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KÜRESELLEŞME VE İNSAN KAYNAKLARI YÖNETİMİ

Year 2001, Volume: 4 Issue: 16, 173 - 181, 13.01.2001
https://doi.org/10.14783/maruoneri.728734

Abstract

Globalization is being in front of the humanity as an inevitable phenomenon. It interferes the life of humans of from different cultures in every field and differentiate the cultural and institutional relations. In this changing period, industrial relationships have to take no choice but have been affected from development. The production form have been changing and this development have been affecting the relationships as an inevitable situation. In the new form of relationship network, it has been provided something to lose interested with workers.

References

  • [1] Barnet, Richard J.; Cavanagh, John, Küresel Düşler, İmparator Firmalar ve Yeni Dünya Düzeni (Çev. Gülden Şen), Sabah Kitapları, İstanbul, 1994, ss.2-5.
  • [2] Singh, Ajit, “Institutional Requirements For Full Employment in Advanced Economies”, International Labour Review, Vol.: 134, No: 4-5, 1995, s.472.
  • [3] Krugman, Paul, “Growing World Trade: Causes and Consequences”, Brookings Paper on Economic Activitiy, No: 1, 1995, ss. 331, 337-342.
  • [4] Clarke, O., “Comparative Labour Law and Industrial Relations in Industrialised Market Economies, International Labour Review, 1990.
  • [5] --------, ILO, World Employment, International Labour Organisation, Geneva, 1995, ss.30, 95.
  • [6] Campbell, Duncan, “Foreign Investment, Labour Immobility and The Quality of Employment”, International Labour Review, Vol.: 133, No: 2, 1994, s. 186.
  • [7] Yentürk, Nurhan, “Post-Fordist Gelişmeler ve Dünya İktisadi İşbölümünün Geleceği”, Bilim ve Toplum, Bahar, 1993, s.54.
  • [8] Büyükuslu, Ali Rıza, “Çokuluslu Şirketler ve Endüstri İlişkilerinde Yeni Perspektifler, Küreselleşme, Rekabet Gücü ve Endüstri İlişkilerinde Dönüşüm”, V. Ulusal Endüstri İlişkileri Kongresi, 14-15 Kasım 1996, Kamu İş Yayınları, Ankara, 1998, ss.92, 97.
  • [9] Murat, Güven, “İşgücü Piyasasının Yapısı ve İşleyişinin Ekonomik Analizi: Bölümlendirme ve Esneklik Yaklaşımı”, Yayınlanmamış Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul, 1993, s.157.
  • [10] Selamoğlu, Ahmet, “İnsan Kaynakları Yönetiminin Gelişimi”, Prof. Dr. Metin KUTAL’a Armağan, Ankara, 1998, s.571.
  • [11] Yüksel, Öznur, İnsan Kaynakları Yönetimi, 2. Baskı, Gazi Kitapevi, Ankara, 1998, ss.6-8, 229-236.
  • [12] Wright, P. M.; MacMahan, G. C., “Theoretical Perspectives for Strategic Human Resources Management”, Journal of Marketing, No: 18, 1992, ss.295-320.
  • [13] Mueller, F., “Strategic Human Resource Management and the Resource-Based View of the Firm: Toward a Conceptual Integration”, Working Paper, Aston University Business School, 1994.
