{"id":1635,"date":"2024-03-25T09:02:50","date_gmt":"2024-03-25T09:02:50","guid":{"rendered":"https:\/\/hrlytic.net\/isgucu-azaltma-ik-icin-nihai-kilavuz-2024\/"},"modified":"2024-03-25T11:23:37","modified_gmt":"2024-03-25T11:23:37","slug":"isgucu-azaltma-ik-icin-nihai-kilavuz-2024","status":"publish","type":"post","link":"http:\/\/hrlytic.net\/tr\/isgucu-azaltma-ik-icin-nihai-kilavuz-2024\/","title":{"rendered":"\u0130\u015fg\u00fcc\u00fc Azaltma: \u0130K i\u00e7in Nihai K\u0131lavuz (2024)"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1635\" class=\"elementor elementor-1635 elementor-1606\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7094ef2 e-con-full e-flex e-con e-parent\" data-id=\"7094ef2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b69bf99 elementor-widget elementor-widget-text-editor\" data-id=\"b69bf99\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>\u0130\u015fg\u00fcc\u00fc Azaltma, &#8220;Kurulu\u015flar\u0131n hedeflerine ula\u015fmak i\u00e7in yapm\u0131\u015f olduklar\u0131 plan ve stratejilere uygun olarak rekabet g\u00fcc\u00fcn\u00fc art\u0131rmak amac\u0131yla kurulu\u015ftaki personel say\u0131s\u0131n\u0131n, pozisyonlar\u0131n ve hiyerar\u015fik kademelerin azalt\u0131lmas\u0131&#8221; olarak tan\u0131mlanmaktad\u0131r. Baz\u0131 \u015firketler alternatifler yaratarak sorunu \u00e7\u00f6zmeye \u00e7al\u0131\u015f\u0131yor. Hemen i\u015f\u00e7i almak yerine &#8220;evden \u00e7al\u0131\u015fma&#8221;, &#8220;yurtd\u0131\u015f\u0131nda g\u00f6revlendirme&#8221;, &#8220;kendi i\u015fini kurma&#8221;, &#8220;yar\u0131 \u00fccretli izin&#8221;, &#8220;yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma&#8221; gibi stratejileri devreye soktular.<\/p>\n<p><b>Temel k\u00fc\u00e7\u00fclme stratejileri a\u015fa\u011f\u0131daki gibi s\u0131ralanabilir:<\/b><\/p>\n<p>Genellikle k\u00fc\u00e7\u00fclme i\u00e7in ilk stratejidir ve genellikle emeklilik ve i\u015ften \u00e7\u0131karmalar i\u00e7in te\u015fvikleri i\u00e7eren acil iyile\u015ftirme olarak g\u00f6r\u00fcl\u00fcr.<\/p>\n<p>\u00c7al\u0131\u015fan say\u0131s\u0131n\u0131 azaltmak yerine i\u015fi azaltmay\u0131 hedefler. Bu faaliyetler, departmanlar\u0131n \u00fcretimini bitiren ve daha k\u0131sa bir \u00e7al\u0131\u015fma haftas\u0131n\u0131 tamamlayan orta vadeli bir stratejidir.<\/p>\n<p>Tedarik\u00e7ileri, s\u00fcre\u00e7 tasar\u0131m\u0131n\u0131, pazarlamay\u0131, sat\u0131\u015f deste\u011fini, y\u00f6ntem olu\u015fturmay\u0131 i\u00e7eren ve organizasyonun t\u00fcm y\u00f6nlerini basitle\u015ftiren k\u00fc\u00e7\u00fclme ile ilgilidir.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e7150d1 elementor-widget elementor-widget-heading\" data-id=\"e7150d1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">En iyi i\u015fg\u00fcc\u00fc k\u00fc\u00e7\u00fcltme uygulamalar\u0131<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0af6764 elementor-widget elementor-widget-text-editor\" data-id=\"0af6764\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul>\n<li>K\u00fc\u00e7\u00fclme karar\u0131n\u0131 vermek:<\/li>\n<\/ul>\n<p>K\u00fc\u00e7\u00fclme son \u00e7are uygulamas\u0131 olarak kullan\u0131lmal\u0131 ve g\u00fcvenilir bir vizyon olu\u015fturulmal\u0131d\u0131r.