir.<\/p>\n

          Organizasyon m\u00fchendisli\u011fidir.<\/p>\n

          As\u0131l Soru Yanl\u0131\u015f Olabilir!<\/strong><\/p>\n

          \u0130\u015fletmeler bug\u00fcn h\u00e2l\u00e2 \u015fu soruyu soruyor:<\/p>\n

          “En iyi aday kim?”<\/p>\n

          Belki de sormam\u0131z gereken soru \u015fu:<\/p>\n

          Bu i\u015fletme farkl\u0131 yetenekleri ortaya \u00e7\u0131karabilecek \u015fekilde tasarlanm\u0131\u015f m\u0131?<\/strong><\/p><\/blockquote>\n

          \u00c7\u00fcnk\u00fc k\u00f6t\u00fc tasarlanm\u0131\u015f sistemlerde en iyi \u00e7al\u0131\u015fanlar bile s\u0131radanla\u015fabilir.<\/p>\n

          \u0130yi tasarlanm\u0131\u015f sistemlerde ise s\u0131radan g\u00f6r\u00fcnen \u00e7al\u0131\u015fanlar ola\u011fan\u00fcst\u00fc performans g\u00f6sterebilir.<\/p>\n

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

          Yapay zek\u00e2 \u00e7a\u011f\u0131nda diploman\u0131n tamamen de\u011fersiz hale geldi\u011fini d\u00fc\u015f\u00fcnm\u00fcyorum. Onu da ayr\u0131 bir yaz\u0131 konusu yapar\u0131m.<\/p>\n

          Ama tek ba\u015f\u0131na yeterli olmad\u0131\u011f\u0131 kesin.<\/p>\n

          Gelece\u011fin insan kaynaklar\u0131 fonksiyonu,<\/p>\n

            \n
              \n
            1. Diploma y\u00f6netmeyecek, beceri y\u00f6netecek,<\/i><\/strong><\/li>\n
            2. \u00d6zge\u00e7mi\u015f taramayacak, potansiyel ke\u015ffedecek,<\/i><\/strong><\/li>\n
            3. Ve belki de en \u00f6nemlisi, adaylar\u0131 elemek yerine, onlar\u0131n de\u011fer \u00fcretebilece\u011fi sistemler tasarlayacak…<\/i><\/strong><\/li>\n<\/ol>\n<\/ol>\n

              \u00c7\u00fcnk\u00fc,<\/p>\n

              Gelece\u011fin rekabet avantaj\u0131 en iyi adaylar\u0131 bulmakta de\u011fil, en fazla \u00e7al\u0131\u015fan\u0131n potansiyelini ortaya \u00e7\u0131karabilmekte yat\u0131yor.<\/strong><\/p><\/blockquote>\n

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

              Bir sonraki yaz\u0131mda g\u00f6r\u00fc\u015fmek \u00fczere, kal\u0131n sa\u011fl\u0131cakla…<\/p>\n

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

                \n
                  \n
                1. Cappelli, P. (2008). Talent on Demand: Managing Talent in an Age of Uncertainty. Harvard Business Press.<\/li>\n
                2. Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.<\/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. Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent. Harvard Business School Press.<\/li>\n
                5. Rometty, G. (2023). Good Power: Leading Positive Change in Our Lives, Work, and World. Harvard Business Review Press.<\/li>\n
                6. Rozovsky, J. (2015). The Five Keys to a Successful Google Team. Google re:Work.<\/li>\n
                7. Simon, H. A. (1997). Administrative Behavior (4th ed.). Free Press.<\/li>\n
                8. World Economic Forum. (2025). The Future of Jobs Report 2025. World Economic Forum.<\/li>\n
                9. Xu, Y., Zhao, Y., & Li, H. (2024). Skills-based hiring in the age of artificial intelligence: Emerging trends and implications for workforce development. Human Resource Development Review, 23(4), 412\u2013436.<\/li>\n<\/ol>\n<\/ol>\n\n\n","protected":false},"excerpt":{"rendered":"

                  (\u0130nsan Kaynaklar\u0131n\u0131n Yeni K\u00f6r Noktas\u0131) Uzun y\u0131llar boyunca i\u015fe al\u0131m olduk\u00e7a basitti. \u0130yi \u00fcniversite. \u0130yi diploma. \u0130yi aday. Sistem kabaca b\u00f6yle \u00e7al\u0131\u015f\u0131yordu. \u0130nsan kaynaklar\u0131 i\u00e7in diploma bir filtreydi. H\u0131zl\u0131yd\u0131. Kolayd\u0131. Savunulabilirdi. Ama art\u0131k bu sistem \u00e7at\u0131rdamaya ba\u015flad\u0131. Yapay zek\u00e2 \u00e7a\u011f\u0131nda i\u015fletmeler yeni bir soruyla kar\u015f\u0131 kar\u015f\u0131ya: \u0130\u015fe al\u0131rken ger\u00e7ekten potansiyeli mi \u00f6l\u00e7\u00fcyoruz? Yoksa dikkate ald\u0131\u011f\u0131m\u0131z<\/p>\n","protected":false},"author":1,"featured_media":2797,"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":[730,466,490,731,54,596,732,593,513,582,489,726,542,460,34,729,544,709],"class_list":["post-2793","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogum","category-duyuru","tag-beceri-bazli-ise-alim","tag-calisan-deneyimi","tag-dijital-donusum","tag-gelecegin-isleri","tag-insan-kaynaklari","tag-is-dunyasi","tag-ise-alim","tag-kurumsal-hayat","tag-kurumsal-kultur","tag-organizasyon-tasarimi","tag-organizasyonel-davranis","tag-orgut-tasarimi","tag-orgutsel-davranis","tag-psikolojik-guvenlik","tag-stratejik-yonetim","tag-yapay-zeka-2","tag-yetenek-yonetimi","tag-yetkinlik-yonetimi"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/www.gultekinaltuntas.com\/wp-content\/uploads\/2026\/06\/dr.-gultekin-altuntas-6a27bc6fa7d53.png?fit=1024%2C1024&ssl=1","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5nO7q-J3","jetpack-related-posts":[],"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2793","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=2793"}],"version-history":[{"count":3,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2793\/revisions"}],"predecessor-version":[{"id":2796,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2793\/revisions\/2796"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/media\/2797"}],"wp:attachment":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2793"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2793"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2793"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}