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Human Resources Management

Human Resources Management; Functions that focus on recruitment, management, and employee orientation in an organization. All of the processes and programs touched by people are part of HR management.  is part of it.

Members of the HR Management department; provides the necessary information, relevant tools, training, administrative services, coaching, legal and management consultancy, talent management oversight for the successful operations that the organization needs.

Most HR departments are responsible for organizational development, which creates the corporate culture. The HR department is tasked with oversight obligations to ensure their organization is teaming up appropriately and inspiring the empowerment of their employees. In companies with an increasing number of employees, this oversight role becomes impossible when the system is not used, and this role of HR departments loses its functionality.

HR Management is the organizational function that provides leadership and advises that addresses all issues related to people within an organization. HR Management; recruitment, performance management, organizational development, job security,  deals with health, employee motivation, communication, management and training. All these functions together  and an integrated platform maximizes the effectiveness of HR departments,  Using a transparent, reportable and measurable system makes it easier for the HR department to report its activities to the senior management and accelerates the organization.

HR Management; It is also a strategic and comprehensive approach to managing people, workplace culture and the environment. Effective HR Management enables employees to contribute effectively and productively to the overall company direction and achievement of the organization's goals and objectives.

Motivation 4.0

Motivation 1.0  It was the survival process from the primitive times of humanity to the industrial revolution. Motivation 2.0  on the other hand, evaluates it as the process from the work of Winslow Taylor in the early 1900s, which affected the way they do business, to the present day. By the 1950s, some progress was made when the classical Motivation 2.0 approach could not meet the needs of the economies that became more complex.  This healing process is called Motivation 2.1. Motivation was a process based on reward and punishment systems on the basis of 2.0 and 2.1, and for a long time it was the main performance tool of business life.  If the motivation is 3.0  that people have a third motive, even if there is no reward, employees  have the motivation to learn, create and do better by enjoying success  admits it is.  

As Corporate-Sense, we reveal the motivations of Motivation 3.0 to learn, create and enjoy success, and motivate the digital  environment, the performance, competencies and loyalty of the employees of the managers in the entire institution.   We aimed to standardize to ensure maximizing and we introduced the concept of Motivation 4.0.  

Corporate-Sense and Motivation 4.0 Journey  


Corporate-Sense's human resource management practices prioritize the integration of employees around the company strategy. All employees have the opportunity to see their contribution directly, while being familiar with the whole of the company's strategy. Thus, the first part of motivation becomes active.

With the competency evaluation system, employees clearly see what the expected behaviors are while passing through 360-degree competency evaluations and begin to collect stars during the year as a result of their behaviors.


Star Starar Concepts

Feedback is one of the most important elements of performance today. While many employees consider themselves competent in every job because they do not receive correct feedback from their managers, managers complain about their employees because of the feedback they do not give. The concepts of Star and Star-ar emerged with the aim of standardizing how an ideal feedback should be done. (S & T) Situation & Task  situation, task, event, (A) Action, and (R)  result  is defined as.  A behavior expected of an employee in a situation  state first for the given star  should be explained, his practice against this event should be expressed and the result he received should be reported to him and the stars given should be given during the performance evaluation period.  must be recorded for final use.

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Corporate Sense records how employees receive feedback on what competencies are expected from them with digital feedback.  It ensures the rapid spread of corporate culture within the institution.

Contact us for more information about Corporate-Sense's human resources practices...

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