<\/p>\n<ul>\n<li>K\u00fc\u00e7\u00fclme planlamas\u0131:<\/li>\n<\/ul>\n<p>Organizasyonu olu\u015fturan t\u00fcm unsurlar belirlenmeli, s\u00fcreci organize etmek i\u00e7in uzmanlardan yararlan\u0131lmal\u0131 ve organizasyonun t\u00fcm birimlerine bilgi sa\u011flanmal\u0131d\u0131r.<\/p>\n<ul>\n<li>K\u00fc\u00e7\u00fclme a\u00e7\u0131klamas\u0131:<\/li>\n<\/ul>\n<p>K\u00fc\u00e7\u00fclmenin nedenleri a\u00e7\u0131klanmal\u0131, kararl\u0131l\u0131k g\u00f6sterilmeli, k\u00fc\u00e7\u00fclmenin avantajlar\u0131na dikkat \u00e7ekilmeli ve k\u00fc\u00e7\u00fclme karar\u0131 uygun bir zamanda duyurulmal\u0131d\u0131r.<\/p>\n<ul>\n<li>K\u00fc\u00e7\u00fclmenin Uygulanmas\u0131:<\/li>\n<\/ul>\n<p>K\u00fc\u00e7\u00fclme ba\u015fvurusuna giderken samimi olunmal\u0131 ve bu samimiyet g\u00f6sterilmelidir. \u0130\u015ften ayr\u0131lan \u00e7al\u0131\u015fanlar\u0131n ba\u015fka i\u015f bulmalar\u0131na yard\u0131mc\u0131 olunmal\u0131, i\u015ften \u00e7\u0131karma uygulamalar\u0131 adil olmal\u0131, kendi iste\u011fiyle i\u015ften ayr\u0131lanlara izin verilmeli, kurumda kalanlara ise e\u011fitim ve kariyer f\u0131rsatlar\u0131 sunulmal\u0131d\u0131r.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-570e454 elementor-widget elementor-widget-heading\" data-id=\"570e454\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">K\u00fc\u00e7\u00fclmeye Nas\u0131l Karar Verilir?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-27ae2e0 elementor-widget elementor-widget-text-editor\" data-id=\"27ae2e0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul>\n<li>Daha iyi yat\u0131r\u0131m kaynaklar\u0131n\u0131n oldu\u011fu yerlerde<\/li>\n<li>\u0130\u015fletmenin pazar pay\u0131n\u0131n yetersiz olmas\u0131<\/li>\n<li>Yeni teknolojiler i\u00e7in yeterli kaynak yok<\/li>\n<li>Kurulu\u015f hangi k\u00fc\u00e7\u00fclme stratejilerini benimseyece\u011fini planlamal\u0131d\u0131r.<\/li>\n<\/ul>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7833345 elementor-widget elementor-widget-heading\" data-id=\"7833345\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">K\u00fc\u00e7\u00fclmenin Yaratt\u0131\u011f\u0131 Sorunlar<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f29beaf elementor-widget elementor-widget-text-editor\" data-id=\"f29beaf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul>\n<li>Personel \u00fczerinde stres, moral bozuklu\u011fu ve s\u0131k\u0131nt\u0131 yarat\u0131r<\/li>\n<li>Gelecek korkusu ya\u015famaya devam ediyor<\/li>\n<li>D\u00fc\u015f\u00fck verime neden olur<\/li>\n<li>\u0130\u015fe olan ba\u011fl\u0131l\u0131\u011f\u0131 azalt\u0131r<\/li>\n<li>Personeli i\u015fletmeye yabanc\u0131la\u015ft\u0131r\u0131r<\/li>\n<li>\u00c7al\u0131\u015fanlar\u0131n i\u015f y\u00fck\u00fc