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Yetenek Yönetiminin Örgüt Teorisi Bağlamında İncelenmesi

Yıl 2023, Cilt: 13 Sayı: 2, 718 - 737, 30.06.2023
https://doi.org/10.18074/ckuiibfd.1145943

Öz

Literatürde sıklıkla atıf yapılan kaynak bağımlılığı kuramı, sistem yaklaşımı, McKinsey araştırmaları, insan sermayesi yaklaşımı gibi kuramların perspektifinden yetenek yönetimi kavramı incelenmiştir. Bu çalışmada da yetenek yönetimi kavramının farklı kuramlar açısından örgütler için ifade ettiği değerler incelenmiş, literatüre katkı sağlamak amaçlanmıştır. Alan yazında yetenek yönetimi ile ilgili çalışmalarda veya tezlerde yetenek yönetiminin farklı değişkenlerle ilişkileri incelenmiş ve bazı çalışmalarda yetenek yönetiminin dayandığı kuramlara değinilmiştir. Ancak sistematik olarak bu kuramlar çalışmanın sadece ana başlıklarını oluşturan çalışmalara rastlanılmamıştır. Dolayısıyla yetenek yönetimin kavramını kullanmak isteyen araştırmacılara da, yetenek yönetimi kavramının dayandığı kuramları tek bir çalışmada görmek açısından da yararlı olacağı düşünülmektedir.

