High-Performance Work Systems (HPWS) are generally defined by the combination of single practices... more High-Performance Work Systems (HPWS) are generally defined by the combination of single practices that collectively affect organizational performance. High performance human resource practices can be listed as provision of job security, extensive skills, training, promotion, results-oriented appraisal and broad career paths. HPWS foster employees? shared perceptions of an organizational environment that motivates discretionary behaviors that contribute to organizational performance (Sun, Aryee & Law, 2007). HPWS are expected to contribute to employees in a positive way in terms of certain skills and duties due to flexibility and empowerment they provide (Yalab?k et. al., 2008). HPWS has the greatest potential to provide sustained competitive advantage to companies they adopt it. The main idea of HPWS is to create an organization based on employee involvement, commitment and empowerment without employee control. HPWS organizations use an approach that is fundamentally different from ...
Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi
Businesses that dismiss employees for corporate reasons such as downsizing, merger, restructuring... more Businesses that dismiss employees for corporate reasons such as downsizing, merger, restructuring, or individual reasons such as poor performance use the Outplacement Services to minimise the negative effects of this difficult process. In this setting, career counseling, job placement assistance, interview coaching etc. may be provided. In this study, interviews were performed with senior HR managers from six organizations in Turkey that provide outplacement either in-house or through consultancy firms. Business-level data were analyzed using theme analysis and qualitative descriptive analysis based on the literature. The results show that this practice turned into a routine HR process by half of the participants, and the other half utilized it systematically after mass layoffs during economic downturns. Outplacement is thought to improve the business image for both internal and external stakeholders. The duration of the service is kept more limited due to the high cost when taken f...
Human resources have become the key source of competitive advantage for the organizations that st... more Human resources have become the key source of competitive advantage for the organizations that strive in challenging environments. In order to retain and satisfy their employees, organizations should design their human resource (HR) functions and practices consistent with the expectations of their employees. In this sense, organizational commitment of employees has become very important for especially retaining the employees in the organization. Human resource managers can increase the organizational commitment levels of their employees by designing HR functions and practices according to their expectations and by that way employees can feel that they are the most important assets of the organizations. The purpose of the research is to investigate the relationship between organizational commitment dimensions and HR practices. Also determining the perceptions of employees for organizational commitment levels and HR practices is another purpose of this research. According to the resul...
Girisimcilerin, is fikirlerini hayata gecirirken yasadiklari en buyuk zorluklarin basinda finansm... more Girisimcilerin, is fikirlerini hayata gecirirken yasadiklari en buyuk zorluklarin basinda finansman kaynaklarina erisim gelmektedir. Bu da girisimcilerin yeni finansman modellerine ihtiyacini dogurmaktadir. Bu ihtiyac dogrultusunda yeni bir model olarak, son donemde kitlesel fonlama platformlari on plana cikmaktadir. Kitlesel fonlama platformlarinin ilk ornekleri dunyada 2003, Turkiye’de ise 2011 yillarina rastlamaktadir. Kitlesel fonlamanin, 2020 yilinda 100 milyar dolar sektor buyuklugune erismesi beklenmektedir. Bu buyukluk, girisimciler icin onemli bir finansman alaninin ortaya cikacagini gostermektedir. Kitlesel fonlama, girisimcilerin ihtiyaclarina gore farkli fonlama modelleri de sunmakta ve girisimciler projelerine gore bu modelleri degerlendirebilmektedir. Dunyada hizli buyuyen bir sektor olarak gozlemlenen kitlesel fonlama, Turkiye’de henuz beklenilen buyukluge gelememistir. Bunun en onemli nedeni kitlesel fonlama ile ilgili yasal mevzuat boslugunun olmasidir. Bu calismani...
With the increasing effect of globalization and technology, organizations have started to use inf... more With the increasing effect of globalization and technology, organizations have started to use information systems in various functions and departments in the last decades. Human resources management is one of the departments that mostly use management information systems. HR information systems support activities such as identifying potential employees, maintaining complete records on existing employees and creating programs to develop employees’ talents’ and skills. HR systems help senior management to identify the manpower requirements in order to meet the organization’s long term business plans and strategic goals. Middle management uses human resources systems to monitor and analyze the recruitment, allocation and compensation of employees. Operational management uses HR systems to track the recruitment and placement of the employees. HRIS can also support various HR practices such as workforce planning, staffing, compensation programs, salary forecasts, pay budgets and labour/e...
A company’s management model reflects its managers’ choices, decisions, systems, procedures, peop... more A company’s management model reflects its managers’ choices, decisions, systems, procedures, people, and organizational structure (D'Amato, 2015). Companies nowadays are often faced with transforming their management models to cope with discontinuous change in the current hyper-competitive business landscape. Under turbulent conditions, organizations develop skills, structures, and principles that enable them to build an innovative organizational climate and thus achieve competitiveness (Cooper & Kleinschmidt, 2000).
