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THE CHALLENGES OF HUMAN RESOURCES WITHIN NEXT 10 YEARS

Year 2014, Volume: 5 Issue: 2, 31 - 63, 30.01.2015

Hakan Erkal Tamer Keçecioglu , Mustafa Yılmaz

Abstract

The concept of globalization will be in our agenda within the next ten years. In this context, “local” human resource managers need to recognise the different norms and cultures in terms of knowledge and experience in national markets. In this study, the challangesof the human resource managers over the next ten years are discussed.First, the recent problems of human resource managers and the current issues based on the literature survey are discussed together with future foresights; then results of the conducted survey among the human resource managers in Izmir area are used to compare the local human resource managers’ projections and discussions within the context of HR literature

Keywords

human resources management competencies performance management talent management the future of human resources management

References

  • Alvares, K. M. (1997), “The Business of Human Resources”, Human Resource
  • Management, Spring, 36(1): 9-15.
  • Amit, R. and Belcourt, M. (1999), “Human Resource Management Processes: A
  • Value-Creating Source of Competitive Advantage”, European Management
  • Journal, 17(2):174-181.
  • Anderson, R.W. (1997), “The Future of Human Resources: Forging Ahead or
  • Falling Behind?”, Human Resource Management, Spring, 36(1): 17-22.
  • Andersen, T. J. and Minbaeva, D. (2013), “The Role of Human Resource
  • Management in Strategy Making”, Human Resource Management, September
  • October, 52(5): 809-827.
  • Armstrong, G. (2005), “Differentiation Through people: How can Hr move
  • beyond Business Partner”, Human Resource Management, Summer, Vol.44, No.2: 195-199.
  • Baş, T. (2006), Anket: Nasıl Hazırlanır? Nasıl Uygulanır? Nasıl Değerlendirilir?,
  • Baskı, Ankara, Seçkin Yayıncılık.
  • Beatty, R. W. and Schneier, C. E. (1997), “New HR Roles to Impact
  • Organizational Performance: From ‘Partners’ to ‘Players’”, Human Resource
  • Management, Spring, 36(1):29-37.
  • Becker, B. E. , Huselid, M. A., Pickus, P.S. ve Spratt, M. E. (1997), “HR as a
  • Source of Shareholder Value: Research and Reccommendations”, Human
  • Resource Management, Spring, 36(1): 39-47.
  • Beer, M. (1997), “The Transformation of the Human Resource Function:
  • Resolving the Tension between a Traditional Administrative and a New Strategic
  • Role”, Human Resource Management, Spring, 36(1): 49-56.
  • Boudreau, J. W. and Ramstad, P. M. (2007), “Beyond HR: The New Science of
  • Human Capital”, Mass., Boston: Harvard Business School Press.
  • Boudreau, J. W. and Ziskin, I. (2011), “The future of HR and Effective
  • Organizations”, Organizational Dynamics, 40: 255-266.
  • Boudreau, J. W. (2011), Retooling HR, Mass., Boston: Harvard Business Press. Bowen, D. E. and Siehl, C. (1997), “The Future of Human Resource Management: March and Simon (1958) Revisited”, Human Resource Management, Spring, 36(1):57-63.
  • Cascio, W. F. (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.
  • Christensen, R. (1997), “Where is HR?”, Human Resource Management, Spring, 36(1): 81-84.
  • Effron, M. and Ort, M. (2010), One Page Talent Management: Eliminating Complexity, Adding Value, Mass., Boston: Harvard Business Press.
  • Ehrlich, C. (1997), “Human Resource Management: A Changing Script for a Changing World”, Human Resource Management, Spring, 36(1): 85-89.
  • Fink, L. S., Longenecker, C. O. and Cutcher, A. (2009), “Creating human- resource management value in challenging economic times”, HR Advisor Journal, May/June:13-22.
  • Fulmer, W. E. (1989), “Human Resource Management: The Right Hand of Strategy Implementation”, Human Resource Planning, 12(4): 1-11.
  • Galbraith, J. (1992), “Positioning Human Resource as a Value-Adding Function: The Case of Rockwell International”, Human Resource Management, Winter, 31(4): 287-300.
  • Gow, J. F. (1985), “Human Resource managers must remember the bottom line”, Personnel Journal, April: 30-32.
  • Guest, D. E. (1990), “Human Resource Management and The American Dream”, Journal of Management Studies, 27(4): 377-397.
  • Hall, B.W. (2008), The New Human Capital Strategy, New York: AMACOM.
  • Hunter, R. A. (1999), “The New HR and The New HR Consultant: Developing Human Resource Consultants at Anderssen Consulting”, Human Resource Management, Summer, 38(2): 147-155.
  • Kerr, S. and Glinow, M. A. V. (1997), “The Future of HR: Plus Ca Change, Plus C’est Ca Meme Chase”, Human Resource Management, Spring, 36(1): 85-89.
  • Lake, D. G. (1997), “Frameworks for Human Resource Professionals Participating in Business Relationships”, Human Resource Management, Spring, 36(1): 129-134.
  • Lawler, E. E. (2005), “From Human Resource Management to Organizational Effectiveness”, Human Resource Management, Summer, 44(2):165-169.
