BibTex RIS Kaynak Göster

Yıl 2007, Cilt: 9 Sayı: 4, 91 - 120, 01.12.2007

Erkan Erdemir

Öz

Staffing can be defined as a mutual process by which the individual and the organization become matched to form the employment relationship. This process is transformed by the effects of some environmental factors by the time. While staffing function, at the beginning, focused mostly on business, it was gradually transformed to the form to include both business and candidate perspectives. This transformation took a new form which brought the candidate focused perspective to the front in today’s knowledge society. Therefore, this transformation has reflections on academic models and approaches which developed to understand staffing. This study examines this transformation in theory by reviewing the staffing literature.

Anahtar Kelimeler

HRM staffing candidate focused staffing

Kaynakça

  • Ahlrichs, N. S. (2000), Competing for Talent, (Birinci Basım, Palo Alto, CA: Davies-Black Publishing).
  • Arbak, Y. ve Ö. N. T. Özmen (2000), “Eleman Seçiminde Kişi-Kültür Uyumunu Belirlemeye Yönelik Üç Görgül Çalışma”, (Aycan, Z. (Der.), Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları Ankara: Türk Psikologlar Derneği Yayınları) içinde, s. 91-118.
  • Beach, L. R. (1990), Image Theory: Decision Making in Personal and Organizational Contexts, (Chichester England: Wiley & Sons). Beach, L. R. ve T. R. Mitchell (1990), “Image Theory: A Behavioral Theory of Decision Making in Organizations”. (B. Staw ve L. L. Cummings (Eds.), Research in Organizational Behavior, Vol. 12) içinde, s. 1-42.
  • Binning, J. F. ve G. V. Barett (1989), “Validity of Personnel Decisions: A Conceptual Analysis of the Inferential and Evidential Bases”, Journal of Applied Psychology, Vol. 74, s. 478-494.
  • Bowen, D. E., G. E. Ledford ve B. R. Nathan (1991), “Hiring for the Organization not the Job”, Academy of Management Executive, 5, 35-51.
  • Bretz, R. D., Jr, R. A. Ash ve G. F. Dreher (1989), “Do People Make the Place? An Examination of the Attraction-Selection-Attrition Hypothesis”, Personnel Psychology, 42, s. 561-581.
  • Butler, J. E., G. R. Ferris ve N. K. Napier (1991), Strategy and Human Resource Management, (Cincinnati, OH: South-Western).
  • Cable D. M. ve D. B. Turban (2000), “The Value of Organizational Image in the Recruitment Context: A Brand Equity Perspective”. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
  • Carlson, K. D. ve Mary L. Connerley (2003), “The Staffing Cycles Framework: Viewing Staffing as a System of Decision Events”, Journal of Management, 29 (1), s. 51-78.
  • Chatman, J. A. (1989), “Improving Interactional Organizational Research: A Model of Person-Organization Fit”, Academy of Management Review, 14, 333- 349.
  • Collins, C. J. ve C. K. Stevens (2002), “The Relationship Between Early Recruitment-Related Activities and Application Decisions of New Labor-Market Entrants: A Brand Equity Approach to Recruitment”, Journal of Applied Psychology, Vol. 87, N. 6, s. 1121-1133.
  • Collins, C. J. ve J. Han (2004), “Exploring Applicant Pool Quantity and Quality: The Effects of Early Recruitment Practice Strategies, Corporate Advertising, and Firm Reputation”, Personnel Psychology, 57, 685-717.
  • Denton, D. K. (1997), ”Reengineering the Employee Recruitment: Retain the Best that Remains”, Business Forum, V. 22, N. 2, s. 13-16.
  • Derous, E. ve Karel De Witte (2001), “Looking at Selection from a Social Process Perspective: Towards a Social Process Model on Personnel Selection”, European Journal of Work and Organizational Psychology, 10 (3), s. 319-342.
  • Erdemir, E. (2007) “İşe Almada Aday Odaklılık: Kavramsal Çerçeve ve Ölçek Geliştirme”, Yayınlanmamış Doktora Tezi, Anadolu Üniversitesi Sosyal Bilimler Enstitüsü, Eskişehir.
  • Erdoğmuş, N. (2003), Kariyer Geliştirme: Kuram ve Uygulama, (Nobel Yayınları: Ankara).
  • Han, J. ve C. J. Collins (2002), “The Effects of Company Recruitment Practices on Job Seekers’ Perceived Employment Brand Equity and Intentions to Pursue Job Opportunities”, Academy of Management Proceedings, HR, s. 1-6.
  • Heneman III H. G., T. A. Judge ve R. L. Heneman (2000), Staffing Organizations, (Üçüncü Basım, Mendota House, Middleton, WI: Irwin-McGraw Hill).
  • Herriot, P. (2002), “Selection and Self: Selection as a Social Process”, European Journal of Work and Organizational Psychology, 11 (4), 385-402.
  • Highhouse, S., M. J. Zickar, T. J. Thorsteinson, S. L. Stierwalt ve J. E. Slaughter (1999), “Assessing Company Employment Image: An Example in the Fast Food Industry”, Personnel Psychology, 52, s. 151-172.
  • Johnson, M. (2001), Winning the People Wars: What It Takes to Acquire and Retain the Talent You Need, (İkinci Basım, London: Prentice Hall).
