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HUMAN RESOURCES MANAGEMENT APPROACHES OF TURKEY'S TOP INDUSTRIAL ENTERPRISES: A QUALITATIVE RESEARCH ON ISO 500 ENTERPRISES

Yıl 2021, Cilt: 39 Sayı: 3, 391 - 410, 29.09.2021
https://doi.org/10.17065/huniibf.806796

Öz

Human Resources Management (HRM) is a “people-oriented” management philosophy that includes activities related to acquiring, developing, evaluating, rewarding, and retaining human resources in the right quality and quantity to achieve organizational goals. In parallel with the theoretical and strategic context of HRM, the forms of reflection on HRM practices in enterprises are among the subjects that academicians and practitioners focus on. The purpose of this study is to examine the HRM statements on corporate websites of Turkey's Largest 500 Industrial Enterprises list designated by the Istanbul Chamber of Industry (ISO) in 2019. For this purpose, the document analysis method was used and the data obtained from 302 industrial organizations, whose HRM statements can be reached on corporate websites were analyzed. As a result of the content analysis, the headings under which the information about HRM were collected, the frequency of repetition of key concepts for the strategic dimension of HRM, and the naming of HRM practices were obtained. In addition, organizational culture, organizational and HRM objectives, organizational and HRM structures, expectations of organizations from employees, and prominent concepts regarding the elements that organizations specify to employees were determined in detail. In general, it was determined that the most frequently repeated word and word groups are "corporate strategies", "teamwork", "development-oriented", "human as the most valuable resource", "creativity" and "innovation".

