Cilt: 13 Sayı : 26
YEREL YÖNETİMLER VE İNSAN KAYNAKLARININ GELİŞTİRİLMESİ
LOCAL GOVERNMENTS AND HUMAN RESOURCES’ DEVELOPMENT
Adnan SÖYLEMEZ

1.4K 129

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 important position. 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.
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Adnan SÖYLEMEZ
253/5000Hizmetimizi sunmamıza ve geliştirmemize, içerik ve reklamları uyarlamamıza yardımcı olması için çerezleri kullanıyoruz. Devam ederek çerez kullanımını kabul etmiş olursunuz. Telif hakkı © 2020 Elsevier B.V. veya onun lisans verenleri veya katkıda bulunanları. ScienceDirect ®, Elsevier B.V.'nin tescilli ticari markasıdır.
253/5000Hizmetimizi sunmamıza ve geliştirmemize, içerik ve reklamları uyarlamamıza yardımcı olması için çerezleri kullanıyoruz. Devam
ederek çerez kullanımını kabul etmiş olursunuz. Telif hakkı © 2020 Elsevier B.V. veya onun lisans verenleri veya katkıda bulunanları.
ScienceDirect ®, Elsevier B.V.'nin tescilli ticari markasıdır.