  • Judge, T. A. ve G. R. Ferris (1992), “The Elusive Criterion of Fit in Human Resource Staffing Decisions”, Human Resource Planning, 154, 47-67.
  • Keeley, M. (1980), “Organizational Analogy: A Comparison of Organismic and Social Contract Models”, Administrative Science Quarterly, Vol. 25, s. 337-362.
  • Klimoski, R. J. (1993), “Predictor Constructs and Their Measurement”, Personnel Selection in Organizations. Ed: N. Schmitt ve W. C. Borman, (San Francisco, CA: Jossey-Bass), s. 99-134.
  • Kristof-Brown, A. L. (2000), “Perceived Applicant Fit: Distinguishing Between Recruiters” Perceptions of Person-Job and Person-Organization Fit”, Personnel Psychology, 53, s. 643-671.
  • Larsen, D. A.ve J. I. Phillips (2002), “Effect of Recruiter on Attraction to the Firm: Implications of the Elaboration Likelihood Model”, Journal of Business and Psychology, Vol. 16, No. 3, s. 347-364.
  • Lievens, F., K. van Dam ve Neil Anderson (2002), “Recent Trends and Challenges in Personnel Selection”, Personnel Review, Vol. 31, No. 5, s. 580- 601.
  • Miles, R. E. ve C. C. Snow (1978), Organizational Strategy, Structure and Process, (New York: McGraw Hill).
  • Miller, E. (1984), Strategic Staffing. (C. J. Fombrun, N. M. Tichy ve M. A. Devanna (Eds.), Strategic Human Resource Management, New York: Wiley, 1984) içinde, s. 57-68.
  • Olian, J. D. ve S. L. Rynes (1984), ”Organizational Staffing: Integrating Practice with Strategy”, Industrial Relations, Vol. 23, No. 2, 170-183.
  • Porter, L. W., E. E. Lawler III ve J. R. Hackman (1975), “Choice Processes: Individuals and Organizations Attracting and Selecting Each Other”. (L. W. Porter, E. E. Lawler III ve J. R. Hackman (Eds.), Behavior in Organizations, New York: McGraw Hill) içinde, s. 131-159.
  • Ramsay, H. ve D. Scholarios (1999), “Selective Decisions: Challenging Orthodox Analyses of the Hiring Process”, International Journal of Management Reviews, 63-89.
  • Robinson, S. L. ve E. W. Morrison (2000), “The Development of Psychological Contract Breach and Violation: A Longitudinal Study”, Journal of Organizational Behavior, 21, 5, s. 525-546.
  • Roe, R. (1996), “Naar Een Nieuw Paradigma voor de Personeelsselectie”. (R. Bouwen, K. De Witte ve J. Verboven (Eds.), Organiseren et Veranderern Leuven: Garant) içinde, s. 287-311.
  • Rousseau, D. M. (1990), “New Hire Perceptions of their own and their Employer’s Obligations: A Study of Psychological Contracts”, Journal of Organizational Behavior, 11, 5, s. 389-400.
  • Rynes, S. L. ve B. Gerhart (1990), “Interviewer Assessments of Applicant Fit: An Exploratory Investigation”, Personnel Psychology, 43, 13-35.
  • Schein, E. H. (1978), Career Dynamics: Matching Individual and Organizational Needs, (Reading, MA: Addison-Wesley).
  • Schneider, B. (1983), “Interactional Psychology and Organizational Behavior”. (L. L. Cummings ve B. M. Staw (Eds.), Research in Organizational Behavior, Beşinci Basım, Greenwich, CT: JAI Press) içinde, s. 1-31.
  • Schneider, B. (1987), “The People Make Place”, Personnel Psychology, 40, s. 437-453.
  • Schuler, H. (1993), “Social Validity of Selection Situations: A Concept and Some Empirical Results”. (H. Schuler, J. L. Farr ve M. Smith (Eds.), Personnel Selection and Assessment: Individual and Organizational Perspectives, Hillsdale, NJ: Lawrence Erlbaum Associates Inc.) içinde, s. 11-26.
  • Soelberg, P. (1966), “Unprogrammed Decision Making”, Academy of Management Proceedings, s. 3-16.
  • Sonnenfeld, J. A. ve M. A. Peiperl (1988), “Staffing Policy as a Strategic Response: A Typology of Career Systems”, Academy of Management Review, Vol. 13, N. 4, s. 588–600.
  • Stevens, C. K. ve L. R. Beach (1992), “Application of Image Theory to Job Choice Processes: New Directions for Theory & Research”, Paper presented at the National Academy of Management Meetings, Las Vegas.
  • Stevens, C. K. (1992), “Toward A New Conceptualization of Job Search Processes”. Paper presented at the National Academy of Management Meetings, Las Vegas.
  • Stewart, G. L. ve K. P. Carson (1997), “Moving beyond the Mechanistic Model: An Alternative Approach to Staffing for Contemporary Organizations”, Human Resource Management Review, Vol.7, N. 2, s. 157-184.
  • Taylor, M. S. ve C. M. Giannantonio, “Forming, Adapting, and Terminating the Employment Relationship: A Review of the Literature from Individual, Organizational, and Interactionist Perspectives”, Journal of Management, 1993, (19), 2, 461-515.
  • Tulgan, B. (2001), Winning The Talent Wars: How to Manage and Compete in the High-Tech, High-Speed, Knowledge-Based, Superfluid Economy, (Birinci Basım, New York: Norton & Company, Inc.).
  • Walley, L. ve M. Smith (1998), Deception in Selection, (Birinci Basım, New York: John Wiley & Sons, Inc.).

İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş

Yıl 2007, Cilt: 9 Sayı: 4, 91 - 120, 01.12.2007

Erkan Erdemir

Öz

İşe alma, en genel anlamıyla, birey ve organizasyonun bir istihdam ilişkisi içinde bir araya gelmelerini içeren karşılıklı bir süreç olarak tanımlanmaktadır. Bu süreç birtakım çevresel faktörlerin etkisiyle zaman içerisinde dönüşümler yaşamaktadır. Başlangıçta tamamen işletme odaklı bir bakış açısı ile ele alınan işe alma işlevi giderek aday ve işletme bakış açısını birlikte ele alan bir yapıya bürünmüş, bilgi çağı olarak nitelendirilen son dönemde ise işe almada aday odaklı bakış açısı öne çıkmaya başlamıştır. İşe alma işlevinde meydana gelen söz konusu dönüşüm akademik anlamda işe alma faaliyetini anlamak üzere geliştirilen model ve yaklaşımlara da yansımaktadır. Bu çalışma teoride yaşanan bu dönüşümü işe alma yazını üzerinden incelemektedir.

Anahtar Kelimeler

İnsan kaynakları yönetimi işe alma aday odaklı işe alma

Kaynakça

  • Ahlrichs, N. S. (2000), Competing for Talent, (Birinci Basım, Palo Alto, CA: Davies-Black Publishing).
  • Arbak, Y. ve Ö. N. T. Özmen (2000), “Eleman Seçiminde Kişi-Kültür Uyumunu Belirlemeye Yönelik Üç Görgül Çalışma”, (Aycan, Z. (Der.), Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları Ankara: Türk Psikologlar Derneği Yayınları) içinde, s. 91-118.
  • Beach, L. R. (1990), Image Theory: Decision Making in Personal and Organizational Contexts, (Chichester England: Wiley & Sons). Beach, L. R. ve T. R. Mitchell (1990), “Image Theory: A Behavioral Theory of Decision Making in Organizations”. (B. Staw ve L. L. Cummings (Eds.), Research in Organizational Behavior, Vol. 12) içinde, s. 1-42.
  • Binning, J. F. ve G. V. Barett (1989), “Validity of Personnel Decisions: A Conceptual Analysis of the Inferential and Evidential Bases”, Journal of Applied Psychology, Vol. 74, s. 478-494.
  • Bowen, D. E., G. E. Ledford ve B. R. Nathan (1991), “Hiring for the Organization not the Job”, Academy of Management Executive, 5, 35-51.
  • Bretz, R. D., Jr, R. A. Ash ve G. F. Dreher (1989), “Do People Make the Place? An Examination of the Attraction-Selection-Attrition Hypothesis”, Personnel Psychology, 42, s. 561-581.
  • Butler, J. E., G. R. Ferris ve N. K. Napier (1991), Strategy and Human Resource Management, (Cincinnati, OH: South-Western).
  • Cable D. M. ve D. B. Turban (2000), “The Value of Organizational Image in the Recruitment Context: A Brand Equity Perspective”. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
  • Carlson, K. D. ve Mary L. Connerley (2003), “The Staffing Cycles Framework: Viewing Staffing as a System of Decision Events”, Journal of Management, 29 (1), s. 51-78.
  • Chatman, J. A. (1989), “Improving Interactional Organizational Research: A Model of Person-Organization Fit”, Academy of Management Review, 14, 333- 349.
  • Collins, C. J. ve C. K. Stevens (2002), “The Relationship Between Early Recruitment-Related Activities and Application Decisions of New Labor-Market Entrants: A Brand Equity Approach to Recruitment”, Journal of Applied Psychology, Vol. 87, N. 6, s. 1121-1133.
