Yetenek Yönetiminin Kavramsal Sorunları ve Örgütsel Sonuçlar Üzerindeki Olumsuz Etkileri: Eleştirel Bir Tartışma

Year 2020, Volume: 1 Issue: 64, 11 - 30, 01.01.2020

Ulaş Başar Gezgin

Abstract

Bu çalışmada, İnsan Kaynakları Gelişimi alanında son on yıldaki ‘yeni’ moda sözcüklerden biri sunuluyor ve tartışılıyor. Yetenek Yönetimi’nin en yaygın kullanımda olan sürümünün gerçekte bir araştırma alanı ve örgütsel pratik olarak İnsan Kaynakları Yönetimi’nin varlık nedeninin, kapsamının ve varsayımlarının altını oymakla kalmayıp takım çalışmasının örgütsel sonuçlara olan katkısını küçümsediği ve hatta önemsizleştirdiği de gözlemleniyor. Bundan daha alarm çaldırıcı bir nokta ise şu: Yetenek Yönetimi, özellikle, değerli olan İnsan Kaynakları Gelişimi tartışmalarının ve genel olarak iş etiği tartışmalarının bir çıktısı olan örgütsel adalet ve etik öğelerine ve ilerlemelerine karşı çıkıyor. Yetenek Yönetimi’ne eleştirel bir açıdan bakan çalışmalar nadir olduğundan, bu makale, bu çalışmaları, Yetenek Yönetimi’yle ilişkili olarak İnsan Kaynakları Yönetimi araştırma alanının daha kapsamlı bir kavranışı için, desteklemeyi ve tamamlamayı amaçlıyor

Keywords

Yetenek, yetenek yönetimi, işletme kuramı, işletmeye yönelik eleştirel yaklaşımlar ve paydaş bakışı.

Conceptual Problems and Practical Negative Effects of Talent Management for Organizational Outcomes: A Critical Discussion

Abstract

In this paper, one of the ‘new’ buzzwords in Human Resource Development HRD field in the last decade is presented and discussed. It is observed that in fact one of the versions of talent management TM which is the most widespread is not only undermining the raison d'être, scope and assumptions of Human Resource Management HRM as a research field and organizational practice, but also underestimates and even trivializes the contribution of teamwork for organizational outcomes. Even more alarming than this is the fact that it goes against the organizational justice and ethics components and advancements that have been the output of the valuable HRD discussions in particular and business ethics discussions in general. As the critical works on TM is rare, the current article tries to support and complement those works for a broader understanding of HRM research field and practice with regard to TM

Keywords

Talent, talent management, management theory, critical approaches to management, stakeholders’ view

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