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KAYNAK BAĞIMLILIĞI KURAMI TEMELİNDE STRATEJİK İNSAN KAYNAKLARI YÖNETİMİ: TEORİK BİR İNCELEME

Yıl 2023, Sayı: 38, 112 - 129, 30.11.2023
https://doi.org/10.20875/makusobed.1374406

Öz

Stratejik insan kaynakları yönetimi, İnsan Kaynakları Yönetimi (İKY)’nin temel meselelerinin stratejik anlamda incelenmesinin neleri içerdiğini açıklamayı benimseyen bir kavramdır. Açık bir sistem içerisinde örgütler kıt kaynakları yönetmeye çalışarak çevreye uyum sağlamayı ve rekabet avantajı elde ederek güç kazanmayı amaçlamaktadır. Bu bağlamda, stratejik İKY uygulamalarının örgütün stratejisi ile uyumlu olması rekabet avantajı kazanmada önem teşkil etmektedir. Kaynak Bağımlılığı Kuramı, örgütlerin yaşamlarını sürdürmesi ve rekabet avantajı elde etmesi için örgütler arasındaki ve örgüt içindeki güç ilişkilerini açıklamaya çalışarak örgütlere bu ilişkileri yönetme konusunda stratejiler sunmaktadır. Örgütlerin stratejik planlama süreci boyunca yetenekli ve ikame edilemeyen çalışanlara olan ihtiyacı, insan kaynaklarının rolünü oldukça önemli hale getirmektedir. Dolayısıyla, güç ve politik düzlemde yer alan İK departmanının değerli ve kıt kaynaklar üzerindeki kontrolü sebebiyle örgütteki gücü artabilir ve bu bağlamda İKY uygulamalarının stratejik olmayan belirleyicilerini Kaynak Bağımlılığı Kuramı temelinde anlamak gerekmektedir. Bu çalışmada, İKY uygulamalarının stratejik olmayan belirleyicilerini anlamak için stratejik İKY’nin Kaynak Bağımlılığı Kuramı’na dayanarak incelenmesi amaçlanmaktadır.

Etik Beyan

Makale teorik bir çalışma olduğu için etik kurul kararı gerektirmemektedir.

Kaynakça

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STRATEGIC HUMAN RESOURCE MANAGEMENT BASED ON RESOURCE DEPENDENCE THEORY: A THEORETICAL REVIEW

Yıl 2023, Sayı: 38, 112 - 129, 30.11.2023
https://doi.org/10.20875/makusobed.1374406

Öz

Strategic human resource management is a concept that aims to explain what is involved in examining the core issues of HRM from a startegic perspective. Organizations in an open system aim to adapt to the environment by trying to manage scarce resources and gain power by gaining competitive advantage. In this context, it is important that strategic HRM practices are in line with the strategy determined by the organization in order to gain competitive advantage. Resource dependence theory tries to explain the power relations between and within organizations in order for organizations to survive and gain competitive advantage, and offers strategies for organizations to manage these relations. Organizations’ need for skilled and non-substituble employees throughout the strategic planning process makes the role of human resources very important. Therefore, the power of the HR department, which is located on the power and political plane, may increase in the organization due to its control over valuable and scarce resources, and in this context, it is necessary to try to understand the non-strategic determinants of HRM practices on the basis of resource dependency theory. In this article, it is aimed to examine strategic HRM based on Resource Dependence Theory to comprehend the non-strategic determinants of HRM practices.