  • [14] Aryee, S., “The Social Organisation of Careers as a Source of Sustained Competitive Advantage”, International Journal of Human Resource Management, 5, 1994, ss.67-88.
  • [15] Lado, A.; Wilson, V., “Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective”, Academy of Management Review, Vol.: 19, No: 4, 1994, ss.699-727.
  • [16] Miller, P., “Strategic Industrial Relations and Human Resources Management-Distinction: Defınition and Recognition”, Journal of Management Studies, Vol.: 24, No: 4, July, 1987, s.352.
  • [17] Canman, A. Doğan, Çağdaş Personel Yönetimi, Türkiye ve Orta Doğu Amme İdaresi Enstitüsü Yayınları No: 260, Ankara, 1995, s.58.
  • [18] Seymen, Recep, Personel Yönetiminden İnsan Kaynağı Yönetimine”, Prof. Dr. Metin KUTAL’a Armağan, Ankara, 1998, s.593.
  • [19] ---------, ILO, World Labour Report 1997-1998: Industrial Relations, Democracy and Social Stability, International Labour Office, Geneva, 1997, ss.95-99.
  • [20] Brewster, C.; Hegewisch, A., (eds), Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfîeld Survey, London, Routledge, Tablo.4.2a ve 4.3a., 1994.
  • [21] Suk, Kim Pan, “Globalization of Human Resource Management: A Cross-Cultural Perspective for the Public Sector” , Public Personel Management, Summer, Vol.: 28, Issue: 2, 1999, s.228.
  • [22] Porter, Michael, The Competitive Advantage of Nations, London, McMillan, 1990.
  • [23] Storey, J., Human Resources Management: Stili Marching on, or Maching Out?, Routledge, London, 1995; Kitay, J.; Lansbury, R. Human Resources Management and Industrial Relations in an Era Global Markets: Australian and International Trends, Human Resources Management and Workplace Change, Economic Planning Advisory Commission, 1995, ss.17-70.
  • [24] Rothwell, William J., “Transforming HR Into A Global Powerhouse”, HR Focus, Vol.: 75, Issue: 3, 1999, ss.7-8.
  • [25] Park, J., Politics of Production and Workplace Democracy, Seul Manwoll Academy, 1996, s.202.
  • [26] Dombois, R.; Pries, L., “Structural Change and Trends in the Evolution of Industrial Relations Latin America”, Avancesde Investigation, University of Bremen, No: 1, 1995, s.68.
  • [27] Morishima, M., “ Embedding HRM in a Social Context”, British Journal of Industrial Relations, No: 4, 1995, s.636.
  • [28] Veibrecht, H.; Fisher, S., “Individualism and Collectivism: The Dimension of Human Resource”, Industrielle Beizehungen, No: 2, 1995.
  • [29] Berggren, C., Alternatives to Lean Production, Work Organşzation in the Swedish Auto IndustrylLR Press, 1992, ss.228-229.
  • [30] Murakami, T., “Introducing Team Working: A Motor Industry Case From Germany”, Industrial Relations Journal, Vol.: 26, No: 4, 1995, s.302.
Year 2001, Volume: 4 Issue: 16, 173 - 181, 13.01.2001
https://doi.org/10.14783/maruoneri.728734