Kaynakça

  • Arthur, J. B., T. Boyles (2007), “Validating the Human Resource System Structure: a Levels-Based Strategic Hrm Approach”, Human Resource Management Review, 17(1), 77-92.
  • Aycan, Z. (2006), Paternalism. In Indigenous and Cultural Psychology, Springer, Boston, MA.
  • Balkin, D. B., L. R. Gomez‐Mejia (1990), “Matching Compensation and Organizational Strategies”, Strategic Management Journal, 11(2), 153-169.
  • Barney, J. (1991), “Firm Resources and Sustained Competitive Advantage”, Journal of management, 17(1), 99-120.
  • Barney, J. B., P. M. Wright (1998), “On Becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage”, Human Resource Management, 37(1), 31-46.
  • Beauvallet, G., T. Houy (2010), “Research on HRM and Lean Lanagement: a Literature Survey”, International Journal of Human Resources Development and Management, 10(1), 14-33.
  • Becker, B. E., M. A. Huselid (1998), Human Resources Strategies, Complementarities, and Firm Performance. SUNY Buffalo: Unpublished Manuscript.
  • Beer, M., B. Spector, P. R. Lawrence, D.Q. Mills, R. E. Walton (1984), A conceptual view of HRM. Managing Human Assets, New York: Free Press.
  • Bowen, G. A. (2009), “Document Analysis as a Qualitative Research Method”, Qualitative Research Journal, 9(2), 27.
  • Chang, E., H. Chin (2018), “Signaling or Experiencing: Commitment HRM Effects on Recruitment and Employees' Online Ratings”, Journal of Business Research, 84, 175-185.
  • Chow, I. H. S., S. S. Liu (2009), “The Effect of Aligning Organizational Culture and Business Strategy With HR Systems on Firm Performance in Chinese Enterprises”, The International Journal of Human Resource Management, 20(11), 2292-2310.
  • Coffey, A., P. Atkinson (1997), Analysing Documentary reality. Qualitative Analysis: Issues of Theory and Method, London: Sage, 45-62.
  • Delaney, J. T., M. A. Huselid (1996), “The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, 39(4), 949-969.
  • Delery, J. E. (1998), “Issues of Fit in Strategic Human Resource Management: Implications for Research”, Human Resource Management Review, 8(3), 289-309.
  • Demir, R., A. Doğan, T. Demirbaş (2014), “ISO 500 Listesindeki İşletmelerin Internet Sitelerinin İnsan Kaynakları Yönetimi Uygulamaları Açısından İçerik Analizi Yöntemiyle Değerlendirilmesi”. İsletme İktisadi Enstitüsü Yönetim Dergisi, (76), 185-203.
  • Dessler, G. (2013), Fundamentals of Human Resource Management, Pearson.
  • Ehnert, I., W. Harry (2012), “Recent Developments and Future Prospects on Sustainable Human Resource Management: Introduction to the Special Issue”, Management Revue, 23(3), 221-238.
  • Farh, J. L., B. S. Cheng (2000), “A cultural analysis of paternalistic leadership in Chinese organizations”. In J. T. Li., A. S. Tsui, ve E. Weldon (Eds.), Management and Organizations in the Chinese Context (pp. 84–127). London, England: Macmillan
  • Fombrun, C. J., N. M. Tichy, M. A. Devanna (1984), Strategic Human Resource Management, Wiley.
  • Guest, D. E. (1997), “Human Resource Management and Performance: a Review and Research Agenda”, International Journal of Human Resource Management, 8(3), 263-276.
  • Gerçek, M. (2021), İş Yaşamında Psikolojik Sözleşme: Çalışan ve Örgüt Arasındaki İlişkilere Yönelik Kavramsal Bir Çerçeve, Ankara: Pegem Akademi Yayıncılık.
  • Genç, K. Y. (2011), “Searching for the Strategic Human Resources Management Terms on Turkish Large Firms' HRM Statements”, Journal of Economics and Administrative Sciences/Afyon Kocatepe Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi, 13(2), 155-179.
  • Hendry, C., A. Pettigrew (1986), “The Practice of Strategic Human Resource Management”, Personnel Review, 15(5), 3-8.
  • Herriot, P., W. E. G. Manning, J. M. Kidd (1997), “The Content of the Psychological Contract”, British Journal of Management, 8(2), 151-162.
  • Hope-Hailey, V., E. Farndale, C. Truss (2005), “The HR Department’s Role in Organisational Performance,” Human Resource Management Journal, 15(3), 49-66.
  • ISO500 (2020), http://www.iso500.org.tr/iso-500-hakkinda/tarihce-ve-metodoloji/, E.T.: 01.10.2020
  • Huselid, M. A. (1995), “The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance”, Academy of Management Journal, 38(3), 635-672.
  • Hutchinson, S., J. Purcell (2003), Bringing Policies to Life: The Vital Role of Front Line Managers in People Management, London: CIPD.
  • Jackson, S. E., R. S. Schuler, K. Jiang (2014), “An Aspirational Framework for Strategic Human Resource Management”, Academy of Management Annals, 8(1), 1-56.
  • Kaufman, B. E. (2015), “Evolution of Strategic HRM as Seen Through Two Founding Books: A 30th Anniversary Perspective on Development of the Field”, Human Resource Management, 54(3), 389-407.
  • Kotey, B., A. Sheridan (2004), “Changing HRM Practices with firm Growth”, Journal of Small Business and Enterprise Development, 11(4), 474-485.
  • Koys, D. J. (2000), “Describing the Elements of Business and Human Resource Strategy Statements”, Journal of Business and Psychology, 15(2), 265-276.
  • Laursen, K. (2002), “The Importance of Sectoral Differences in the Application of Complementary HRM Practices for Innovation Performance”, International Journal of the Economics of Business, 9(1), 139-156.
  • Legge, K. (1989), 'Human Resource Management : A Critical Analysis', iç. Storey J., (Der.), New Perspectives in Human Resource Management. London: Routledge.
  • MacDuffie, J. P. (1995), “Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry”, Ilr Review, 48(2), 197-221.
  • Mantzaris, K., Myloni, B. (2019), “What HR Professionals in Greece Believe About the Future of HRM”. International Conference on Business and Economics Of The Hellenic Open University Conference Proceedings.
  • Marler, J. H., E. Parry (2016), “Human Resource Management, Srategic Involvement and e-HRM Technology”, The International Journal of Human Resource Management, 27(19), 2233-2253.
  • Merriam, S. B. (1998), “Qualitative Research and Case Study Applications in Education. Revised and Expanded from" Case Study Research in Education., Jossey-Bass Publishers, 350 Sansome St, San Francisco, CA 94104.
  • Miles, R. E., C. C. Snow (1978), Organizational Strategy, Structure and Process, New York: McGraw-Hill Book Company.
  • Özdemir, M. (2010), “Nitel Veri Analizi: Sosyal Bilimlerde Yöntembilim Sorunsalı Üzerine Bir Çalışma”, Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 11(1), 323-343.
  • Parameswari, B. N., V. Yugandhar (2015), “The Role of Human Resource Management in Organizations”, International Journal of Engineering Technology, Management and Applied Sciences, 3(7), 58-63.
  • Porter, M. E. (1980), “Industry Structure and Competitive Strategy: Keys to Profitability”, Financial Analysts Journal, 36(4), 30-41.
  • Raghuramapatruni, R., S. Kosuri (2017), “The Straits of Success in a VUCA World”, IOSR Journal of Business and Management, 19, 16-22.
  • Salaman, G., Storey, J. and Billsbery, J. (2005), ‘Strategic Human Resource Management: Defining the Field’, iç. G. Salaman, J. Storey and J. Billsbery (Der.), Strategic Human Resource Management: A Reader, London: Sage.
  • Schulman, D. S., M. J. Harmer, J. R. Dunleavy, J. S. Lusk (1999), Shared Services: Adding Value to the Business Units. New York: Wiley.
  • Spence, M. A. (2002), “Signaling in Retrospect and the Informational Structure of Markets”. American Economic Review, 92(3), 434–459.
  • Suazo, M. M., P. G. Martinez, R. Sandoval (2009), “Creating Psychological and Legal Contracts Through Human Resource Practices: A Signaling Theory Perspective”, Human Resource Management Review, 19, 154–166.
  • Tyson, S. (1995), Human Resource Strategy, London: Pitman.
  • Tyson, S., M. Witcher (1994), “Getting in Gear: Post-Recession HR Management”, Personnel Management, 26, 20–23.
  • Ulrich, D. (1997), “Measuring Human Resources: an Overview of practice and a Prescription for Results”, Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 36(3), 303-320.
  • Ulrich, D. (1998), “A New Mandate for Human Resources”, Harvard Business Review, 76, 124-135.
  • Vatansever, Ç., N. Yılmaz (2015), “İnsan Kaynakları Yönetimi’nin Görünen Yüzü: Fortune 500 İşletmeleri Web İçerik Analizi”, İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 17(2), 210-236.
  • Walker, H. J., T. N. Bauer, M. S. Cole, J. B. Bernerth, H. S. Field, J. C. Short (2013). “Is this how I will be treated? Reducing uncertainty through recruitment interactions.” Academy of Management Journal, 56, 1325–1347.
  • Wild, P. J., C. McMahon, M. Darlington, S. Liu, S. Culley (2010), “A Diary Study of Information Needs and Document Usage in the Engineering Domain”, Design Studies, 31(1), 46-73.
  • Wright, P. M., W. R. Boswell (2002), “Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research”, Journal of Management, 28(3), 247-276.
  • Wright, P. M., B. B. Dunford, S. A. Snell (2001), “Human Resources and the Resource Based view of the Firm”, Journal of Management, 27(6), 701-721.
  • Xie, Y., F. L. Cooke (2019), “Quality and cost? The Evolution of Walmart's Business Strategy and Human Resource Policies and Practices in China and their Impact (1996–2017)”, Human Resource Management, 58(5), 521-541.

TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA

Yıl 2021, Cilt: 39 Sayı: 3, 391 - 410, 29.09.2021
https://doi.org/10.17065/huniibf.806796

Öz

İnsan Kaynakları Yönetimi (İKY), örgütsel hedeflere ulaşmak için doğru nitelikte ve nicelikte insan kaynağını elde etme, geliştirme, değerlendirme, ödüllendirme ve elde tutmaya ilişkin sistematik faaliyetleri içeren “insan odaklı” bir yönetim felsefesidir. İKY’nin kuramsal yönelimlerinin işletmelerde uygulamaya yansıma biçimleri, akademisyenlerin ve uygulayıcıların üzerinde çalıştığı konulardandır. Bu çalışmanın amacı, İstanbul Sanayi Odası (İSO) tarafından her yıl belirlenen Türkiye’nin en büyük 500 sanayi kuruluşu listesine 2019 yılında giren işletmelerin kurumsal internet sitelerinde İKY faaliyetleri ile ilgili açıklamalardaki kavramların belirlenmesidir. Bu amaçla, nitel araştırma yöntemlerinden belge incelemesi yöntemi kullanılmış, kurumsal internet sayfalarında İKY’ye ilişkin açıklamalara ulaşılabilen 302 sanayi kuruluşundan elde edilen veriler içerik analizi ile incelenmiştir. Yapılan içerik analizi sonucunda, İKY hakkındaki bilgilerin hangi başlıklar altında toplandığı, İKY’nin stratejik boyutuna yönelik anahtar kavramların tekrarlanma sıklığı ve İKY uygulamalarının isimlendirilmeleri ile ilgili sonuçlara ulaşılmıştır. Ayrıca örgüt kültürü, örgüt ve İKY amaçları, örgüt ve İKY yapıları, örgütlerin çalışanlardan beklentileri, örgütlerin çalışanlara sunmayı belirttikleri unsurlara yönelik öne çıkan kavramlar detaylı şekilde belirlenmiştir. Genel olarak en sık tekrarlanan kelimelerin/kelime gruplarının “kurum stratejileri”, “takım çalışması”, “gelişim odaklılık”, “en değerli kaynak insan”, “yaratıcılık” ve “yenilikçilik” olduğu belirlenmiştir.

