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Stratejik İnsan Kaynakları Yönetimi Üzerine Profesyonel Uygulamalar: Nitel Bir Araştırma

Year 2021, , 3044 - 3067, 30.12.2021
https://doi.org/10.15869/itobiad.954517

Abstract

İnsan kaynakları yönetimi (İKY), öncelikle organizasyonların hedeflerine ulaşma çabalarına bağlı olarak verimliliğin ve etkililiğin artırılması, büyüme, hizmetlerin iyileştirilmesi ve karşılaşılması muhtemel olan krizlerle baş edilebilmesi noktasında kullanılan kilit bir yönetim aracıdır. Ancak, organizasyonların yoğun rekabet ortamı ve çevresel zorluklara maruz kalması ve beşerî sermayenin üretimdeki öneminin ve organizasyonel verimlilik üzerindeki temel rolünün anlaşılması, hemen her organizasyon için insan kaynaklarının stratejik olarak yönetilmesini gerekli kılmıştır. Bu nedenle çalışma, yoğun rekabet ortamıyla birlikte değişen iş dünyasına uyum gösterebilmek amacıyla insan sermayesinin, geleneksel insan kaynakları yönetimi yaklaşımının aksine stratejik insan kaynakları yönetimi (stratejik İKY) çerçevesinde yönetilmesinin kritik öneme sahip olduğunu ileri sürmektedir. Buradan hareketle, ilgili literatürde stratejik İKY üzerine birçok nicel çalışmanın bulunması, nitel çalışmaların ise kısıtlı sayıda olması sebebiyle bu çalışmada nitel araştırma yöntemlerinden fenomonoloji deseni kullanılmıştır. Bununla birlikte çalışmada, ölçüt örnekleme yöntemi kapsamında belirlenmiş İK profesyoneli ile derinlemesine görüşme gerçekleştirilmiştir. Görüşme sonucunda elde edilen verilerin “NVivo 12” nitel analiz programı aracılığıyla içerik ve betimsel analizi gerçekleştirilerek temalar belirlenmiştir. Analiz sonucunda, İK profesyonelinin sırasıyla stratejik İKY, güven ve bağlılık, kurum içi iletişim ve nöro İKY temalarına vurgu yaptığı tespit edilmiştir. Bu çalışmanın, Türkçe literatürde stratejik İKY uygulamalarına ilişkin gerçekleştirilen nitel çalışmaların kısıtlı sayıda olması ve İK profesyonelinin deneyim ve görüşlerini aktarması nedeniyle literatüre ve uygulayıcılara katkı sağlaması beklenmektedir.

References

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Professional Practices on Strategic Human Resources Management: A Qualitative Research

Year 2021, , 3044 - 3067, 30.12.2021
https://doi.org/10.15869/itobiad.954517

Abstract

Human resource management (HRM) is a key management tool used primarily to increase efficiency and effectiveness, grow, improve services and cope with possible crises depending on the efforts of organizations to reach their goals. However, the fact that organizations are exposed to intense competition and environmental challenges, and the understanding of the importance of human capital in production and its fundamental role in organizational efficiency has necessitated the strategic management of human resources for almost every organization. Therefore, the current study suggests that it has a critical significance to manage human capital within the framework of strategic human resources management (strategic HRM), in contrast to the traditional human resources management (HRM) approach, to adapt to the changing business world caused by the intensely competitive environment. In this sense, since there are many quantitative studies on strategic HRM in the related literature and the limited number of qualitative studies, it was used the phenomenology design, one of the qualitative research methods, in this study. In addition to that, an in-depth interview was held with an HR professional determined by the criterion sampling method. The data obtained from the interview were analyzed through the “NVivo 12” qualitative analysis program and the themes were determined via the content and descriptive analysis. As a result of the analysis, it was seen that the HR professional emphasized the themes of strategic HRM, trust and engagement, internal communication, and neuro HRM, respectively. It was expected that the current study contributes to the literature and practitioners due to the limited number of qualitative studies on strategic HRM practices in the Turkish literature and sharing experiences and opinions of HR professionals.

