Books by FULYA AYDINLI KULAK
Cranet International Executive Report 2017, 2017
‘Cranet’ is an international network of business schools, which conducts a regular survey of Huma... more ‘Cranet’ is an international network of business schools, which conducts a regular survey of Human Resource Management (HRM), enquiring into policies and practices in people management through a set of common questions. The survey is undertaken approximately every five years. The purposes of the survey are to provide high quality data for academics, for public and private sector organizations, as well as for students of the field, to inform research and to create new knowledge about Human Resource Management across the world.
This international report discusses the Cranet survey data collected between 2014 and 2016 and follows the previous report that examined the data collected between 2008 and 2011. As a dataset, Cranet is unique in two ways: first it allows for the comparison of HRM policies and practices in a large number of countries across the globe, including, for example, Northern, Western, Eastern and Latin Europe; the USA, Australia and China. Second, as the Network has collected data on a regular basis since 1989, Cranet allows the examination of trends and changes in HRM over a 21-year period.
Papers by FULYA AYDINLI KULAK
İstanbul Üniversitesi İşletme Fakültesi Dergisi, 2005
International Journal of Human Resource Management, Jul 1, 2010
... 09585192.2010.488453 Fulya Aydınlı a * pages 1490-1511. ... In the research, HRM in the two c... more ... 09585192.2010.488453 Fulya Aydınlı a * pages 1490-1511. ... In the research, HRM in the two countries is compared in four dimensions: the HR departments' structure; the top HR managers' characteristics and qualifications; the strategic nature of HRM; and HR practices. ...
Istanbul university journal of pharmacy, Sep 6, 2019
Journal of European Industrial Training, Apr 1, 2006
International Journal of Research In Business and Social Science, Jul 2, 2020
Siyasal Bilgiler Fakültesi dergisi, Sep 16, 2020
İstanbul Üniversitesi İşletme Fakültesi Dergisi, 2005
Anadolu University Journal of Social Sciences, 2003
Cranet International Executive Report 2017, 2017
‘Cranet’ is an international network of business schools, formed which conducts a regular survey ... more ‘Cranet’ is an international network of business schools, formed which conducts a regular survey of Human Resource Management (HRM), enquiring into policies and practices in people management through a set of common questions. The survey is undertaken approximately every five years. The purposes of the survey are to provide high quality data for academics, for public and private sector organizations, as well as for students of the field, to inform research and to create new knowledge about Human Resource Management across the world. This international report discusses the Cranet survey data collected between 2014 and 2016 and follows the previous report that examined the data collected between 2008 and 2011. As a dataset, Cranet is unique in two ways: first it allows for the comparison of HRM policies and practices in a large number of countries across the globe, including, for example, Northern, Western, Eastern and Latin Europe; the USA, Australia and China. Second, as the Network has collected data on a regular basis since 1989, Cranet allows the examination of trends and changes in HRM over a 21- year period. Cranet data are valuable within each country, where they are collected and disseminated by well-known scholars, who comprise the group which meets regularly to steer the project. The international comparisons countries produce data which are new and interesting, informing debates in many academic fields as well as practice. Such comparisons are not without difficulties. Changes to the political and economic landscape are charted by Cranet, for example the expansion of European Union membership, but make simple comparisons problematic, for example when examining changes to EU averages over time.
Isguc The Journal of Industrial Relations and Human Resources, 2015
Isverenlerin ve calisanlarin, istihdami duzenleyen yasalar konusunda bilgi sahibi olmalari, toplu... more Isverenlerin ve calisanlarin, istihdami duzenleyen yasalar konusunda bilgi sahibi olmalari, toplu ve bireysel is uyusmazliklarini ve catismalari kontrol altina almak ve en aza indirmek acisindan gereklidir. Bu calismada; is hukuku konusundaki farkindaligin onemi, calisanlar acisindan ele alinmaktadir. Calismanin amaci, Almanya ve Turkiye’deki yanitlayici calisanlarin is hukuku konusundaki bilinc duzeylerini belirlemek ve karsilastirmaktir. Veriler, Turkiye’den 345 ve Almanya’dan 194 olmak uzere toplam 539 calisandan anket yontemiyle toplanmistir. Elde edilen veriler hem genel olarak analiz edilmis ve karsilastirilmis hem de cinsiyet, kidem ve sendika uyeligi gibi degiskenler acisindan gruplandirilarak karsilastirilmistir. Sonuc olarak, iki ulkedeki katilimcilarin is hukukunun cesitli konularindaki farkindalik duzeylerinde benzerlikler oldugu kadar onemli farkliliklarin da bulundugu gorulmektedir. Buna gore iki ulkeden katilimcilar da bireysel hususlara iliskin incelenen duzenlemeler...
ISPEC International Journal of Social Sciences & Humanities, 2020
This study intends to determine the current situation regarding the prevalence of pay for perform... more This study intends to determine the current situation regarding the prevalence of pay for performance systems established for managers. Examining performance-related pay, we focus on individual, team and organizational performance and explore how widespread several pay components are in 23 countries. The research consists of the firm-level data of 5217 large companies from 23 countries from the Cranfield Network on Comparative Human Resource Management database. The data has been presented descriptively via frequencies and percentages and then analyzed via cluster analysis. In this way, diverging country clusters have been determined regarding the prevalence of pay for performance. Findings show that individual bonus is the most frequently used variable pay component provided to managers in general. Following that, paying for organizational performance is highly prevalent, whereas team-based bonuses are rarely used as a whole. On the other hand, long term incentives are rarely used ...
Uploads
Books by FULYA AYDINLI KULAK
This international report discusses the Cranet survey data collected between 2014 and 2016 and follows the previous report that examined the data collected between 2008 and 2011. As a dataset, Cranet is unique in two ways: first it allows for the comparison of HRM policies and practices in a large number of countries across the globe, including, for example, Northern, Western, Eastern and Latin Europe; the USA, Australia and China. Second, as the Network has collected data on a regular basis since 1989, Cranet allows the examination of trends and changes in HRM over a 21-year period.
Papers by FULYA AYDINLI KULAK
This international report discusses the Cranet survey data collected between 2014 and 2016 and follows the previous report that examined the data collected between 2008 and 2011. As a dataset, Cranet is unique in two ways: first it allows for the comparison of HRM policies and practices in a large number of countries across the globe, including, for example, Northern, Western, Eastern and Latin Europe; the USA, Australia and China. Second, as the Network has collected data on a regular basis since 1989, Cranet allows the examination of trends and changes in HRM over a 21-year period.