  • Lawler, E. E. (2006), Achieving Strategic Excellence: An Assessment of Human Resource Organizations, Palo Alto, CA: Stanford University Press.
  • Lobel, S. A. (1997), “In Praise of the ‘Soft’ Stuff: A Vision For Human Resource Leadership”, Human Resource Management, Spring, 36(1): 135-139.
  • Longenecker, C. O. ve Fink, L. S. (2013), “Creating human-resource
  • management value in the twenty-first century”, Human Resource Management
  • International Digest, 21(2): 29-32.
  • Pucik, V. (1997), “Human Resources in the Future: An Obstacle or a Champion of
  • Globalization?”, Human Resource Management, Spring, 36(1): 163-167.
  • PwC (2008), “Managing people in a changing world: Key trends in human
  • capital: A global Perspective”, Working Paper, 2008.
  • Rucci, A. J. (1997), “ Should HR Survive? A Profession at the Crossroads”,
  • Human Resource Management, Spring, Vol.36, No.1: 169-173.
  • Schuler, R. S. ve Jackson, S. E. (1987), “ Linking Competitive Strategies with
  • Human Resource Management Practices”, The Academy of Management
  • Executive, 1(3): 207-219.
  • Schuler, R. S. (1990), “Repositioning the Human Resource Function:
  • Transformation or Demise”, Academy of Management Executive, 4(3): 49-60.
  • Sheppeck, M. A. and Cohen, S. L. (1985), “Put a dolar value on your training
  • programs”, Training and Development Journal, 39: 59-62.
  • SHRM (2010), SHRM Foundation Leadership Roundtable: What’s Next for HR?, Philadelphia.
  • Ulrich, D. (1997a), Human Resource Champions, Mass., Boston: Harvard
  • Business School Press.
  • Ulrich, D. (1997b), “HR of the Future:Conclusions and Observations”, Human
  • Resource Management, Spring, 36(1): 175-179.
  • Ulrich, D. (1997c), “Judge me more by my future than by my past”, Human
  • Resource Management, Spring, 36(1): 5-8.
  • Ulrich, D. and Beatty, D. (2001), “ From Partners to Players: Extending the HR
  • Playing Field”, Human Resource Management, Winter, 40(4): 293-307.
  • Ulrich, D. and Brockbank, W. (2005), HR the Value Proposition, Mass., Boston:
  • Harvard Business School Press.
  • Ulrich, D. and Brockbank, W. (2009), “The Role of Strategy Architect in
  • Strategic HR Organization”, People and Strategy, 32(1): 24-31.
  • Ulrich,D., Allen, J., Brockbank, W., Younger, J. and Nyman, M. (2009), HR
  • Transformation: Building Human Resources from the Outside, New York:Rbl Institute.
  • Yeung, A. K. ve Berman, B. (1997), “Adding Value Through Human
  • Resources:Reorienting Human Resource Measurement to Drive Business
  • Performance”, Human Resource Management, 36(3): 321-335.
  • The Boston Consulting Group (2010), “The Future of HR in Europe: Key
  • Challenges Through 2015”, https://www.bcg.com/documents/file15033.pdf,
  • Erişim tarihi: 12.08.2014.
  • Truss, C., Gratton, L., Hope-Harley, V., McGovern, P. Ve Stiles, P. (1997). “Soft and Hard Models of Human Resource Management: A Reappraisal”, Journal of Management Studies, 34(1): 53-73.
  • Wintermantel, R. E. and Mattimore, K. L. (1997), “In the Changing World of Human Resources: matching measures to Mission”, 36(3): 337-342.
  • Wright, P. M. ve Snell, S. A. (2005), “Partner or Guardian? HR’s Challenge in Balancing Value and Values”, Human Resource Management, Summer, 44(2): 177-182.
  • 1963 İzmir doğumlu Tamer Keçecioğlu Lisans, Yüksek Lisans ve Doktora eğitimini İstanbul Üniversitesi'nde İşletme ve İnsan Kaynakları üzerine tamamlamıştır. 1995 yılından bugüne Ege Üniversitesi İşletme Bölümü'nde Yardımcı Doçent ünvanı ile ders vermeye devam etmektedir. İnsan Kaynakları, Değişim Yönetimi ve Stratejik Yönetim alanında basılı 12 adet kitabı bulunmaktadır.
  • Tamer Keçecioğlu, born in 1963, İzmir, completed his bachelor, master and doctoral degrees from İstanbul University, Business Administration Department. From 1995 up to today, he has been Assistant Professor at Ege University, Business Administration Department. He has 12 books over the subject Human Resource Management, Change Management and Strategic Management.
  • 1982 İzmir doğumlu Mustafa Kemal Yılmaz Ön Lisansını Celal Bayar Üniversitesi Pazarlama Bölümü'nde bitirip Dikey Geçis Sınavı Türkiye 17. si olup Lisans, Yüksek Lisans eğitimini Ege Üniversitesi'nde İşletme ve Yönetim Bilimi ve Organizasyon üzerine tamamlamıştır. Şu an İzmir Büyükşehir Belediyesinde görev yapmaktadır. İnsan Kaynaklar ve Stratejik Yönetim alanında yayımlanmış
  • çeşitli makaleleri bulunmaktadır.
  • Mustafa Kemal Yılmaz, born in 1982, İzmir, has completed his bachelor degree
  • from Ege University, Business Administration Department. He continued his
  • master education at Ege University at master program "Management Science and
  • Organization. Noe, he is working at Municipality of İzmir as Specialist. He has
  • many academic articles on Human Resource Management and Management and Organizations.