International Journal of Contemporary Management, 2014
A Study on Determining the Relationship Between Strategic HRM Practices and Creating Innovation i... more A Study on Determining the Relationship Between Strategic HRM Practices and Creating Innovation in Organizations
Human resource management practices and functions have gained more strategic role in today’s comp... more Human resource management practices and functions have gained more strategic role in today’s competitive organizations. Traditional personnel management and human resources management activities are not enough to compete in the challenging environments. HR departments should become strategic partners of organizations’ top management level teams and be a part of the strategic planning process. All HRM functions should be designed consistent with the strategies and goals of organizations. There should be vertical and horizontal consistency among all HR functions and firm’s strategies. In order to develop the skills of employees and support their innovativeness, HRM functions and practices should be implemented according to the needs of employees. Organizations can gain competitive advantage by designing their HRM functions systematically and support their employees for being innovative. In this paper, firstly the evolution and importance of strategic HRM are investigated. The role of ...
Business & Management Studies: An International Journal
Bu çalışmada; sivil havacılık sektöründe görev yapan pilotların zaman yönetimi becerilerinin bire... more Bu çalışmada; sivil havacılık sektöründe görev yapan pilotların zaman yönetimi becerilerinin bireysel performanslarına olan etkisinin belirlenmesi amaçlanmaktadır. Havacılık sektöründe yapılan en ufak bir hatanın dahi bedellerinin ağır olması ve bu nedenle de zamanın doğru bir şekilde yönetilmesi gerekliliği araştırmanın önemini ortaya koymaktadır. Çalışma, nicel bir çalışma olup nicel araştırma desenlerinden biri olan ‘kesitsel tarama’’ yöntemi kullanılmıştır. Araştırmada; zaman yönetimi becerileri bağımsız değişkeni oluştururken, görev performansı ve bağlamsal performans boyutlarını içeren bireysel performans ise bağımlı değişkeni oluşturmaktadır. Araştırma evrenini Türkiye’de sivil havacılık sektöründe istihdam edilen pilotlar oluştururken, örneklemi ise Türkiye Havayolu Pilotları Vakfı üyesi olan 422 pilot oluşturmaktadır. Anket yoluyla elde edilen veriler SPSS 22 istatistik programı ve LISREL 8.8 programı ile analiz edilmiş olup bu kapsamda keşfedici ve doğrulayıcı faktör anali...
High-Performance Work Systems (HPWS) are generally defined by the combination of single practices... more High-Performance Work Systems (HPWS) are generally defined by the combination of single practices that collectively affect organizational performance. High performance human resource practices can be listed as provision of job security, extensive skills, training, promotion, results-oriented appraisal and broad career paths. HPWS foster employees? shared perceptions of an organizational environment that motivates discretionary behaviors that contribute to organizational performance (Sun, Aryee & Law, 2007). HPWS are expected to contribute to employees in a positive way in terms of certain skills and duties due to flexibility and empowerment they provide (Yalab?k et. al., 2008). HPWS has the greatest potential to provide sustained competitive advantage to companies they adopt it. The main idea of HPWS is to create an organization based on employee involvement, commitment and empowerment without employee control. HPWS organizations use an approach that is fundamentally different from ...
Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi
Businesses that dismiss employees for corporate reasons such as downsizing, merger, restructuring... more Businesses that dismiss employees for corporate reasons such as downsizing, merger, restructuring, or individual reasons such as poor performance use the Outplacement Services to minimise the negative effects of this difficult process. In this setting, career counseling, job placement assistance, interview coaching etc. may be provided. In this study, interviews were performed with senior HR managers from six organizations in Turkey that provide outplacement either in-house or through consultancy firms. Business-level data were analyzed using theme analysis and qualitative descriptive analysis based on the literature. The results show that this practice turned into a routine HR process by half of the participants, and the other half utilized it systematically after mass layoffs during economic downturns. Outplacement is thought to improve the business image for both internal and external stakeholders. The duration of the service is kept more limited due to the high cost when taken f...
Human resources have become the key source of competitive advantage for the organizations that st... more Human resources have become the key source of competitive advantage for the organizations that strive in challenging environments. In order to retain and satisfy their employees, organizations should design their human resource (HR) functions and practices consistent with the expectations of their employees. In this sense, organizational commitment of employees has become very important for especially retaining the employees in the organization. Human resource managers can increase the organizational commitment levels of their employees by designing HR functions and practices according to their expectations and by that way employees can feel that they are the most important assets of the organizations. The purpose of the research is to investigate the relationship between organizational commitment dimensions and HR practices. Also determining the perceptions of employees for organizational commitment levels and HR practices is another purpose of this research. According to the resul...
