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B " ( " 2$f$$$$$$" PROJE AMACI2 Sadece gemi_ performans1n llmesini deil, bireyin potansiyelinin belirlenerek geli_im plan1n1n olu_turulmas1n1 ve geli_imin salanmas1n1 hedefler ,#  PROJE AMACI|Gnlk ve dnemsel uygulamalarda kar_1la_1lan sorunlarda 0nsan Kaynaklar1 birimleri _irket ii dan1_manl1k roln ve uygulaman1n belirlenen standartlara uyumunu salama roln stlenmelidir  $!PROJE A^AMALARI^irket stratejilerinin incelenmesi, ^irket yetkinliklerinin belirlenmesi ve tm yetkinliklerin tan1mlamalar1n1n yap1lmas1, ^irket Performans Ynetimi prensiplerinin olu_turulmas1, ^irket genelinde eitimlerle uygulaman1n haz1rl11n1n gerekle_tirilmesi, Uygulama ve sonular1n1n izlenmesi, ^irket stratejilerinin incelenmesi. &MZL0KYS Genel olarak, bir organizasyondaki tm al1_anlar  insan kaynaklar1 n1 olu_turur. Daha a1k bir ifadeyle, organizasyondaki st, orta ve alt kadame yneticiler, teknik personel, dan1_man olarak istihdam edilen personel, tam-sreli ya da k1smi sreli al1_an personel, i_i ve memurlar ve dier _ekillerde istihdam edilen tm personel organizasyonun insan kaynaklar1n1 olu_turur.,}Z|,FF0KYS0nsan Kaynaklar1n1n Ynetimi denildiinde ise organizasyonun amalar1na ula_abilmesi iin, tm insan kaynaklar1n1n en doru, etkin ve verimli bir _ekilde kullan1lmas1 anla_1lmaktad1r. Bilindii zere, organizasyonlar1n amalar1 organizasyon trne gre dei_mektedir .  0KYSKamu, zel ve nc sektr organizasyonlar1n amalar1 aras1nda farkl1l1klar bulunmaktad1r. zel organizasyonlar1n temel amac1 kar iken, kamu ve zel organizasyonlar1n temel amac1 toplumun ortak ihtiyalar1n1 kar_1lamak ve/veya topluma hizmet etmektir. 0KYSv^phesiz, zel organizasyonlar da mal ve hizmet reterek toplumun ihtiyalar1n1 kar_1lar ve topluma hizmet eder. Ancak, zel organizasyonlar1n temel amac1 asl1nda kar salay1c1 faaliyetlerde bulunmakt1r. Her organizasyonun ortak amalar1 ise  kalite ve  verimlilik ilkeleri erevesinde faaliyette bulunmakt1r.<<0KYS0nsan kaynaklar1 ynetimi, bir ba_ka a1dan organizasyon ve ynetimde  insan boyutunu ele alan disiplin olarak tan1mlanabilir. 0nsan kaynaklar1 ynetiminin temel amalar1n1 ise _u _ekilde zetleyebiliriz : 0KYS0nsan kaynaklar1n1 en etkin ve verimli _ekilde kullanmak, Doru insanlar1, doru i_lerde istihdam etmek; bir ba_ka ifadeyle, i_ iin gerekli bilgi, beceri ve yetenee sahip ki_ileri semek ve bunlar1 kendilerine en uygun birimlere ya da departmanlara yerle_tirmek,    0KYS>0nsanlar1n performanslar1na uygun _ekilde i_te ykselmelerini salamak, al1_anlar1 takdir ve motive etmek; organizasyonda al1_anlar zerinde de demotive edici faktrleri ortadan kald1rmak, al1_anlar1n performans deerlendirilmesini bilimsel esaslar ve standartlar dahilinde yrtmek,    0KYScret ve maddi te_viklerin takdir edilmesinde adil olmaya al1_mak; ki_ilerin i_ performanslar1na dayal1 cret takdir etmek ve bunu mmkn olduu lde objektif kriterler erevesinde yapmak.   