Gelecek 10 Yıl İçerisinde İnsan Kaynaklarının Yüzleşeceği Zorluklar

Year 2014, Volume: 5 Issue: 2, 31 - 63, 30.01.2015

Hakan Erkal Tamer Keçecioglu , Mustafa Yılmaz

Abstract

Küreselleşme kavramı son yıllarda olduğu gibi önümüzdeki 10 yılın
sonunda da gündemden düşmeyecektir. Bu bağlamda ulusal pazarlarda bilgi ve
deneyim olarak “yerel” kalan insan kaynakları yöneticileri yeni pazarları, yeni
mevzuatları öğrenmeleri, yeni kültürleri farklı normları tanımaları
gerekecektir. Bu çalışmada, gelecek 10 yıl içinde insan kaynakları
yöneticilerinin karşılaşacağı zorluklar irdelenecektir. Öncelikle ĐKY'nin mevcut
sorunları ve yazında bu konudaki temel tartışmalar gelecek 10 yıl öngörüleri ile
birlikte incelenecektir. Daha sonra Đzmir bölgesindeki ĐK yöneticilerine
yapılmış olan anket çalışması doğrultusunda yazındaki tartışmalar ile yereldeki
ĐK yöneticilerinin öngörüleri karşılaştırılacaktır. 

