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THE NEW VISION OF HUMAN RESOURCES: TALENT MANAGEMENT METRICS

Year 2014, Volume: 10 Issue: 22, 155 - 171, 01.05.2014
https://doi.org/10.11122/ijmeb.2013.9.19.459

Abstract

Talent management is an integrated set of process, programs and cultural norms designed and implemented by the organizations to attract,develop and retain talent in achieving their strategic objectives and meeting their business needs. The idea of viewing talent as a strategic resource has been discussed for decades. Companies have figüre out that it has been so hard to hold on the talented person recently. As a result of this,companies have to take action. Measuring the effectiveness of attraction and recruitment efforts is important in terms of continuous improvement performance of organizations. The main idea of talent metrics is to associate business goals with talent strategies. The main aim of this study is to divide these metrics into two base categories. In this study, it has been discussed that who should be reported and when should to be reported

References

  • American Productivity and Quality Center. (2004). Talent management: From competencies to organizational performance: Final report. Houston: American Productivity And Quality Center.
  • Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce. Boston, Mass.:Harvard Business Press.
  • Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard. Boston, Mass.:Harvard Business School Press.
  • Blair, M. (1995). Ownership and control: Rethinking corporate governance for the twenty-first century. Washington, DC: The Brooking Institution.
  • Boudreau, J. W., & Ramstad, P. M. (2007). Beyond HR: The new science of human capital. Boston, Mass.: Harvard Business School Press.
  • Boudreau, J. W., & Ziskin, I. (2011). The future of HR and effective organization. Organizational Dynamics, 40: 255-266.
  • Bukowitz,W. R., Williams, R. L., & Mactas, E. S. (2004). Human capital measurement. Research and Technology Management, May-June:43-49.
  • Burgelman, R. A. (2001). Strategy is destinity: How strategy-making shapes a company’s future. New York: Free Press.
  • Capelli, P. (2008a). Talent management in the twenty first century. Harvard Business Review, 86(3):74-81.
  • Capelli, P. (2008b). Talent on demand:Managing in an age of uncertainity. Boston: Harvard Business Press.
  • Cascio, W., & Boudreau, J. (2008). Investing in people: Financial impact of human resource initiatives. New Jersey: Pearson Education, Inc.
  • Collin, C., & Clark, K. (2003). Strategic human resource management team social networks and firm performance: The rol of human resource practices in creating organizational competitive advantage. Academy Of Management Journal, 46: 740-751.
  • Davenport, T., & Harris, J. G. (2007). Competing on analytics: The new science of winning. Boston, Mass.: Harvard Business School Press.
  • Davenport, T. (1999). Human capital: What it is and why people invest it. San Francisco: Doubleday.
  • Deloitte Touche Tohmatsu And The Economist Intelligence Unit (2007). Aligned At The Top . New York: Deloitte Touche Tohmatsu.
  • Dulebohn, J., & Johnsen, R. D. (2013). Human resource metrics and decision support: A classification framework. Human Resource Management Review, 23:71-83.
  • Effron, M., & Ort, M. (2010). One page talent management: Eliminating complexity, adding value. Boston, Mass.: Harvard Business Press.
  • Fitz-enz, J. (1990). Human value management. San Francisco: Jossey-Bass Publishers.
  • Fitz-enz, J., & Davison, B. (2002). How to measure human resource management. New York: McGraw-Hill.
  • Fitz-enz, J., & Phillips, J. J. (1998). A new vision for human resources. California: Crisp Publications, Inc.
  • Fitz-enz, J. (2010). The new HR analytics. New York: AMACOM.
  • Gubman, E. L. (1998). The talent solution: Aligning strategy and people to achieve extraordinary results. New York: Mcgraw-Hill.
  • Hall, B. W. (2008). The new human capital strategy. New York: AMACOM.
  • Kaplan, R., & Norton, D. (2001). The strategy-focused organization: How balanced scorecard companies thrive in the new business environment. Boston: Harvard Business School Press.
  • Lawler, E. E. (2006). Achieving strategic excellence: An assessment of human resource organizations. Palo Alto, CA : Stanford University Press.
  • Mercer, L. L. C. (2010). Recruitment and retention metrics.
  • Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Boston, Mass.: Harvard Business School Press.
  • Prahalad, C. K., & Hamel, G. (1990). The core competence of the Corporation. Harvard Business Review, May-June:79-91.
  • PwC. (2012). Pwc 15th annual global CEO survey 2012.
  • PwC Saratoga. (2010). The Saratoga review. Newsletter Issue, May 2010.
  • Sears, D. (2002). Successful talent strategies: Achieving superior business results through market-focused staffing. Saranac, Lake, NY.: AMACOM.
  • SHRM. (2010). Challenges facing organizations in the next 10 years. SHRM Research Spotlight.
  • Sloan, E. B., Hazucha, J. F., & Van Katwyk, P. T. (2003). Strategic management of global leadership talent. Advances In Global Leadership, 3: 235-274.
  • Smilansky, J. (2006). Developing executive talent: Best practices from global leaders. San Francisco: Jossey-Bass.
  • Smith, H. L., & Watkins, W. E. (1978). Managing manpower turnover costs. Personnel Administrator, 23(4):46-50.
  • Takeuchi, N. (2009). How Japanese manufacturing firms align their human resource policies with business strategies:Testing a contingency performance prediction in a Japanese context. International Journal Of Human Resource Management, 20(1):34-56.
  • The Boston Consulting Group. (2010). The future of HR in Europe: Key challenges through 2015.
  • Towers Watson. (2009). Managing talent in tough times. Pulse Survey Report.
  • Ulrich, D. (1997). Human resource champions:The next agenda for adding value and delivering results. Boston, MA.: Harvard Business School Press.
  • Weatherly, L. A. (2003b). The value of people. Research Quarterly, Society for Human Resource Management.
  • Weatherly, L. A. (2003a). Human Capital-the elusive assets: Measuring and managing human capital: A strategic imperative for HR. Research Quarterly, Society For Human Resource Management.
  • Wellins, R. S., Smith, A. B., & McGee, L. (2006). The CEO’s guide to talent management: Building a global leadership pipeline. Pittsburg, PA: Development Dimensions International.

