İşgörenin Değişen Vasıfları Doğrultusunda Personel Yönetiminden Yetenek Yönetimine Geçiş Süreci

Yıl 2014, Sayı: 32, 267 - 290, 19.01.2015

Hasan Yüksel

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

Öz

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.

Anahtar Kelimeler

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

Kaynakça

• ARMSTRONG, Michael; (2008), Strategic Human Resource Management A Guide to Action, 4th Edition, Kogan Page Limited Publication, UK, USA.
• ATEŞ, Davut; (2008), “Industrial Revolution: Impetus Behind The Globalization Process”, Yönetim ve Ekonomi Dergisi, Cilt 15, Sayı 2, pp. 31-48.
• AWAD, Elias Mand GHAZIRI, Hassan M; (2007), Knowledge Management, Pearson Education, India.
• BLUMENTRITT, Tim; (2006), “Integrating Strategic Management and Budgeting”, Journal of Business Strategy, Vol 27, Issue 6, pp. 73-79.
• BUHLER, Patricia; (2002), Human Resources Management, All The Information You Need To Manage Your Staff and Meet Your Business Objectives, A Streetwise Publication, USA. CARRILLO, Janice E. and GAIMON, Cheryl; (2004), “Managing Knowledge Based Resource Capabilities Under Uncertainty”, Management Science, Vol 50, No 11, pp. 1504-1518.
• CHEN, Andrew N. K. and EDGİNGTON, Theresa M; (2005), “Assesing Value in Organizational Knowledge Creation: Considerations For Knowledge Workers”, MIS Quarterly, Vol 29, No 2, Special Issue on Information Technologies and Knowledge Management, pp. 279-309.
• COLE, Gerald; (2004), Management Theory and Practice, Sixth Edition, South Western Centage Learning Publication, London, pp. 3-6.
• COLLIGS, David G. and MELLAHI, Kamel; (2009), “Strategic Talent Management: A Review and Research Agenda”, Human Resource Management Review, 19, pp. 304- 313.
• “Coping With The Talent Shortage: How GE, Rochester and Other US Firms Have Approached The Recruitment Conondrum”; (2007), Human Resources Management International Digest, Vol 15, Issue 3, pp. 6-8.
• CORSELLO, Jason; (2012), “Maximizing Talent Management Through The Cloud: New Technologies Offer Opportunities To Develop Skills and Careers”, Human Resource Management International Digest, Vol 20, Issue 4, pp. 27-30.
• CORTADA, James W; (1998), Rise of The Knowledge Worker, Butterworth-Heinemann Publication, USA.
• CRAFTS, Nicholas; (2004), “Productivity Growth In The Industrial Revolution: A New Growth Accounting Perspective”, The Journal of Economic History, Vol 64, No 2, pp. 521-535.
• DAFT, Richard L; (2012), Management, Tenth Edition, South Western Centage Learning, USA. DAVID, Pollard and HOTHO, Sabine; (2006), “Crises, Scenarios and The Strategis Management Process”, Management Decision, Vol 44, No 6, pp. 721-736.
• DRUCKER, Peter and MACIARIELLO, Joseph A. (Çev. GÜLFIDAN, İlker); (2012), Yönetim, Optimist Yayınları, İstanbul, 2012.
• ELLIMAN, Tony, EATOCK Julie, SPENCER Nicky; (2005), “Modelling Knowledge Worker Behaviour in Business Process”, The Journal of Enterprise Information Management, Vol 18, No 1, pp. 79-94. FERNANDEZ, Irma Becerra and SABHERWAL, Rajiv; (2010), Knowledge Management Systems and Processes, M. E. Sharpe Incorporation, USA.
• GERTLER, Meric S. and VINODRAI, Tara; (2005), “Learning From America? Knowldge Flows and Industrail Practices of German Firms in North America”, Economic Geography, Vol 81, No 1, January 2005, pp. 31-52.
• GRIFFIN Ricky W; (2011), Management, South Western Centage Learning, USA.
• GÜRÜZ, Demet and YAYLACI, Gaye Özdemir; (2007), İletişimci Gözüyle İnsan Kaynakları Yönetimi, MediCat Kitapları, İstanbul.