References

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  • Afzal, F., Mahmood, K., Sherazi, S. M. R., Sajid, M. & Hassan, M. (2013). Effect of human resource planning on organizational performance of telecom sector. Information and Knowledge Management, 3(2), 173-182.
  • Alarcon, E. A. A. (2018). An exploratory qualitative study of employee perceptions of effective manager coach-employee relationship (Doctoral dissertation, Capella University).
  • Alharty, A. A. H. & Bin Marni, N. (2020). Training impact on the human resources performance. Journal of Southwest Jiaotong University, 55(3), 1-6. https://doi.org/10.35741/issn.0258-2724.55.3.12
  • Al-Khaled, A. A. S., & Fenn, C. J. (2020). The impact of strategic human resource management practices on organizational performance. BERJAYA Journal of Services & Management, 14, 53-60.
  • Alleyne, P., Doherty, L. & Howard, M. (2005). A qualitative study of HRM and performance in the Barbados hotel industry. Journal of Human Resources in Hospitality & Tourism, 4(2), 27–51. http://dx.doi.org/10.1300/j171v04n02_02
  • Alomari, Z. (2020). Does human capital moderate the relationship between strategic thinking and strategic human resource management?. Management Science Letters, 10(3), 565-574. https://doi.org/10.5267/j.msl.2019.9.024
  • Alshammari, A. A. (2020). The impact of human resource management practices, organizational learning, organizational culture and knowledge management capabilities on organizational performance in Saudi Organizations: A conceptual framework. Revista Argentina de Clínica Psicológica, 29(4), 714-721. http://dx.doi.org/10.24205/03276716.2020.876
  • Baltacı, A. (2018). Nitel araştırmalarda örnekleme yöntemleri ve örnek hacmi sorunsalı üzerine kavramsal bir inceleme. Bitlis Eren Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(1), 231-274.
  • Baltacı, A. (2019). Nitel araştırma süreci: Nitel bir araştırma nasıl yapılır?. Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 5(2), 368-388.
  • Başkale, H. (2016). Nitel araştırmalarda geçerlik, güvenirlik ve örneklem büyüklüğünün belirlenmesi. DEUHFED, 9(1), 23-28.
  • Bayat, B. (2008). İnsan kaynakları yönetiminin stratejik niteliği. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 10(3), 67-91.
  • Becker, B. E. & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here? Journal of Management, 32(6), 898–925. https://doi.org/10.1177/0149206306293668
  • Becton, J. B. & Schraeder, M. (2009). Strategic human resources management: Are we there yet?. The Journal for Quality and participation, 31(4), 11-18.
  • Cascio, W. F. (2015). Managing human resources. New York: McGraw-Hill.
  • Chand, M., & Katou, A. A. (2007). The impact of HRM practices on organisational performance in the Indian hotel industry. Employee Relations, 29(6), 576–594. https://doi.org/10.1108/01425450710826096
  • Chuang, H.-M., Liu, M.-J., & Chen, Y.-S. (2015). The effects of human resource capability and internal customer satisfaction on organizational effectiveness. International Journal of Distributed Sensor Networks, 11(7), 1-10. https://doi.org/10.1155%2F2015%2F835194
  • Condrey, S. E. (2005). Toward strategic human resource management. In Handbook of Human Resource Management, 1-14.
  • Çobanoğlu, F., Sertel, G., & Sarkaya, S. S. (2018). Human resource management practices in Turkish education system (Denizli case). European Journal of Educational Research, 7(4), 833-847.
  • Daley, D. M. (2012). Strategic human resources management. In Public Personnel Management, 120-125.
  • Demo, G., Neiva, E. R., Nunes, I., & Rozzett, K. (2012). Human resources management policies and practices scale (HRMPPS): Exploratory and confirmatory factor analysis. Brazilian Administration Review, 9(4), 395-420.https://doi.org/10.1590/S1807-6922012005000006
