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.
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.
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.
Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 2023
Bu çalışmada Türkiye'de İKY ve Örgütsel Davranış ilişkisi ve bu ilişkinin bireysel ve örgütsel pe... more Bu çalışmada Türkiye'de İKY ve Örgütsel Davranış ilişkisi ve bu ilişkinin bireysel ve örgütsel performansa etkisi araştırılmaktadır.
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.
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.
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.
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.
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.
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.
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
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
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.
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.
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.
Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 2023
Bu çalışmada Türkiye'de İKY ve Örgütsel Davranış ilişkisi ve bu ilişkinin bireysel ve örgütsel pe... more Bu çalışmada Türkiye'de İKY ve Örgütsel Davranış ilişkisi ve bu ilişkinin bireysel ve örgütsel performansa etkisi araştırılmaktadır.
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.
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.
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.
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.
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.
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.
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
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
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.
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.
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Papers by Gürhan Uysal
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.
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.