• HAFEEZ, K. and ABDELMEGUID, H; (2003), “Dynamics of Human Resource and Knowledge Management”, The Journal of The Operational Research Society, Vol 54, No 2, Special Issue: Knowledge Management and Intellectual Capital, pp. 153-164.
• HERNANDEZ, S. Robert and O’CONNOR, Stephen J; (2010), Strategic Management of Human Resources In Health Services Organizations, Third Edition, Delmar Centage Learning Publication, USA. HOUSEL, Debra J.; (2008), Industrial Revolution, Teacher Created Materials Publishing, California, USA.
• http://www.businessdictionary.com/definition/management.html (Retrieved 13.01.2013) HUGHES, Julia Christensen and ROG, Evalina; (2008), “Talent Management A Strategy For Improving Employee Recruitment, Retention and Engagement Witjhin Hospitality Organizations”, International Journal of Contemporary Hospitality Management, Vol 20, No 7, pp. 743-757.
• HUSELID Mark A; (1995), “The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance”, Academy of Management Journal, Vol 38, No 3, pp. 635-672.
• İBİCİOĞLU, Hasan; (2011), İnsan Kaynakları Yönetimi, Genişletilmiş ve Gözden Geçirilmiş 3. Baskı, Alter Yayıncılık, Ankara.
• JEMİELNIAK, Dariusz; (2012), The New Knowledge Workers, New Horizons in Management, Edward Elgar Publishing Limited, UK, USA.
• KAPTEIN, Muel; (2004), “Business Codes of Multinationla Firms: What Do They Say?”, Journal of Business Ethics, Vol 50, No 1, pp. 13-31.
• KHANDEKAR, Aradhana ve SHARMA, Anuradha; (2005), “Managing Human Resources Capabilities For Sustainable Competitive Advantage An Emprical Analysis From Indian Global Organizations”, Education and Training, Vol 47, No 8/9, pp. 628-639.
• KHANDEKAR, Aradhana ve SHARMA, Anuradha; (2005), “Organizational Learning in Indian Organizations: A Strategic Human Resources Management Perspective”, Journal of Small Business and Enterprise Development, Vol 12, Issue 2, pp. 211-226.
• KHATRI, Preeti, GRUPTA, Shikka, GULATI, Kapil, CHAUHAN, Santosh; (2010), “Talent Management in HR”, Journal of Management and Strategy, Vol 1, No 1, pp. 39-46.
• KOCH, Marianne J. and MCGRATH, Rita Gunther; (1996), “Improving Labour Productivity: Human Resource Management Policies Do Matter”, Strategic Management Journal, Vol 17, No 5, pp. 335-354. KREITNER, Robert; (2009), Management, Houghton Miffling Harcourt Publishing Company, Canada, 2009.
• KUCHEROV, Dmitry and ZAVYALOVA, Elena; (2012), “HRD Practices and Talent Management In The Companies With The Employer Brand”, European Journal of Training and Development, Vol 36, No 1, pp. 86-104.
• LEWIS, Robert E ve HECKMAN, Robert J; (2006), “Talent Management: A Critical Review”, Human Resource Management Review, 16, pp. 139-154.
• LUNDY, Olive and COWLING, Alan G; (1996), Strategic Human Resource Management, Routledge Publication, New York, USA.
• MARREWIJK, Marcel Van and TIMMERS Joanna; (2003), “Human Capital Management: New Possibilities in People Management”, Journal of Business Ethics, Vol 44, No 2/3, Corporate Sustainability Conference 2002: The Impact of CSR on Management Disciplines, pp. 171-184. MATHIS, Robert L. and JACKSON, John H; (2012), Human Resources Management Essential Perspectives, South Western Centage Learning, Canada.
• MINER, John B; (1977), “Implications of Managerial Talent Projections For Magement Education”, The Academy of Management Review, Vol 2, No 3, pp. 412-420.
• MONAPPA, Arun and SAIYADAIN, Mirza S; (2006), Personnel Management, 2th Edition, Sixteenth Print, Tata Mcgraw Hill Publication, New Delhi, India.
