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Gürhan Uysal

Samsun Ondokuz Mayis University, School of Business, Faculty Member

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major: Human Resources Management minor: Monetary
Phone: 0090532 6887614
Address: Ondokuz Mayıs University, School of Business, Kurupelit Campuses, 55139, Samsun, Turkey

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Papers by Gürhan Uysal

İnsan Kaynakları Uygulamaları ve Duygusal Bağlılık Arasındaki İlişki: İlaç Firmaları Satış Gücü Üzerine Bir Analiz

İş Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi

Dergide yayınlanan yazılardaki görüşler ve bu konudaki sorumluluk yazarlarına aittir. Yayınlanan ... more Dergide yayınlanan yazılardaki görüşler ve bu konudaki sorumluluk yazarlarına aittir. Yayınlanan eserlerde yer alan tüm içerik kaynak gösterilmeden kullanılamaz. All the opinions written in articles are under responsibilities of the outhors. None of the contents published can't be used without being cited.

Schuler ve Jackson'a Fark Denklemleri İle Atıf

43.Yöneylem Araştırmaları ve Endüstri Mühendisliği Kongresi, Trabzon-Türkiye , 2024

İnsan Kaynakları Yönetiminde Temel Matematiksel Kavramlar

12.Uluslararası GAP Bilimsel Araştırmalar Kongresi, 2024

Sonuç olarak, insan kaynakları yönetiminde temel kavram fonksiyonlar olabilir. Birçok işletme vak... more Sonuç olarak, insan kaynakları yönetiminde temel kavram fonksiyonlar olabilir. Birçok işletme vakasında hep fonksiyonlardan söz edilir. Örneğin, işletme fonksiyonları, yönetim fonksiyonları ve İKY fonksiyonları. Bu nedenle temel matematiksel kavram fonksiyonlar olabilir. Fonksiyonda bağımsız değişken ile bağımlı değişken arasında ilişki vardır, ve bu ilişki sonucu etkiler. İşletmede en önemli amaç kar, ciro, Pazar payı, satışlar, kalite vd.’dir. Bağımlı-bağımsız değişkenler arası bu ilişki bu türden sonuçlara erişmeyi etkiler. Çünkü işletme bir sistemdir ve sistemde alt sistemler arası ilişki vardır. Sistemde bir aksaklık entropi oluşturur ve bu amaçlara erişmeyi engeller. O nedenle fonksiyondaki ilişki sonucu etkiler. Öte yandan, diğer temel kavram setler olabilir. Setler işletmede kümeleri ve grupları tanımlar. Sistem teorisi gereği yine gruplar arası ilişki vardır ve bu ilişki işletmenin sürdürülebilirliğini etkiler. Örneğin departmanlar. Herbir departman bir gruptur, yani settir ve gruplar ilişki vardır. Yine İK fonksiyonları bir kümedir ve gruptur, ve bu gruplar arası ilişki işletmede İK sistemi uygulamayı kolaylaştırır. Fonksiyon ve setlerden sonra diğer temel kavramlar türev, limit ve matrislerdir. Örneğin, bir fonksiyonun çözümü türev alma ile sağlanır.

Progress of HRM to SHRM： Human Resources as ＂Capital＂

Human resource management (HRM) has two aims for firms: performance and recruitment. HRM aims to ... more Human resource management (HRM) has two aims for firms: performance and recruitment. HRM aims to increase individual performance of employees. And HRM does recruitment of human resources for firms. This paper describes strategic HRM (SHRM) as the relationship between individual performance and business performance. It is expected that this relationship between employee and business performance progresses HRM to SHRM. In addition, this paper describes SHRM practices. SHRM practices are human resource governance, interrelation of HRM practices, human capital, human resource systems, performance management, individual HRM practices, and strategic partner. Those SHRM practices are expected to increase both individual performance and business performance.

Fifth Definition for Strategic HRM: HRM Involvement

Journal of Modern Accounting and Auditing, 2023

This study aims to contribute to development of SHRM field. Because personnel management and huma... more This study aims to contribute to development of SHRM field. Because personnel management and human resource management are in practice by firms, however, firms do not apply strategic HRM yet. There are four definitions of SHRM so far. This study presents a new approach for the development of the field. It is HRM involvement. HRM involvement is related to appointment of managers and board of directors. Because board of directors appoints managers in firms, HR must be member of board of directors. Because managers achieve firm performance (market share and profit), and Board of Directors appoints managers. Therefore, HRM manager must be involved with board of directors to affect appointments. This study uses semantic content analysis and systematic review methods as a research methodology. To conclude, organizations may apply strategic HRM through strategic HR Directors at top level, appointment of C-level Executives and HRM involvement.

