Öz

Küreselleşme, uluslararası rekabet ve güçlü teknolojik değişimler organizasyonların yapılarında ve fonksiyonlarında bazı önemli yenileme çalışmalarını gerekli kılmıştır. Bu değişimlerle birlikte şirketler, stratejiler doğrultusunda kararlar almaya ve planlar geliştirmeye başlamışlardır. Stratejik İnsan Kaynakları Yönetimi(SİKY) şirketin stratejik yönünün ve ihtiyaçlarının belirlenmesine yardımcı olmayı amaçlamakla birlikte işletmenin rekabet avantajı yakalamasında önemli bir usurdur. Rekabet avantajı için iş stratejileri ve İnsan Kaynakları yönetimi süreçleri birlikte düşünülmelidir. SKİY, şirketin hayatta kalma, gelişim, uyum sağlayabilme ve karlılık gibi çeşitli stratejik ihtiyaçlarını gerçekleştirmekte ve şirket politikası, kültürü, değerleri, uygulamaları ve felsefeleri gibi çeşitli bileşenleri içermektedir. Bu bileşenler firmaya, çevresel değişimlere uyum sağlamak, iş gücünü geliştirmek, işletme kültürünü değiştirmek, çalışanları değişimlere uyumlarını sağlamak ve iş stratejilerini desteklemek konularında yardımcı olmaktadır. Bu çalışma, stratejik insan kaynakları yönetiminde yeralan temel felsefeleri ve bunların iş tatmini, işletmeye bağlılık ve rekabet avantajı üzerindeki etkilerini incelemeyi amaçlamaktadır.

Anahtar Kelimeler

• Stratejik İnsan Kaynakları Yönetimi, Öğrenen Organizasyonlar, İşten Çıkarılanlara Destek Hizmeti (Outplacement), Çalışma Hayatının Kalitesi, İş Tatmini

MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE

Abstract

Globalization, international competition and strong technological changes entailed some important revisions on the organizations structures and their functions. By these changes, the companies began to take their decisions, develop their plans according to the strategies. Strategic Human Resources Management (SHRM) intends to assist in formulation of the firms strategic direction and needs. Also its a critical part of any organizations drive toward a competitive advantage. Business strategies and Human Resources Management processes should be thought together for the competitive advantage. SHRM accomplishes the firms strategic needs such as survival, growth, adaptability and profitability. SHRM has many components including policies, culture, values, practices and philosophies. These components help to firm for adapting to environmental changes, developing human capital, changing organizational culture, adopting the employees for change and supporting business strategies. This study aims to explore the major philosophies within the context of strategic human resources management and their effects on the company management outcomes such as job satisfaction, affective commitment to organization and competitive advantage.

Keywords

• Strategic Human Resources Management, Learning Organizations, Outplacement, Quality of Work Life, Job Satisfaction.

Kaynakça

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