J0NSAN KAYNAKLARI YNET0M0NDE A^AMALAR Herhangi bir organizasyonda insan kaynaklar1n1n ynetiminde yap1lmas1 gereken i_lemleri 10 ba_l1k alt1nda zetleyebiliriz:"|{  A^AMALAR 1.0nsan Kaynaklar1n1n Planlanmas1: Organizasyonun ihtiya duyduu insan kaynaklar1n1n planlanmas1 i_lemidir. Bu a_amada ilk olarak insan kaynaklar1na olan talep belirlenir, daha sonra insan kaynaklar1 piyasas1 analiz edilerek i_gc arz1 ile ilgili veriler elde edilmeye al1_1l1r.Bu a_amada i_ analizi,i_ tan1m1 ve i_ dizaynlar1 gerekle_tirilir.0^Y A^AMALAR, 2.0nsan kaynaklar1n1n seimi ve i_e yerle_tirilmesi: Bu a_amada insan kaynaklar1 piyasas1ndan i_gc talebinde bulunulur.Bunun iin duyuru ve ilanlar yaparak adaylar1n ba_vurular1n1n yap1lmas1 salan1r.Aday bulunmas1nda yaralan1lacak duyuru ve ilan yntemleri _unlar olabilir:$ A^AMALARXOrganizasyon d1_1ndan aday bulma Gazetelere ilan verme, Eitim kurumlar1 ile i_birlii yaparak aday bulma, Organizasyonun iinden aday bulma, Transfer etme, Terfi ettirme,  A^AMALARDuyurular1n ard1ndan mevcut ba_vurular aras1ndan yaz1l1 ve/veya szl s1navlar yap1l1r ve eleman seimi yap1l1r.Bu a_amada i_ iin gerekli zellikte eleman al1nmas1na zen gsterilir.0nsan Kaynaklar1n1n seimi ve i_e yerle_tirilmesi a_amas1nda son yap1lacak i_lem i_e seilen eleman1n1n k1sa bir oryantasyon program1ndan,(organizasyonun tan1t1lmas1 ve i_e al1_t1rma)sonra i_ine yerle_tirilmesidir.ZA^AMALARL3.0nsan Kaynaklar1n1n geli_tirilmesi: Bu a_amada,organizasyon al1_malar1n1n i_ ba_1nda ve ve ya i_ d1_1nda eitim seminerlerine kat1l1m1 salanarak, bilgi ve beceri dzeylerini art1rmalar1 salan1r.Yine bu a_amada organizasyon al1_anlar1na rehberlik ve kariyer geli_tirme hizmetleri sunulur..&%A^AMALAR4.0nsan kaynaklar1n1 motivasyonu: 0nsan kaynaklar1 ynetiminde en nemli a_amalardan birisi motivasyon ynetimidir.bu a_amada organizasyon al1_anlar1ndan daha yksek performans elde edebilmek iin e_itli motivasyonel aralar kullan1labilir.,A^AMALAR* 5.0nsan kaynaklar1n1n ynetime kat1l1m1: Bu a_amada e_itli yeni ynetim teknikerli(al1_anlar1 glendirme,kademe azaltma,al1_ma gruplar1 olu_turmas1 v.s)ile al1_anlar1n ynetimde karar alma srecine ve yap1lan i_lere daha aktif ve i_birlii ierisinde kat1l1m1 salan1r.