İşgörenin Değişen Vasıfları Doğrultusunda Personel Yönetiminden Yetenek Yönetimine Geçiş Süreci

Öz

İnsanlık gelişim süreci açısından değerlendirildiğinde uğradığı bazı kritik dönemeçler bulunmaktadır. Özellikle sanayileşmeyle birlikte çalışma ve işçi kavramlarının ortaya çıkışına paralel olarak mekanik bir boyut kazanan bireyin yaşamı bilgi çağıyla birlikte tam anlamıyla farklı bir kimliğe bürünmüştür. Bilginin bu dönemde bir güç olduğu düşüncesinden hareketle çalışanın değişen profili doğrultusunda işgörenin her şeyden öte bir insan olduğunu savunan personel yönetiminden insan kaynakları yönetimine bir geçiş yaşanmıştır. Dolayısıyla 21. yüzyılın paradigmaları bir önceki dönemden farklı olarak bilgi merkezli şekillenmeye başlamıştır. Bu durum dünyanın tüm bölgelerinin birbirlerinden haberdar olduğu bir köy haline geldiği küreselleşmeyle ivme kazanmış, bilginin üretimi ve kullanımına öncelik tanıyan çok uluslu şirketler ile bilgi işçisi ve bilgi işçisinin yönetiminde kullanılan yetenek yönetimi uygulamalarını ön plana çıkarmıştır. Çalışana mekanik bir gözle bakan personel yönetimi, çalışanın her şeyden öte bir insan olarak gören insan kaynakları yönetimi ve özellikle yaratıcı, analitik düşünme yeteneğine sahip çalışanı yeteneklerine göre istihdam eden ve çalışanın örgütü sürüklemesi ve geliştirmesi gerektiği görüşüne sahip olan yetenek yönetimi uygulamaları oldukça önem kazanmıştır. Çalışmada işçinin değişen tanım ve vasıflarından hareketle personel yönetiminden insan kaynakları yönetiminin yeni bir vizyonu olan yetenek yönetimi uygulamalarına geçiş ele alınacaktır.

Anahtar Kelimeler

• Yönetim
• Personel Yönetimi
• İnsan Kaynakları Yönetimi
• Stratejik İnsan Kaynakları Yönetimi
• Yetenek Yönetimi
• Bilgi İşçisi

The Transformation from Personnel to Talent Management Practices within the Framework of Employee’s Required Skills

Abstract

Throughout history, the human beings have been exposed to various turning points which are actually very critical. Particularly, in the aftermath of industrialization, in parallel to the emergence of work and worker, the individuals’ life which gains a mechanic dimension turned into a different identity with information age. In line with the workers’ changing profile considering the fact that the information is the power itself, there is a transformation from personnel management to human resources management. In other words, the paradigms of 21th century as different from the former ones are shaped within the axis of information which gained a great momentum with globalization by means of which the whole world is familiar with one another and being a village, and the multinational companies that lay an emphasis on the production and the usages of the information and the knowledge worker and talent management practices used for the management of those workers. The personnel management which regards the employee within the mechanic view of life, the human resources management who take into account the employee as an individual more than anything and the talent management practices that employs the worker depending upon talents as well as the innovative and creative thinking ability and which supports the idea that the employee is to make the organizations take a step further gained importance. In the study, based upon the changing definitions of the employee, the transformation from personnel to talent management practices are to be analyzed.

Keywords

• Management
• Personnel Management
• Human Resources Management
• Strategic Human Resource Management
• Talent Management
• Knowledge Worker

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