Yüksek Performanslı Organizasyonunun En Önemli Kaynağı Çalışanlar: Yüksek Performanslı Çalışan Profilini Belirlemek İçin Bir Model Önerisi

Abstract

Institutions that want to provide competitive advantage by responding to changes in the market and sector in the rapidly developing and changing, complex and uncertain business in the world and in Turkey need to focus on being a high performance organization. In this context, qualified employees, who have an agile workforce portfolio, whose competencies are compatible with the job, and who fulfill the duties and responsibilities expected from them with high performance, are the most important resources of high performance organizations.  Competencies and features that employees should have are important for the formation of a qualified workforce in every sector. The first condition of achieving high performance in institutions is to be able to use the knowledge, skills and abilities one has in their work. When the personality, characteristics and competencies of the employee are suitable for the job, job satisfaction, employee happiness and motivation, satisfaction, productivity and performance increase, turnover rates are falling. Otherwise, while productivity and performance decrease, stress, dissatisfaction and unhappiness increase. Employees with high performance and high satisfaction rate in the institution they work for are role models that provide the highest level of person and job harmony and reveal the employee profile that will bring the organization to high performance. In this context, the aim of the research is to propose a model that can be used to determine the high-performing employee profile that provides the highest level of person and job harmony by analyzing the personality traits and competencies of high-performing and high-satisfaction employees. By revealing the characteristics of high-performing employees, this model will be useful both in determining the candidate profile to be preferred for new hires and in analyzing the competencies of existing employees that need to be developed. Within the scope of the research, the personality, competence and value analysis results applied to 46 white-collar employees working in the same institution were matched with the employee satisfaction and performance evaluation results, and the personality traits, competencies and values of the high-performance employee group were analyzed and the criteria that ensure the best person-job fit were determined. According to the personality traits and competencies determined as a result of the model application, the recruitment process in the institution was reviewed, the competency-based interview form was updated, and inventories analyzing the relevant personality and competencies were added to the evaluation process, trainings were given to the existing employees about the relevant competencies and competencies that will lead to high performance has been developed.