YEREL YÖNETİMLER VE İNSAN KAYNAKLARININ GELİŞTİRİLMESİ
LOCAL GOVERNMENTS AND HUMAN RESOURCES’ DEVELOPMENT
İnsan kaynaklarının hizmet sektöründeki işlevselliği, sürdürülebilir eğitim faaliyetleri ile doğru orantılıdır. Zira her türlü eğitim ve öğretim faaliyetleri insanın kendisini yeniden keşfetmesi anlamındadır. Bu nedenledir ki insan kaynaklarının geliştirilmesine yönelik faaliyetler, toplumsal sorunların üstesinden gelebilecek dinamiklerdir. İnsan kaynaklarının eğitimi, kamu kuruluşlarında görev yapan personelin ve yöneticilerin hizmetlerinde kalite anlayışını getirerek, her alanda güven ortamı oluşturmaları ile mümkün olur. Hizmet, bilgi ve üretim gücünü büyütmek insan kaynaklarından yararlanarak yapılan bir faaliyettir. Eğitim ihtiyaç analizleri sonucu ortaya çıkabilecek eğitim materyallerinin geliştirilmesi ve programların saptanması, yerel görüşün küresel görüşe dönüşmesine etken olacaktır. Hızlı ekonomik, teknolojik ve toplumsal değişmeler belediyeleri hizmet üretimi ve sunumunda doğrudan etkilemektedir. Bununla beraber yaşanmakta olan hızlı kentleşme hareketleri ve teknolojik gelişmeler, belediyelerin ortaya çıkan sorunları çözmede nitelikli insan gücüne ihtiyacı önemli olmaktadır. Ayrıca yol, su, kanalizasyon, doğalgaz gibi, pek çok altyapı yatırımlarının yanında; sanayi, ticari ve kültürel faaliyetlerde bulunan belediyelerin bunları yerine getirirken maddi yönden olduğu kadar, insan kaynağı yönünden de güçlü olmaları gerekmektedir. Bu araştırmada, insan kaynaklarının geliştirilmesi ile ilgili literatür taranarak, Konya Büyükşehir Belediyesinde verilen insan kaynaklarının geliştirilmesine yönelik eğitim faaliyetleri incelenmiş; belediye insan kaynaklarının içerisinde yöneticiler ile çalışanlar arasındaki yürütülen eğitim çalışmalarının niteliği konusunda görüş farkları değerlendirilmiştir.
The functionality of Human Resources at service sector is directly proportionate to
sustainable education activities. Because, every kind of education and teaching activities
mean rediscovering the person himself or herself. Therefore, the activities to develop
human resources are dynamics that can over social problems.
Human Resources education enriches quality understanding at services of personnel and
managers at public institutions; it is possible to compose trust environment at every
field.The service is an activity that is performed to enlarge information and producing
power through benefiting from human resources. Education will be efficient to develop
education materials that may occur at the end of need analyses and determining the
program, turning local view into global view.
Fast economic, technologic and social developments directly affect the municipalities
regarding to producing and presenting service. Training of human resources brings
quality understanding to services of personnel and directors who are deployed at public
institutions and it is possible through composing trust environment at every field.
Progressing process is one of the important dimensions of human resources
management’s facilities. Organizations at industrialized societies give great importance to
human resources. Regarding to success and future of the organizations, the systems on the
human resources of the organization and developing of those human resources has an
Developing concept refers growing and training to consider and do better inter structure
and functionalizing of organization, its place in the society, its role through taking
consideration the manager as changing agent instead of being short term and to realize a
determined objective like growing concept. Progressing actions are important as much as
at least training activities regarding to either institution or personnel. It is too difficult to
distinct those two actions from each other with certain lines. The human factor is the
most valuable factor for all organizations. The basic element of reconstruction and
developing is qualified human factor; resource of qualified human factor is a good
education system. Because all of the actions of an organization gain value with human
and it can be focused on an aim. When we define this case as “developing period”,
providing desired changes at behaviors of institution personnel composes the basic
objective of organizational trainings. To use productively the methods, tools and
equipments and machines of the organizations makes force everybody from managers to
the personnel to be skillful.
Therefore a systematic training is required to increase abilities of the individuals, to make
them having theoretical and practical information. In-service training facilities compose
the body of an organization’s education plan. Generally, every organization needs to in-service training for its personnel. Thus, when it is mentioned about personnel growing, inservice
training comes to mind.
Under the light of those developments, services of the municipalities that are local
administration organizations are increasingly varying and changing. Efficiently and
productively implementing the expecting services of the Municipalities depends on their
deployed human resources that were trained subject to today conditions and became
qualified. Therefore, in-service training activities gained great importance at the
municipalities. Considering the importance of in-service training of municipality human
resources, this research subject was selected.
In-service training is referring an important function regarding to not only providing
duties of public organizations efficiently and productively but also providing them money
and time saving. In another mean, in-service training rescues the personnel from boredom
and dullness arising from personnel’s performing ordinary routine works and equipping
the personnel with new information and abilities and turns them into a person who think
on what he/she do, who develops herself/himself. At the end of training period, positive
developments may be at the performance of the personnel. At the case of being observed
or measurable positive developments at performance and behaviors to determine whether
the training reached to its aim or not, efficiency of training will be measured easier.
Training is trying to arrange personnel and social relations among the various working
groups in the institution. Consequently, conferences, seminaries, courses are considered at
important training methods that progress social coalescence and that develop personal
relations. At such social studies, occurring, discussing various views assist to increase
positive relations among the individuals and to have habit as solving the problems
together. The municipalities that perform an important duty to meet local and common
needs of the citizens want to use their existing human resource in right way. They feel
obligation to arrange in-service training programs to use human resources efficiently in
right place, right time. In-service training initiates growing qualified human resource
power that the organizations need to present efficient and productive service on the other
hand, it motivates the personnel and make gain them rational thinking power that is
necessary for development so organization follows and supplies technological
innovations, new information and developments.
The personnel who are deployed at Konya Metropolitan Municipality compose the
universe of this research. The sample is 216 municipality personnel who had in-service
training. Questionnaire method was used at the research. The Questionnaire Form
includes 37 questions. The questions have been prepared though considering five Likert
scale. In the section I, the questions for analyzing training need of personnel were
included. In the section II, the questions on composing the content of training need of the
personnel were included; in the section III, the questions about application of training
program to the personnel and in the section IV, the questions about assessment of training
program of the personnel and in the last section, the questions to make more efficient the
training program were included.
The research will cover the people who will be selected among Konya Metropolitan
Municipality human Resources Department. The research is limited with assessment of replies to the Questionnaire that will be applied. It is assumed that the municipality
personnel’s replies to the Questionnaire application are reflecting their real views.
Beside this, upon fast urbanization actions and technological developments, the qualified
human power need of municipalities becomes important. Also beside lots of infrastructure
investments like, road, water, drainage, natural gas; the municipalities have also
industrial, commercial and cultural activities so they have to powerful regarding to
pecuniary aspect or human resources.
In this research, the literature about developing human resources has been scanned;
education activities that were provided at Konya Metropolitan Municipality about
developing human resources; finally view differences about qualification of executed
education studies between managers and personnel at the human resources of the
municipality have been assessed.