Analysis of the OECD Competency Framework in the Context of Non-Profit Organizations in Turkey

Abstract

The main purpose of competency-based human resources practices is to increase organizational performance by increasing the efficiency and productivity of employees. it is known that non-profit organizations have efficiency and productivity problems, despite their significant contributions to societies. The main purpose of this study is to make an analysis of the OECD competency framework in the context of similar institutions in Turkey, with the fuzzy analytic hierarchy process approach, and to develop a set of critical competencies that these institutions can benefit from in their human resources management processes. According to the results of the analysis made separately for employees and managers, strategic competencies for managers and interpersonal competencies for employees are more important competency groups. In addition, the importance of each competency was analyzed. According to the findings of this analysis, the most critical competencies for managers are strategic thinking, customer orientation, talent development, diplomatic sensitivity and strategic relations development, respectively, and for employees are customer focus, diplomatic sensitivity, teamwork, negotiation and success orientation. The common competencies in both groups are customer orientation and diplomatic sensitivity. These results were discussed in comparison with the literature and suggestions were developed for the relevant institutions and researchers.

Keywords

• Human Resources Management
• Competency-Based Human Resources Management
• Non-Profit Organizations
• Fuzzy Analytical Hierarchy Process

OECD Yetkinlik Çerçevesinin Türkiye’deki Kar Amacı Gütmeyen Örgütler Bağlamında Analizi

Abstract

Yetkinlik bazlı insan kaynakları uygulamalarının ana amacı çalışanların etkinlik ve verimliliklerini artırma yoluyla örgütsel performansı yükseltmektir. Toplumlara önemli katkılar sunmasına karşın, kâr amacı gütmeyen kurumların etkinlik ve verimlilik problemleri yaşadığı bilinmektedir. Bu çalışmanın temel amacı da OECD yetkinlik çerçevesinin Türkiye’deki benzer kurumlar bağlamında, bulanık analitik hiyerarşi süreci yaklaşımı ile bir analizini yapmak ve söz konusu kurumların insan kaynakları yönetimi süreçlerinde faydalanabilecekleri bir kritik yetkinlikler seti geliştirmektedir. Çalışanlar ve yöneticiler için ayrı ayrı yapılan analiz sonuçlarına göre, yöneticiler açısından stratejik yetkinlikler, çalışanlar açısından ise kişilerarası yetkinlikler daha önemli yetkinlik gruplarıdır. Buna ek olarak tek tek yetkinliklerin önem derecesi analiz edilmiştir. Bu analizin bulgularına göre en kritik yetkinliklerin, yöneticiler için sırasıyla stratejik düşünme, müşteri odaklılık, yetenek geliştirme, diplomatik duyarlılık ve stratejik ilişkiler geliştirme; çalışanlar için ise müşteri odaklılık, diplomatik duyarlılık, takım çalışması, müzakere ve başarı odaklılık olduğu görülmektedir. Her iki grupta ortak olan yetkinlikler ise müşteri odaklılık ve diplomatik duyarlılık yetkinlikleridir. Bu sonuçlar literatür ile kıyaslı olarak tartışılmış ve ilgili kurum ve araştırmacılar için öneriler geliştirilmiştir.

Keywords

• İnsan Kaynakları Yönetimi
• Yetkinliklere Dayalı İnsan Kaynakları Yönetimi
• Kar Amacı Gütmeyen Kurumlar
• Bulanık Analitik Hiyerarşi Süreci

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