Keywords

insan kaynakları yönetimi yetkinlikler performans yönetimi yetenek yönetimi insan kaynakları yönetiminin geleceği

References

  • Alvares, K. M. (1997), “The Business of Human Resources”, Human Resource
  • Management, Spring, 36(1): 9-15.
  • Amit, R. and Belcourt, M. (1999), “Human Resource Management Processes: A
  • Value-Creating Source of Competitive Advantage”, European Management
  • Journal, 17(2):174-181.
  • Anderson, R.W. (1997), “The Future of Human Resources: Forging Ahead or
  • Falling Behind?”, Human Resource Management, Spring, 36(1): 17-22.
  • Andersen, T. J. and Minbaeva, D. (2013), “The Role of Human Resource
  • Management in Strategy Making”, Human Resource Management, September
  • October, 52(5): 809-827.
  • Armstrong, G. (2005), “Differentiation Through people: How can Hr move
  • beyond Business Partner”, Human Resource Management, Summer, Vol.44, No.2: 195-199.
  • Baş, T. (2006), Anket: Nasıl Hazırlanır? Nasıl Uygulanır? Nasıl Değerlendirilir?,
  • Baskı, Ankara, Seçkin Yayıncılık.
  • Beatty, R. W. and Schneier, C. E. (1997), “New HR Roles to Impact
  • Organizational Performance: From ‘Partners’ to ‘Players’”, Human Resource
  • Management, Spring, 36(1):29-37.
  • Becker, B. E. , Huselid, M. A., Pickus, P.S. ve Spratt, M. E. (1997), “HR as a
  • Source of Shareholder Value: Research and Reccommendations”, Human
  • Resource Management, Spring, 36(1): 39-47.
  • Beer, M. (1997), “The Transformation of the Human Resource Function:
  • Resolving the Tension between a Traditional Administrative and a New Strategic
  • Role”, Human Resource Management, Spring, 36(1): 49-56.
  • Boudreau, J. W. and Ramstad, P. M. (2007), “Beyond HR: The New Science of
  • Human Capital”, Mass., Boston: Harvard Business School Press.
  • Boudreau, J. W. and Ziskin, I. (2011), “The future of HR and Effective
  • Organizations”, Organizational Dynamics, 40: 255-266.
  • Boudreau, J. W. (2011), Retooling HR, Mass., Boston: Harvard Business Press. Bowen, D. E. and Siehl, C. (1997), “The Future of Human Resource Management: March and Simon (1958) Revisited”, Human Resource Management, Spring, 36(1):57-63.
  • Cascio, W. F. (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.
  • Christensen, R. (1997), “Where is HR?”, Human Resource Management, Spring, 36(1): 81-84.
  • Effron, M. and Ort, M. (2010), One Page Talent Management: Eliminating Complexity, Adding Value, Mass., Boston: Harvard Business Press.
  • Ehrlich, C. (1997), “Human Resource Management: A Changing Script for a Changing World”, Human Resource Management, Spring, 36(1): 85-89.
  • Fink, L. S., Longenecker, C. O. and Cutcher, A. (2009), “Creating human- resource management value in challenging economic times”, HR Advisor Journal, May/June:13-22.
  • Fulmer, W. E. (1989), “Human Resource Management: The Right Hand of Strategy Implementation”, Human Resource Planning, 12(4): 1-11.
  • Galbraith, J. (1992), “Positioning Human Resource as a Value-Adding Function: The Case of Rockwell International”, Human Resource Management, Winter, 31(4): 287-300.
  • Gow, J. F. (1985), “Human Resource managers must remember the bottom line”, Personnel Journal, April: 30-32.