Kaynakça

  • Arthur, J. B., T. Boyles (2007), “Validating the Human Resource System Structure: a Levels-Based Strategic Hrm Approach”, Human Resource Management Review, 17(1), 77-92.
  • Aycan, Z. (2006), Paternalism. In Indigenous and Cultural Psychology, Springer, Boston, MA.
  • Balkin, D. B., L. R. Gomez‐Mejia (1990), “Matching Compensation and Organizational Strategies”, Strategic Management Journal, 11(2), 153-169.
  • Barney, J. (1991), “Firm Resources and Sustained Competitive Advantage”, Journal of management, 17(1), 99-120.
  • Barney, J. B., P. M. Wright (1998), “On Becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage”, Human Resource Management, 37(1), 31-46.
  • Beauvallet, G., T. Houy (2010), “Research on HRM and Lean Lanagement: a Literature Survey”, International Journal of Human Resources Development and Management, 10(1), 14-33.
  • Becker, B. E., M. A. Huselid (1998), Human Resources Strategies, Complementarities, and Firm Performance. SUNY Buffalo: Unpublished Manuscript.
  • Beer, M., B. Spector, P. R. Lawrence, D.Q. Mills, R. E. Walton (1984), A conceptual view of HRM. Managing Human Assets, New York: Free Press.
  • Bowen, G. A. (2009), “Document Analysis as a Qualitative Research Method”, Qualitative Research Journal, 9(2), 27.
  • Chang, E., H. Chin (2018), “Signaling or Experiencing: Commitment HRM Effects on Recruitment and Employees' Online Ratings”, Journal of Business Research, 84, 175-185.
  • Chow, I. H. S., S. S. Liu (2009), “The Effect of Aligning Organizational Culture and Business Strategy With HR Systems on Firm Performance in Chinese Enterprises”, The International Journal of Human Resource Management, 20(11), 2292-2310.
  • Coffey, A., P. Atkinson (1997), Analysing Documentary reality. Qualitative Analysis: Issues of Theory and Method, London: Sage, 45-62.
  • Delaney, J. T., M. A. Huselid (1996), “The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, 39(4), 949-969.
  • Delery, J. E. (1998), “Issues of Fit in Strategic Human Resource Management: Implications for Research”, Human Resource Management Review, 8(3), 289-309.
  • Demir, R., A. Doğan, T. Demirbaş (2014), “ISO 500 Listesindeki İşletmelerin Internet Sitelerinin İnsan Kaynakları Yönetimi Uygulamaları Açısından İçerik Analizi Yöntemiyle Değerlendirilmesi”. İsletme İktisadi Enstitüsü Yönetim Dergisi, (76), 185-203.
  • Dessler, G. (2013), Fundamentals of Human Resource Management, Pearson.
  • Ehnert, I., W. Harry (2012), “Recent Developments and Future Prospects on Sustainable Human Resource Management: Introduction to the Special Issue”, Management Revue, 23(3), 221-238.
  • Farh, J. L., B. S. Cheng (2000), “A cultural analysis of paternalistic leadership in Chinese organizations”. In J. T. Li., A. S. Tsui, ve E. Weldon (Eds.), Management and Organizations in the Chinese Context (pp. 84–127). London, England: Macmillan
  • Fombrun, C. J., N. M. Tichy, M. A. Devanna (1984), Strategic Human Resource Management, Wiley.
  • Guest, D. E. (1997), “Human Resource Management and Performance: a Review and Research Agenda”, International Journal of Human Resource Management, 8(3), 263-276.
  • Gerçek, M. (2021), İş Yaşamında Psikolojik Sözleşme: Çalışan ve Örgüt Arasındaki İlişkilere Yönelik Kavramsal Bir Çerçeve, Ankara: Pegem Akademi Yayıncılık.
  • Genç, K. Y. (2011), “Searching for the Strategic Human Resources Management Terms on Turkish Large Firms' HRM Statements”, Journal of Economics and Administrative Sciences/Afyon Kocatepe Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi, 13(2), 155-179.
  • Hendry, C., A. Pettigrew (1986), “The Practice of Strategic Human Resource Management”, Personnel Review, 15(5), 3-8.
  • Herriot, P., W. E. G. Manning, J. M. Kidd (1997), “The Content of the Psychological Contract”, British Journal of Management, 8(2), 151-162.
  • Hope-Hailey, V., E. Farndale, C. Truss (2005), “The HR Department’s Role in Organisational Performance,” Human Resource Management Journal, 15(3), 49-66.
  • ISO500 (2020), http://www.iso500.org.tr/iso-500-hakkinda/tarihce-ve-metodoloji/, E.T.: 01.10.2020
  • Huselid, M. A. (1995), “The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance”, Academy of Management Journal, 38(3), 635-672.
  • Hutchinson, S., J. Purcell (2003), Bringing Policies to Life: The Vital Role of Front Line Managers in People Management, London: CIPD.
  • Jackson, S. E., R. S. Schuler, K. Jiang (2014), “An Aspirational Framework for Strategic Human Resource Management”, Academy of Management Annals, 8(1), 1-56.
  • Kaufman, B. E. (2015), “Evolution of Strategic HRM as Seen Through Two Founding Books: A 30th Anniversary Perspective on Development of the Field”, Human Resource Management, 54(3), 389-407.