Yeni İnsan Kaynakları Vizyonu: Yetenek Yönetimi Metrikleri

Year 2014, Volume: 10 Issue: 22, 155 - 171, 01.05.2014
https://doi.org/10.11122/ijmeb.2013.9.19.459

Abstract

Yetenek yönetimi gelecekteki iş ihtiyaçlarını karşılamada ve stratejik iş hedeflerine ulaşmada yetenekleri cezp etme, geliştirme ve elde tutmada örgütçe tasarlanmış ve uygulanmış süreçler, programlar ve kültürel normların bütünleştirilmiş kümesidir. Stratejik bir kaynak olarak yeteneğe bakma fikri özellikle son on yılda tartışılmıştır. Yetenekli çalışanların işletmeye çekilmesi ve işletmede tutulmasının giderek zorlaşması örgütleri harekete geçirmiştir. Cezp etme ve elde tutma çabalarının etkinliğinin ölçülmesi sürekli iyileştirme performansı açısından önemlidir. Yetenek metriklerinin ana görüşünün iş hedefleri ve yetenek stratejilerinin doğrudan ilişkilendirme yapabilirliği yatar. Çalışmanın amacı metrikleri iki ana kısma ayırmaktır. Daha sonra kimin ve ne zaman raporlanacağını tartışmaktır.

