PERFORMANS BAZLI ÜCRETLENDİRME SİSTEMİ YOLUYLA ÇALIŞANLARIN GELİŞİMİ: MAVİ YAKALILARA YÖNELİK BİR VAKA ÇALIŞMASI, CONSTAR - TÜRKİYE

Abstract

Örgütlerde çalışanların gelişimi için yapılan uygulamalar giderek artmaktadır. Çalışanların örgüte bağlılıklarının arttırılması, çalışan ve örgüt performansının arttırılması, potansiyel çalışanların örgüte çekilmesi yanında çalışanların iş tatminlerinin ve motivasyonlarının sağlanması için bu tür uygulamalar yapılmaktadır. Ancak çalışanların bu uygulamalara zorunlu katılımları ulaşılmak istenen hedeflerde sapmalara yol açmaktadır. Bu nedenle bu tür çalışmaların çalışanların zorunluluk hissetmeyecekleri şekle sokulması ve hem örgüt hem de çalışan için kazançlı hale dönüştürülmesi gerekmektedir. Performans bazlı ücretlendirme çalışan gelişiminin sağlanmasında araç olarak kullanılabilecek uygulamalardan biridir. Bu çalışmada performans bazlı ücretlendirme ile çalışan gelişiminin sağlandığı bir vaka çalışması ortaya konmuştur

Keywords

• Çalışan gelişimi, performans bazlı ücretlendirme

EMPLOYEE DEVELOPMENT BY PERFORMANCE RELATED PAY SYSTEM: A CASE STUDY ON BLUE COLLARS, CONSTAR TURKEY

Abstract

Employee development applications are gradually rising in organizations. Beside increasing employee retention, employee performance, organizational performance and attracting potential employees, these applications are used to increase job satisfaction and motivation. The obligatory participation of employees on these applications causes swerves on targets. For this reason this kind of applications should be transformed to get achievements both for organizations and employees. Performance related pay can be used as a tool for employee development. In this study a case study on performance related pay system securing employee development is presented

Keywords

• Employee development, Performance related pay

References

1. ANTONACOPOULOU, E.P. (2000): “Employee development through self- development in three retail banks”, Personnel Review, 29(4): 491–508.
2. ARNOLDS, C. ve VENTER, D. (2007): “The Strategic Importance of Motivational Rewards for Lower-Level Employees in The Manufacturing and Retailing Industries”, SA Journal of Industrial Psychology, 33 (3): 15-23. BARRIER, M. (1996): “Improving worker performance”, Nation’s Business, 84 (9): 28-31.
3. BOYDELL, T. (1976): ``Experimental learning'', Manchester Monographs, 5, Department of Adult Education, University of Manchester, Manchester. CAFFARELLA, R. S. (2000): “Goals of Self-learning”, Straka (eds), Conceptions of Self-directed Learning: Theoretical and Conceptual Considerations. Munster, Germany: Waxmann.
4. COOPER, C.D. ve KURLAND, N.B. (2002): “Telecommuting, professional isolation, and employee development in public and private organizations”, Journal of Organizational Behavior, 23: 511–532. CUNNINGHAM, I. (1999): The Wisdom of Strategic Learning: The Self Managed Learning Solution, 2nd ed. Gower, London. EIRONLINE (2008), http://www.eurofound.europa.eu/eiro/2001/04/study /tn0104201s.htm (20 Mart, 2008)
5. EISENHARDT K.M. (1989): “Building Theories from Case Study Research”, Academy of Management Review, 14(4): 532-550. ELLINGER, A.D. (2004): “The Concept of Self-Directed Learning and Its Implications for Human Resource Development”, Advances in Developing Human Resources, 6: 158. ELLIS, L. ve
6. PENNINGTON, S. (2004): “Should leaders have tusks or fangs?” Management Today, 20(9): 32-33. FELDMAN, D.C. (1996): “Managing careers in downsizing firms”, Human Resource Management, 35(2): 145-161. GREENHAUS, J. (1987): Career Management. New York: Dryden Press.
7. HANLEY, G. ve NGUYEN, L. (2005): “Right on the Money What do Australian unions think of performance-related pay?” Employee Relations, 27(2): 141-159.
8. ICHNIOWSKI, C., SHAW, K. ve PRENNUSHI, G. (1997): ‘The Effects of Human Resource Management Practices on Productivity’, American Economic Review, : 291–313. JACOBS, R.L., WASHINGTON, C. (2003): “Employee development and organizational performance: a review of literature and directions for future research”, Human Resource Development International, 6(3): 343–354.

9. JANS, N. A. (1989): “Organizational commitment, career factors, and career/life stage”, Journal of Organizational Behavior, 10: 247-266.
10. LATHAM, G.P., LOCKE, E.A. (1967): “Goal Setting—A Motivational Technique That Works”, Organizational Dynamics, Autumn: 68-80. LEE, C.H., BRUVOLD, N.T.(2003): “Creating value foremployees: investment in employee development”, International Journal of Human Resource Management 14(6): 981–1000.
11. LONDON, M. (1989): Managing The Training Enterprise, San Francisco: Jossey-Bass.
12. LONDON, M., LARSEN, H.H., THISTED, L.N. (1999): “Relationships Between Feedback and Self-Development”, Group and Organization Management, 24(1): 27 MACDUFFIE, J.P. (1995): “Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry”, Industrial And Labor Relations Review, 48: 197–221. MCDOWALL A. ve FLETCHER C. (2004): “Employee Development: an organizational justice perspective”, Personnel Review, 33 (1): 8-29.
13. ÖZTÜRK, Z. ve DÜNDAR, H. (2003): “Örgütsel Motivasyon ve Kamu Çalışanlarını Motive Eden Faktörler”, Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Dergisi, 4(2): 57-67.
14. PETTIJOHN, L.S., PETTIJOHN, C.E. ve TAYLOR, A.J. (1999): “An Empirical Investigation of the Relationship between Retail Sales Force, Performance Appraisal and Turnover”, Journal of Marketing Theory and Practice, 7(1): 39-52. SCOTT, S.G. ve EINSTEIN, W.O. (2001): “Strategic Performance Appraisal In Team-Based Organisations: One Size Does Not Fit All”, The Academy of Management Executive, 15(2): 107-16.
15. SNELL, S. ve DEAN, J. (1992): “Integrated Manufacturing Human Resource Management: A Human Capital Perspective”, Academy of Management Journal, 35: 467–504. SUTCLIFFE, G.E. (1988): Effective Learning for Effective Management, Prentice-Hall, London.
16. TANSKY, J.W. ve COHEN, D.J. (2001): The Relationship between Organizational Support, Employee Development, and Organizational Commitment: An Empirical Study”, Human Resource Development Quarterly, (3): 285-300. TORRACO, R. J. ve SWANSON, R. A. (1995): “The Strategic Roles of Human Resource Development”, HR: Human Resource Planning 8(4): 10–21.