Kaynakça

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  • Aktaş, M. ve Şener, İ. (2011). Örgütlerin İKY uygulamaları çerçevesinde değişen yasal çevreye tepkileri: Yeni bir tepki olarak fırsatçı uyum. Ege Akademik Bakış, 11(4), 611-624.
  • Alam, A. M. ve Alam, M. (2022). Decentralization, resource splitting and budgetary process: An empirical study. Journal of Public Budgeting, Accounting & Financial Management, 34(1), 67-95. https://doi.org/10.1108/JPBAFM-02-2020-0017
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  • Pfeffer, J. (1987). A resource dependence perspective on incorporate relations. M. S. Mizruchi ve M. Schwartz (Eds.) içinde, Intercorporate relations: The structural analysis of business (1. baskı, ss. 25-55). Cambridge University Press.
  • Pfeffer, J. (1976). Beyond management and the worker: The institutional function of management. Academy of Management Review, 36-46. https://doi.org/10.2307/257485
  • Pfeffer, J. (1995). Competitive advantage through people: Unleashing the power of the work force. Harvard Business Press.
  • Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the work force. Harvard Business School Press.
  • Pfeffer, J. (2005). Developing resource dependence theory. How theory is affected by its environment. K. G. Smith ve M. A. Hitt (Eds.) içinde, Great minds in management: The process of theory development (1. baskı, ss. 436-459). Oxford University Press.
  • Pfeffer, J. (1978). The micropolitics of organizations. M. W. Meyer ve Associates (Eds.) içinde, Environments and organizations (1. baskı, ss. 29-50). Jossey-Bass.
  • Pfeffer, J. 1981. Power in organizations. Pitman.
  • Pfeffer, J. ve Cohen, Y. (1984). Determinants of internal labor markets in organizations. Administrative Science Quarterly, 29, 550-572. https://doi.org/10.2307/2392939
  • Pfeffer, J. (2005). Producing sustainable competitive advantage through the effective management of people. Academy of Management Executive, 19(4), 95-108.
  • Pfeffer, J. ve Davis-Blake, A. (1987). Understanding organizational wage structure: A resource dependence approach. Academy of Management Journal, 30(3), 437-455. https://doi.org/10.2307/256008
  • Pfeffer, J. ve Langton, N. (1988). Wage inequality and the organization of work: The case of academic departments. Administrative Science Quarterly, 33(4), 588-606. https://doi.org/10.2307/2392645
  • Pfeffer, J. ve Moore, W. (1980). Power in university budgeting: A replication and extension. Administrative Science Quarterly, 25(4), 637-653.
  • Pfeffer, J. ve Salancik, G. (2003). The external control of organizations: A resource dependence perspective. Standford Business Classics.
  • Pfeffer, J. ve Salancik, G. (1978). The external control of organizations: A resource dependence perspective. Harper&Row.
  • Pfeffer, J. ve Salancik, G. R. (2003). The external control of organizations. A resource dependence perspective (2. baskı). Harper & Row.
  • Pfeffer, J. ve Veiga, J. (1999). Putting people first for organizational success. The Academy of Management Executive, 13(2), 37-48.
  • Phillips, J. ve Gully S. M. (2009). Strategic staffing. Pearson Prentice Hall.
  • Provan, K. G., Beyer, J. M. ve Kruytbosch, C. (1980). Environmental linkages and power in resource-dependence relations between organizations. Administrative Science Quarterly, 25(2), 200-250. https://doi.org/10.2307/2392452
  • Salancik, G. R. ve Pfeffer, J. (1974). The bases and use of power in organizational decision making: The case of a university. Administrative Science Quarterly, 19(4), 453-473. https://doi.org/10.2307/2391803
  • Sayılar, Y. (2005). İnsan kaynakları yönetimi alanında kuram ve araştırmanın gelişimi: Sratejik olan ve olmayan perspektiflerden bir inceleme. Yönetim Bilimleri Dergisi, 3(1), 55-74.
  • Sayılar, Y. (2008). Türkiye’deki insan kaynakları yönetimi uygulamaları açısından stratejik seçim ve kurumsal belirlenimin olası etkileri. Ankara Üniversitesi SBF Dergisi, 63(2), 220-249. https://doi.org/10.1501/SBFder_000000207
  • Selznick, P. (1949). Tva and the grass roots: A study of politics and organization (Cilt: 3). University of California Press.
  • Schuler, R. S. (1992). Strategic human resource management: Linking people with the strategic needs of the business. Organizational Dynamics, 21(1), 18-32. https://doi.org/10.1016/0090-2616(92)90083-Y
  • Schuler, R. S. ve Jackson, S. E. (2007). Strategic human resource management (2. baskı). Oxford, Blackwell.
