İnsan Kaynakları Yönetimlerinin İşe Alım Kararlarında Vasıfsal İkilem

Year 2022, Volume: 11 Issue: 3, 1137 - 1151, 26.07.2022

Nezahat Kocyigit A. Aslan Şendoğdu

https://doi.org/10.33206/mjss.1035570

Abstract

Bu araştırmanın amacı Endüstri 4.0 çağının yetkinlikleri kapsamında aşırı vasıflı adayları işe alım ve organizasyonel sonuçlarının değerlendirmesinde insan kaynakları uzmanlarının görüşlerini alarak aşırı vasıflı çalışanlara bakış açısı hakkında kavramsal bir çerçeve sunmaktır. Araştırmanın çalışma grubunu insan kaynakları yönetiminde işe alımda uzmanlar oluşturmaktadır. Çalışmada nitel araştırma modellerinden fenomenoloji deneyim çalışması deseni kullanılmıştır. Amaca ilişkin veriler elde etmede 12 uzman ile yarı yapılandırılmış görüşme yapılmıştır. Verilerin betimsel, karşılaştırmalı ve ilişkisel analizinde Maxqda 2020 nitel veri analiz programı kullanılmıştır. Sonuçlar aşırı vasıflı çalışanların beceri-iş uyumu çerçevesinde uygun pozisyonlarda değerlendirilerek kurum içinde işbirlikçi çalışmaları halinde motivasyonu arttırabileceği ve öğrenen örgüt kültürünün yerleşmesine katkı sağlayacağı görüşünün olduğunu ortaya koymuştur. Bu doğrultuda insan kaynakları uzmanlarının görüşlerinden hareketle çalışanları işe alımda en önemli unsurun uygun pozisyon, beceri-iş uyumu ve tecrübe olduğu çıkarımında bulunulmuştur.

Keywords

Aşırı Vasıflılık, Beceri-İş Uyumu, İnsan Kaynakları, İşe Alım

Skilled Dilemma in Recruitment Decisions of Human Resources Management

Abstract

The purpose of this research is within the scope of the competencies of Industry 4.0 era, to present a conceptual framework about the perspective of human resources experts by taking opinions in the recruitment overqualified employees and evaluation of its organizational results. In this study, the phenomenology experience study pattern that one of the qualitative research models was used. In order to get data to the purpose of study, semi-structured interviews were conducted with 12 experts. Maxqda 2020 qualitative data analysis program was used in the descriptive, comparative and relational analysis of data. The results suggested that there is an opinion that overqualified employees by evaluating in appropriate positions within the framework of skill-job fit and that if they work in cooperation within the organization, they can increase motivation and contribute to the establishment of a learning organizational culture.

Keywords

Perceived Overqualification, Skill-Job Fit, Human Resource Selection and Placement

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