  • Kotey, B., A. Sheridan (2004), “Changing HRM Practices with firm Growth”, Journal of Small Business and Enterprise Development, 11(4), 474-485.
  • Koys, D. J. (2000), “Describing the Elements of Business and Human Resource Strategy Statements”, Journal of Business and Psychology, 15(2), 265-276.
  • Laursen, K. (2002), “The Importance of Sectoral Differences in the Application of Complementary HRM Practices for Innovation Performance”, International Journal of the Economics of Business, 9(1), 139-156.
  • Legge, K. (1989), 'Human Resource Management : A Critical Analysis', iç. Storey J., (Der.), New Perspectives in Human Resource Management. London: Routledge.
  • MacDuffie, J. P. (1995), “Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry”, Ilr Review, 48(2), 197-221.
  • Mantzaris, K., Myloni, B. (2019), “What HR Professionals in Greece Believe About the Future of HRM”. International Conference on Business and Economics Of The Hellenic Open University Conference Proceedings.
  • Marler, J. H., E. Parry (2016), “Human Resource Management, Srategic Involvement and e-HRM Technology”, The International Journal of Human Resource Management, 27(19), 2233-2253.
  • Merriam, S. B. (1998), “Qualitative Research and Case Study Applications in Education. Revised and Expanded from" Case Study Research in Education., Jossey-Bass Publishers, 350 Sansome St, San Francisco, CA 94104.
  • Miles, R. E., C. C. Snow (1978), Organizational Strategy, Structure and Process, New York: McGraw-Hill Book Company.
  • Özdemir, M. (2010), “Nitel Veri Analizi: Sosyal Bilimlerde Yöntembilim Sorunsalı Üzerine Bir Çalışma”, Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 11(1), 323-343.
  • Parameswari, B. N., V. Yugandhar (2015), “The Role of Human Resource Management in Organizations”, International Journal of Engineering Technology, Management and Applied Sciences, 3(7), 58-63.
  • Porter, M. E. (1980), “Industry Structure and Competitive Strategy: Keys to Profitability”, Financial Analysts Journal, 36(4), 30-41.
  • Raghuramapatruni, R., S. Kosuri (2017), “The Straits of Success in a VUCA World”, IOSR Journal of Business and Management, 19, 16-22.
  • Salaman, G., Storey, J. and Billsbery, J. (2005), ‘Strategic Human Resource Management: Defining the Field’, iç. G. Salaman, J. Storey and J. Billsbery (Der.), Strategic Human Resource Management: A Reader, London: Sage.
  • Schulman, D. S., M. J. Harmer, J. R. Dunleavy, J. S. Lusk (1999), Shared Services: Adding Value to the Business Units. New York: Wiley.
  • Spence, M. A. (2002), “Signaling in Retrospect and the Informational Structure of Markets”. American Economic Review, 92(3), 434–459.
  • Suazo, M. M., P. G. Martinez, R. Sandoval (2009), “Creating Psychological and Legal Contracts Through Human Resource Practices: A Signaling Theory Perspective”, Human Resource Management Review, 19, 154–166.
  • Tyson, S. (1995), Human Resource Strategy, London: Pitman.
  • Tyson, S., M. Witcher (1994), “Getting in Gear: Post-Recession HR Management”, Personnel Management, 26, 20–23.
  • Ulrich, D. (1997), “Measuring Human Resources: an Overview of practice and a Prescription for Results”, Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 36(3), 303-320.
  • Ulrich, D. (1998), “A New Mandate for Human Resources”, Harvard Business Review, 76, 124-135.
  • Vatansever, Ç., N. Yılmaz (2015), “İnsan Kaynakları Yönetimi’nin Görünen Yüzü: Fortune 500 İşletmeleri Web İçerik Analizi”, İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 17(2), 210-236.
  • Walker, H. J., T. N. Bauer, M. S. Cole, J. B. Bernerth, H. S. Field, J. C. Short (2013). “Is this how I will be treated? Reducing uncertainty through recruitment interactions.” Academy of Management Journal, 56, 1325–1347.
  • Wild, P. J., C. McMahon, M. Darlington, S. Liu, S. Culley (2010), “A Diary Study of Information Needs and Document Usage in the Engineering Domain”, Design Studies, 31(1), 46-73.
  • Wright, P. M., W. R. Boswell (2002), “Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research”, Journal of Management, 28(3), 247-276.
  • Wright, P. M., B. B. Dunford, S. A. Snell (2001), “Human Resources and the Resource Based view of the Firm”, Journal of Management, 27(6), 701-721.
  • Xie, Y., F. L. Cooke (2019), “Quality and cost? The Evolution of Walmart's Business Strategy and Human Resource Policies and Practices in China and their Impact (1996–2017)”, Human Resource Management, 58(5), 521-541.
Toplam 57 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi
Yazarlar