$A^AMALAR 6.0nsan Kaynaklar1nda performans deerlendirme ve lme: 0K ynetiminde en nemli a_amalardan biri olmas1na ramen pratikte ok az i_letme gerekten performans deerlendirme ve lme konusunu uygulamaktad1rlar.Bu a_amada ncelikle performans kriterleri objektif olarak belirlenmeli,performans kriterlerinin a1k,anla_1l1r ve adil olduu konusunda organizasyonda bir konsenss salan1lmal1d1r.2ZA^AMALARn 7. Stres Ynetimi: 0K ynetimi alan1nda ele al1nmas1 gereken konulardan biriside stres ynetimidir.Bu a_amada stresin neden ve sonular1 ve stres nleme yollar1 analiz edilmektedir.$A^AMALARt 8.cret Ynetimi: cret takdiri,0KY en nemli konular1ndan biridir.Ayl1k maa_ ve dier demeler ile emeklilik ikramiyelerinin ve maa_lar1n1n denmesi konular1 bu a_amada tespit edilir.$A^AMALAR0 9.al1_ma ili_lerinin dzenlenmesi: 0_yeri ile i_veren ve i_i sendikalar1 aras1ndaki ili_kilerin dzenlenmesi de 0KY alan1nda ele al1nan konular1d1r.$A^AMALAR 10.0_ten ayr1lanlar1n dzenlenmesi: al1_anlar1n isteyerek i_ten ayr1lmalar1 ve al1_anlar1n i_ten 1kar1lmas1 konular1 da nem ta_1maktad1r.Bu i_lemler de 0KY  nin bir a_amas1n1 olu_turmaktad1r$&A^AMALAR Bu a1klamalardan sonra _imdi 0KY alan1nda nem ta_1yan baz1 konular1 daha detayl1 olarak ele almaya al1_al1m: .utA^AMALAR: 0^ ANAL0Z0: 0nsan kaynaklar1n1n planlanmas1 a_amas1nda yap1lacak i_lerden birisi i_ analizidir.Organizasyonda yap1lacak i_lerin tan1mlanmas1 ve i_i yapacak ki_ide aranan zelliklerin tespit edilmesi 0^ ANAL0Z0 olarak tan1mlanmaktad1r.0_ analizinde _u i_lemler nem ta_1maktad1r: &A^AMALAR0_ tan1m1 ve zellikleri, 0_i yapacak ki_ide aran1lacak zellikler ve grevi, 0_ deerlendirilmesi, 0_ tan1m1nda,organizasyondaki i_ler belirlenerek bu i_lerin tan1m1 yap1l1r ve i_i yapacak ki_inin grev ve sorumluluklar1 a1k olarak belirtilir.Ayn1 zamanda,i_ iin aranan zeliklerde i_ tan1m1nda tespit edilir.rnek tablo1"dZZFRNEK0_ nvan1:0nsan kaynaklar1 Uzman1 al1_t11 Blm:0nsan Kaynaklar1 Koodinatrl 0_ zeti: 0nsan kaynaklar1 uzman1,0nsan Kaynaklar1 koordinatrne bal1 olarak al1_an nolding ve bal1 _irketlerde stratejik insan kaynaklar1 ynetimini srdren ki_idirT\ZZ  >:YNRNEK Grev,Yetki ve Sorumluluklar1: Stratejik insan kaynaklar1 ynetimi plan1n1n haz1rlanmas1ndan sorumludur Her y1l1n kas1m ay1nda yap1lacak olan stratejik insan kaynaklar1 toplant1s1n1 organize eder,kat1l1mc1lar1 belirler ve kat1l1mc1larla toplant1 ncesi gerekli gr_meleri yapar. 0nsan kaynaklar1n1n ynetimi alan1nda genel politikalar ve ilkeleri holding ve bal1 _irketlere duyurulur. Ynetici Geli_tirme Projesini yrtlmesinden sorumludur. :ZZ RNEK 0_ 0in Aranan zellikler: En az 4 y1l eitim veren niversitelerin iktisat ,i_letme ve al1_ma ekonomisi mezunu olmak. Tercihen 0_letme Ynetim Konular1nda master derecesine sahip olmak En az 2 y1l tecrbe sahibi olmak <ZZ 00^E ALMA VE YERLE^T0RME 0nsan Kaynaklar1 ynetiminde en nemli grevlerinden birisi i_e uygun elemanlar1n al1nmas1 ve i_e yerle_tirilmesi i_lemidir.Bunun iin ncelikle organizasyonun ihtiya duyduu elemanlar1n nitelik ve nicelik olarak tespit edilmesi gerekir."