You are here

Home » Content

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

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

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): 
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.
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.
FULL TEXT (PDF): 
PDF icon arastirmax-rekabet-stratejileri-ile-insan-kaynaklari-yonetimi-uygulamalari-araindaki-iliskiyi-belirlemeye-yonelik-teorik-bir-cerceve.pdf

REFERENCES

References: 

[1] Alcazar, Fernando Martin, Pedro M. Romero-Fernandez ve Gonzalo Sanchez-Gardey. (2005). “Strategic Human Resource Management: Integrating The Universalistic, Contingent, Configurational and Contextual Perspectives”, International Journal of Human Resource Management, Vol. 16, No. 5, p. 633, pp. 633-659.
[2] Karami, Azhdar, Farhad Analoui ve John Cusworth. (2004). Strategic Human Resource Management and Resource-Based Approach: The Evidence From the British Manufacturing Industry”, Management Research News, Vol. 27, No. 6, p. 50-51, pp. 50-68.
[3] Holbeche, Linda. (2004). Aligning Human Resources and Business Strategy, Oxford, Elsevier Butterworth-Heinemann, p.13.
[4] Greer, Charles R. (1995). Strategy and Human Resources, New Jersey, Prentice Hall, pp. 116-118.
[5] Miles, R. ve Snow, C. (1984). “Designing Strategic Human Resources Systems”, Organizational Dynamics. Vol.13, No.1, p. 36-37, pp.36-52.
[6] Panayotopoulou, Leda, Dimitris Bourantas ve Nancy Papalexandris. (2003). “Strategic Human Resource Management and Its Effects on Firm Performance: An Implementation of the Competing Values Framework”, International Journal of Human Resource Management, Vol. 14, No. 4, p. 680.
[7] Arthur, Jeffrey B. (April 1992). “The Link Between Business Strategy and Industrial Relations Systems in American Steel Minimills”, Industrial and Labor Relations Review, Vol. 45, No. 3, p. 489, pp. 488-506.
[8] Porter, Michael E. (1980). Competitive Strategy, The Free Press, Boston, USA, p. 35.
[9] Boxall, Peter and John Purcell. (2003). Strategy and Human Resource Management, Palgrave Macmillan: New York, p. 45.
[10] Walker, James W. (1994). “Integrating the Human Resource Function with the Business”, Human Resource Planning, Vol.17, No.2, p. 60, pp. 59-77.
[11] Boxall and Purcell, (2003), op.cit., p. 56.
[12] Walker, (1994), op.cit., p. 59.
[13] Porter, (1980), op.cit., p. 40.
[14] Guthrie, James P., Chester S. Spell ve Robert Ochoki Nyamori. (2002). “Correlates and Consequences of High Involvement Work Practices: The Role of Competitive Strategy”, International Journal of Human Resource Management, Vol. 13, No. 1, p. 186, pp. 183-197.
[15] Buller, Paul F., Caryn Beck-Dudley ve Glenn M.McEvoy. (1990). “Competitive Strategy and Human Resource Practices in a Professional Service Environment”, Human Resource Planning, Vol. 13, No.1, p. 28, pp. 27-35.
[16] Peck, Sharon R. (1994). “Exploring The Link Between Organizational Strategy and The Employment Relationship: The Role of Human Resources Policies”, Journal of Management Studies, Vol. 31, No. 5, p. 716, pp. 715-736.
[17] Schuler, Randall S. and Susan E. Jackson. (1987). “Linking Competitive Strategies With Human Resource Management Practices”, The Academy of Management Executive, Vol. 1, No. 3, p. 210, pp. 207-219.
[18] Holbeche, (2004), op.cit., p. 55.
[19] Arthur, (April 1992), op.cit., p. 491.
[20] Liao, Yao-Sheng. (2005). “Business Strategy and Performance: The Role of Human Resource Management Control”, Personnel Review, Vol. 34, No. 3, p. 298, pp. 294-309.
[21] Schuler and Jackson, (1987), op.cit., p. 213.
[22] Holbeche, (2004), op.cit., p. 54.
[23] Arthur, (April 1992), op.cit., p. 490.

Thank you for copying data from http://www.arastirmax.com