References

  • American Productivity and Quality Center. (2004). Talent management: From competencies to organizational performance: Final report. Houston: American Productivity And Quality Center.
  • Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce. Boston, Mass.:Harvard Business Press.
  • Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard. Boston, Mass.:Harvard Business School Press.
  • Blair, M. (1995). Ownership and control: Rethinking corporate governance for the twenty-first century. Washington, DC: The Brooking Institution.
  • Boudreau, J. W., & Ramstad, P. M. (2007). Beyond HR: The new science of human capital. Boston, Mass.: Harvard Business School Press.
  • Boudreau, J. W., & Ziskin, I. (2011). The future of HR and effective organization. Organizational Dynamics, 40: 255-266.
  • Bukowitz,W. R., Williams, R. L., & Mactas, E. S. (2004). Human capital measurement. Research and Technology Management, May-June:43-49.
  • Burgelman, R. A. (2001). Strategy is destinity: How strategy-making shapes a company’s future. New York: Free Press.
  • Capelli, P. (2008a). Talent management in the twenty first century. Harvard Business Review, 86(3):74-81.
  • Capelli, P. (2008b). Talent on demand:Managing in an age of uncertainity. Boston: Harvard Business Press.
  • Cascio, W., & Boudreau, J. (2008). Investing in people: Financial impact of human resource initiatives. New Jersey: Pearson Education, Inc.
  • Collin, C., & Clark, K. (2003). Strategic human resource management team social networks and firm performance: The rol of human resource practices in creating organizational competitive advantage. Academy Of Management Journal, 46: 740-751.
  • Davenport, T., & Harris, J. G. (2007). Competing on analytics: The new science of winning. Boston, Mass.: Harvard Business School Press.
  • Davenport, T. (1999). Human capital: What it is and why people invest it. San Francisco: Doubleday.
  • Deloitte Touche Tohmatsu And The Economist Intelligence Unit (2007). Aligned At The Top . New York: Deloitte Touche Tohmatsu.
  • Dulebohn, J., & Johnsen, R. D. (2013). Human resource metrics and decision support: A classification framework. Human Resource Management Review, 23:71-83.
  • Effron, M., & Ort, M. (2010). One page talent management: Eliminating complexity, adding value. Boston, Mass.: Harvard Business Press.
  • Fitz-enz, J. (1990). Human value management. San Francisco: Jossey-Bass Publishers.
  • Fitz-enz, J., & Davison, B. (2002). How to measure human resource management. New York: McGraw-Hill.
  • Fitz-enz, J., & Phillips, J. J. (1998). A new vision for human resources. California: Crisp Publications, Inc.
  • Fitz-enz, J. (2010). The new HR analytics. New York: AMACOM.
  • Gubman, E. L. (1998). The talent solution: Aligning strategy and people to achieve extraordinary results. New York: Mcgraw-Hill.
  • Hall, B. W. (2008). The new human capital strategy. New York: AMACOM.
  • Kaplan, R., & Norton, D. (2001). The strategy-focused organization: How balanced scorecard companies thrive in the new business environment. Boston: Harvard Business School Press.
  • Lawler, E. E. (2006). Achieving strategic excellence: An assessment of human resource organizations. Palo Alto, CA : Stanford University Press.
  • Mercer, L. L. C. (2010). Recruitment and retention metrics.
  • Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Boston, Mass.: Harvard Business School Press.
  • Prahalad, C. K., & Hamel, G. (1990). The core competence of the Corporation. Harvard Business Review, May-June:79-91.
  • PwC. (2012). Pwc 15th annual global CEO survey 2012.
  • PwC Saratoga. (2010). The Saratoga review. Newsletter Issue, May 2010.
  • Sears, D. (2002). Successful talent strategies: Achieving superior business results through market-focused staffing. Saranac, Lake, NY.: AMACOM.
  • SHRM. (2010). Challenges facing organizations in the next 10 years. SHRM Research Spotlight.
  • Sloan, E. B., Hazucha, J. F., & Van Katwyk, P. T. (2003). Strategic management of global leadership talent. Advances In Global Leadership, 3: 235-274.
  • Smilansky, J. (2006). Developing executive talent: Best practices from global leaders. San Francisco: Jossey-Bass.
  • Smith, H. L., & Watkins, W. E. (1978). Managing manpower turnover costs. Personnel Administrator, 23(4):46-50.
  • Takeuchi, N. (2009). How Japanese manufacturing firms align their human resource policies with business strategies:Testing a contingency performance prediction in a Japanese context. International Journal Of Human Resource Management, 20(1):34-56.
  • The Boston Consulting Group. (2010). The future of HR in Europe: Key challenges through 2015.
  • Towers Watson. (2009). Managing talent in tough times. Pulse Survey Report.
  • Ulrich, D. (1997). Human resource champions:The next agenda for adding value and delivering results. Boston, MA.: Harvard Business School Press.
  • Weatherly, L. A. (2003b). The value of people. Research Quarterly, Society for Human Resource Management.
  • Weatherly, L. A. (2003a). Human Capital-the elusive assets: Measuring and managing human capital: A strategic imperative for HR. Research Quarterly, Society For Human Resource Management.
  • Wellins, R. S., Smith, A. B., & McGee, L. (2006). The CEO’s guide to talent management: Building a global leadership pipeline. Pittsburg, PA: Development Dimensions International.
There are 42 citations in total.

Details

Primary Language Turkish
Journal Section Research Article
Authors

Ayşe Çiçek Korkmaz This is me

Tamer Keçecioğlu This is me

Publication Date May 1, 2014
Published in Issue Year 2014 Volume: 10 Issue: 22

Cite

APA Korkmaz, A. Ç., & Keçecioğlu, T. (2014). Yeni İnsan Kaynakları Vizyonu: Yetenek Yönetimi Metrikleri. Uluslararası Yönetim İktisat Ve İşletme Dergisi, 10(22), 155-171. https://doi.org/10.11122/ijmeb.2013.9.19.459