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REKABET STRATEJİLERİ İLE İNSAN KAYNAKLARI YÖNETİMİ UYGULAMALARI ARAINDAKİ İLİŞKİYİ BELİRLEMEYE YÖNELİK TEORİK BİR ÇERÇEVE

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A THEORETICAL FRAMEWORK FOR DETERMINING THE RELATIONSHIP BETWEEN COMPETITIVE STRATEGIES AND HUMAN RESOURCE MANAGEMENT PRACTICES
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76-87

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Abstract (Original Language): 
İnsan kaynağının işletmeler için en değerli rekabet avantajı kaynağı olduğunun anlaşılmasıyla beraber, stratejik insan kaynakları yönetimi de giderek önem kazanmıştır. Stratejik İ.K.Y. bakış açısına göre; işletmeler izledikleri rekabet stratejileri ile insan kaynakları uygulamaları arasında bağlantı kurmalıdır. Her rekabet stratejisi kendine özgü farklı çalışan niteliklerini ve İ.K. uygulamalarını gerektirmektedir. Tüm İ.K. fonksiyonları ve uygulamaları, işletmenin stratejik amaçları ve hedeflerine göre düzenlenerek, rekabet stratejileri ile entegre edilmelidir. Böylece hem rekabet stratejilerinin başarı ile yürütülmesi mümkün olacak hem de organizasyon ve çalışan performansı arttırılabilecektir. Bu çalışma kapsamında, öncelikle stratejik insan kaynakları yönetimi kavramı kısaca açıklanmıştır. Daha sonra ise rekabet stratejileri hakkında bilgi verilmiş ve bu stratejiler ile İ.K. uygulamalarını uyumlaştırmanın öneminden bahsedilmiştir.
Abstract (2. Language): 
Strategic human resources management has gained more importance after the realization of the critical role of human resources to gain competitive advantage for organizations. According to the strategic human resources management view; organizations should align and link their competitive strategies with the HR functions of the organization. Each competitive strategy requires different employee skills and HR functions. All the functions of HR should be developed according to the goals of the organization and should be integrated with the strategies of the organization. By that way, it will be possible to pursue the strategies effectively and increase the performance of the organization and employees. In this paper, firstly strategic human resources management concept is described briefly. Then, competitive strategies are explained and the importance of aligning HR functions and competitive strategies are discussed.

REFERENCES

References: 

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