!YETK0NL0KLERYetkinlik, ki_inin i_ini yaparken uygulad11 yntemdir; bilgi, yetenek, motivasyon ve ki_ilik bile_enlerinden olu_ur. Yetkinlikler yapabilirlik potansiyelini temsil eder; ba_ar1y1 destekleyen ve davran1_sal olarak tan1mlanabilen temel zellikler kmesidir. %"YETK0NL0KLERXBir organizasyonda tm al1_anlar iin geerli yetkinliklerin yan1nda, seviyeler ve pozisyonlar dei_tike farkl1la_an yetkinlikler vard1r.rnein, ncelikleri belirleme yetenei her al1_an iin gerekli bir yetkinliktir, ama planlama ve organizasyon becerisi sadece mdrler iin geerli olabilir. $-,&#YETK0NL0KLERDolay1s1yla, ki_inin performans1 hedeflere ula_abilmedeki ba_ar1s1 ile birlikte izledii yntem, al1_malar1 s1ras1ndaki tutum ve davran1_lar1 ile de deerlendirilmelidir. Yetkinliklerin tan1mlar1 performans deerlendirme sisteminde yer alacakt1r. Yetkinliklerin tan1mlar1n1n net ve belirgin olmas1 ki_ilerin aras1ndaki alg1lama farkl1l1klar1n1 ortadan kald1racakt1r. $qp2,4PERFORMANS YNET0M S0STEM0 0_letmelerde niin Performans Ynetim sistemini kurmak isteriz ?3- BUGN& al1_anlar1 motive etmek iin& . cret sistemini adaletli olu_turmak iin& al1_anlar1n kariyer ynetimlerine yard1mc1 olmak iin& . al1_anlar1n eitim ihtiyalar1n1 belirlemek iin& al1_an1 i_ten 1kard11m1zda ba_1m1z1n ar1mamas1 iin& 4. KARAR& al1_an1 kontrol etmek iin mi? al1_ana yat1r1m yapmak iin mi?B;5/NPerformans sisteminin tarihsel geli_imi(((H1950 ler liyakata bal1 performans 1970 ler Performans deerlendirme 1990 lar Performans Ynetimi 2000 ler Entelektel Sermaye ynetimi iinde Performans Ynetimi 60 Tan1m" Performans:Grevin gerei olarak nceden belirlenen ltleri kar_1layacak biimde grevin yerine getirilmesi ve amac1n gerekle_tirme oran1d1r.71Tan1m 2| Performans Deerlendirme:Bir yneticinin, nceden saptanm1_ objektif kriterlerle kar_1la_t1rma ve lme yolu ile,i_ grenlerin i_teki performans1n1 geli_tirmek amac1 ile deerlendirmesidir.6+&D 82HPerformans deerlendirmenin amalar1$%( (al1_an1n:herkes taraf1ndan kabul edilen kriterler ile: 1-Hedeflere ula_mada elde ettikleri sonular1 2-0_ tatmin durumlar1n1, 3-0_e ynelik yetkinliklerindeki mevcut dzeylerini(Bireysel ve tak1m);lmek ve deerlendirmek Z8PP" PP93HPerformans deerlendirmenin amalar1$%( (Eitim ve teknik/mesleki gereksinimlerini belirlemek Kariyer Planlama ve cret ynetimine veri