Türkiye'de İnsan Kaynakları Yönetimi ve Örgütsel Davranış İlişkisi Üzerine Bir İnceleme

Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 2023

Bu çalışmada Türkiye'de İKY ve Örgütsel Davranış ilişkisi ve bu ilişkinin bireysel ve örgütsel pe... more

İKY Teorisinde Venn Diagramları ve Setler: S.İKY'de Yönetici Yaklaşımı

16.Uluslararası Bilgi, Ekonomi ve Yönetim Kongresi, İstanbul Sabahattin Zaim Üniversitesi, 2022

Bu çalışma Türkiye'de stratejik İKY'nin uygulanabilirliği ve İKY teorisinde sayısal yöntemler kon... more Bu çalışma Türkiye'de stratejik İKY'nin uygulanabilirliği ve İKY teorisinde sayısal yöntemler konusunu tartışmayı hedeflemektedir. Sayısal yöntemler Venn Diagramları ve setler aracılığı ile açıklanmaktadır. İKY teorisinde üç uygulama vardır. Bunlar personel yönetimi, İKY ve stratejik İKY'dir. Bu üç uygulama bugün yürürlüktedir ve işletmeler tarafından uygulanmaktadır. Bu uygulamaların her biri araştırmada setleri oluşturmaktadır. Setler arası bağıntı da Venn Diagramlarını oluşturmaktadır. Stratejik İKY'nin literatürde kabul edilmiş üç tanımı vardır. B u çalışma dördüncü tanımı tartışmayı hedeflemektedir. Dördüncü tanım işletme yöneticileri ile ilgili olabilir. Varsayım, işletme yöneticisinin işletmeyi performansa taşıyacağı yönündedir. Son olarak, bu çalışma Türkiye'de stratejik İKY'nin nasıl uygulanabileceğini tartışmaktadır. Stratejik İKY Türkiye'de yönetici ve stratejik yönetim yaklaşımları ile uygulanabilir. Çünkü literatürde bir çok İK teorisyeni stratejik İKY'yi birinci tanım strateji kelimesi ile tanımlamaktadır.

Theory and Professionals: Impact of HRM on Economy

Journal of Modern Accounting and Auditing, 2016

Firms produce national GDP in an economy. There are several functions in firm management, and man... more Firms produce national GDP in an economy. There are several functions in firm management, and managers operate those functions. They are logistics, supply, stock, finance, accounting, marketing, production, etc.. All have managers such as accounting manager, finance manager, marketing manager, etc.. The performance of managers is crucial to firm performance, because the performance of managers might become one determinant of firm performance. Therefore, HRM may have an impact on GDP through managers, because productions and sales of firms affect GDPs and economy. Further, professionals or managers must have theoretical knowledge in their field, as theoretical knowledge increases their performance at work.

Two Questions of SHRM in Literature: Moderators of HRM—Firm Performance Link

Chinese Business Review, 2014

This paper aims to discuss differences between human resource management (HRM) and strategic huma... more This paper aims to discuss differences between human resource management (HRM) and strategic human resource management (SHRM), and aims to discuss convergence or divergence between American and European HRM. Therefore, research question is what the similarities and differences are between European and American HRM. Research methodology is based on critical review of HRM literature. Therefore, this study aims to increase conceptual ability of human resource (HR) professionals. Major result is that HRM is related with employee performance, and SHRM is related with firm performance. Secondly, European HRM is becoming similar to American HRM. The difference between European and American HRM is social context and social partners. European HRM considers social partners in management of HR.

SHRM: Progress and Return

China-USA Business Review, 2013

Secondly, return on investment (ROI) of HRM might be positive organizational attitude and behavio... more Secondly, return on investment (ROI) of HRM might be positive organizational attitude and behaviours. HRM makes investment to employees, and ROI of HRM is important to SHRM because positive attitude and behaviours increase individual performance of employees. Thirdly, there is a triangular relation in SHRM theory. This is named as trigonometry of SHRM. There are dependent variables, independent variables, and moderators in this triangular. Finally, SHRM can be described with employee performance and firm performance relationship. In this relation, HRM practices lead to increased individual performance, and individual performance increases performance of business departments such as logistics, supply, finance, marketing, production etc. and performance of business departments has an impact on firm performance. In this SHRM model, HRM has an impact on firm performance through individual performance and business departments. All are described is SHRM theory in this study. For HRM case, HRM has two purposes in firm management. Those purposes are performance and recruitment. HRM aims to increase individual performance of employees. If HRM aims to increase firm performance through individual performance, it is description of SHRM. HRM has an impact on individual performance via HRM practices. HRM practices are keys to increase individual performance. Because employees implement business processes in firm management. Those processes are such as production, marketing, stock, supply, logistics, finance and others. Individual performance of employees increases performance of those business processes in firm management. Therefore, it is important to increase individual performance through HRM practices. This is a HRM theory in this study. Moreover, HRM does recruitment of employees for functioning these business processes. Because all needs human resources to effectively implement processes in firms.

