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YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE 

Yıl 2014, Cilt: 9 Sayı: 35, 6235 - 6244, 01.06.2014

Tamer Kececıoglu , Mustafa Yılmaz

https://doi.org/10.19168/jyu.67627
Cited By: 1

Öz

The stiff competition resulting from globalization has led to the changes in business conditions. The companies that want to adapt these changes and obtain sustainable competitive advantages have felt the necessity to enter a restructuring process. As a result of this restructuring, employee profiles that companies need have changed. In order to increase the success of companies, the issue of finding and retaining talented employee has become critical. In this context, talent management has become an extremely important issue for companies. In this study, the concept of talent management will be discussed within the wide range of business literature. Then, in the research section, in order to design distinctive labelled talent scale, face to face interviews have been conducted with 62 companies.

Anahtar Kelimeler

Talent Talent Management Human Capital

Kaynakça

  • Ashton, C. and Morton, L. (2005). “Managing talent for competitive advantage”, Strategic HR Review, 4(5):28-31.
  • Avedon, M.J., Cerrone, S., Graddick-Weir, M. and Silzer, R. (2010). “Chief Human Resource Officer Perspectives of Talent Management”,s.711, (Silzer, R. ve Dowell, B.E.) (Eds.), Strategy-Driver Talent Management, San Francisco,CA.:John Wiley and Sons.
  • Berger, L.A. and Berger, D.R. (2004). The Talent Management Handbook, New York: McGraw-Hill.
  • Boudreau, J.W. (2011). Retooling HR, Boston, Mass.:Harvard Business Press.
  • Boudreau, J.W. and Ramstad, P.M. (2005). “Talentship and the new paradigm for human resource management: From Professional practice to strategic talent decision science”, Human Resource planning, 28(2):17-26.
  • Boudreau, J.W. (2013). “ Appreciating and ‘retooling’ diversity in talent management conceptual models: A commentary on ‘ The psychology of talent management: A review and research agenda”, human Resource management Review, 23 : 286-289.
  • Buckhingham, M. and Vosburgh, R.M. (2001). “The 21 st century human resource function: It’s the talent stupid!”, Human Resource Planning, 24(4):17-23.
  • Cappelli, P. (2008a). Talent on demand: Managing in an age of uncertainity, Boston,Mass.: Harvard Business Press.
  • Cappelli, P.(2008b). “Talent Management for the Twenty-First Century”, Harvard Business Review, March:74-81.
  • Cheloha, R. and Swain, J. (2005). “Talent management system key to effective succession planning”, Canadian HR Reporter, 18 (7):5-7.
  • Collins, J. (2001). Good to great. New York: HarperCollins.
  • Collings, D.G. and Mellahi, K. (2009). “Strategic talent management: A review and research agenda”, Human Resource Management Review, 19: 304-313.
  • Creelman, D.(2004). Return on investment in talent management: Measures you put to work right now. Available from Human Capital Institute, 2121 K Street,N.W., Suite 800, Washington, D.C. 20037,USA.
  • Dries, N. (2013a). “ Talent management, from phenomenon to theory: Introduction to the Special Issue”, Human Resource Management Review, 23: 267-271.
  • Dries, N. (2013b). “ The psychology of talent management: A review and research agenda”, Human Resource Management Review, 23: 272-285.
  • Effron, M. & Ort, M. (2010). One Page Talent Management, Boston, Mass. : Harvard Business Press.
  • Fabian, H., Katharina, S. and Jurgen, S. (2005). “Use branding to attract talent”, McKinsey Quarterly, Issue 3: 12-14.
  • Fernandez-Araoz, C., Groysberg, B. And Nohria, N. (2011). “How to hang On to Your High Potentials”, Harvard Business Review, October: 76-83.
  • Gallardo-Gallardo, E., Dries, N. and Gonzales-Cruz, T.F. (2013). “What is the meaning of ‘talent’ in the world of work”, Human Resource Management Review, 23: 290-300.
  • Gelens, J., Dries, N., Hofmans, J., and Pepermans, R. (2013). “ The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda”, Human Resource Management Review, 23: 341-353. Gladwell, M. (2002). “The Talent Myth”, The New Yorker, July 22.
  • Gubman, E.L. (1998). The Talent Solutions: Aligning Strategy and people to Achieve Extraordinary Results, Blacklick, OH: Mc Graw-Hill.
  • Hewlett, S.A. (2008). Top Talent: Keeping performance Up When Business Is Down, Boston, Mass.:Harvard Business Press.
  • Johnson, M. (2000). Winning the people wars: Talent and the battle for human capital. London: Financial times Prentice Hall.
  • Kesler, G.C. (2002).” Why the leadership bench never gets deeper: Ten insight about executive talent development”, Human Resource Planning, 25: 32-44.
  • Lawler III, E.E. (2011). “Celebrating 50 Years HR: Time for a reset!”, Human Resource Management, vol.47(4):1-3.
  • Lawler III, E.E. (2008). Talent: Making People Your Competitive Advantage, San Francisco, CA.:Jossey-Bass.
  • Lewis, R.E. and Heckman, R.J. (2006). “Talent Management: A Critical Review”, Human Resource Management Review, 16: 139-154.
  • Meyers, M.C., Woerkem, M.v. and Dries, N. (2013). “ Talent-Innate or acquired? Theoretical consideration and their implications for talent management”, Human Resource Management Review, 23 : 305-321.
  • Michaels, E. Handfield-Jones, H. & Axelrod, B.(2001). The War For Talent, Boston, Mass. : Harvard Business School Press.
  • Morton, L. (2004). Integrated and integrative talent management: A Strategic HR framework, New York: Conference Board.
  • Pascal, C.(2004). Foreword, In A.Schweyer (Ed.), Talent Management Systems: Best Practices in technology solutions for recruitment, retention and workforce planning, Canada.Wiley.
  • Ready, D.A., Conger, J., Hill, L. and Stecker, E. (2010). “The Anatomy of a High Potential”, Business Strategy Review,Q3: 52-55.
  • Ready, D. A. and Conger, J.A. (2007). “ Talent Factory”, Harvard Business Review, June: 69-77.
  • Ready, D. A., Conger, J.A. and Hill, L. A. (2010). “Are You a High Potential?”, Harvard Business Review, June: 78-84. Redford, K. (2005). “Shedding light on talent tactics”, Personnel Today, September:20-22.
  • Rueff, R. and Stringer, H. (2006). Talent Force, New Jersey: Prentice-Hall.
  • Silzer, R. and Church, A. H. (2009). “The Potential for Potential”, Industrial and Organizational Psychology, 2: 4464
  • Sloan, E.B., Hazucha, J.F. and Van Katwyk, P.T. (2003). Strategic Management of global leadership talent. Advances in Global leadership, 3: 235-274.
  • Smart, B.B. (2005). Top Grading: How Leading Companies win by hiring, coaching can keeping the best people”, New York: Penguin Group.
  • Thunnisen, M., Boselie, P. and Fruytier, B. (2013). “ Talent management and the relevance of context: Towards a pluralistic approach”, Human Resource Management Review, 23: 326-336.
  • Tony, D., Maggie, C. and Neil, F. (2007). Talent Assessment: A New Strategy for Talent Management, Abingdon, Gower Publishing Limited.
  • Towers Watson (2010). 2010 HR Service Delivery Survey Report, August.
  • Walker, J.W. and Larocco, J.M. (2002). “Talent Pools: The best and the rest”, Human Resource Planning, 25(3):12-14. Wellins, R.S., Smith, A.B. and McGee, L.(2006). The CEO’s guide to talent management: Building a global leadership pipeline, Pittsburgh, PA: Development Dimensions International.
  • Zuboff, S. (1988). In the age of the smart machine: The future of work and power, New York: Basic Books.

YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE 

Yıl 2014, Cilt: 9 Sayı: 35, 6235 - 6244, 01.06.2014

Tamer Kececıoglu , Mustafa Yılmaz

https://doi.org/10.19168/jyu.67627
Cited By: 1

Öz

Küreselleşme sonucunda ortaya çıkan sert rekabet koşulları iş yaşamında değişikliklere sebep olmuştur. Bu değişikliklere ayak uydurup sürdürülebilir rekabetçi avantaj sağlamak isteyen işletmeler yeniden yapılanma sürecine girmek zorunda kalmışlardır. Bu yeniden yapılanma sonucunda işletmelerin ihtiyaç duyduğu çalışan profilleri de değişmiştir. Çünkü, işletmenin başarısının artması için yetenekli çalışanları bulmak ve elde tutmak önem kazanmıştır. Bu bağlamda yetenek yönetimi konusu son derece önemli bir duruma gelmiştir. Bu çalışmada yetenek yönetimi kavramından bahsedilecek , ardından araştırma aşamasında 62 firma ile yapılan yüz yüze görüşmeler ile yetenek etiket ölçeği belirlenmeye çalışılacaktır.

Anahtar Kelimeler

Yetenek Yetenek Yönetimi İnsan Sermayesi

Kaynakça

  • Ashton, C. and Morton, L. (2005). “Managing talent for competitive advantage”, Strategic HR Review, 4(5):28-31.
  • Avedon, M.J., Cerrone, S., Graddick-Weir, M. and Silzer, R. (2010). “Chief Human Resource Officer Perspectives of Talent Management”,s.711, (Silzer, R. ve Dowell, B.E.) (Eds.), Strategy-Driver Talent Management, San Francisco,CA.:John Wiley and Sons.
  • Berger, L.A. and Berger, D.R. (2004). The Talent Management Handbook, New York: McGraw-Hill.
  • Boudreau, J.W. (2011). Retooling HR, Boston, Mass.:Harvard Business Press.
  • Boudreau, J.W. and Ramstad, P.M. (2005). “Talentship and the new paradigm for human resource management: From Professional practice to strategic talent decision science”, Human Resource planning, 28(2):17-26.
  • Boudreau, J.W. (2013). “ Appreciating and ‘retooling’ diversity in talent management conceptual models: A commentary on ‘ The psychology of talent management: A review and research agenda”, human Resource management Review, 23 : 286-289.
  • Buckhingham, M. and Vosburgh, R.M. (2001). “The 21 st century human resource function: It’s the talent stupid!”, Human Resource Planning, 24(4):17-23.
  • Cappelli, P. (2008a). Talent on demand: Managing in an age of uncertainity, Boston,Mass.: Harvard Business Press.
  • Cappelli, P.(2008b). “Talent Management for the Twenty-First Century”, Harvard Business Review, March:74-81.
  • Cheloha, R. and Swain, J. (2005). “Talent management system key to effective succession planning”, Canadian HR Reporter, 18 (7):5-7.
  • Collins, J. (2001). Good to great. New York: HarperCollins.
  • Collings, D.G. and Mellahi, K. (2009). “Strategic talent management: A review and research agenda”, Human Resource Management Review, 19: 304-313.
  • Creelman, D.(2004). Return on investment in talent management: Measures you put to work right now. Available from Human Capital Institute, 2121 K Street,N.W., Suite 800, Washington, D.C. 20037,USA.
  • Dries, N. (2013a). “ Talent management, from phenomenon to theory: Introduction to the Special Issue”, Human Resource Management Review, 23: 267-271.
  • Dries, N. (2013b). “ The psychology of talent management: A review and research agenda”, Human Resource Management Review, 23: 272-285.
  • Effron, M. & Ort, M. (2010). One Page Talent Management, Boston, Mass. : Harvard Business Press.
  • Fabian, H., Katharina, S. and Jurgen, S. (2005). “Use branding to attract talent”, McKinsey Quarterly, Issue 3: 12-14.
  • Fernandez-Araoz, C., Groysberg, B. And Nohria, N. (2011). “How to hang On to Your High Potentials”, Harvard Business Review, October: 76-83.
  • Gallardo-Gallardo, E., Dries, N. and Gonzales-Cruz, T.F. (2013). “What is the meaning of ‘talent’ in the world of work”, Human Resource Management Review, 23: 290-300.