Girisimcilerin, is fikirlerini hayata gecirirken yasadiklari en buyuk zorluklarin basinda finansm... more Girisimcilerin, is fikirlerini hayata gecirirken yasadiklari en buyuk zorluklarin basinda finansman kaynaklarina erisim gelmektedir. Bu da girisimcilerin yeni finansman modellerine ihtiyacini dogurmaktadir. Bu ihtiyac dogrultusunda yeni bir model olarak, son donemde kitlesel fonlama platformlari on plana cikmaktadir. Kitlesel fonlama platformlarinin ilk ornekleri dunyada 2003, Turkiye’de ise 2011 yillarina rastlamaktadir. Kitlesel fonlamanin, 2020 yilinda 100 milyar dolar sektor buyuklugune erismesi beklenmektedir. Bu buyukluk, girisimciler icin onemli bir finansman alaninin ortaya cikacagini gostermektedir. Kitlesel fonlama, girisimcilerin ihtiyaclarina gore farkli fonlama modelleri de sunmakta ve girisimciler projelerine gore bu modelleri degerlendirebilmektedir. Dunyada hizli buyuyen bir sektor olarak gozlemlenen kitlesel fonlama, Turkiye’de henuz beklenilen buyukluge gelememistir. Bunun en onemli nedeni kitlesel fonlama ile ilgili yasal mevzuat boslugunun olmasidir. Bu calismani...
With the increasing effect of globalization and technology, organizations have started to use inf... more With the increasing effect of globalization and technology, organizations have started to use information systems in various functions and departments in the last decades. Human resources management is one of the departments that mostly use management information systems. HR information systems support activities such as identifying potential employees, maintaining complete records on existing employees and creating programs to develop employees’ talents’ and skills. HR systems help senior management to identify the manpower requirements in order to meet the organization’s long term business plans and strategic goals. Middle management uses human resources systems to monitor and analyze the recruitment, allocation and compensation of employees. Operational management uses HR systems to track the recruitment and placement of the employees. HRIS can also support various HR practices such as workforce planning, staffing, compensation programs, salary forecasts, pay budgets and labour/e...
A company’s management model reflects its managers’ choices, decisions, systems, procedures, peop... more A company’s management model reflects its managers’ choices, decisions, systems, procedures, people, and organizational structure (D'Amato, 2015). Companies nowadays are often faced with transforming their management models to cope with discontinuous change in the current hyper-competitive business landscape. Under turbulent conditions, organizations develop skills, structures, and principles that enable them to build an innovative organizational climate and thus achieve competitiveness (Cooper & Kleinschmidt, 2000).
International Journal of Contemporary Management, 2014
A Study on Determining the Relationship Between Strategic HRM Practices and Creating Innovation i... more A Study on Determining the Relationship Between Strategic HRM Practices and Creating Innovation in Organizations
Human resource management practices and functions have gained more strategic role in today’s comp... more Human resource management practices and functions have gained more strategic role in today’s competitive organizations. Traditional personnel management and human resources management activities are not enough to compete in the challenging environments. HR departments should become strategic partners of organizations’ top management level teams and be a part of the strategic planning process. All HRM functions should be designed consistent with the strategies and goals of organizations. There should be vertical and horizontal consistency among all HR functions and firm’s strategies. In order to develop the skills of employees and support their innovativeness, HRM functions and practices should be implemented according to the needs of employees. Organizations can gain competitive advantage by designing their HRM functions systematically and support their employees for being innovative. In this paper, firstly the evolution and importance of strategic HRM are investigated. The role of ...
Business & Management Studies: An International Journal
Bu çalışmada; sivil havacılık sektöründe görev yapan pilotların zaman yönetimi becerilerinin bire... more Bu çalışmada; sivil havacılık sektöründe görev yapan pilotların zaman yönetimi becerilerinin bireysel performanslarına olan etkisinin belirlenmesi amaçlanmaktadır. Havacılık sektöründe yapılan en ufak bir hatanın dahi bedellerinin ağır olması ve bu nedenle de zamanın doğru bir şekilde yönetilmesi gerekliliği araştırmanın önemini ortaya koymaktadır. Çalışma, nicel bir çalışma olup nicel araştırma desenlerinden biri olan ‘kesitsel tarama’’ yöntemi kullanılmıştır. Araştırmada; zaman yönetimi becerileri bağımsız değişkeni oluştururken, görev performansı ve bağlamsal performans boyutlarını içeren bireysel performans ise bağımlı değişkeni oluşturmaktadır. Araştırma evrenini Türkiye’de sivil havacılık sektöründe istihdam edilen pilotlar oluştururken, örneklemi ise Türkiye Havayolu Pilotları Vakfı üyesi olan 422 pilot oluşturmaktadır. Anket yoluyla elde edilen veriler SPSS 22 istatistik programı ve LISREL 8.8 programı ile analiz edilmiş olup bu kapsamda keşfedici ve doğrulayıcı faktör anali...
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