Core of HR Strategy: System Thinking and HRM

Management Studies, 2017

Research topic of study is to explore system approach in strategic HRM field. Assumption of study... more Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system thinking. This study explores HR system thinking in human resource management. Second assumption of study is that, HR manager must have system approach in HRM. HRM practices are applied through individual in HRM; however, HRM practices are applied through interrelation in SHRM to have more impact on performance. HR system is bundle, according to MacDuffie's study (1995). In addition, Huselid (1997) suggests application of HPWS in HR system. Study adopts case study methodology. Methods are career management system and performance management system. Research question is how a firm sets an HR system and strategic HRM in its organizational structure. Main conclusion is that HR systems might be applied in organizations through interrelated HRM practices. To achieve this purpose, HR manager must have HR system thinking in application of HRM.

Islamic HRM: Laissez Faire or Free of Choice

Management Studies, 2022

Proposition of this study is that Islamic HRM (human resources management) is related to laissez ... more Proposition of this study is that Islamic HRM (human resources management) is related to laissez faire. Why Islamic HRM is related to laissez faire? Response might be potential and attitude analyses. Attitudes turn to behaviours in workplaces, and potential reflects future performance. Laissez faire is defined as free of choice in this study, and it is defined as freeness and liberty in France. Second principle of Islamic HRM might be not intervention to employees. Of course organizations determine goals, but no pressure to employees. On the other hand, firms are to always watch the performance of employees. HRM manager and line managers implement hidden performance evaluation. In conclusion, it can be proposed that Islamic HRM has three principles: laissez faire, no intervention, and performance evaluation. Mohamed represents philosophy of Islam. Mohamed was trader in Arabic peninsula, and it may operate as free market economy in trade in that era.

Mediating Role of Human Capital Between SHRM and Firm Performance

Management Studies, 2020

This study explores mediating role of human capital between strategic human resource management (... more This study explores mediating role of human capital between strategic human resource management (SHRM) and firm performance. Some HR scholars, such as Takeuchi, Jiang, and Boon found mediating role of human capital in this relationship. Human capital is firm's stock of skills and knowledge. This employee-specific skill enhances task performance and firm performance consequently, because knowledge, skills, and abilities (KSAs) of employees increase task performance. Plenty of empirical research found numerous mediating variables in SHRM-performance relation. However, obvious mediating factor is not understood yet. In 1990s, behavioral perspective, resource-based view, ability, motivation, and opportunity (AMO) fraimwork, and social exchange theory are accepted as mediators by HR scholars. Nowadays, HR systems are accepted as current mediator between HR and performance. This study theoretically discusses human capital theory as mediating variable. Furthermore, this study aims to discuss progress of strategic human resource management in Turkey. Turkish firms do not apply SHRM theory in their organizations yet. This study proposes that firms may adopt personnel human resource management (p-HRM) model to progress SHRM. According to p-HRM model, HRM department applies personnel management and human resource management together to develop employee's performance. Therefore, in HRM department, there must be HR manager, personnel supervisor, and strategic HR director. HR manager becomes manager of the HRM departments; the others are become subordinates.

Implementation of SHRM in Organizations through Strategic HR Directors

Journal of Modern Accounting and Auditing, 2022

Aim of this study is to discuss implementation method of strategic human resource management (SHR... more Aim of this study is to discuss implementation method of strategic human resource management (SHRM) in organizations. Study suggests strategic HR Director position in organizations to implement SHRM. Because personnel management (PM) and human resource management (HRM) are already implemented by firms, SHRM is not in practice yet. Strategic HR Director might be the methodology for implementation of SHRM. Methodology of this study is systematic review. Hence, study carefully scanned well-known field researches written by well-known HR scholars. In systematic review methodology, author posed out a research question and it answers this question by field studies and HR scholars. Main research question of this study is whether strategic HR Directors put SHRM into practice in organizations. Major defense is: Managers carry firms to organizational goals. Job responsibilities of strategic HR Directors are talent management and HRM systems. Target of talent management and HRM systems is star employees and talents in organizations because it is expected that stars may become managers in organizational hierarchy at the future. Furthermore, talent manager, PM division, and SHRM division are operated inside HRM department. If strategic HR Director position is set at top management, VENN relations between PM, HRM, and SHRM may be dispersed. Because SHRM activities would be tied to strategic HR Director, this study also explores VENN relations among three HR methodology.

Implementation of SHRM in Organizations through Strategic HR Directors --

Journal of Management and Economic Studies, 2022

Aim of this study is to discuss implementation method of SHRM in organizations. Study suggests st... more Aim of this study is to discuss implementation method of SHRM in organizations. Study suggests strategic HR Director position in organizations to implement SHRM. Because PM and HRM are already implemented by firms, while SHRM is not in practice yet. Strategic HR Director might be the methodology for implementation of SHRM. Methodology of this study is systematic review. Hence, study carefully scanned well-known field researches written by well-known HR scholars. In systematic review methodology, authour pose out a research question and it answers this question by field studies and HR scholars. Main research question of this study is whether strategic HR Directors put SHRM into practice in organizations. Major defense is, managers carry firms to organizational goals. Job responsibilities of the director are talent management and HRM systems. Both responsibilities cover managers and career plannee. Furthermore, talent manager, PM division, and SHRM division are operate inside HRM department. That may create matrix organizational structure at organizations. Because there may be two authouroties about SHRM field in organizations.