• MORE, Charles; (2000), Understanding The Industrial Revolution, Routledge Publication, New York, USA.
• PERI, Giovanni; (2005), “Determinants of Knowledge Flows and Their Effect On Innovation”, The Review of Economics and Statistics, Vol 87, No 2, pp. 308-322.
• PHAM-GIA, Khanh; (2008), Talent Management: Recruiting Methodologies-An Overview Scholarly Research Paper, Grıin Verlag Publication, Germany.
• PLUNKETT, Warren Richard, ATTNER, Raymond F., ALLEN, Gemmy S., Management: Meeting and Exceeding Customer Expectations, Ninth Edition, Thomson South Western Publication, USA, 2008. REDDY, R. Jayaprakash; (2004), Personnel Management, Aph Publishing Corporation, New Delhi, India.
• ROWLEY, Chris and JACKSON, Keith; (2011), Human Resource Management Key Concepts, Routledge Publication, USA, Canada.
• SALA, Florian; (1998), “Drives and Their Vicissitutes In The Management of Human Resources”, Journal of Managerial Psychology, Vol 13, No 7, pp. 498-514.
• SALAMAN, Graeme, STOREY, John and BILLSBERRY, Jon; (2005), Strategic Human Resources Management Theory and Practice A Reader, Second Edition Sage Publications, London. SCHERMERHORN, John R; (2011), Management, 11th Edition, Published by John Wiley and Sons Publication, USA.
• SCHIEMANN William A; (2009), Reinventing Talent Management How To Maximize Performance in The New Marketplace, Published by John Wiley and Sons Incorporation, New Jersey, USA. SCHWALBE, Kathy; (2011), Information Technology Project Management, Revised 6th Edition, Centage Learning Publication, USA.
• SHUKLA, Ravinder; (2009), Talent Management Process of Developing and Integrating Skilled Workers, Global India Publications, New Delhi, India.
• SIMONS, Rae; (2011), Human Resources Management, Issues, Challlenges and Opportunities, Apple Academic Press Incorporation, Canada.
• STOREY, John; (1998), Developments in The Management of Human Resources An Analytical Review, Blackwell Business Publication, USA.
• STOYLES, Pennie, PENTLAND, Peter, and DEMANT, David; (2004), Information Technology, Smart Apple Media Publication, USA.
• SYNMAN, Retha, KRUGER, Cornelius Johannes; (2004), “The Interdependency Between Strategic Management and Strategic Knowledge Management”, Journal of Knowledge Management, pp. 5-19.
• TAMER Koçel, İşletme Yöneticiliği, Beta Yayıncılık, 13. Baskı, İstanbul, 2011. “Talent Management is Bupharm:’s Prescription For Success: Family Owned Firm Competes Effectively With The Multinationals”; (2010), Human Resource Management International Digest, Vol 18, Issue 1, pp. 11-13.
• TANSLEY, Carole; (2011), “What Do We Mean By The Term Talent in Talent Management?”, Industrial and Commercial Training, Vol 43, Issue 5, pp. 266-274.
• ÜLGEN, Hayri and MİRZE, S. Kadri; (2010), İşletmelerde Stratejik Yönetim, 5. Baskı, Beta Yayınları, İstanbul.
• UUSITALO, Olavi and MIKKOLAToni; (2010), “Revisiting The Case of Float Glass Understanding The Industrail Revolution Through The Design Envelope”, European Journal of Innovation Management, Vol 13, No 1, pp. 24-45.
• WEIHRICH, Heinz, CANNICE, Mark V. and KOONTZ, Harold; (2010), Management A Global and Entrepreneurial Perspective, 13th Edition, Mcgraw Hill Publication, New Delhi, India.
• WELLINGS, Richard S, SMITH Audrey B., ERKER, Scott, “Nine Best Practices For Effective Talent Management”, Development Dimensions International, pp. 1-14 http://www.ddiworld.com/DDIWorld/media/whitepapers/ninebestpracticetalentmanagement_wp_ddi.pdf (Retrieved 07. 01. 2013).