artar<\/li>\n<\/ul>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-32c1af4 elementor-widget elementor-widget-heading\" data-id=\"32c1af4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">\u0130\u015fg\u00fcc\u00fc ge\u00e7i\u015flerini y\u00f6netme<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c0d22e7 elementor-widget elementor-widget-text-editor\" data-id=\"c0d22e7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>\u0130\u015fg\u00fcc\u00fcn\u00fcn azalt\u0131lmas\u0131, son on y\u0131lda t\u00fcm d\u00fcnyada yayg\u0131n olarak kullan\u0131lan y\u00f6netim ara\u00e7lar\u0131ndan biridir. Her ekonomik yap\u0131da farkl\u0131 nedenlerle ve farkl\u0131 sonu\u00e7larla geli\u015fse de evrensel say\u0131labilecek \u00f6zelliklere ve i\u015flevlere sahip bir olgudur. 1970&#8217;lere kadar \u015firketlerde i\u015f akdinin feshi karar\u0131 \u00e7o\u011funlukla performans eksikli\u011fine dayan\u0131yordu. G\u00fcn\u00fcm\u00fczde, \u00e7al\u0131\u015fan\u0131n \u015firket beklentilerini kar\u015f\u0131layamamas\u0131 veya ki\u015filik problemlerinden kaynaklanan uyum sorunlar\u0131 ya\u015famas\u0131 i\u015ften \u00e7\u0131kar\u0131lma gerek\u00e7esi olmaya devam etmektedir. Ancak son on y\u0131lda i\u015ften \u00e7\u0131karmalar\u0131n performansla ilgili olmaktan tam anlam\u0131yla \u00e7\u0131kt\u0131\u011f\u0131n\u0131 g\u00f6rd\u00fck. K\u00fcreselle\u015fmenin bir sonucu olarak artan uluslararas\u0131 ve yerel rekabet, \u015firketleri birle\u015fme, k\u00fc\u00e7\u00fclme, yeniden yap\u0131lanma gibi nedenlerle de\u011fi\u015fime zorlamaktad\u0131r. Bu zorunlu de\u011fi\u015fim sonucunda baz\u0131 pozisyonlar i\u015flevini yitirmekte, roller ve beklenen yetkinlikler de\u011fi\u015fime u\u011framakta ve verimlili\u011fin s\u00fcrd\u00fcr\u00fclebilmesi i\u00e7in bir\u00e7ok \u00e7al\u0131\u015fan\u0131n sistemden ayr\u0131lmas\u0131 zorunlu hale gelmektedir.<\/p>\n<p>Kurulu\u015flar taraf\u0131ndan kullan\u0131lan en basit y\u00f6ntem olan do\u011fal a\u015f\u0131nd\u0131rmada <strong>i\u015f g\u00fcc\u00fcn\u00fc azaltmak<\/strong>\u00e7al\u0131\u015fanlar\u0131n kurumda kalmaya veya kurumdan ayr\u0131lmaya karar verirken \u00f6zg\u00fcr bir se\u00e7im yapma f\u0131rsat\u0131 vard\u0131r, ancak planlanmam\u0131\u015f ve kontrol edilemeyen bir s\u00fcre\u00e7 oldu\u011fu i\u00e7in do\u011fal a\u015f\u0131nma kurum i\u00e7in ciddi sonu\u00e7lara yol a\u00e7abilir. \u0130\u015f g\u00fcc\u00fcn\u00fc azaltmak i\u00e7in kullan\u0131lan ikinci yakla\u015f\u0131m olan g\u00f6n\u00fcll\u00fc fesih, kurum \u00e7al\u0131\u015fanlar\u0131na ek tazminat, sa\u011fl\u0131k sigortas\u0131 ve di\u011fer yan haklar sa\u011flamak i\u00e7in kullan\u0131l\u0131r. Kurulu\u015fun, iyile\u015ftirilmi\u015f bir \u00e7\u0131k\u0131\u015f paketi sunarak i\u015ften \u00e7\u0131karma say\u0131s\u0131n\u0131 azaltmak amac\u0131yla baz\u0131 personelden g\u00f6n\u00fcll\u00fc olarak istifa etmelerini istedi\u011fi s\u00fcre\u00e7tir.