Abstract

References

  • [1] Barnet, Richard J.; Cavanagh, John, Küresel Düşler, İmparator Firmalar ve Yeni Dünya Düzeni (Çev. Gülden Şen), Sabah Kitapları, İstanbul, 1994, ss.2-5.
  • [2] Singh, Ajit, “Institutional Requirements For Full Employment in Advanced Economies”, International Labour Review, Vol.: 134, No: 4-5, 1995, s.472.
  • [3] Krugman, Paul, “Growing World Trade: Causes and Consequences”, Brookings Paper on Economic Activitiy, No: 1, 1995, ss. 331, 337-342.
  • [4] Clarke, O., “Comparative Labour Law and Industrial Relations in Industrialised Market Economies, International Labour Review, 1990.
  • [5] --------, ILO, World Employment, International Labour Organisation, Geneva, 1995, ss.30, 95.
  • [6] Campbell, Duncan, “Foreign Investment, Labour Immobility and The Quality of Employment”, International Labour Review, Vol.: 133, No: 2, 1994, s. 186.
  • [7] Yentürk, Nurhan, “Post-Fordist Gelişmeler ve Dünya İktisadi İşbölümünün Geleceği”, Bilim ve Toplum, Bahar, 1993, s.54.
  • [8] Büyükuslu, Ali Rıza, “Çokuluslu Şirketler ve Endüstri İlişkilerinde Yeni Perspektifler, Küreselleşme, Rekabet Gücü ve Endüstri İlişkilerinde Dönüşüm”, V. Ulusal Endüstri İlişkileri Kongresi, 14-15 Kasım 1996, Kamu İş Yayınları, Ankara, 1998, ss.92, 97.
  • [9] Murat, Güven, “İşgücü Piyasasının Yapısı ve İşleyişinin Ekonomik Analizi: Bölümlendirme ve Esneklik Yaklaşımı”, Yayınlanmamış Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul, 1993, s.157.
  • [10] Selamoğlu, Ahmet, “İnsan Kaynakları Yönetiminin Gelişimi”, Prof. Dr. Metin KUTAL’a Armağan, Ankara, 1998, s.571.
  • [11] Yüksel, Öznur, İnsan Kaynakları Yönetimi, 2. Baskı, Gazi Kitapevi, Ankara, 1998, ss.6-8, 229-236.
  • [12] Wright, P. M.; MacMahan, G. C., “Theoretical Perspectives for Strategic Human Resources Management”, Journal of Marketing, No: 18, 1992, ss.295-320.
  • [13] Mueller, F., “Strategic Human Resource Management and the Resource-Based View of the Firm: Toward a Conceptual Integration”, Working Paper, Aston University Business School, 1994.
  • [14] Aryee, S., “The Social Organisation of Careers as a Source of Sustained Competitive Advantage”, International Journal of Human Resource Management, 5, 1994, ss.67-88.
  • [15] Lado, A.; Wilson, V., “Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective”, Academy of Management Review, Vol.: 19, No: 4, 1994, ss.699-727.
  • [16] Miller, P., “Strategic Industrial Relations and Human Resources Management-Distinction: Defınition and Recognition”, Journal of Management Studies, Vol.: 24, No: 4, July, 1987, s.352.
  • [17] Canman, A. Doğan, Çağdaş Personel Yönetimi, Türkiye ve Orta Doğu Amme İdaresi Enstitüsü Yayınları No: 260, Ankara, 1995, s.58.
  • [18] Seymen, Recep, Personel Yönetiminden İnsan Kaynağı Yönetimine”, Prof. Dr. Metin KUTAL’a Armağan, Ankara, 1998, s.593.
  • [19] ---------, ILO, World Labour Report 1997-1998: Industrial Relations, Democracy and Social Stability, International Labour Office, Geneva, 1997, ss.95-99.
  • [20] Brewster, C.; Hegewisch, A., (eds), Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfîeld Survey, London, Routledge, Tablo.4.2a ve 4.3a., 1994.
  • [21] Suk, Kim Pan, “Globalization of Human Resource Management: A Cross-Cultural Perspective for the Public Sector” , Public Personel Management, Summer, Vol.: 28, Issue: 2, 1999, s.228.
  • [22] Porter, Michael, The Competitive Advantage of Nations, London, McMillan, 1990.
  • [23] Storey, J., Human Resources Management: Stili Marching on, or Maching Out?, Routledge, London, 1995; Kitay, J.; Lansbury, R. Human Resources Management and Industrial Relations in an Era Global Markets: Australian and International Trends, Human Resources Management and Workplace Change, Economic Planning Advisory Commission, 1995, ss.17-70.
  • [24] Rothwell, William J., “Transforming HR Into A Global Powerhouse”, HR Focus, Vol.: 75, Issue: 3, 1999, ss.7-8.
  • [25] Park, J., Politics of Production and Workplace Democracy, Seul Manwoll Academy, 1996, s.202.
  • [26] Dombois, R.; Pries, L., “Structural Change and Trends in the Evolution of Industrial Relations Latin America”, Avancesde Investigation, University of Bremen, No: 1, 1995, s.68.
  • [27] Morishima, M., “ Embedding HRM in a Social Context”, British Journal of Industrial Relations, No: 4, 1995, s.636.
  • [28] Veibrecht, H.; Fisher, S., “Individualism and Collectivism: The Dimension of Human Resource”, Industrielle Beizehungen, No: 2, 1995.
  • [29] Berggren, C., Alternatives to Lean Production, Work Organşzation in the Swedish Auto IndustrylLR Press, 1992, ss.228-229.
  • [30] Murakami, T., “Introducing Team Working: A Motor Industry Case From Germany”, Industrial Relations Journal, Vol.: 26, No: 4, 1995, s.302.
There are 30 citations in total.

Details

Primary Language Turkish
Journal Section Eski Sayılar
Authors

Fatih Doğanoğlu This is me

Publication Date January 13, 2001
Published in Issue Year 2001 Volume: 4 Issue: 16

Cite

APA Doğanoğlu, F. (2001). KÜRESELLEŞME VE İNSAN KAYNAKLARI YÖNETİMİ. Öneri Dergisi, 4(16), 173-181. https://doi.org/10.14783/maruoneri.728734

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Öneri

Marmara UniversityInstitute of Social Sciences

Göztepe Kampüsü Enstitüler Binası Kat:5 34722  Kadıköy/İstanbul

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