Human Resources can sometimes be overlooked by companies because it is not a balance sheet item. However, this resource is among the most valuable assets for an organization. No equipment, no production, and no service can reach a commercially successful position without a sufficient and qualified human resource. Therefore, it is crucial to embrace this resource as an indispensable and most valuable function rather than seeing human resources as an equipment or an asset of the company. Valuing employees and motivating them will also provide additional returns commercially, and we have examined the elements of these in previous writings.
Seeing a person as a human is a requirement of every religion and general morality. We should never forget that our employees are human beings, and they have features and needs that are very different from a machine part. Ensuring the rights that need to be provided within the legal framework is a requirement of a proper feasibility study. There is no point in the Business Plan making profit plans by seeing human resource needs and costs at a lower value than the legislation. In fact, such a calculation indicates that there is a problem according to the feasibility principles of the relevant business, and this situation is much more important for a business person, even indicating that any business has been disabled from the beginning.
So, if we have succeeded in making human resources a value and the most important element of the organization in the context of what has been described, what should we do next? The answer to this question continues to evolve with ongoing literature and practical life applications. However, experience has shown that some elements summarized below are indispensable.
Firstly, determination/enthusiasm should be created for each individual in human resources. This phenomenon, which comes from the English word "will," can also be presented in some cases as the power of will or desire. Creating this determination and desire for a person, forming awareness, and ensuring its continuity are the main points. We can discuss this issue in detail in another article. What is wanted to be explained at this stage should be what we can do to create and sustain this.
In this context, analyzing each individual's behavior and communication, motivation factors, emotional intelligence, and prioritization based on current conditions would be useful. This study explains what different features a person has in different conditions and provides a more clear evaluation for both the organization and the employee. In the past, the Swedish-based Kreafor organization successfully carried out several projects for the first time in our country with TTI personality tests. Through scientific methods, online environments, tests, and reports created in the Turkish language, individual evaluations can be made, a mutual awareness and feedback environment can be created, personalized coaching can be provided to the employee, and even total productivity increase can be achieved by making necessary revisions and improvements in the organization. Such a study contributes to Talent Management systems and Performance Management of organizations by providing useful data and objective information, also contributing to communication between parties.
Bringing out and managing the internal power for determination and desire underlying motivation through these methods will bring benefits to every organization, proving the value we give to them.
Dr. Bilinç Dolmacı
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