  • Collins, C. J. ve J. Han (2004), “Exploring Applicant Pool Quantity and Quality: The Effects of Early Recruitment Practice Strategies, Corporate Advertising, and Firm Reputation”, Personnel Psychology, 57, 685-717.
  • Denton, D. K. (1997), ”Reengineering the Employee Recruitment: Retain the Best that Remains”, Business Forum, V. 22, N. 2, s. 13-16.
  • Derous, E. ve Karel De Witte (2001), “Looking at Selection from a Social Process Perspective: Towards a Social Process Model on Personnel Selection”, European Journal of Work and Organizational Psychology, 10 (3), s. 319-342.
  • Erdemir, E. (2007) “İşe Almada Aday Odaklılık: Kavramsal Çerçeve ve Ölçek Geliştirme”, Yayınlanmamış Doktora Tezi, Anadolu Üniversitesi Sosyal Bilimler Enstitüsü, Eskişehir.
  • Erdoğmuş, N. (2003), Kariyer Geliştirme: Kuram ve Uygulama, (Nobel Yayınları: Ankara).
  • Han, J. ve C. J. Collins (2002), “The Effects of Company Recruitment Practices on Job Seekers’ Perceived Employment Brand Equity and Intentions to Pursue Job Opportunities”, Academy of Management Proceedings, HR, s. 1-6.
  • Heneman III H. G., T. A. Judge ve R. L. Heneman (2000), Staffing Organizations, (Üçüncü Basım, Mendota House, Middleton, WI: Irwin-McGraw Hill).
  • Herriot, P. (2002), “Selection and Self: Selection as a Social Process”, European Journal of Work and Organizational Psychology, 11 (4), 385-402.
  • Highhouse, S., M. J. Zickar, T. J. Thorsteinson, S. L. Stierwalt ve J. E. Slaughter (1999), “Assessing Company Employment Image: An Example in the Fast Food Industry”, Personnel Psychology, 52, s. 151-172.
  • Johnson, M. (2001), Winning the People Wars: What It Takes to Acquire and Retain the Talent You Need, (İkinci Basım, London: Prentice Hall).
  • Judge, T. A. ve G. R. Ferris (1992), “The Elusive Criterion of Fit in Human Resource Staffing Decisions”, Human Resource Planning, 154, 47-67.
  • Keeley, M. (1980), “Organizational Analogy: A Comparison of Organismic and Social Contract Models”, Administrative Science Quarterly, Vol. 25, s. 337-362.
  • Klimoski, R. J. (1993), “Predictor Constructs and Their Measurement”, Personnel Selection in Organizations. Ed: N. Schmitt ve W. C. Borman, (San Francisco, CA: Jossey-Bass), s. 99-134.
  • Kristof-Brown, A. L. (2000), “Perceived Applicant Fit: Distinguishing Between Recruiters” Perceptions of Person-Job and Person-Organization Fit”, Personnel Psychology, 53, s. 643-671.
  • Larsen, D. A.ve J. I. Phillips (2002), “Effect of Recruiter on Attraction to the Firm: Implications of the Elaboration Likelihood Model”, Journal of Business and Psychology, Vol. 16, No. 3, s. 347-364.
  • Lievens, F., K. van Dam ve Neil Anderson (2002), “Recent Trends and Challenges in Personnel Selection”, Personnel Review, Vol. 31, No. 5, s. 580- 601.
  • Miles, R. E. ve C. C. Snow (1978), Organizational Strategy, Structure and Process, (New York: McGraw Hill).
  • Miller, E. (1984), Strategic Staffing. (C. J. Fombrun, N. M. Tichy ve M. A. Devanna (Eds.), Strategic Human Resource Management, New York: Wiley, 1984) içinde, s. 57-68.
  • Olian, J. D. ve S. L. Rynes (1984), ”Organizational Staffing: Integrating Practice with Strategy”, Industrial Relations, Vol. 23, No. 2, 170-183.