Merve Gerçek 0000-0002-7076-8192

Yayımlanma Tarihi 29 Eylül 2021
Gönderilme Tarihi 7 Ekim 2020
Yayımlandığı Sayı Yıl 2021 Cilt: 39 Sayı: 3

Kaynak Göster

APA Gerçek, M. (2021). TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 39(3), 391-410. https://doi.org/10.17065/huniibf.806796
AMA Gerçek M. TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. Eylül 2021;39(3):391-410. doi:10.17065/huniibf.806796
Chicago Gerçek, Merve. “TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 39, sy. 3 (Eylül 2021): 391-410. https://doi.org/10.17065/huniibf.806796.
EndNote Gerçek M (01 Eylül 2021) TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 39 3 391–410.
IEEE M. Gerçek, “TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA”, Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, c. 39, sy. 3, ss. 391–410, 2021, doi: 10.17065/huniibf.806796.
ISNAD Gerçek, Merve. “TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA”. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 39/3 (Eylül 2021), 391-410. https://doi.org/10.17065/huniibf.806796.
JAMA Gerçek M. TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2021;39:391–410.
MLA Gerçek, Merve. “TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, c. 39, sy. 3, 2021, ss. 391-10, doi:10.17065/huniibf.806796.
Vancouver Gerçek M. TÜRKİYE’NİN BÜYÜK SANAYİ KURULUŞLARININ İNSAN KAYNAKLARI YÖNETİMİ YAKLAŞIMLARI: İSO 500’E İLİŞKİN NİTEL BİR ARAŞTIRMA. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2021;39(3):391-410.

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