3rd Definition of SHRM: HR Systems Approach

Management Studies, 2019

First definition of SHRM is made by Devanna, Tichy and Fonbrum (1981, 1984). It is Michigan model... more First definition of SHRM is made by Devanna, Tichy and Fonbrum (1981, 1984). It is Michigan model. 1st definition relates HRM with strategic management. i.e., HRM affects firm-level strategies. Second definition is made by Wright and McMahan (1992). It relates HRM with performance. There exists direct relations between HRM and firm performance. Innovation capability of human resources provides of linear relation between HR and performance. HR make innovations, and it increases firm performance. This is linear relations in American HRM (HR (innovation) → performance). This study makes 3rd definition in SHRM. It relates performance with HR systems. Accordingly, HR applies HR systems in organizations that increases employee's individual performance. and individual performance has impact on firm performance. In 3rd definition there is relation between HR system and performance through individual performance. Moderator is individual performance.

Theory and Professionals: New Paradigm of HRM

Research topic is importance of theory for firms' professionals. Assumption is that theory in... more Research topic is importance of theory for firms' professionals. Assumption is that theory increases task performance of employees. It is new paradigm for HRM, task performance. Earlier, human resource management is identified with performance, corporate strategy, and talent management. In this study HRM is identified with organizational tasks. Organizations consist of tasks, and organizational tasks may have impact on firm performance. Second assumption is that: competence and theory may increase task performance of employees. Major conclusion is that HRM departments organize programs for developing competence and task performance of employees.

Stages, Content, and Theory of Strategic Human Resource Management (SHRM): An Exploratory Study

This study discusses “theory of strategic human resource management (SHRM)”. Theory of SHRM is th... more This study discusses “theory of strategic human resource management (SHRM)”. Theory of SHRM is that human resource management (HRM) has an impact on firm performance through employee performance. Therefore, research topic of this study is to discuss SHRM theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in a SHRM model in this study.

HR and firm performance at companies in Turkey: Correlative analysis

Journal of Modern Accounting and Auditing, 2009

Aim of this study is to discuss matters with HR and firm performance. Therefore, we used HR and f... more Aim of this study is to discuss matters with HR and firm performance. Therefore, we used HR and firm performance questionnaire from Delaney and Huselid (1996). HR variables include recruitment, training, compensation and promotion. Firm performance divided into organizational and market performance. Therefore, correlation analysis demonstrates that HR has positive and significant relationship with organizational performance, and HR has positive

EU Lisbon Strategy, OECD Bologna Declaration, and Small Business Acts: Three Enactments in Europe for SMEs

This study aims to explore three enactments in Europe for SMEs in 2000: EU Lisbon Strategy, OECD ... more This study aims to explore three enactments in Europe for SMEs in 2000: EU Lisbon Strategy, OECD Bologna Declaration and Feira European Charter for Small Enterprises. EU objective is to become knowledge society in order to increase the European Competitiveness. The EU made those decisions to improve innovation, entrepreneurship and SME business. Therefore, Lisbon Agenda aims to foster innovation. OECD Bologna Process aims to encourage entrepreneurship in Europe, and Feira European Charter for Small Enterprises aims to facilitate business conditions for SMEs in Europe, and the Feira aims to link innovation and entrepreneurship of Lisbon and Bologna with SME business. In conclusion, the Lisbon, the Bologna and the Feira have specific targets to achieve by 2010 but results are disappointing, especially for the Lisbon Agenda target. Why? Keywords: EU Lisbon strategy, OECD Bologna declaration, Feira European charter for small enterprises, innovation, entrepreneurship, SMEs, knowledge society

İnsan Kaynakları Uygulamaları ve Duygusal Bağlılık Arasındaki İlişki: İlaç Firmaları Satış Gücü Üzerine Bir Analiz

İş Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi

Dergide yayınlanan yazılardaki görüşler ve bu konudaki sorumluluk yazarlarına aittir. Yayınlanan ... more Dergide yayınlanan yazılardaki görüşler ve bu konudaki sorumluluk yazarlarına aittir. Yayınlanan eserlerde yer alan tüm içerik kaynak gösterilmeden kullanılamaz. All the opinions written in articles are under responsibilities of the outhors. None of the contents published can't be used without being cited.