  • Gelens, J., Dries, N., Hofmans, J., and Pepermans, R. (2013). “ The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda”, Human Resource Management Review, 23: 341-353. Gladwell, M. (2002). “The Talent Myth”, The New Yorker, July 22.
  • Gubman, E.L. (1998). The Talent Solutions: Aligning Strategy and people to Achieve Extraordinary Results, Blacklick, OH: Mc Graw-Hill.
  • Hewlett, S.A. (2008). Top Talent: Keeping performance Up When Business Is Down, Boston, Mass.:Harvard Business Press.
  • Johnson, M. (2000). Winning the people wars: Talent and the battle for human capital. London: Financial times Prentice Hall.
  • Kesler, G.C. (2002).” Why the leadership bench never gets deeper: Ten insight about executive talent development”, Human Resource Planning, 25: 32-44.
  • Lawler III, E.E. (2011). “Celebrating 50 Years HR: Time for a reset!”, Human Resource Management, vol.47(4):1-3.
  • Lawler III, E.E. (2008). Talent: Making People Your Competitive Advantage, San Francisco, CA.:Jossey-Bass.
  • Lewis, R.E. and Heckman, R.J. (2006). “Talent Management: A Critical Review”, Human Resource Management Review, 16: 139-154.
  • Meyers, M.C., Woerkem, M.v. and Dries, N. (2013). “ Talent-Innate or acquired? Theoretical consideration and their implications for talent management”, Human Resource Management Review, 23 : 305-321.
  • Michaels, E. Handfield-Jones, H. & Axelrod, B.(2001). The War For Talent, Boston, Mass. : Harvard Business School Press.
  • Morton, L. (2004). Integrated and integrative talent management: A Strategic HR framework, New York: Conference Board.
  • Pascal, C.(2004). Foreword, In A.Schweyer (Ed.), Talent Management Systems: Best Practices in technology solutions for recruitment, retention and workforce planning, Canada.Wiley.
  • Ready, D.A., Conger, J., Hill, L. and Stecker, E. (2010). “The Anatomy of a High Potential”, Business Strategy Review,Q3: 52-55.
  • Ready, D. A. and Conger, J.A. (2007). “ Talent Factory”, Harvard Business Review, June: 69-77.
  • Ready, D. A., Conger, J.A. and Hill, L. A. (2010). “Are You a High Potential?”, Harvard Business Review, June: 78-84. Redford, K. (2005). “Shedding light on talent tactics”, Personnel Today, September:20-22.
  • Rueff, R. and Stringer, H. (2006). Talent Force, New Jersey: Prentice-Hall.
  • Silzer, R. and Church, A. H. (2009). “The Potential for Potential”, Industrial and Organizational Psychology, 2: 4464
  • Sloan, E.B., Hazucha, J.F. and Van Katwyk, P.T. (2003). Strategic Management of global leadership talent. Advances in Global leadership, 3: 235-274.
  • Smart, B.B. (2005). Top Grading: How Leading Companies win by hiring, coaching can keeping the best people”, New York: Penguin Group.
  • Thunnisen, M., Boselie, P. and Fruytier, B. (2013). “ Talent management and the relevance of context: Towards a pluralistic approach”, Human Resource Management Review, 23: 326-336.
  • Tony, D., Maggie, C. and Neil, F. (2007). Talent Assessment: A New Strategy for Talent Management, Abingdon, Gower Publishing Limited.
  • Towers Watson (2010). 2010 HR Service Delivery Survey Report, August.
  • Walker, J.W. and Larocco, J.M. (2002). “Talent Pools: The best and the rest”, Human Resource Planning, 25(3):12-14. Wellins, R.S., Smith, A.B. and McGee, L.(2006). The CEO’s guide to talent management: Building a global leadership pipeline, Pittsburgh, PA: Development Dimensions International.
  • Zuboff, S. (1988). In the age of the smart machine: The future of work and power, New York: Basic Books.
Toplam 43 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Tamer Kececıoglu