<\/p>\n<p>Bir di\u011fer i\u015fg\u00fcc\u00fc azaltma y\u00f6ntemi olan erken emeklilik te\u015fvikinde de g\u00f6n\u00fcll\u00fc fesihte oldu\u011fu gibi \u00e7al\u0131\u015fanlara erken emeklilik i\u00e7in te\u015fvik paketi sunularak i\u015fg\u00fcc\u00fcn\u00fcn azalt\u0131lmas\u0131 ama\u00e7lanmaktad\u0131r. Erken emeklili\u011fi te\u015fvik etmek i\u00e7in kurulu\u015f, toplu i\u015fg\u00fcc\u00fc azalt\u0131m\u0131 yerine farkl\u0131 i\u015ften ayr\u0131lma tarihleri belirleyerek d\u00fczenli ve kademeli bir i\u015fg\u00fcc\u00fc <a href=\"http:\/\/hrlytic.net\/tr\/\">azaltma<\/a> stratejisi de uygulayabilir. Son i\u015fg\u00fcc\u00fc azaltma y\u00f6ntemi olan zorunlu fesih, ayr\u0131lan personele se\u00e7im hakk\u0131n\u0131n tan\u0131nmad\u0131\u011f\u0131 son bir azaltma veya tasarruf stratejisi olarak kar\u015f\u0131m\u0131za \u00e7\u0131kmaktad\u0131r. \u00c7al\u0131\u015fanlar i\u00e7in cazip olmayan bu s\u00fcre\u00e7 bazen departmanlar\u0131n, i\u015f birimlerinin veya tesislerin tamamen kapat\u0131lmas\u0131yla da ger\u00e7ekle\u015febilir.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cecb983 elementor-widget elementor-widget-heading\" data-id=\"cecb983\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Stratejik \u0130K maliyet azalt\u0131m\u0131<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-20c3286 elementor-widget elementor-widget-text-editor\" data-id=\"20c3286\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>\u0130nsan kaynaklar\u0131, \u00e7al\u0131\u015fanlarla ilgili t\u00fcm s\u00fcre\u00e7leri kapsayan ve i\u015fletmenin sahip oldu\u011fu insan sermayesini en iyi \u015fekilde kullanmay\u0131 ama\u00e7layan bir departmand\u0131r. \u0130yi bir insan kaynaklar\u0131 y\u00f6netiminin sa\u011flayaca\u011f\u0131 destek ve hizmetler, operasyonel verimlili\u011fi art\u0131rarak i\u015fletmenin rekabet g\u00fcc\u00fcn\u00fc g\u00fc\u00e7lendirebilir. \u00c7\u00fcnk\u00fc \u00e7al\u0131\u015fanlar\u0131n beceri ve yetkinlikleri do\u011fru de\u011ferlendirilip y\u00f6nlendirildi\u011finde i\u015fletmenin genel ba\u015far\u0131s\u0131 do\u011frudan etkilenmektedir. \u0130\u015fletme maliyetleri, bir i\u015fletmenin toplam giderleri i\u00e7inde \u00f6nemli bir paya sahiptir. Bu maliyetler sadece hammadde veya \u00fcretim giderlerinden olu\u015fmaz; insan kaynaklar\u0131na yap\u0131lan yat\u0131r\u0131mlar\u0131 da i\u00e7erir. E\u011fitimden sa\u011fl\u0131k hizmetlerine, \u00e7al\u0131\u015fan haklar\u0131ndan emeklilik planlar\u0131na kadar dikkate al\u0131nmas\u0131 gereken \u00e7ok \u00e7e\u015fitli unsurlar b\u00fct\u00e7e \u00fczerinde belirleyici bir etkiye sahiptir. \u0130nsan kaynaklar\u0131 stratejilerinin ve uygulamalar\u0131n\u0131n en iyi \u015fekilde planlanmas\u0131 ve y\u00fcr\u00fct\u00fclmesi, i\u015fletme maliyetlerinin azalt\u0131lmas\u0131nda kritik bir rol oynuyor. Rekabetin yo\u011fun oldu\u011fu piyasalarda i\u015fletmelerin s\u00fcrd\u00fcr\u00fclebilirli\u011fi maliyetlerin etkin y\u00f6netimi ile yak\u0131ndan ili\u015fkilidir. \u0130\u015fletme