  • Porter, L. W., E. E. Lawler III ve J. R. Hackman (1975), “Choice Processes: Individuals and Organizations Attracting and Selecting Each Other”. (L. W. Porter, E. E. Lawler III ve J. R. Hackman (Eds.), Behavior in Organizations, New York: McGraw Hill) içinde, s. 131-159.
  • Ramsay, H. ve D. Scholarios (1999), “Selective Decisions: Challenging Orthodox Analyses of the Hiring Process”, International Journal of Management Reviews, 63-89.
  • Robinson, S. L. ve E. W. Morrison (2000), “The Development of Psychological Contract Breach and Violation: A Longitudinal Study”, Journal of Organizational Behavior, 21, 5, s. 525-546.
  • Roe, R. (1996), “Naar Een Nieuw Paradigma voor de Personeelsselectie”. (R. Bouwen, K. De Witte ve J. Verboven (Eds.), Organiseren et Veranderern Leuven: Garant) içinde, s. 287-311.
  • Rousseau, D. M. (1990), “New Hire Perceptions of their own and their Employer’s Obligations: A Study of Psychological Contracts”, Journal of Organizational Behavior, 11, 5, s. 389-400.
  • Rynes, S. L. ve B. Gerhart (1990), “Interviewer Assessments of Applicant Fit: An Exploratory Investigation”, Personnel Psychology, 43, 13-35.
  • Schein, E. H. (1978), Career Dynamics: Matching Individual and Organizational Needs, (Reading, MA: Addison-Wesley).
  • Schneider, B. (1983), “Interactional Psychology and Organizational Behavior”. (L. L. Cummings ve B. M. Staw (Eds.), Research in Organizational Behavior, Beşinci Basım, Greenwich, CT: JAI Press) içinde, s. 1-31.
  • Schneider, B. (1987), “The People Make Place”, Personnel Psychology, 40, s. 437-453.
  • Schuler, H. (1993), “Social Validity of Selection Situations: A Concept and Some Empirical Results”. (H. Schuler, J. L. Farr ve M. Smith (Eds.), Personnel Selection and Assessment: Individual and Organizational Perspectives, Hillsdale, NJ: Lawrence Erlbaum Associates Inc.) içinde, s. 11-26.
  • Soelberg, P. (1966), “Unprogrammed Decision Making”, Academy of Management Proceedings, s. 3-16.
  • Sonnenfeld, J. A. ve M. A. Peiperl (1988), “Staffing Policy as a Strategic Response: A Typology of Career Systems”, Academy of Management Review, Vol. 13, N. 4, s. 588–600.
  • Stevens, C. K. ve L. R. Beach (1992), “Application of Image Theory to Job Choice Processes: New Directions for Theory & Research”, Paper presented at the National Academy of Management Meetings, Las Vegas.
  • Stevens, C. K. (1992), “Toward A New Conceptualization of Job Search Processes”. Paper presented at the National Academy of Management Meetings, Las Vegas.
  • Stewart, G. L. ve K. P. Carson (1997), “Moving beyond the Mechanistic Model: An Alternative Approach to Staffing for Contemporary Organizations”, Human Resource Management Review, Vol.7, N. 2, s. 157-184.
  • Taylor, M. S. ve C. M. Giannantonio, “Forming, Adapting, and Terminating the Employment Relationship: A Review of the Literature from Individual, Organizational, and Interactionist Perspectives”, Journal of Management, 1993, (19), 2, 461-515.
  • Tulgan, B. (2001), Winning The Talent Wars: How to Manage and Compete in the High-Tech, High-Speed, Knowledge-Based, Superfluid Economy, (Birinci Basım, New York: Norton & Company, Inc.).
  • Walley, L. ve M. Smith (1998), Deception in Selection, (Birinci Basım, New York: John Wiley & Sons, Inc.).
Toplam 48 adet kaynakça vardır.

