İnsan Kaynakları Yönetiminde Yeni Bir Paradigma: Sessiz İşe Alma

Öz

Bu makale, modern insan kaynakları yönetiminde ortaya çıkan "sessiz işe alım" olgusunu çok yönlü bir şekilde incelemektedir. Betimleyici bir metodoloji kullanılarak yürütülen araştırma, Kaynak Temelli Görüş, Beşeri Sermaye Teorisi, Dinamik Yetenekler Teorisi ve Kurumsal Teori perspektifleri arasında tutarlı bir köprü kurarak, sessiz işe alım yaklaşımlarını açıklamak üzere kapsamlı ve dört katmanlı bir teorik sentez sunmaktadır. Bulgular, sessiz işe alımın yalnızca maliyet odaklı bir uygulama olmadığını; küresel ekonomik belirsizlikler, "sessiz istifa"nın yarattığı içsel baskılar, dijital dönüşüm kaynaklı yetenek açıkları, pandemi sonrası dönemde hibrit çalışma modellerinin kalıcılığı, nitelikli işgücündeki kronik eksiklikler, kuşaklararası kariyer beklentilerinin dönüşümü ve örgütsel çevikliğe duyulan artan ihtiyacın kesişiminde şekillenen stratejik bir zorunluluk olduğunu ortaya koymaktadır Human Resource Management, Human Capital Theory, Dynamic Capabilities Theory, Institutional Theory

Anahtar Kelimeler

• Sessiz İşe Alma
• İnsan Kaynakları Yönetimi
• Beşeri Sermaye Teorisi
• Dinamik Yetenekler Teorisi
• Kurumsal Teori

Etik Beyan

Bu çalışma doküman incelemesine dayalı olduğu için etik kurul onayı gerekmemektedir.

A New Paradigm in Human Resource Management: Quiet Hiring

Öz

Bu makale, modern insan kaynakları yönetiminde ortaya çıkan "sessiz işe alım" kavramını derinlemesine incelemektedir. Nitel araştırma yöntemleri kullanılarak yürütülen bu çalışma, söz konusu uygulamanın çok boyutlu nedenlerini, teorik alt yapısını ve örgütler üzerindeki etkilerini bütüncül bir yaklaşımla analiz etmektedir. Araştırma, Kaynak Temelli Yaklaşım, İnsan Sermayesi Teorisi, Dinamik Yetenekler Teorisi ve Kurumsal Teori'yi harmanlayarak kapsamlı bir teorik çerçeve sunmakta ve sessiz işe alımı anlamak için çok yönlü bir perspektif geliştirmektedir. Araştırma bulguları, sessiz işe alımın basit maliyet düşürme araçlarının ötesine geçtiğini ortaya koymaktadır. Bu uygulama, küresel ekonomik belirsizlikler, teknolojik dönüşümün getirdiği baskılar, pandemi sonrası çalışma modelleri, nitelikli personel eksikliği, değişen çalışan beklentileri ve örgütsel çeviklik ihtiyacı gibi birbiriyle ilişkili faktörlerin şekillendirdiği stratejik bir organizasyonel tepki olarak karşımıza çıkmaktadır. Çalışma, sessiz işe alım sayesinde organizasyonların mevcut yetenek havuzlarından nasıl verimli şekilde yararlandığını; gizli kalmış yeteneklerin sistematik olarak belirlenmesi, stratejik beceri geliştirme programları ve insan sermayesinin kritik kapasite açıklarını kapatmak üzere yeniden konumlandırılması yoluyla gözler önüne sermektedir.

Anahtar Kelimeler

• Quiet Hiring
• Human Resource Management
• Strategic Human Capital
• Dynamic Capabilities
• İnternal Mobility
• Talent Management

Etik Beyan

As this study is based on document analysis, ethics committee approval is not required.

Kaynakça

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