TY  - JOUR
T1  - KAYNAK BAĞIMLILIĞI KURAMI TEMELİNDE STRATEJİK İNSAN KAYNAKLARI YÖNETİMİ: TEORİK BİR İNCELEME
TT  - STRATEGIC HUMAN RESOURCE MANAGEMENT BASED ON RESOURCE DEPENDENCE THEORY: A THEORETICAL REVIEW
AU  - Yıluzar, Havva
PY  - 2023
DA  - November
Y2  - 2023
DO  - 10.20875/makusobed.1374406
JF  - Mehmet Akif Ersoy University Journal of Social Sciences Institute
JO  - MAKU SOBED
PB  - Burdur Mehmet Akif Ersoy University
WT  - DergiPark
SN  - 1309-1387
SP  - 112
EP  - 129
IS  - 38
LA  - tr
AB  - Stratejik insan kaynakları yönetimi, İnsan Kaynakları Yönetimi (İKY)’nin temel meselelerinin stratejik anlamda incelenmesinin neleri içerdiğini açıklamayı benimseyen bir kavramdır. Açık bir sistem içerisinde örgütler kıt kaynakları yönetmeye çalışarak çevreye uyum sağlamayı ve rekabet avantajı elde ederek güç kazanmayı amaçlamaktadır. Bu bağlamda, stratejik İKY uygulamalarının örgütün stratejisi ile uyumlu olması rekabet avantajı kazanmada önem teşkil etmektedir. Kaynak Bağımlılığı Kuramı, örgütlerin yaşamlarını sürdürmesi ve rekabet avantajı elde etmesi için örgütler arasındaki ve örgüt içindeki güç ilişkilerini açıklamaya çalışarak örgütlere bu ilişkileri yönetme konusunda stratejiler sunmaktadır. Örgütlerin stratejik planlama süreci boyunca yetenekli ve ikame edilemeyen çalışanlara olan ihtiyacı, insan kaynaklarının rolünü oldukça önemli hale getirmektedir. Dolayısıyla, güç ve politik düzlemde yer alan İK departmanının değerli ve kıt kaynaklar üzerindeki kontrolü sebebiyle örgütteki gücü artabilir ve bu bağlamda İKY uygulamalarının stratejik olmayan belirleyicilerini Kaynak Bağımlılığı Kuramı temelinde anlamak gerekmektedir. Bu çalışmada, İKY uygulamalarının stratejik olmayan belirleyicilerini anlamak için stratejik İKY’nin Kaynak Bağımlılığı Kuramı’na dayanarak incelenmesi amaçlanmaktadır.
KW  - Stratejik İnsan Kaynakları Yönetimi
KW  - Kaynak Bağımlılığı Kuramı
KW  - Güç Modeli
N2  - Strategic human resource management is a concept that aims to explain what is involved in examining the core issues of HRM from a startegic perspective. Organizations in an open system aim to adapt to the environment by trying to manage scarce resources and gain power by gaining competitive advantage. In this context, it is important that strategic HRM practices are in line with the strategy determined by the organization in order to gain competitive advantage. Resource dependence theory tries to explain the power relations between and within organizations in order for organizations to survive and gain competitive advantage, and offers strategies for organizations to manage these relations. Organizations’ need for skilled and non-substituble employees throughout the strategic planning process makes the role of human resources very important. Therefore, the power of the HR department, which is located on the power and political plane, may increase in the organization due to its control over valuable and scarce resources, and in this context, it is necessary to try to understand the non-strategic determinants of HRM practices on the basis of resource dependency theory. In this article, it is aimed to examine strategic HRM based on Resource Dependence Theory to comprehend the non-strategic determinants of HRM practices.
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UR  - https://doi.org/10.20875/makusobed.1374406
L1  - https://dergipark.org.tr/en/download/article-file/3467928
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