Ayrıntılar

Diğer ID JA24HZ75KK
Bölüm Makaleler
Yazarlar

Erkan Erdemir Bu kişi benim

Yayımlanma Tarihi 1 Aralık 2007
Yayımlandığı Sayı Yıl 2007 Cilt: 9 Sayı: 4

Kaynak Göster

APA Erdemir, E. (2007). İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş. ISGUC The Journal of Industrial Relations and Human Resources, 9(4), 91-120.
AMA Erdemir E. İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş. isguc. Aralık 2007;9(4):91-120.
Chicago Erdemir, Erkan. “İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş”. ISGUC The Journal of Industrial Relations and Human Resources 9, sy. 4 (Aralık 2007): 91-120.
EndNote Erdemir E (01 Aralık 2007) İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş. ISGUC The Journal of Industrial Relations and Human Resources 9 4 91–120.
IEEE E. Erdemir, “İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş”, isguc, c. 9, sy. 4, ss. 91–120, 2007.
ISNAD Erdemir, Erkan. “İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş”. ISGUC The Journal of Industrial Relations and Human Resources 9/4 (Aralık 2007), 91-120.
JAMA Erdemir E. İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş. isguc. 2007;9:91–120.
MLA Erdemir, Erkan. “İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş”. ISGUC The Journal of Industrial Relations and Human Resources, c. 9, sy. 4, 2007, ss. 91-120.
Vancouver Erdemir E. İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş. isguc. 2007;9(4):91-120.