olu_turmak Ki_isel geli_imleri iin plan yapmak Organizasyon iinde rotasyon ,i_ geli_tirme,i_ zenginle_tirme ve terfi iin veri olu_turmak:4HPerformans deerlendirmenin amalar1$%( ((Yneticilerin ,dengeli ve tutarl1 kararlar vermelerini kolayla_t1rmak, Yneticilerin ve i_ grenlerin yarat1c1l1klar1n1 ortaya 1karmak, al1_anlar1n performanslar1n1 ynlendirerek,i_inde geli_mesini ve gelecee haz1rlanmas1n1 salayacak geri bildirim mekanizmas1n1 olu_turmakZ;5HPerformans deerlendirmenin amalar1$%( ( Drst bir ynetim anlay1_1n1 yayarak gven yaratmak ve i_ gren moralini ykseltmek<6 KLAS0K Ki_ilik zelliklerine odaklanan Kontrole dayal1 Gemi_i baz alan Yarg1lay1c1 Bireysel Stotkocu ,`l <ADA^ Diyalog esasl1,destekleyen Yetkinliklere ve hedeflere odaklanan Gemi_ ve gelecek dnemi baz alan Bireysel,tak1m veya proje Yarat1c1l11 destekleyen ,'$d"Performans Ynetimi prensiplerinin olu_turulmas1 :30(f ^irketin performans ynetimi anlay1_1, st ynetimin bak1_ a1s1 ve kullan1lan aralar1n bu gr_lerle uyumuna ynelik olarak fikir birliine gidilmesi amac1yla toplant1lar yap1lmaktad1r. ARGE nin hedeflerle ynetim anlay1_1 1_11ndaki nerileri, _irket kltr ile harmanlanarak son _eklini bulmaktad1r. 44o=7XPERFORMANS DEERLEND0RME S0STEM0 HAZIRLII-1(-,(Performans deerlendirme komitesi olu_turulmas1. Grevleri: 1-Prosedr olu_turmak 2-Performans deerlendirme srecini uygulamak ve kontrol etmek 3-Her y1l sistemi gncellemek 4-Performans deerlendirme st kurulu olu_turmak 5-Performans deerlendirme sonular1n1 yay1nlamak ve bilgilerin gizli olarak saklanmas1n1 salamak .1PPJC8XPERFORMANS DEERLEND0RME S0STEM0 HAZIRLII-2--(DSistem ile ilgili al1nacak kararlar 1-Genel Kritik kararlar 2-Deerlendirme yntemi 3-Deerlendirecek ki_i seimi 4-Deerlendirme _ekli 5-Geri bildirim _ekli$(%PYSxHedef Bazl1 Performans Deerlendirme Bireylerin performanslar1, al1_t1klar1 kurumlar1n i_ sonular1n1n iyile_mesine ve hedeflerine ula_mas1na ne kadar katk1da bulunduklar1 ile llr. <&%)&PYS Ki_i ve _irket performans1n1 art1rmay1 hedefleyen performans deerlendirme sisteminde, _irket hedefleri ile ili_kilendirilmi_ ve bu ynde tasarlanm1_ bireysel hedefleri belirlemek, deerlendirmenin nemli bir a_amas1d1r. ,*'PYS Bylece, ^irket hedeflerinin daha kolay gerekle_mesi, al1_anlar enerjilerini doru ynde harcad1klar1 iin etkin kaynak kullan1m1, al1_anlar iin adil bir deerlendirme sistemi yarat1lmas1 salan1r. 0 +(PYS^irket genelinde eitimlerle uygulaman1n haz1rl11n1n gerekle_tirilmesi Prensiplerin ve gerekli aralar1n olu_turulmas1n1n yan1nda performans deerlendirmenin etkinliinde  deerlendiren ve  deerlendirilen konumundaki al1_anlar1n rol nemlidir.6H,)PYS:Dolay1s1yla, al1_anlar1n bu sistemi benimsemesi ve faydalar1na inanmas1 sal1kl1 uygulama iin gereklidir. Bu amala, _irket ii eitimler verilmektedir.  /* UNUTMAYALIM!  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fԇl;3___PPT10+WD' = @B D' = @BA?%,( < +O%,( < +D' =%(D' =%(D9' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =-u6Bwipe(right)*<3<*+   (  x  c $$@0  $ H  0޽h ? ̙33y___PPT10Y+D=' = @B +m  $(  r  S -)   ) r  S .) ) H  0޽h ? fԇly___PPT10Y+D=' = @B +s  *(  x  c $3)   ) r  S \4) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $})   ) r  S ~) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $)   ) r  S `) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s   *(   x  c $)   ) r  S ē) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $)   ) r  S t) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $ G)   ) r  S &) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $()   ) r  S ) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $)   ) r  S ) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s   *(   x  c $x)   ) r  S 8) ) H  0޽h ? ̙33y___PPT10Y+D=' = @B +s   $*(  $x $ c $)   ) r $ S ) ) H $ 0޽h ? ̙33y___PPT10Y+D=' = @B +s  0(*(  (x ( c $)   ) r ( S ,# ) H ( 0޽h ? ̙33y___PPT10Y+D=' = @B +s  @,*(  ,x , c $`)   ) r , S  ) ) H , 0޽h ? ̙33y___PPT10Y+D=' = @B +s  P0*(  0x 0 c $ ^   ^ r 0 S  ^ ^ H 0 0޽h ? ̙33y___PPT10Y+D=' = @B +s  P4*(  4x 4 c $^   ^ r 4 S H^ @ ^ H 4 0޽h ? ̙33y___PPT10Y+D=' = @B +s  `8*(  8x 8 c $$^   ^ r 8 S %^ ^ H 8 0޽h ? ̙33y___PPT10Y+D=' = @B +s  p<*(  <x < c $2^   ^ r < S 2^ ^ H < 0޽h ? ̙33y___PPT10Y+D=' = @B +s  @*(  @x @ c $?^   ^ r @ S # # H @ 0޽h ? ̙33y___PPT10Y+D=' = @B +s  D*(  Dx D c $K^   ^ r D S L^ ^ H D 0޽h ? ̙33y___PPT10Y+D=' = @B +s  H*(  Hx H c $X^   ^ r H S Y^ ^ H H 0޽h ? ̙33y___PPT10Y+D=' = @B +s  L*(  Lx L c $e^   ^ r L S f^Pp ^ H L 0޽h ? ̙33y___PPT10Y+D=' = @B +s  P*(  Px P c $t^   ^ r P S t^ ^ H P 0޽h ? ̙33y___PPT10Y+D=' = @B +s  T*(  Tx T c $Ѐ^   ^ r T S ^ ^ H T 0޽h ? ̙33y___PPT10Y+D=' = @B +s  X*(  Xx X c $|^   ^ r X S <^ ^ H X 0޽h ? ̙33y___PPT10Y+D=' = @B +s  \*(  \x \ c $^   ^ r \ S l^ ^ H \ 0޽h ? ̙33y___PPT10Y+D=' = @B +s  `*(  `x ` c $$^   ^ r ` S ^ ^ H ` 0޽h ? ̙33y___PPT10Y+D=' = @B +s  d*(  dx d c $^   ^ r d S ^ ^ H d 0޽h ? ̙33y___PPT10Y+D=' = @B +s   h*(  hx h c $p^   ^ r h S D^ ^ H h 0޽h ? ̙33y___PPT10Y+D=' = @B +s  0l*(  lx l c $^   ^ r l S ^ ^ H l 0޽h ? ̙33y___PPT10Y+D=' = @B +s  @p*(  px p c $^`  ^ r p S h^ ^ H p 0޽h ? ̙33y___PPT10Y+D=' = @B +s  Pt*(  tx t c $^   ^ r t S ^ ^ H t 0޽h ? ̙33y___PPT10Y+D=' = @B +s  `x*(  xx x c $ `   ` r x S  ` ` H x 0޽h ? ̙33y___PPT10Y+D=' = @B +   0(p|(  |x | c $^   ^ r | S ^ ^  | 68^M  ( H | 0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $`   ` r  S H` ` H  0޽h ? ̙33y___PPT10Y+D=' = @B +s  *(  x  c $`   ` r  S `0  ` H  0޽h ? ̙33y___PPT10Y+D=' = @B +  t(  r  S +`   ` x  c $l,`  ` B 0 s AR8 ) ? f,k,kXX?Bj  $D000 `H  0޽h ? fԇle]___PPT10=.