  • Schuler, R. ve Walker, J. (1990). Human resources strategy: Focusing on issues and actions. Organizational Dynamics, Summer, 5-19.
  • Sharifian, M., Shahrasbi, N. ve Rohani, M. (2018). “Big fish” or “small fish”: How institutional theory and resource dependence theory explain institutional change in organizational field. Journal of Marketing and Strategic Management Jmsm, (12), 54-67.
  • Shin, D. Y., Weech-Maldonado, R. ve Chang, J. (2020) The impact of market conditions on RN staffing in hospitals: Using resource dependence theory and information uncertainty perspective. Risk Management and Healthcare Policy, 13, 2103-2114. https://doi.org/10.2147/RMHP.S274529
  • Smith-Cook, D. ve Ferris, G. R. (1986). Strategic human resource management and firm effectiveness in industries experiencing decline. Human Resource Management, 25(3), 441-458. https://doi.org/10.1002/hrm.3930250308
  • Soysal, A., ve Kılınç, E. (2016). İşletmelerde stratejik insan kaynakları yönetimi sürecinde performans değerlendirme ve kariyer yönetimi uygulamaları. Selçuk Üniversitesi İktisadi ve İdari Bilimler Fakültesi Sosyal Ekonomik Araştırmalar Dergisi, 16(31), 325-347. https://doi.org/10.30976/susead.302170
  • Suri, N., ve Lakhanpal, P. (2022). People analytics enabling hr strategic partnership: A review. South Asian Journal of Human Resources Management, 0(0), 1-35. https://doi.org/10.1177/2322093722111959
  • Taylor, S., Beechler, S., ve Napier, N. (1996). Toward an integrative model of strategic international human resource management. Academy of Management Review, 21(4), 959-985. https://doi.org/10.2307/259160
  • Toh, S. M., Morgeson, F. P. ve Campion, M. A. (2008). Human resource configurations: Investigating fit with the organizational context. Journal of Applied Psychology, 93(4), 864-882. https://doi.org/10.1037/0021-9010.93.4.864
  • Tokgöz, N. , Taşcı, D. , Koç, U. , Türker, Y. ve Yalçınkaya, A. (2020). İmalat sektöründe faaliyet gösteren Kobi’lerde insan kaynakları yönetimi uygulamalarının belirleyicileri: Eskişehir örneği. Doğuş Üniversitesi Dergisi, 21(1), 49-68.
  • Tokgöz, N. (2016). Stratejik insan kaynakları yönetimi ve insan kaynakları sonuç kartı. Stratejik Performans Yönetimi (ss. 156-178). Anadolu Üniversitesi Yayınları.
  • Truss, C. ve Gratton, L. (1994). Strategic human resource management: A conceptual approach. International Journal of Human Resource Management, 5(3), 663-686. https://doi.org/10.1080/09585199400000053
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  • Ünnü, N. A. A. ve Keçecioğlu, T. (2009). The transformation from human resource management to “strategic” human resource management. Ege Academic Review, 9(4), 1171-1192.
  • Üsdiken, B. (2007). Çevresel baskı ve talepler karşısında örgütler: kaynak bağımlılığı yaklaşımı. A. S. Sargut ve Ş. Özen (Der) içinde, Örgüt kuramları (1. baskı, ss. 77-133). İmge Yayınevi.
  • Weber, M. (1947). The theory of social and economic organization. Oxford University Press.
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  • Wright, P. M., ve Mcmahan, G. C. (2011). Exploring human capital: putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104. https://doi.org/10.1111/j.1748-8583.2010.00165.x
  • Wright, P. (1998). Strategy-hr fit: does it really matter?. Human Resource Planning, 21(4), 56-59.
  • Wright, P. M. ve Mcmahan, G. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2): 295-320. https://doi.org/10.1177/01492063920180020
  • Wright, P. M. ve Snell, S. A. (1991). Toward an integrative view of strategic human resource management. Human Resource Management Review, 1(3), 203-225. https://doi.org/10.1016/1053-4822(91)90015-5
  • Wry, T., Cobb, A. J. ve Aldrich, E. H. (2013). More than a metaphor: Assessing the historical legacy of resource dependence and its contemporary promise as a theory of environmental complexity. The Academy of Management Annals, 7(1), 439-486. https://doi.org/10.5465/19416520.2013.781862
Toplam 106 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İnsan Kaynakları Yönetimi
Bölüm Derleme Makaleleri
Yazarlar

Havva Yıluzar 0000-0002-5944-8032

Erken Görünüm Tarihi 29 Kasım 2023
Yayımlanma Tarihi 30 Kasım 2023
Gönderilme Tarihi 11 Ekim 2023
Kabul Tarihi 3 Kasım 2023
Yayımlandığı Sayı Yıl 2023 Sayı: 38

Kaynak Göster

APA Yıluzar, H. (2023). KAYNAK BAĞIMLILIĞI KURAMI TEMELİNDE STRATEJİK İNSAN KAYNAKLARI YÖNETİMİ: TEORİK BİR İNCELEME. Mehmet Akif Ersoy University Journal of Social Sciences Institute(38), 112-129. https://doi.org/10.20875/makusobed.1374406