Can We Still Talk About ‘Asian’ HRM Practices? An Exploratory Analysis of HRM Practices in Different Asian Countries

Yıl 2019, Cilt: 10 Sayı: 17, 1853 - 1874, 31.03.2019

Vildan Taşlı

https://doi.org/10.26466/opus.479399

Öz

This is a study about HRM practices of Asian
countries. Asian HRM has been of interest to researchers. Several studies
focused on different dimensions of HRM practices in different countries located
in Asia. An important point to highlight while reviewing these studies is that
the region of Asia should not be considered to be the sum of countries sharing
same or similar characteristics. Every country has its own historical story and
contextual settings. This suggests the necessity to consider different backgrounds
of Asian countries in analysing HRM practices of these countries rather than
assuming that they follow similar HRM trends. Aiming to understand in what
aspects Asian countries’ HRM systems differ from each other and what the
underpinning reasons are for these differences, the paper explores the
traditional and changing pattern in HRM practices of China, Japan, Taiwan,
Thailand, and Korea. It is seen that changing conditions (disruptive
development in technology, economic reforms, Asian financial crisis, social and
cultural elements of a national state) have a substantial influence on HRM
practices of Asian countries and result in the transformation of these
practices in time. Nevertheless, each country’s response to the macro changes
has been different. Given this, the paper suggests that although countries may
go through the same macro changes, rather than a convergence pattern in their
HRM practices, countries preserve their nation-specific characteristics in
shaping the HRM practices. 

Anahtar Kelimeler

Asian HRM, HRM practices, Employment, China, Japan, Taiwan, Thailand, Korea

‘Asya İK Uygulamaları’ndan Bahsedebilir miyiz? Farklı Asya Ülkelerinin İK Uygulamaları Hakkında Literatür İncelemesi

Öz

Bu çalışma Asya ülkelerinin insan kaynakları
uygulamaları hakkındadır. Araştırmacılar uzun yıllar Asya ülkelerinin insan
kaynağının yönetilme sürecinde uyguladığı farklı yaklaşımlar üzerinde
çalışmıştır. Bu çalışmaları gözden geçirirken vurgulanması gereken önemli bir
nokta, Asya bölgesinin, aynı veya benzer özellikleri paylaşan ülkelerin toplamı
olarak kabul edilmemesi gerektiğidir. Her ülkenin kendi tarihsel arka planı ve
bağlamsal farklılıkları bulunmaktadır. Dolayısıyla, ülkelerin İK uygulamalarını
şekillendirirken benzer yaklaşımlar geliştirdiklerini varsaymak doğru olmaz.
Bağlamsal farklılıkların ülkelerin İK uygulamalarında farklı yaklaşımlar takip
etmelerine sebep olabileceği göz önünde bulundurulmalıdır. Bu makale, Çin,
Japonya, Tayvan, Tayland ve Kore'nin İK uygulamalarındaki geleneksel İK
yaklaşımlarını ve değişen İK eğilimlerini ele almaktadır. Değişen koşulların
(teknoloji, ekonomik reformlar, Asya finansal krizi, ulusal devletin sosyal ve
kültürel unsurları gibi) Asya ülkelerinin İK uygulamaları üzerinde önemli bir
etkisi olduğu ve bu uygulamaların zaman içinde değişmesine neden olduğu
görülmektedir. Yine de, her ülkenin makro düzeydeki değişikliklere yanıtı
farklı olmuştur. Bu çalışmada, ülkelerin aynı makro değişim süreçlerinden
geçmelerine rağmen, İK uygulamalarında bir yakınlaşma modeli yerine, ulusal
bağlamdaki farklılıklarının etkisiyle farklı yaklaşımlar geliştirdikleri öne
sürülmektedir. 

Anahtar Kelimeler

Asya insan kaynakları yönetimi, İK uygulamaları, İstihdam, Çin, Japonya, Tayvan, Tayland, Kore

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