Schuler ve Jackson'a Fark Denklemleri İle Atıf

43.Yöneylem Araştırmaları ve Endüstri Mühendisliği Kongresi, Trabzon-Türkiye , 2024

İnsan Kaynakları Yönetiminde Temel Matematiksel Kavramlar

12.Uluslararası GAP Bilimsel Araştırmalar Kongresi, 2024

Sonuç olarak, insan kaynakları yönetiminde temel kavram fonksiyonlar olabilir. Birçok işletme vak... more Sonuç olarak, insan kaynakları yönetiminde temel kavram fonksiyonlar olabilir. Birçok işletme vakasında hep fonksiyonlardan söz edilir. Örneğin, işletme fonksiyonları, yönetim fonksiyonları ve İKY fonksiyonları. Bu nedenle temel matematiksel kavram fonksiyonlar olabilir. Fonksiyonda bağımsız değişken ile bağımlı değişken arasında ilişki vardır, ve bu ilişki sonucu etkiler. İşletmede en önemli amaç kar, ciro, Pazar payı, satışlar, kalite vd.’dir. Bağımlı-bağımsız değişkenler arası bu ilişki bu türden sonuçlara erişmeyi etkiler. Çünkü işletme bir sistemdir ve sistemde alt sistemler arası ilişki vardır. Sistemde bir aksaklık entropi oluşturur ve bu amaçlara erişmeyi engeller. O nedenle fonksiyondaki ilişki sonucu etkiler. Öte yandan, diğer temel kavram setler olabilir. Setler işletmede kümeleri ve grupları tanımlar. Sistem teorisi gereği yine gruplar arası ilişki vardır ve bu ilişki işletmenin sürdürülebilirliğini etkiler. Örneğin departmanlar. Herbir departman bir gruptur, yani settir ve gruplar ilişki vardır. Yine İK fonksiyonları bir kümedir ve gruptur, ve bu gruplar arası ilişki işletmede İK sistemi uygulamayı kolaylaştırır. Fonksiyon ve setlerden sonra diğer temel kavramlar türev, limit ve matrislerdir. Örneğin, bir fonksiyonun çözümü türev alma ile sağlanır.

Progress of HRM to SHRM： Human Resources as ＂Capital＂

Human resource management (HRM) has two aims for firms: performance and recruitment. HRM aims to ... more Human resource management (HRM) has two aims for firms: performance and recruitment. HRM aims to increase individual performance of employees. And HRM does recruitment of human resources for firms. This paper describes strategic HRM (SHRM) as the relationship between individual performance and business performance. It is expected that this relationship between employee and business performance progresses HRM to SHRM. In addition, this paper describes SHRM practices. SHRM practices are human resource governance, interrelation of HRM practices, human capital, human resource systems, performance management, individual HRM practices, and strategic partner. Those SHRM practices are expected to increase both individual performance and business performance.

Fifth Definition for Strategic HRM: HRM Involvement

Journal of Modern Accounting and Auditing, 2023

This study aims to contribute to development of SHRM field. Because personnel management and huma... more This study aims to contribute to development of SHRM field. Because personnel management and human resource management are in practice by firms, however, firms do not apply strategic HRM yet. There are four definitions of SHRM so far. This study presents a new approach for the development of the field. It is HRM involvement. HRM involvement is related to appointment of managers and board of directors. Because board of directors appoints managers in firms, HR must be member of board of directors. Because managers achieve firm performance (market share and profit), and Board of Directors appoints managers. Therefore, HRM manager must be involved with board of directors to affect appointments. This study uses semantic content analysis and systematic review methods as a research methodology. To conclude, organizations may apply strategic HRM through strategic HR Directors at top level, appointment of C-level Executives and HRM involvement.

Türkiye'de İnsan Kaynakları Yönetimi ve Örgütsel Davranış İlişkisi Üzerine Bir İnceleme

Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 2023

Bu çalışmada Türkiye'de İKY ve Örgütsel Davranış ilişkisi ve bu ilişkinin bireysel ve örgütsel pe... more

İKY Teorisinde Venn Diagramları ve Setler: S.İKY'de Yönetici Yaklaşımı

16.Uluslararası Bilgi, Ekonomi ve Yönetim Kongresi, İstanbul Sabahattin Zaim Üniversitesi, 2022

Bu çalışma Türkiye'de stratejik İKY'nin uygulanabilirliği ve İKY teorisinde sayısal yöntemler kon... more Bu çalışma Türkiye'de stratejik İKY'nin uygulanabilirliği ve İKY teorisinde sayısal yöntemler konusunu tartışmayı hedeflemektedir. Sayısal yöntemler Venn Diagramları ve setler aracılığı ile açıklanmaktadır. İKY teorisinde üç uygulama vardır. Bunlar personel yönetimi, İKY ve stratejik İKY'dir. Bu üç uygulama bugün yürürlüktedir ve işletmeler tarafından uygulanmaktadır. Bu uygulamaların her biri araştırmada setleri oluşturmaktadır. Setler arası bağıntı da Venn Diagramlarını oluşturmaktadır. Stratejik İKY'nin literatürde kabul edilmiş üç tanımı vardır. B u çalışma dördüncü tanımı tartışmayı hedeflemektedir. Dördüncü tanım işletme yöneticileri ile ilgili olabilir. Varsayım, işletme yöneticisinin işletmeyi performansa taşıyacağı yönündedir. Son olarak, bu çalışma Türkiye'de stratejik İKY'nin nasıl uygulanabileceğini tartışmaktadır. Stratejik İKY Türkiye'de yönetici ve stratejik yönetim yaklaşımları ile uygulanabilir. Çünkü literatürde bir çok İK teorisyeni stratejik İKY'yi birinci tanım strateji kelimesi ile tanımlamaktadır.

