ÖRGÜTSEL HAFIZA KAYBINI ÖNLEMEDE İŞTEN AYRILMA MÜLAKATLARI: BİR MÜLAKAT FORMU ÖRNEĞİ

Bilginin rekabet avantajı sağlayan en temel unsur olarak tanımlanmasıyla birlikte, geçmiş deneyimlerden elde edilen bilgilerin oluşturduğu örgütsel hafıza kavramı büyük önem kazanmıştır. Örgütsel hafızayı tehdit eden en temel tehlikelerden birisi, örgütsel hafızanın daha çok bireylerin zihinlerinde yerleşmesi nedeniyle çalışan devir hızıdır. Bu bağlamda, örgütsel hafızanın korunması için işten ayrılma mülakatları hayati önem taşımaktadır. İşten ayrılma mülakatlarında, ayrılan çalışanlara farklı boyutlarla ilgili sorulan sorular işten ayrılan çalışanın bilgi, beceri ve deneyimlerine ulaşılmasını ve bunların ustalıkla kayıt altına alınmasını sağlayacaktır. Bu durum örgütsel hafıza kaybını engelleyecek, hem örgüt hem de yeni alınacak çalışanlar için yararlı olacaktır. Çalışmanın amacı; örgütsel hafızanın korunması ve bilgi transferini sağlamaya yönelik olarak işten ayrılma mülakatlarında hangi farklı boyutların ön plana çıktığının belirlenmesidir. Çalışmanın amacı doğrultusunda, genel merkezi İstanbul’da bulunan bir holdingin doğal gaz dağıtım hizmeti sunan iştirakindeki işten ayrılma mülakat sisteminin boyutları incelenerek, etkin bir mülakat sistemi için olması gereken boyutlar belirlenmeye çalışılmıştır

Anahtar Kelimeler:

İşten Ayrılma Mülakatı, Çalışan Devir Hızı, Örgütsel Hafıza, Örgütsel Hafıza Kaybı

ÖRGÜTSEL HAFIZA KAYBINI ÖNLEMEDE İŞTEN AYRILMA MÜLAKATLARI: BİR MÜLAKAT FORMU ÖRNEĞİ

Following the recognition of the fact that knowledge is the most basic element of competitive advantage, the concept of organizational memory which is formed by the knowledge obtained from past experience has gained great importance in recent years. Due to the fact that organizational memory is generally in the minds of individuals, one of the fundamental threats for organizational memory is employee turnover. In this context, the exit interview has vital importance for the protection of the organizational memory. In the exit interview, questions are asked about different dimensions of the problem to employees who are leaving from the organization to reach and register their knowledge, skills and experience. This situation will prevent the organizational amnesia (loss of organizational memory) and will provide benefits for organization and new employees. The purpose of this study is to protect organizational memory and determine diffirent dimensions which come to the fore in the protection of the organizational memory to ensure knowledge transfer. In accordance with the purpose of this study, the exit interview systems dimensions were reviewed at natural gas distribution services of a holding which its headquarters located in Istanbul. Then it was tried to identify required dimensions for effective exit interview system

Keywords:

Exit Interviews, Employee Turnover, Organizatonal Memory, Organizational Amnesia,

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