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STRATEJİK İNSAN KAYNAKLARI YÖNETİMİNİN FİRMA PERFORMANSINA ETKİSİ

THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

Journal Name:

  • Deniz Harp Okulu Deniz Bilimleri ve Mühendisliği Dergisi

Publication Year:

  • 2010

Key Words:

Keywords (Original Language):

Author NameUniversity of AuthorFaculty of Author
Abstract (2. Language): 
In a rapidly changing competitive environment, human resources are one important source of competitive advantage. Human resource systems can contribute to sustained competitive advantage through facilitating the development of competencies that are firm specific. Strategic human resource management concerns with the creation of a linkage between the overall strategic aims of business and the human resource strategy and implementation. The published research generally reports positive statistical relationships between the greater adoption of HR practices and business performance. The causal linkage between HR and organizational performance will enable the HR managers to design programmes that will bring forth better operational results to attain higher organizational performance. In this paper, after emphasizing that the human resources are an important source of competitive advantage, strategic human resource management is defined. Through spesific examples from academic research regarding the impact of strategic human resource management practices on organizational performance, the conclusion is that the way an organization manages its human resources has a significant relationship with the organization’s performance.
Abstract (Original Language): 
İnsan kaynakları hızla değişen rekabet çevresinde işletmeler için önemli bir rekabet avantajı kaynağıdır. İnsan kaynakları sistemleri firmaya özel yetkinlikler geliştirmek suretiyle sürdürülebilir rekabet avantajı sağlamaktadır. Stratejik insan kaynakları yönetimi firmanın stratejik amaçları ile insan kaynakları stratejisi ve uygulamaları arasında ilişki kurmaya çalışmaktadır. Firmanın insan kaynakları fonksiyonları işletme stratejisini gerçekleştirmeye yardımcı olacak şekilde düzenlenmelidir. Bu konudaki araştırmalar genellikle insan kaynakları uygulamaları ile firma performansı arasında pozitif bir ilişki olduğunu göstermektedir. Bu ilişkinin varlığı insan kaynakları yönetiminin ve yöneticilerinin işletmeler için önemini arttırmakta, insan kaynakları ile ilgili harcamaların maliyet olarak görülmeyip yatırım olarak değerlendirilmesi gereğini ortaya koymaktadır. Bu çalışmada insan kaynaklarının işletmeler için önemli bir rekavet avantajı kaynağı olduğu vurgulandıktan sonra stratejik insan kaynakları yönetimi tanımlanmıştır. Akademik araştırmalardan örnekler verilerek insan kaynakları yönetimi uygulamalarının firma performansı üzerinde olumlu etkisi olduğu sonucuna varılmıştır.
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REFERENCES

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