Performans Degerlendirme Sistemi ve Performans Düsüklügü Nedeniyle Is Sözlesmesinin Feshi

The aim of this study is to examine the relationship between performance appraisal system in organizations and the termination of employment contract in accordance with insufficient performance for employee. The organizations investing on human resources who use the information which reproduces is valuated and renewed as long as it is shared, shall be successful. Besides, the employees should meet the performance criteria's and even their performance should be carried out more than expected. In this case, performance management system which is one of the effective tools of the successful managements comes foreground. Performance appraisal system is used to decide whether or not the wage of an individual employee is justified. The first paragraph of the Article 18 of the Labor Act No. 4857 states as follows "The employer, who terminates the contract of an employee engaged for an indefinite period, who is employed in an establishment with thirty or more workers and who meets a minimum seniority of six months, must depend on a valid reason for such termination connected with the capacity or conduct of the employee or based on the operational requirements of the establishment or service". In this sense, employee's capacity or insufficient performance for employee is an important criterion for termination of employment contract. Key Words : Performance Appraisal, Employment Contract, Unlawful Termination. JEL Classification Codes K31, M12. Özet. Bu çalismanin amaci, isletmelerdeki performans degerlendirme sistemi ile isçinin performans düsüklügü nedeniyle is sözlesjnesinin fesh edilmesi arasindaki iliskiyi incelemektir. Paylastikça çogalan, deger kazanan ve kendini yenileyen bilgiyi kullanan insana yatinm yapan örgütler, basanli olacaklardir. Bunun yanisira, insanlann da bu sürecte belirli kriterleri karsilamasi ve harta bu kriterlerin üzerinde performans göstermesi gerekmektedir. Bu noktada, basarili yönetimin en etkili araçlanndan performans yönetim sistemi devreye girmektedir. Performans degerlendirme sistemi, isçinin ücretini belirlemek için kullanihr. 4857 sayili Is Kanunu'nun 18. maddesinin birinci fikrasi su sekildedir: "Otuz veya daha fazla isçi çalistiran isyerlerinde en az alti aylik kidemi olan isçinin belirsiz süreli is sözlesmesini fesheden isveren, isçinin yeterliliginden veya davramslarindan ya da isletmenin, isyerinin veya isin gereklerinden kaynaklanan geçerli bir sebebe dayanmak zorundadir ". Bu anlamda, isçi performansi is sözlesmesinin fesh edilmesinde önemli bir kriterdir. Anahtar Sözcükler : Performans Degerlendirme, is Sözlecmesi, Haksiz Fesih.

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