maliyetlerini optimize etmek, kaynaklar\u0131n verimli kullan\u0131lmas\u0131n\u0131 sa\u011flarken fiyatland\u0131rma stratejilerinde daha esnek olman\u0131z\u0131 sa\u011flar. B\u00f6ylece i\u015fletmeler rekabet avantaj\u0131 elde ederek pazarda daha g\u00fc\u00e7l\u00fc bir konumda olabilirler. \u0130nsan kaynaklar\u0131 y\u00f6netimi, i\u015fletme maliyetleri \u00fczerinde hem do\u011frudan hem de dolayl\u0131 olarak b\u00fcy\u00fck bir etkiye sahip olabilir. Do\u011frudan etkiler aras\u0131nda \u00f6zellikle i\u015fe al\u0131m s\u00fcre\u00e7lerinin maliyeti, e\u011fitim programlar\u0131n\u0131n b\u00fct\u00e7esi veya \u00e7al\u0131\u015fanlara sa\u011flanan faydalar gibi konular yer almaktad\u0131r. Dolayl\u0131 etkiler ise d\u00fc\u015f\u00fck \u00e7al\u0131\u015fan devir oran\u0131, artan \u00e7al\u0131\u015fan memnuniyeti ve daha y\u00fcksek i\u015f performans\u0131 gibi i\u015fletmenin verimlili\u011fini ve karl\u0131l\u0131\u011f\u0131n\u0131 dolayl\u0131 olarak etkileyen unsurlar\u0131 i\u00e7erir.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>\u0130\u015fg\u00fcc\u00fc Azaltma, &#8220;Kurulu\u015flar\u0131n hedeflerine ula\u015fmak i\u00e7in yapm\u0131\u015f olduklar\u0131 plan ve stratejilere uygun olarak rekabet g\u00fcc\u00fcn\u00fc art\u0131rmak amac\u0131yla kurulu\u015ftaki personel say\u0131s\u0131n\u0131n, pozisyonlar\u0131n ve hiyerar\u015fik kademelerin azalt\u0131lmas\u0131&#8221; olarak tan\u0131mlanmaktad\u0131r. Baz\u0131 \u015firketler alternatifler yaratarak sorunu \u00e7\u00f6zmeye \u00e7al\u0131\u015f\u0131yor. Hemen i\u015f\u00e7i almak yerine &#8220;evden \u00e7al\u0131\u015fma&#8221;, &#8220;yurtd\u0131\u015f\u0131nda g\u00f6revlendirme&#8221;, &#8220;kendi i\u015fini kurma&#8221;, &#8220;yar\u0131 \u00fccretli izin&#8221;, &#8220;yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma&#8221; gibi stratejileri devreye soktular. [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":475,"comment_status":"open","ping_status":"open","sticky":false,"template":"elementor_theme","format":"standard","meta":{"footnotes":""},"categories":[19],"tags":[],"class_list":["post-1635","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ik-analitigi"],"_links":{"self":[{"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/posts\/1635","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/comments?post=1635"}],"version-history":[{"count":1,"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/posts\/1635\/revisions"}],"predecessor-version":[{"id":1636,"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/posts\/1635\/revisions\/1636"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/media\/475"}],"wp:attachment":[{"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/media?parent=1635"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/categories?post=1635"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/hrlytic.net\/tr\/wp-json\/wp\/v2\/tags?post=1635"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}