Endüstri İlişkileri Teorisi ve İnsan Kaynakları Yönetimi

Year 2014, Volume: 3 Issue: 42, 111 - 136, 01.01.2014

Sadık Kılıç

Abstract

Endüstri ilişkileri geçmişten günümüze çoğulcu karakterdedir ve esas meselesi çalışma ilişkisini incelemektir. Çalışma ilişkisini incelerken kullandığı ayırt edici perspektif, bu ilişkinin asimetrik ve çıkar farklılığına dayalı bir ilişki olduğu yönündeki kabulüdür. Endüstri ilişkileri teorisi iki meydan okumayla karşılaşmıştır: Mobilizasyon teorisi ve Neo-çoğulculuk. Mobilizasyon teorisi; adaletsizlik, kolektivizm, mobilizasyon ve uzun dalgalar gibi endüstri ilişkileri teorisi için önemli gündemler saptarken, neo-çoğulculuk endüstri ilişkileri odağının çalışma ilişkisi ile toplum arasındaki bağlantıya yönelmesi gerektiğini ifade etmektedir. İnsan kaynakları yönetimi İKY ise, endüstri ilişkileri geleneğiyle uzlaşması mümkün görünmeyen bireyselciliği ve tekilciliği ile emek probleminin işveren yönelimli çözümü ile ilgilenmektedir. Ayrıca İKY tek yanlı bir yönetim fonksiyonudur ve teorik yeterliliği tartışmaya açıktır. Endüstri ilişkilerinin ve sendikacılığın yerine İKY’nin ikame olması mümkün değildir

Keywords

Endüstri İlişkileri, İnsan Kaynakları Yönetimi

Industrıal Relatıons Theory and Human Resource Management

Abstract

Industrial relations theory has been formed with a pluralist character and its main issue has investigated employment relationship, and its subject matter has the asymmetry of power and the co-existence of conflict and cooperation in this relationship. Industrial relations theory was challenged by mobilization theory and neo-pluralism, which do not contrast with the tradition of industrial relations. While mobilization theory mapped very important agendas –such as injustice, long waves, mobilization and collectivism- for industrial relations, neo-pluralism emphasized that industrial relations should investigate ‘order problem’ rather than ‘labour problem’. Human resource management HRM , on the contrary, has a unitary and individualist character; at least, it has tried to constitute these. Moreover it has a unilateral management function, and its theoretical adequacy has opened to discussion. HRM, therefore, can substitute instead of neither industrial relations nor unionism

Keywords

Industrial Relations, Human Resource Management

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