Mustafa Yılmaz Bu kişi benim

Yayımlanma Tarihi 1 Haziran 2014
Yayımlandığı Sayı Yıl 2014 Cilt: 9 Sayı: 35

Kaynak Göster

APA Kececıoglu, T., & Yılmaz, M. (2014). YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE . Yaşar Üniversitesi E-Dergisi, 9(35), 6235-6244. https://doi.org/10.19168/jyu.67627
AMA Kececıoglu T, Yılmaz M. YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE . Yaşar Üniversitesi E-Dergisi. Haziran 2014;9(35):6235-6244. doi:10.19168/jyu.67627
Chicago Kececıoglu, Tamer, ve Mustafa Yılmaz. “YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE ”. Yaşar Üniversitesi E-Dergisi 9, sy. 35 (Haziran 2014): 6235-44. https://doi.org/10.19168/jyu.67627.
EndNote Kececıoglu T, Yılmaz M (01 Haziran 2014) YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE . Yaşar Üniversitesi E-Dergisi 9 35 6235–6244.
IEEE T. Kececıoglu ve M. Yılmaz, “YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE ”, Yaşar Üniversitesi E-Dergisi, c. 9, sy. 35, ss. 6235–6244, 2014, doi: 10.19168/jyu.67627.
ISNAD Kececıoglu, Tamer - Yılmaz, Mustafa. “YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE ”. Yaşar Üniversitesi E-Dergisi 9/35 (Haziran 2014), 6235-6244. https://doi.org/10.19168/jyu.67627.
JAMA Kececıoglu T, Yılmaz M. YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE . Yaşar Üniversitesi E-Dergisi. 2014;9:6235–6244.
MLA Kececıoglu, Tamer ve Mustafa Yılmaz. “YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE ”. Yaşar Üniversitesi E-Dergisi, c. 9, sy. 35, 2014, ss. 6235-44, doi:10.19168/jyu.67627.
Vancouver Kececıoglu T, Yılmaz M. YETENEK YÖNETİMİ PERSPEKTİFİNDEN BİR MARKA UYGULAMASI / AN APPLICATION ON THE BRAND OF TALENT MANAGEMENT PERSPECTIVE . Yaşar Üniversitesi E-Dergisi. 2014;9(35):6235-44.

Cited By

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Avrasya Uluslararası Araştırmalar Dergisi
https://doi.org/10.33692/avrasyad.664302