  • Guest, D. E. (1990), “Human Resource Management and The American Dream”, Journal of Management Studies, 27(4): 377-397.
  • Hall, B.W. (2008), The New Human Capital Strategy, New York: AMACOM.
  • Hunter, R. A. (1999), “The New HR and The New HR Consultant: Developing Human Resource Consultants at Anderssen Consulting”, Human Resource Management, Summer, 38(2): 147-155.
  • Kerr, S. and Glinow, M. A. V. (1997), “The Future of HR: Plus Ca Change, Plus C’est Ca Meme Chase”, Human Resource Management, Spring, 36(1): 85-89.
  • Lake, D. G. (1997), “Frameworks for Human Resource Professionals Participating in Business Relationships”, Human Resource Management, Spring, 36(1): 129-134.
  • Lawler, E. E. (2005), “From Human Resource Management to Organizational Effectiveness”, Human Resource Management, Summer, 44(2):165-169.
  • Lawler, E. E. (2006), Achieving Strategic Excellence: An Assessment of Human Resource Organizations, Palo Alto, CA: Stanford University Press.
  • Lobel, S. A. (1997), “In Praise of the ‘Soft’ Stuff: A Vision For Human Resource Leadership”, Human Resource Management, Spring, 36(1): 135-139.
  • Longenecker, C. O. ve Fink, L. S. (2013), “Creating human-resource
  • management value in the twenty-first century”, Human Resource Management
  • International Digest, 21(2): 29-32.
  • Pucik, V. (1997), “Human Resources in the Future: An Obstacle or a Champion of
  • Globalization?”, Human Resource Management, Spring, 36(1): 163-167.
  • PwC (2008), “Managing people in a changing world: Key trends in human
  • capital: A global Perspective”, Working Paper, 2008.
  • Rucci, A. J. (1997), “ Should HR Survive? A Profession at the Crossroads”,
  • Human Resource Management, Spring, Vol.36, No.1: 169-173.
  • Schuler, R. S. ve Jackson, S. E. (1987), “ Linking Competitive Strategies with
  • Human Resource Management Practices”, The Academy of Management
  • Executive, 1(3): 207-219.
  • Schuler, R. S. (1990), “Repositioning the Human Resource Function:
  • Transformation or Demise”, Academy of Management Executive, 4(3): 49-60.
  • Sheppeck, M. A. and Cohen, S. L. (1985), “Put a dolar value on your training
  • programs”, Training and Development Journal, 39: 59-62.
  • SHRM (2010), SHRM Foundation Leadership Roundtable: What’s Next for HR?, Philadelphia.
  • Ulrich, D. (1997a), Human Resource Champions, Mass., Boston: Harvard
  • Business School Press.
  • Ulrich, D. (1997b), “HR of the Future:Conclusions and Observations”, Human
  • Resource Management, Spring, 36(1): 175-179.
  • Ulrich, D. (1997c), “Judge me more by my future than by my past”, Human
  • Resource Management, Spring, 36(1): 5-8.
  • Ulrich, D. and Beatty, D. (2001), “ From Partners to Players: Extending the HR
  • Playing Field”, Human Resource Management, Winter, 40(4): 293-307.
  • Ulrich, D. and Brockbank, W. (2005), HR the Value Proposition, Mass., Boston:
  • Harvard Business School Press.
  • Ulrich, D. and Brockbank, W. (2009), “The Role of Strategy Architect in
  • Strategic HR Organization”, People and Strategy, 32(1): 24-31.
  • Ulrich,D., Allen, J., Brockbank, W., Younger, J. and Nyman, M. (2009), HR
  • Transformation: Building Human Resources from the Outside, New York:Rbl Institute.