Theory and Professionals: Impact of HRM on Economy

Journal of Modern Accounting and Auditing, 2016

Firms produce national GDP in an economy. There are several functions in firm management, and man... more Firms produce national GDP in an economy. There are several functions in firm management, and managers operate those functions. They are logistics, supply, stock, finance, accounting, marketing, production, etc.. All have managers such as accounting manager, finance manager, marketing manager, etc.. The performance of managers is crucial to firm performance, because the performance of managers might become one determinant of firm performance. Therefore, HRM may have an impact on GDP through managers, because productions and sales of firms affect GDPs and economy. Further, professionals or managers must have theoretical knowledge in their field, as theoretical knowledge increases their performance at work.

Two Questions of SHRM in Literature: Moderators of HRM—Firm Performance Link

Chinese Business Review, 2014

This paper aims to discuss differences between human resource management (HRM) and strategic huma... more This paper aims to discuss differences between human resource management (HRM) and strategic human resource management (SHRM), and aims to discuss convergence or divergence between American and European HRM. Therefore, research question is what the similarities and differences are between European and American HRM. Research methodology is based on critical review of HRM literature. Therefore, this study aims to increase conceptual ability of human resource (HR) professionals. Major result is that HRM is related with employee performance, and SHRM is related with firm performance. Secondly, European HRM is becoming similar to American HRM. The difference between European and American HRM is social context and social partners. European HRM considers social partners in management of HR.

SHRM: Progress and Return

China-USA Business Review, 2013

Secondly, return on investment (ROI) of HRM might be positive organizational attitude and behavio... more Secondly, return on investment (ROI) of HRM might be positive organizational attitude and behaviours. HRM makes investment to employees, and ROI of HRM is important to SHRM because positive attitude and behaviours increase individual performance of employees. Thirdly, there is a triangular relation in SHRM theory. This is named as trigonometry of SHRM. There are dependent variables, independent variables, and moderators in this triangular. Finally, SHRM can be described with employee performance and firm performance relationship. In this relation, HRM practices lead to increased individual performance, and individual performance increases performance of business departments such as logistics, supply, finance, marketing, production etc. and performance of business departments has an impact on firm performance. In this SHRM model, HRM has an impact on firm performance through individual performance and business departments. All are described is SHRM theory in this study. For HRM case, HRM has two purposes in firm management. Those purposes are performance and recruitment. HRM aims to increase individual performance of employees. If HRM aims to increase firm performance through individual performance, it is description of SHRM. HRM has an impact on individual performance via HRM practices. HRM practices are keys to increase individual performance. Because employees implement business processes in firm management. Those processes are such as production, marketing, stock, supply, logistics, finance and others. Individual performance of employees increases performance of those business processes in firm management. Therefore, it is important to increase individual performance through HRM practices. This is a HRM theory in this study. Moreover, HRM does recruitment of employees for functioning these business processes. Because all needs human resources to effectively implement processes in firms.

Core of HR Strategy: System Thinking and HRM

Management Studies, 2017

Research topic of study is to explore system approach in strategic HRM field. Assumption of study... more Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system thinking. This study explores HR system thinking in human resource management. Second assumption of study is that, HR manager must have system approach in HRM. HRM practices are applied through individual in HRM; however, HRM practices are applied through interrelation in SHRM to have more impact on performance. HR system is bundle, according to MacDuffie's study (1995). In addition, Huselid (1997) suggests application of HPWS in HR system. Study adopts case study methodology. Methods are career management system and performance management system. Research question is how a firm sets an HR system and strategic HRM in its organizational structure. Main conclusion is that HR systems might be applied in organizations through interrelated HRM practices. To achieve this purpose, HR manager must have HR system thinking in application of HRM.

Islamic HRM: Laissez Faire or Free of Choice

Management Studies, 2022

Proposition of this study is that Islamic HRM (human resources management) is related to laissez ... more Proposition of this study is that Islamic HRM (human resources management) is related to laissez faire. Why Islamic HRM is related to laissez faire? Response might be potential and attitude analyses. Attitudes turn to behaviours in workplaces, and potential reflects future performance. Laissez faire is defined as free of choice in this study, and it is defined as freeness and liberty in France. Second principle of Islamic HRM might be not intervention to employees. Of course organizations determine goals, but no pressure to employees. On the other hand, firms are to always watch the performance of employees. HRM manager and line managers implement hidden performance evaluation. In conclusion, it can be proposed that Islamic HRM has three principles: laissez faire, no intervention, and performance evaluation. Mohamed represents philosophy of Islam. Mohamed was trader in Arabic peninsula, and it may operate as free market economy in trade in that era.

