SavedAdd your journal

Journals / Anadolu Üniversitesi Sosyal Bilimler Dergisi / 2010 / Cilt: 10 - Sayı: 1

Measuring whether strategically oriented human resource management will lead a difference in the financial performance of company

İnsan kaynakları yönetiminin stratejik olarak yönlendirilmesinin finansal performansı etkileyip etkilemediğinin analizi

Aslı GEYLAN
Serap BENLİGİRAY
Elif DUMAN
Pages
61–83
Publication Date
2022-10-11
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

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

As a result of hypothesis testing, analyzed relationships are found as statistically insignificant.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Purpose of this study is to find out whether strategically oriented human resource management will lead a difference in the financial performance of company.
📊
Key Findings & Data:In this study a company is accepted as strategically oriented if it provides two conditions; the company must declare their general vision, mission and values and besides the company must declare their human resource vision, mission, strategies, values and policies to their shareholders in their websites.
💡
Conclusion & Impact:As a result of hypothesis testing, analyzed relationships are found as statistically insignificant.
🔬Design:Modeling & Simulation
📍Scope:2006 Verileri
⚙️Variables:Domain Parameters

Abstract

Purpose of this study is to find out whether strategically oriented human resource management will lead a difference in the financial performance of company. In this study a company is accepted as strategically oriented if it provides two conditions; the company must declare their general vision, mission and values and besides the company must declare their human resource vision, mission, strategies, values and policies to their shareholders in their websites. With respect to built up model in the research, performance indicators such as pre-tax profits/ sales, pre –tax profit/ net assets, sales from production/ net assets, and gross value added/ net assets constitute the dependent variables of the research. On the other hand, independent variables are company’s general vision, mission and values, and also human resource vision, mission and values, and strategies and policies. Research population is composed of entirety of companies that take place in the 2006 list of Turkey’s Top 500 Industrial Enterprises (ISO 500). As a result of hypothesis testing, analyzed relationships are found as statistically insignificant.

Özet

Bu çalışmanın amacı, işletmelerin genel ve insan kaynakları yönetimi alanında stratejik olarak yönlendirilmiş olmaları ile finansal performansları arasında bir ilişkinin olup olmadığını ortaya koymaktır. Bu çalışmada iki koşulu sağlayan işletmeler stratejik olarak yönlendirilmiş olarak kabul edilmiştir: Genel işletme vizyonunun, misyonunun ve değerlerinin yanı sıra insan kaynakları yönetimi alanında vizyonun, misyonun ve değerlerin, stratejilerin ve politikaların belirlenmiş ve web sitelerinde tüm paydaşlarına ilan edilmiş olması. Araştırmada kurulan modele göre, vergi öncesi kâr/satışlar, vergi öncesi kâr/net aktifler, üretimden satışlar/net aktifler ve brüt katma değer/net aktifler gibi performans göstergeleri araştırmanın bağımlı değişkenlerini oluşturmaktadır. Bağımsız değişkenler ise, işletmenin genel vizyonu, misyonu ve değerleri ile insan kaynakları vizyonu, misyonu ve değerleri, stratejileri ve politikalarıdır. Araştırmanın evreni Türkiye’nin İSO 500 Büyük Sanayi Kuruluşu 2006 listesinde yer alan işletmelerin tümünden oluşmaktadır. Yapılan hipotez testleri sonucunda araştırılan ilişkiler istatistiki olarak anlamlı bulunmamıştır.

🔖

Cite This Article

GEYLAN, A., BENLİGİRAY, S., DUMAN, E. (2022). Measuring whether strategically oriented human resource management will lead a difference in the financial performance of company. Anadolu Üniversitesi Sosyal Bilimler Dergisi, Cilt: 10 - Sayı: 1, 61–83. https://ajindex.com/articles/438417

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (13)

  1. Akgüç, Öztin (1994). Finansal Yönetim. 6. Basım, İstanbul:
  2. Avcıol Basım-Yayın. Ansoff, H. I., Avner, J., Brandenburg, R. G., Portner, F. E. ve Radosevich, R. (1970). Does planning pay? The effect of planning on success of acquisitions in American firms. Long Range Planning, 3 (2), 2-7.
  3. Arthur, J. (1990). Industrial relations and business strategies inAmerican steel minimills. Unpublished PHd Dissertation, Ithaca, NY: Cornel University. İçinde: Lee Dyer (1993). Human resources as a source of competitive advantage. Cornell University: Center for Advanced Human Resource Studies (CAHRS) CAHRS Working Paper Series, http://digitalcommons.ilr.cornell.edu/cahrswp/273 (Ulaşım tarihi: 4 Aralık 2008).
  4. Arthur, J. (1992). The link between business strategy and industrial relations systems in America steel mills. Industrial and Labor Relations Review, 45 (3), 488-506.
  5. Arthur, J. (1994). Effects of human resource systems on manufacturing performance and turnover.Academy of Management Review, 37 (4), 670-687.
  6. Bae, J., Chen, S.,Wan, T.W. D., Lawler, J. J., veWalumbwa, F. O. (2003). Human resource strategy and firm performance in Pacific Rim countries. International Journal of Human Resource Management, 14 (8), 1308–1332.
  7. Bae, J., ve Lawler, J. J. (2000). Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy. Academy of Management Journal, 43 (3), 502–517.
  8. Barjuck, M. R., Mount, M. K. ve Strauss, J. P. (1993). Conscientiousness and performance of sales representatives: test of the mediating effects of goal setting. Journal of Applied Psychology, 78(5), 715-722.
  9. Bart, K. Christopher (2001). Measuring the mission effect in human intellectual capital. Journal of Intellectual Capital, ABI/INFORM Global, 2 (3), 320. Bart, C. Kenneth; Baetz, Mark C. (1998). The relationship between mission statements and firm performance: An exploratory study. Journal of Management Studies, 35 (6), 823-853.
  10. Barney, J. (1991). Firm resources and the theory of competitive advantage. Journal of Management, 17 (1), 99–120.
  11. Baron, J.N. ve Kreps, D.M. (1999). Strategic human resources: Frameworks for general managers.New York: Harvard Business School. Becker, B. E. ve Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. İçinde: G. R. Ferris (Ed.), Research in personnel and human resource management, 16, 53–101,
  12. Greenwich, CT: JAI Press.
  13. Bjorkman, I. ve Fan, X. (2002). Human resource manag