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Journals / Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi / 2013 / Sayı: 42

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İNSAN KAYNAKLARI YÖNETİMİNİN STRATEJİK BİR BOYUT KAZANMASI İÇİN GERÇEKLEŞTİRİLEN FAALİYETLERİN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA

Ayşe CİNGÖZ
Asuman AKDOĞAN
Pages
91–122
Publication Date
2015-05-18
DOI
—
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

According to the results of the analysis, human resource (HR) managers think that SHRM occurs with its vertical and horizontal dimensions in their businesses.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Strategic human resource management (SHRM) has horizontal and vertical dimensions.
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Key Findings & Data:Vertical dimension expresses that HRM practices match with organizational strategies.
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Conclusion & Impact:According to the results of the analysis, human resource (HR) managers think that SHRM occurs with its vertical and horizontal dimensions in their businesses.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Stratejik İKY · Yatay Uyum · Dikey Uyum.

Abstract

Strategic human resource management (SHRM) has horizontal and vertical dimensions. Horizontal dimension of SHRM is to arrange human resource management (HRM) practices to support and fit each other. Vertical dimension expresses that HRM practices match with organizational strategies. Our objective in this study is to explain SHRM in a theoretical way and to examine how businesses that are operating in Kayseri perceive SHRM. According to the results of the analysis, human resource (HR) managers think that SHRM occurs with its vertical and horizontal dimensions in their businesses. Managers state that HR strategies are compatible with each other in their organizations. Also, HR opportunities and restrictions are considered while determining and applying business strategies. It is thought that, this study constitutes a basis for studies that will be done in the future

Özet

Stratejik insan kaynakları yönetimi (İKY), yatay ve dikey boyutları olan bir alandır. Stratejik İKY’nin yatay boyutu, İKY uygulamalarının birbirine uyum sağlayacak ve birbirini destekleyecek şekilde oluşturulmasıdır. Dikey boyut ise, İKY uygulamalarının örgütsel stratejilerle bütünleşmesi ve örgütün stratejik amaçlarını desteklemesini ifade etmektedir. Bu çerçevede, çalışmanın temel amacı, stratejik İKY’yi kavramsal olarak açıklayarak, konunun Kayseri İli’nde faaliyet gösteren işletmeler tarafından yatay ve dikey boyutu itibariyle nasıl algılandığını ve ne şekilde uygulandığını tespit etmektir. Analiz sonuçlarına göre, insan kaynakları (İK) yöneticileri, kendi işletmelerinde stratejik İKY’nin yatay ve dikey boyutu itibariyle gerçekleştiğini düşünmektedirler. Yöneticiler, işletmelerinde belirlenen İK stratejilerinin birbiriyle uyumlu ve birbirini destekleyici olduğunu ifade etmişlerdir. Ayrıca, işletme stratejileri belirlenirken ve uygulanırken temel İK fırsatlarının ve sınırlılıklarının dikkate alındığını belirtmişlerdir. Yapılan araştırmanın ilerde yapılacak araştırmalar için temel teşkil edeceği düşünülmektedir.

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Cite This Article

CİNGÖZ, A., AKDOĞAN, A. (2015). -. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Sayı: 42, 91–122. https://ajindex.com/articles/118956

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