  • Yeung, A. K. ve Berman, B. (1997), “Adding Value Through Human
  • Resources:Reorienting Human Resource Measurement to Drive Business
  • Performance”, Human Resource Management, 36(3): 321-335.
  • The Boston Consulting Group (2010), “The Future of HR in Europe: Key
  • Challenges Through 2015”, https://www.bcg.com/documents/file15033.pdf,
  • Erişim tarihi: 12.08.2014.
  • Truss, C., Gratton, L., Hope-Harley, V., McGovern, P. Ve Stiles, P. (1997). “Soft and Hard Models of Human Resource Management: A Reappraisal”, Journal of Management Studies, 34(1): 53-73.
  • Wintermantel, R. E. and Mattimore, K. L. (1997), “In the Changing World of Human Resources: matching measures to Mission”, 36(3): 337-342.
  • Wright, P. M. ve Snell, S. A. (2005), “Partner or Guardian? HR’s Challenge in Balancing Value and Values”, Human Resource Management, Summer, 44(2): 177-182.
  • 1963 İzmir doğumlu Tamer Keçecioğlu Lisans, Yüksek Lisans ve Doktora eğitimini İstanbul Üniversitesi'nde İşletme ve İnsan Kaynakları üzerine tamamlamıştır. 1995 yılından bugüne Ege Üniversitesi İşletme Bölümü'nde Yardımcı Doçent ünvanı ile ders vermeye devam etmektedir. İnsan Kaynakları, Değişim Yönetimi ve Stratejik Yönetim alanında basılı 12 adet kitabı bulunmaktadır.
  • Tamer Keçecioğlu, born in 1963, İzmir, completed his bachelor, master and doctoral degrees from İstanbul University, Business Administration Department. From 1995 up to today, he has been Assistant Professor at Ege University, Business Administration Department. He has 12 books over the subject Human Resource Management, Change Management and Strategic Management.
  • 1982 İzmir doğumlu Mustafa Kemal Yılmaz Ön Lisansını Celal Bayar Üniversitesi Pazarlama Bölümü'nde bitirip Dikey Geçis Sınavı Türkiye 17. si olup Lisans, Yüksek Lisans eğitimini Ege Üniversitesi'nde İşletme ve Yönetim Bilimi ve Organizasyon üzerine tamamlamıştır. Şu an İzmir Büyükşehir Belediyesinde görev yapmaktadır. İnsan Kaynaklar ve Stratejik Yönetim alanında yayımlanmış
  • çeşitli makaleleri bulunmaktadır.
  • Mustafa Kemal Yılmaz, born in 1982, İzmir, has completed his bachelor degree
  • from Ege University, Business Administration Department. He continued his
  • master education at Ege University at master program "Management Science and
  • Organization. Noe, he is working at Municipality of İzmir as Specialist. He has
  • many academic articles on Human Resource Management and Management and Organizations.
There are 93 citations in total.

Details

Primary Language Turkish
Journal Section Research
Authors

Hakan Erkal This is me

Tamer Keçecioglu

Mustafa Yılmaz

Publication Date January 30, 2015
Published in Issue Year 2014 Volume: 5 Issue: 2

Cite

APA Erkal, H., Keçecioglu, T., & Yılmaz, M. (2015). Gelecek 10 Yıl İçerisinde İnsan Kaynaklarının Yüzleşeceği Zorluklar. LAÜ Sosyal Bilimler Dergisi, 5(2), 31-63.

Lefke Avrupa Üniversitesi (LAÜ) Sosyal Bilimler Dergisi haziran ve aralık aylarında olmak üzere yılda iki defa yayınlanan iki hakemli bir dergidir. Derginin yelpazesi toplum bilimlerinin tüm disiplinlerini ve dallarını kapsamaktadır. LAÜ Sosyal Bilimler Dergisi yalnızca Türkçe ve İngilizce makaleleri kabul etmektedir.  http://euljss.eul.edu.tr/euljss/