  • Dessler, G., & Chhinzer, N. (2020). Human resources management in Canada. Pearson Canada, 14th Ed. ISBN: 978-0-13-479132-6
  • Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, 9(3), 51-67. https://doi.org/10.1016/0090-2616(81)90038-3
  • Eğriboyun, D. (2015). The relation between organizational trust, organizational support and organizational commitment. African Journal of Business Management, 9(4), 134-156. https://doi.org/10.5897/AJBM2014.7623
  • Ersoy, F. (2019). Fenomenoloji. Eğitimde nitel araştırma desenleri (Ed. Ahmet Saban & Ali Ersoy), Anı Yayıncılık, 3. Baskı, ISBN: 978-605-17-0114-1.
  • Fareed, M., Ahmad, A., Salleh, S. S. M. M. & Saoula, O. (2020). What makes HR professionals effective? Qualitative evidence from Telecom sector of a developing country. Revista Argentina de Clínica Psicológica, 29(5), 200-214. https://doi.org/10.24205/03276716.2020.1021
  • Gajda, J. (2019). Professional adaptation of new employees to the organization. System Safety: Human-Technical Facility-Environment, 1(1), 929-938. https://doi.org/10.2478/czoto-2019-0118
  • Gilani, M. H. N., Zadeh, M. S. & Saderi, H. R. (2012). The role of strategic human resource management in creation of competitive advantages (case study: a commercial organization in Malaysia). International Journal of Business and Social Science, 3(16), 225-238.
  • Guba, E. G. & Lincoln, Y. S. (1982). Epistemological and methodological bases of naturalistic inquiry. ECTJ, 30(4), 233-252. https://doi.org/10.1007/978-94-009-6669-7_18
  • Gupta, A. D. (2020). Strategic human resource management: Formulating and implementing HR strategies for a competitive advantage. CRC Press.
  • Gürbüz, S. & Şahin, F. (2016). Sosyal bilimlerde araştırma yöntemleri. Seçkin Yayıncılık, 3. Baskı. ISBN: 978-975-02-3726-3
  • Hot Turan, C. (2017). İşletmelerde eğitim ve geliştirme ile bireysel ve örgütsel performans ilişkisi (Master’s thesis, Doğuş Üniversitesi Sosyal Bilimler Enstitüsü).
  • Jackson, S. E., Schuler, R. S. & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1-56. http://dx.doi.org/10.1080/19416520.2014.872335
  • Jackson, S. E., Schuler, R. S. & Werner, S. (2018). Managing human resources. Oxford University Press, 12th Ed.
  • Javadi, S. M., & Davardoost, H. (2019). The impact of internal communications on employee engagement in Iran’s petrochemical industry. İş’te Davranış Dergisi, 4(1), 56-67.
  • Karasar, N. (2006). Bilimsel araştırma yöntemi. Ankara Nobel Yayın Dağıtım, 16. Baskı.
  • Kareem, M. A. & Hussein, I. J. (2019). The impact of human resource development on employee performance and organizational effectiveness. Management Dynamics in the Knowledge Economy, 7(3), 307-322. http://dx.doi.org/10.25019/MDKE/7.3.02
  • Katou, A. A. (2008). Measuring the impact of HRM on organizational performance. Journal of Industrial Engineering and Management 1(2), 119-142. http://dx.doi.org/10.3926/jiem.2008.v1n2.p119-142
  • Kesen, M. (2014). İnsan kaynakları yönetimi uygulamaları ve örgüt kültürünün çalışan performansı üzerine etkileri. Yayımlanmamış Doktora Tezi, Gebze Yüksek Teknoloji Enstitüsü Sosyal Bilimler Enstitüsü, Kocaeli.
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There are 65 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

Fatma Yeşilkuş 0000-0002-7749-9562

Onur Başar Özbozkurt 0000-0002-2325-2433

Emel Bahar 0000-0001-6070-1835

Publication Date December 30, 2021
Published in Issue Year 2021

Cite

APA Yeşilkuş, F., Özbozkurt, O. B., & Bahar, E. (2021). Stratejik İnsan Kaynakları Yönetimi Üzerine Profesyonel Uygulamalar: Nitel Bir Araştırma. İnsan Ve Toplum Bilimleri Araştırmaları Dergisi, 10(4), 3044-3067. https://doi.org/10.15869/itobiad.954517
İnsan ve Toplum Bilimleri Araştırmaları Dergisi  Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı (CC BY NC) ile lisanslanmıştır.