GİG EKONOMİSİ İLE İNSAN KAYNAKLARI YÖNETİMİ İLİŞKİSİ ÜZERİNE BİR DEĞERLENDİRME

Abstract

Dijital çalışma platformları üzerinden talep edilen kısa süreli ve geçici işler için serbest çalışanların ve müşterilerin bir araya geldiği gig ekonomisi sistemine olan ilgi gün geçtikçe artmaktadır. Gig ekonomisi, dijital platformlar üzerinden istenilen zamanda istenilen yerde seçilen herhangi bir işin al-tamamla ve teslim et döngüsü içerisinde gerçekleşmesinden dolayı çok cazip görünmektedir. Çalışmada ise, gig ekonomisi kavramına insan kaynakları yönetimi perspektifinden bakılmış ve gig ekonomisi koşullarında insan kaynakları yönetimi faaliyetlerinin uygulanabilirliği üzerine bir değerlendirme yapılması amaçlanmıştır. Bilgi ve iletişim teknolojilerindeki gelişmeler nedeniyle gerek işlerde gerekse iş yapış şekillerinde yaşanan değişimlerin insan kaynakları yönetimi faaliyetlerine nasıl yansıyacağı önem arz etmektedir. Geleneksel istihdam ve standart çalışanlar üzerine odaklanan insan kaynakları uzmanlarının atipik istihdam edilen çalışanların yönetilmesi konusunda bir takım uygulama zorlukları ile karşılaşacağı tahmin edilmektedir. Çalışmada da, literatür taraması yapılarak gig ekonomisi ile insan kaynakları yönetimi ilişkisi üzerine teorik bir değerlendirme yapılmıştır. İş analizleri, işçi seçme ve işe alım, eğitim ve geliştirme, kariyer yönetimi, performans değerleme, ücretlendirme ve işçi hakları şeklinde sayılabilecek insan kaynakları yönetimi faaliyetlerinin serbest çalışanlar üzerinde aktif bir şekilde uygulanamadığı ve bazı faaliyetlerin sorumluluğunun serbest çalışanlar üzerine yüklendiği görülmüştür.

Keywords

• Gig Ekonomisi
• Platform
• Atipik İstihdam
• İnsan Kaynakları Yönetimi

AN ASSESSMENT ON THE RELATIONSHIP OF GIG ECONOMY AND HUMAN RESOURCES MANAGEMENT

Abstract

Interest in the gig economy system, where freelancers and customers come together for short-term and temporary jobs requested through digital work platforms, is increasing day by day. Gig economy seems to be very attractive because any chosen job takes place in a take-complete-delivery cycle at any time, anywhere, through digital platforms. In the study, the concept of gig economy is looked at from the perspective of human resources management and it is aimed to make an evaluation on the applicability of human resources management activities under gig economy conditions. It is important how the changes in jobs and ways of doing business will reflect on human resources management activities due to developments in information and communication technologies. It is anticipated that human resources professionals focusing on traditional employment and standard employees will encounter some practical difficulties in managing atypical employees. In this study, a theoretical evaluation was made on the relationship between gig economy and human resources management by scanning the literature. It has been observed that human resources management activities, which can be counted as job analysis, worker selection and recruitment, training and development, career management, performance evaluation, remuneration and worker rights, cannot be applied actively on freelancers and the responsibility of some activities is placed on freelancers.

Keywords

• Gig Economy
• Platform
• Atypical Employment
• Human Resources Management
• Gig Economy, Platform, Atypical Employment, Human Resources Management

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