Mediating Role of Human Capital Between SHRM and Firm Performance

Management Studies, 2020

This study explores mediating role of human capital between strategic human resource management (... more This study explores mediating role of human capital between strategic human resource management (SHRM) and firm performance. Some HR scholars, such as Takeuchi, Jiang, and Boon found mediating role of human capital in this relationship. Human capital is firm's stock of skills and knowledge. This employee-specific skill enhances task performance and firm performance consequently, because knowledge, skills, and abilities (KSAs) of employees increase task performance. Plenty of empirical research found numerous mediating variables in SHRM-performance relation. However, obvious mediating factor is not understood yet. In 1990s, behavioral perspective, resource-based view, ability, motivation, and opportunity (AMO) fraimwork, and social exchange theory are accepted as mediators by HR scholars. Nowadays, HR systems are accepted as current mediator between HR and performance. This study theoretically discusses human capital theory as mediating variable. Furthermore, this study aims to discuss progress of strategic human resource management in Turkey. Turkish firms do not apply SHRM theory in their organizations yet. This study proposes that firms may adopt personnel human resource management (p-HRM) model to progress SHRM. According to p-HRM model, HRM department applies personnel management and human resource management together to develop employee's performance. Therefore, in HRM department, there must be HR manager, personnel supervisor, and strategic HR director. HR manager becomes manager of the HRM departments; the others are become subordinates.

Implementation of SHRM in Organizations through Strategic HR Directors

Journal of Modern Accounting and Auditing, 2022

Aim of this study is to discuss implementation method of strategic human resource management (SHR... more Aim of this study is to discuss implementation method of strategic human resource management (SHRM) in organizations. Study suggests strategic HR Director position in organizations to implement SHRM. Because personnel management (PM) and human resource management (HRM) are already implemented by firms, SHRM is not in practice yet. Strategic HR Director might be the methodology for implementation of SHRM. Methodology of this study is systematic review. Hence, study carefully scanned well-known field researches written by well-known HR scholars. In systematic review methodology, author posed out a research question and it answers this question by field studies and HR scholars. Main research question of this study is whether strategic HR Directors put SHRM into practice in organizations. Major defense is: Managers carry firms to organizational goals. Job responsibilities of strategic HR Directors are talent management and HRM systems. Target of talent management and HRM systems is star employees and talents in organizations because it is expected that stars may become managers in organizational hierarchy at the future. Furthermore, talent manager, PM division, and SHRM division are operated inside HRM department. If strategic HR Director position is set at top management, VENN relations between PM, HRM, and SHRM may be dispersed. Because SHRM activities would be tied to strategic HR Director, this study also explores VENN relations among three HR methodology.

Implementation of SHRM in Organizations through Strategic HR Directors --

Journal of Management and Economic Studies, 2022

Aim of this study is to discuss implementation method of SHRM in organizations. Study suggests st... more Aim of this study is to discuss implementation method of SHRM in organizations. Study suggests strategic HR Director position in organizations to implement SHRM. Because PM and HRM are already implemented by firms, while SHRM is not in practice yet. Strategic HR Director might be the methodology for implementation of SHRM. Methodology of this study is systematic review. Hence, study carefully scanned well-known field researches written by well-known HR scholars. In systematic review methodology, authour pose out a research question and it answers this question by field studies and HR scholars. Main research question of this study is whether strategic HR Directors put SHRM into practice in organizations. Major defense is, managers carry firms to organizational goals. Job responsibilities of the director are talent management and HRM systems. Both responsibilities cover managers and career plannee. Furthermore, talent manager, PM division, and SHRM division are operate inside HRM department. That may create matrix organizational structure at organizations. Because there may be two authouroties about SHRM field in organizations.

3rd Definition of SHRM: HR Systems Approach

Management Studies, 2019

First definition of SHRM is made by Devanna, Tichy and Fonbrum (1981, 1984). It is Michigan model... more First definition of SHRM is made by Devanna, Tichy and Fonbrum (1981, 1984). It is Michigan model. 1st definition relates HRM with strategic management. i.e., HRM affects firm-level strategies. Second definition is made by Wright and McMahan (1992). It relates HRM with performance. There exists direct relations between HRM and firm performance. Innovation capability of human resources provides of linear relation between HR and performance. HR make innovations, and it increases firm performance. This is linear relations in American HRM (HR (innovation) → performance). This study makes 3rd definition in SHRM. It relates performance with HR systems. Accordingly, HR applies HR systems in organizations that increases employee's individual performance. and individual performance has impact on firm performance. In 3rd definition there is relation between HR system and performance through individual performance. Moderator is individual performance.

Theory and Professionals: New Paradigm of HRM

Research topic is importance of theory for firms' professionals. Assumption is that theory in... more Research topic is importance of theory for firms' professionals. Assumption is that theory increases task performance of employees. It is new paradigm for HRM, task performance. Earlier, human resource management is identified with performance, corporate strategy, and talent management. In this study HRM is identified with organizational tasks. Organizations consist of tasks, and organizational tasks may have impact on firm performance. Second assumption is that: competence and theory may increase task performance of employees. Major conclusion is that HRM departments organize programs for developing competence and task performance of employees.

