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İNSAN KAYNAKLARI PROFESYONELLERİNİN GELECEKTEKİ ROLLERİNE FARKLI BAKIŞ AÇILARI

Year 2007, Volume: 7 Issue: 2, 503 - 526, 01.10.2007

Abstract

Bu çalışmada insan kaynakları profesyonellerinin gelecekte üstlenmeleri gereken rollere ve sahip olması gereken yetkinliklere çeşitli yazarların farklı bakış açıları bir araya getirilmiş ve bir sentez oluşturulmuştur. Roller ve yetkinliklerin anlaşılması, birlikte ele alınması ve yaşama geçirilmesinin önemi bu çalışmada vurgulanmıştır. İnsan Kaynaklarının kendi doğasının ve faaliyet gösterdiği çevrenin her geçen gün karmaşıklaşması profesyonellerin görevlerini zorlaştırmaktadır. Çeşitli seslerin bir arada harmanlanması, buradan bazı sentezlerin yapılması, geleceği de sağlıklı tartışma konusunda bizleri cesaretlendirmektedir

References

  • Adler, P. And Kwan, S.W., (2003), ”Social Capital:Prospects for a New Concept”, Academy of Management Review, 27:17-40.
  • Armstrong, G., (2005), ”Differentiation through people: How can HR Move Beyond Business Partner?”, Human Resource Management,Summer, 44(2):195-199.
  • Brockbank, W., And Ulrich,D., (2003), Competencies for the New HR.University of Michigan Business School, SHRM and Global Consulting Alliance.
  • Carrig,K.A (2002), Revised Value-Profit Chain Model, Unpublished Manuscript,
  • Cascio,W., (2005), ”From Business Partner to Driving Business Success:The Next Step in the Evolution of HR Management”, Human Resource Management, Summer , 44(2):159-163.
  • Csoka, L.S., (1995) “Rethinking Human Resources”, Report Number 1124-95, New York:Conference Board,
  • Csoka, L.S. and Hackett,B. (1998), “Transforming the HR Function for Global Business Success”, New York:Conference Board.
  • Eichinger, B. And Ulrich, D., (1995), “Human Resources Challenges:Today and Tomorrow”, The First Annual State-of-the-Art Council Report from the Human Resources Planning Society, New York: Human Resource Planning Society..
  • Fitz-enz,J., (1990), “Human Value Management”, San Francisco: Jossey-Bass Publishers. Gratton,L. (2005), ”Managing Integration Through Cooperation”,Human Resource Management, Summer, 44(2):151-158.
  • Ghoshal, S., and Gratton, L., (2002), Integrating The Enterprise”, Sloan Managemnt Review, 44.
  • Jackson,S., Hitt, M. And Denisi,(eds), (2003), “Managinig Knowledge for Sustained Competetive Advantage: Designing Strategies for Effective Human Resource Management”, San Francisco:Jossey-Bass.
  • Kilduff, M. and Tsai,W., (2003), “Social Networks in Organizations”, London: Sage.
  • Kravetz, D.,J., (1988), “The Human Resources Revolution: Implementing Progressive Management Practises for Bottom-Line Success, San Francisco: Jossey-Bass.
  • Lawler, E.E. and Mohrman, S.A. (2003), “Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions”, Palo Alto, CA: Stanford University Pres.
  • Lawler, E.E., (2005), “From Human Resource Management to Organizational Effectiveness”, Human Resource Management, Summer, 44(2):165-169.
  • Losey,M., Meisinger, S. and Ulrich. D., (2005), ”Conclusion: Reality, Impact and Professionalism”, Human Resource Management, Summer, 44(2):201-206.
  • Meisinger,R.S., (2005), ”The Four Cs of the HR Profession: Being Competent, Curious, Courageous and Caring About People”, Human Resource Management, 44(2):189-194.
  • Mercer, (2003), “The CFO‟s Perspective”, Capital Management, Retrieved March 1,2004.
  • Pfeffer,J., (2005), ”Changing Mental Models: HR‟s Most Important Task”, Human Resource Management, Summer, 44(2):123-128.
  • Robert,V. Mark, et.al., (2005), ”The Future of HR Management: Research Needs and Directions”, Human Resouırce Management, Summer, 44(9):207-216.
  • Robert, R. And Hirsch,P. (2005), ”Evolution and Revolution in the Twenty-first Century: Rules for Organizations and Managing Human Resources”, Human Resource Management, Summer, 44(2):171-176.
  • Smith, L.H. and Riley, C.F., (1994), “Human Resources Alignment Study, Best Practices Report: Achieving Success Through People”, Houston:American Productivity and Quality Center .
  • SHRM, (2002), “The Future of the HR Profession”.
  • Ulrich, D., (1997), “Human Resource Champions”, Harvard Business School Pres,Boston,Massuchusetts.
  • Ulrich.D. and Smalwood,F., (2003), “Why The Bottom Line Isn‟t How To Build Value Through People And Organization”, Hoboken, NJ: Wiley.
  • Ulrich, D. And Lake, D., (1990), “Organizational Capability”, New York:John Wiley and Sons.

THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S

Year 2007, Volume: 7 Issue: 2, 503 - 526, 01.10.2007

Abstract

In this study, different views of various writers about the appropriate roles and competencies which human resources‟ professionals will have to undertake in the future are sum up and a synthesis of those is being developed. In this context, it‟s being stressed the importance of the apprehension of these roles, competencies, and also it‟s being highlighted the significance of discussing and implementing them in the real work life. The increase in the complexity of the human resources nature itself and the environment in which it operates, makes the professionals‟ tasks more difficult. According to the synthesis of various writers‟ thoughts about this subject, we can be encouraged for discussing the future properly

References

  • Adler, P. And Kwan, S.W., (2003), ”Social Capital:Prospects for a New Concept”, Academy of Management Review, 27:17-40.
  • Armstrong, G., (2005), ”Differentiation through people: How can HR Move Beyond Business Partner?”, Human Resource Management,Summer, 44(2):195-199.
  • Brockbank, W., And Ulrich,D., (2003), Competencies for the New HR.University of Michigan Business School, SHRM and Global Consulting Alliance.
  • Carrig,K.A (2002), Revised Value-Profit Chain Model, Unpublished Manuscript,
  • Cascio,W., (2005), ”From Business Partner to Driving Business Success:The Next Step in the Evolution of HR Management”, Human Resource Management, Summer , 44(2):159-163.
  • Csoka, L.S., (1995) “Rethinking Human Resources”, Report Number 1124-95, New York:Conference Board,
  • Csoka, L.S. and Hackett,B. (1998), “Transforming the HR Function for Global Business Success”, New York:Conference Board.
  • Eichinger, B. And Ulrich, D., (1995), “Human Resources Challenges:Today and Tomorrow”, The First Annual State-of-the-Art Council Report from the Human Resources Planning Society, New York: Human Resource Planning Society..
  • Fitz-enz,J., (1990), “Human Value Management”, San Francisco: Jossey-Bass Publishers. Gratton,L. (2005), ”Managing Integration Through Cooperation”,Human Resource Management, Summer, 44(2):151-158.
  • Ghoshal, S., and Gratton, L., (2002), Integrating The Enterprise”, Sloan Managemnt Review, 44.
  • Jackson,S., Hitt, M. And Denisi,(eds), (2003), “Managinig Knowledge for Sustained Competetive Advantage: Designing Strategies for Effective Human Resource Management”, San Francisco:Jossey-Bass.
  • Kilduff, M. and Tsai,W., (2003), “Social Networks in Organizations”, London: Sage.
  • Kravetz, D.,J., (1988), “The Human Resources Revolution: Implementing Progressive Management Practises for Bottom-Line Success, San Francisco: Jossey-Bass.
  • Lawler, E.E. and Mohrman, S.A. (2003), “Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions”, Palo Alto, CA: Stanford University Pres.
  • Lawler, E.E., (2005), “From Human Resource Management to Organizational Effectiveness”, Human Resource Management, Summer, 44(2):165-169.
  • Losey,M., Meisinger, S. and Ulrich. D., (2005), ”Conclusion: Reality, Impact and Professionalism”, Human Resource Management, Summer, 44(2):201-206.
  • Meisinger,R.S., (2005), ”The Four Cs of the HR Profession: Being Competent, Curious, Courageous and Caring About People”, Human Resource Management, 44(2):189-194.
  • Mercer, (2003), “The CFO‟s Perspective”, Capital Management, Retrieved March 1,2004.
  • Pfeffer,J., (2005), ”Changing Mental Models: HR‟s Most Important Task”, Human Resource Management, Summer, 44(2):123-128.
  • Robert,V. Mark, et.al., (2005), ”The Future of HR Management: Research Needs and Directions”, Human Resouırce Management, Summer, 44(9):207-216.
  • Robert, R. And Hirsch,P. (2005), ”Evolution and Revolution in the Twenty-first Century: Rules for Organizations and Managing Human Resources”, Human Resource Management, Summer, 44(2):171-176.
  • Smith, L.H. and Riley, C.F., (1994), “Human Resources Alignment Study, Best Practices Report: Achieving Success Through People”, Houston:American Productivity and Quality Center .
  • SHRM, (2002), “The Future of the HR Profession”.
  • Ulrich, D., (1997), “Human Resource Champions”, Harvard Business School Pres,Boston,Massuchusetts.
  • Ulrich.D. and Smalwood,F., (2003), “Why The Bottom Line Isn‟t How To Build Value Through People And Organization”, Hoboken, NJ: Wiley.
  • Ulrich, D. And Lake, D., (1990), “Organizational Capability”, New York:John Wiley and Sons.
There are 26 citations in total.

Details

Other ID JA33PZ45DA
Journal Section Research Article
Authors

Tamer Keçecġoğlu This is me

Publication Date October 1, 2007
Published in Issue Year 2007 Volume: 7 Issue: 2

Cite

APA Keçecġoğlu, T. (2007). THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S. Ege Academic Review, 7(2), 503-526.
AMA Keçecġoğlu T. THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S. ear. October 2007;7(2):503-526.
Chicago Keçecġoğlu, Tamer. “THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S”. Ege Academic Review 7, no. 2 (October 2007): 503-26.
EndNote Keçecġoğlu T (October 1, 2007) THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S. Ege Academic Review 7 2 503–526.
IEEE T. Keçecġoğlu, “THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S”, ear, vol. 7, no. 2, pp. 503–526, 2007.
ISNAD Keçecġoğlu, Tamer. “THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S”. Ege Academic Review 7/2 (October 2007), 503-526.
JAMA Keçecġoğlu T. THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S. ear. 2007;7:503–526.
MLA Keçecġoğlu, Tamer. “THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S”. Ege Academic Review, vol. 7, no. 2, 2007, pp. 503-26.
Vancouver Keçecġoğlu T. THE DIFFERENT PERSPECTIVES TO FUTURE ROLES OF HUMAN RESOURCES PROFESSIONAL S. ear. 2007;7(2):503-26.