`5%+UD' = @B D' = @BA?%,( < +O%,( < +D' =%(%(D' =%(D3' =4@BB BB%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =-o6Bdissolve*<3<*+}  $(  r  S 4`   ` r  S 86` ` H  0޽h ? fԇl___PPT10i.N+D=' = @B +}  $(  r  S ?`   ` r  S ?` ` H  0޽h ? fԇl___PPT10i.0δ+D=' = @B +50uL0 @(     T$gֳgֳ?u /,$D 0 SKATILIM (3  Zz    ,$D 0  BCDEF?##_Rth\ULN{JFFD[CFKOS<]dk.l aT i;bGH@= 2x  HBCDEpFx?NNOWejhuB dD-'dO-B MM9<@  `  0BCDEdFl?6[-k~qc:TlI@<f6~2/PrzA34@ A 0  BCDELFT?SSeG0o(Tn[3Hq5'# ]Ez)[(VgzTB4'%Hke>*:eGBTds\,z+iAR 'V?e@ `   T)gֳgֳ?# o],$D 0 hGRUP ALI^MASI $   z  *    % ,$D 0LN  *    *^N *   *   xB{C'DEF?BB50hbN+S~J (AZzC=hx"Gz(8|FD` 6J~Jr!rI&^rrS.^>}R$n~8A sr;;@   BCDEF?Ls @dDv  B&CDEF?L% @dB*  BCDEF?xI @1dv  B2CDEF?L1 @e  B CDEF?O @   xB{C(DEF?BB5/h`N+R~K (AZzC=hx!Hz(8}FD^ 6JJr!rG'^rrS.\>}S$n8B ss;<@F,$D 0  T)gֳgֳ?s ,$D 0 PROBLEMLER0N ZMNDE TM ALI^ANLARIN ENERJ0LER0NDEN FAYDALANMAKE E$ E   NA ??} X $D 00  s * )  0 2H  0޽h? ? f̙___PPT10u+*D' = @B Dl' = @BA?%,( < +O%,( < +D-' =%(%(D#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*D#' =%( D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<* %(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<* D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<* D#' =%(pD' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*Dn' =%(D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*++0+) ++0+) ++0+) +}  $(  r  S E`   ` r  S F`*p ` H  0޽h ? fԇl___PPT10i.+D=' = @B +}  $(  r  S N`   ` r  S (=` ` H  0޽h ? fԇl___PPT10i.0e+D=' = @B +}  $(  r  S  S`   ` r  S `U` ` H  0޽h ? fԇl___PPT10i. +D=' = @B +  :(  r  S [`   `   S |b` ` "p`PpH  0޽h ? fԇl___PPT10i.`?+D=' = @B +}  $(  r  S o`   ` r  S o` ` H  0޽h ? fԇl___PPT10i.T+D=' = @B +}   $(  r  S dz`   ` r  S ${` ` H  0޽h ? fԇl___PPT10i.0`+D=' = @B +$  0$(  r  S  `   ` r  S ` ` H  0޽h ? fԇl80___PPT10.0ɮ  nf@(  r  S <`  ` r  S `p  `  0 ZA ? ?= H $D 0  `H  0޽h ? fԇl___PPT10.@}+V1 D|' = @B D7' = @BA?%,( < +O%,( < +Dn' =%(D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*+  P$(  r  S ĺ`P  ` r  S ` ` H  0޽h ? ̙33  `6(  x  c $X`   ` x  c $` `  0  fA ?f1 ?s #h $D 00 `H  0޽h ? fԇl___PPT10.P+^D|' = @B D7' = @BA?%,( < +O%,( < +Dn' =%(D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*+  p*(  r  S p`   ` x  c $0`  `  0  `A ? ? 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