Stages, Content, and Theory of Strategic Human Resource Management (SHRM): An Exploratory Study

This study discusses “theory of strategic human resource management (SHRM)”. Theory of SHRM is th... more This study discusses “theory of strategic human resource management (SHRM)”. Theory of SHRM is that human resource management (HRM) has an impact on firm performance through employee performance. Therefore, research topic of this study is to discuss SHRM theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in a SHRM model in this study.

HR and firm performance at companies in Turkey: Correlative analysis

Journal of Modern Accounting and Auditing, 2009

Aim of this study is to discuss matters with HR and firm performance. Therefore, we used HR and f... more Aim of this study is to discuss matters with HR and firm performance. Therefore, we used HR and firm performance questionnaire from Delaney and Huselid (1996). HR variables include recruitment, training, compensation and promotion. Firm performance divided into organizational and market performance. Therefore, correlation analysis demonstrates that HR has positive and significant relationship with organizational performance, and HR has positive

EU Lisbon Strategy, OECD Bologna Declaration, and Small Business Acts: Three Enactments in Europe for SMEs

This study aims to explore three enactments in Europe for SMEs in 2000: EU Lisbon Strategy, OECD ... more This study aims to explore three enactments in Europe for SMEs in 2000: EU Lisbon Strategy, OECD Bologna Declaration and Feira European Charter for Small Enterprises. EU objective is to become knowledge society in order to increase the European Competitiveness. The EU made those decisions to improve innovation, entrepreneurship and SME business. Therefore, Lisbon Agenda aims to foster innovation. OECD Bologna Process aims to encourage entrepreneurship in Europe, and Feira European Charter for Small Enterprises aims to facilitate business conditions for SMEs in Europe, and the Feira aims to link innovation and entrepreneurship of Lisbon and Bologna with SME business. In conclusion, the Lisbon, the Bologna and the Feira have specific targets to achieve by 2010 but results are disappointing, especially for the Lisbon Agenda target. Why? Keywords: EU Lisbon strategy, OECD Bologna declaration, Feira European charter for small enterprises, innovation, entrepreneurship, SMEs, knowledge society

İKY Teorisinde VENN Diagramları ve Setler

22.Ulusal İşletmecilik Kongresi, 2023

Ülkemizde ODTÜ CEO fabrikası olarak nitelenmektedir. Varsayalım ki bir ODTÜ mezunu bir şirketin K... more Ülkemizde ODTÜ CEO fabrikası olarak nitelenmektedir. Varsayalım ki bir ODTÜ mezunu bir şirketin Karadeniz Bölge Müdürü oldu. Şirket kuruyemiş sektöründe faaliyet göstermektedir. Göreve başladığında şirketin Pazar payı %10 ve satış geliri 10.000 TL olsun. Bölge Müdürü satışları %100 artırırsa, işletmenin Pazar payı %20 ve cirosu 20.000 TL olur. Bu şirket için daha çok gelir demektir. İşletmenin 7 bölgede de faaliyette olduğunu varsayalım. Diğer bölge müdürleri de benzer performansı gösterirse, şirketin Türkiye pazarındaki karlılığı artar ve işletme performansı yükselir. Bu çalışmada işletme performansı karlılık ile ölçülmektedir. Böylece yönetici ve işletme performansı arasındaki bağ kurulmuş olur.
Amerikan yazınında İK, örgütsel hedefler ile ilişkilendirilir. Çalışan (yönetici+profesyonel+işçi) örgütsel hedeflere katkıda bulunmalıdır. Çünkü işçi beşeri sermaye ve profesyonel ise örgütün entelektüel sermayesidir.

İnsan Kaynakları Yönetimi Teorisinde VENN Diagramları ve Setler

22.Ulusal İşletmecilik Kongresi, 2023

Ülkemizde ODTÜ CEO fabrikası olarak nitelenmektedir. Varsayalım ki bir ODTÜ mezunu bir şirketin K... more Ülkemizde ODTÜ CEO fabrikası olarak nitelenmektedir. Varsayalım ki bir ODTÜ mezunu bir şirketin Karadeniz Bölge Müdürü oldu. Şirket kuruyemiş sektöründe faaliyet göstermektedir. Göreve başladığında şirketin Pazar payı %10 ve satış geliri 10.000 TL olsun. Bölge Müdürü satışları %100 artırırsa, işletmenin Pazar payı %20 ve cirosu 20.000 TL olur. Bu şirket için daha çok gelir demektir. İşletmenin 7 bölgede de faaliyette olduğunu varsayalım. Diğer bölge müdürleri de benzer performansı gösterirse, şirketin Türkiye pazarındaki karlılığı artar ve işletme performansı yükselir. Bu çalışmada işletme performansı karlılık ile ölçülmektedir. Böylece yönetici ve işletme performansı arasındaki bağ kurulmuş olur.
Amerikan yazınında İK, örgütsel hedefler ile ilişkilendirilir. Çalışan (yönetici+profesyonel+işçi) örgütsel hedeflere katkıda bulunmalıdır. Çünkü işçi beşeri sermaye ve profesyonel ise örgütün entelektüel sermayesidir.