Kaynakça

  • Aguinis, H. & O’Boyle Jr., E. (2014). “Star Performers in Twenty-First Century Organizations”. Personnel Psychology, 67(2), 313-350.
  • Akar, F. (2015). Yetenek Yönetimi. İmge Kitapevi.
  • Amit, R. and Schoemaker, P.J. (1993), "Strategic assets and organizational rent", Strategic Management Journal, Vol. 14 No. 1, pp. 33-46.
  • Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th ed.). London/Philadelphia: Kogan Page.
  • Avedon, M. J., & Scholes, G. (2010). Building competitive advantage through integrated talent management. In Silzer R., & Dowell B. E. (Eds.), Strategy-driven talent management: A leadership imperative, (pp.73-119). San Francisco, Josey-Bass.
  • Axelrod, E. L., Handfield-Jones, H. & Welsh, T. A. (2001). War For Talent, Part Two. The McKinsey Quarterly, 2: 9-12.
  • Barney, J. B. (1991). “Firm Resources and Sustained Competitive Advantage”. Journal of Management, 17(1), 99-120.
  • Barney, J. B. (1996). The resource-based theory of the firm. Organization science, 7(5), 469-469.
  • Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39 (4), 779-801.
  • Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 44(2), 129-136.
  • Boxall, P. & Purcell, J. (2003). Strategy and human resource management. UK: Palgrave Macmillan.
  • Cadogan, J. W., Hooley, G. J., Douglas, S. P., Matear, S., & Greenley, G. E. (2002). Measuring marketing capabilities: A cross-national study. In Joint ANZMAC/EMAC symposium Marketing Networks in a Global Marketplace. Perth, Australia, December (pp. 1-8).
  • Caligiuri, P. (2011). Global talent management. H. Scullion, & D. G. Collings (Eds.). London: Routledge.
  • Chuai, X., Preece, D., & Iles, P. (2008). Is talent management just “old wine in new bottles”?: The case of multinational companies in Beijing. Management Research News, 31(12), 901–911.
  • Collings D. G., & Mellahi K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19 (4), 304–313 doi:10.1016/j.hrmr.2009.04.001.
  • Dierickx, I., & Cool, K. (1989). Asset stock accumulation and the sustainability of competitive advantage: Reply. Management Science, 35(12), 1514-1514.
  • Dries, N. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23(4), 272-285.
  • Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of World Business, 45(2), 161–168.
  • Fitz-Enz, J., Phillips, J. J., Dinç, P. A., & Güven, G. Ç. (2001). İnsan kaynaklarında yepyeni bir vizyon. Sistem Yayıncılık.
  • Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: Employee reactions to high potential identification. Human Resource Management Journal, 24 (2), 159-175. DOI: 10.1111/1748-8583.12029.
  • Hunt, S. D. & Morgan, R. M. (1995), The Comparative Advantage Theory of Competition. Journal of Marketing, 59(2): 1-15.
  • Jackson, S. E., Schuler, R. S., & Rivero, J. C. (1989). Organizational characteristics as predictors of personnel practices. Personnel psychology, 42(4), 727-786.
  • Katcher, B. L., & Snyder, A. (2007). 30 Reasons Employees Hate Their Managers: What Your People May Be Thinking and What You Can Do About It. New York: AMACOM.
  • Kibui, A. (2015). Effect of talent management on employees retention in kenya’s state corporations. Unpublished PhD Thesis. Jomo Kenyatta University of Agriculture and Technology, 23-28.
  • Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of management review, 24(1), 31-48.
  • Lewis, R. E. & Heckman, R. J. (2006). Talent Management: A Critical Review, Human Resource Management Review, 16(2): 139-154.
  • Lockwood, N. R. (2006). Talent management: Driver for organizational success. HR Magazine, 51(6), 1–11.
  • Makhija, M. (2003). Comparing the Resource-Based and Market – Based Views of the Firm: Empirical Evidence From Czech Privatization. Strategic Management Journal, 24(5): 433-451.
  • Meyers, M. C., & van Woerkom, M. (2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49 (2), 192–203. DOI: 10.1016/j.jwb.2013.11.003.
  • Meyers, M. C., Van Woerkom, M., & Dries, N. (2013). Talent—Innate or acquired? Theoretical considerations and their implications for talent management. Human Resource Management Review, 23(4), 305-321.
  • Meyskens, M., Von Glinow, M. A., Werther, Jr, W. B., & Clarke, L. (2009). The paradox of international talent: alternative forms of international assignments. The International Journal of Human Resource Management, 20(6), 1439-1450.
  • Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Harvard Business Press.
  • Mincer, J. (1963). Market prices, opportunity costs, and income effects. Measurement in economics, 67-82.
  • Mincer, J. (1974). Schooling, Experience, and Earnings. Human Behavior & Social Institutions No. 2. OECD (2007). The Value of People. Web: https://www.oecd.org/insights/37967294.pdf
  • Penrose, E. T. (1959). The Theory of the Growth of the Firm. New York: John Wiley.
  • Peteraf, M. A. (1993). The Cornerstones of Competitive Advantage: A Resource-Based View. Strategic Management Journal, 14(3): 179-191.
  • Pfeffer, J. & Cohen, Y. (1984). “Determinants of Internal Labor Markets in Organizations”. Administrative Science Quarterly, 29(4), 550-572.
  • Phillips, J. J. & Edwards, L. (2008). Managing Talent Retention: An ROI Approach. John Wiley & Sons.
  • Saa-Perez, P. D., & Garcia-Falcon, J. M. (2002). A resource-based view of human resource management and organizational capabilities development. International journal of human resource management, 13(1), 123-140.
  • Scullion, H., Collings, D. G., & Caligiuri, P. (2010). Global talent management. Journal of World Business, 45 (2), 105–108. doi:10.1016/j.jwb.2009.09.011.
  • Snell, S. A., Youndt, M. A., & Wright, P. M. (1996). Establishing a framework for research in strategic human resource management: Merging resource theory and organizational learning. In G. R. Ferris (Ed.), Research in personnel and human resources management (pp. 61–90). Greenwich, CT: JAI Press.
  • Sonnenberg, M., van Zijderveld, V., & Brinks, M. (2014). The role of talent-perception inkongruence in effective talent management. Journal of World Business, 49 (2), 272-280. doi:10.1016/j.jwb.2013.11.011.
  • Sparrow, P. R. (2009). When is talent not talent? Talent Management Review, 18–20.
  • Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45, 122–133.
  • Ulrich, D. (2007), “The talent trifecta”, Workforce management, Vol. 86, pp. 32-33.
  • Wernerfelt, B. (1984). A resource‐based view of the firm. Strategic management journal, 5(2), 171-180.
  • Wright, P. M., Dunford, B. B. and Snell, S. A. (2001), “Human resources and the resource based view of the firm”. Journal of Management, Vol. 27, pp. 701–721.
  • Zahorsky, D. (2010). Fighting Employee Turnover Costs: Reduce Employee Turnover. Online. Retrieved from http://sbinformation.about.com/od/hiringfiring/a/ reduceturnover.htm.

EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY

Yıl 2023, Cilt: 13 Sayı: 2, 718 - 737, 30.06.2023
https://doi.org/10.18074/ckuiibfd.1145943

Öz

The concept of talent management has been examined from the perspective of theories such as resource dependency theory, McKinsey research, and human capital approach, which are frequently cited in the literature. In this study, the values that the concept of talent management expresses for organizations in terms of different theories were examined and it was aimed to contribute to the literature. In the literature, the relationship of talent management with different variables has been examined in studies or theses related to talent management, and in some studies, the theories on which talent management is based are mentioned. However, these theories have not systematically been found in studies that only constitute the main headings of the study. It will be useful to researchers who want to use the concept of talent management in order to see the theories on which the concept of talent management is based in a single study.

Kaynakça

  • Aguinis, H. & O’Boyle Jr., E. (2014). “Star Performers in Twenty-First Century Organizations”. Personnel Psychology, 67(2), 313-350.
  • Akar, F. (2015). Yetenek Yönetimi. İmge Kitapevi.
  • Amit, R. and Schoemaker, P.J. (1993), "Strategic assets and organizational rent", Strategic Management Journal, Vol. 14 No. 1, pp. 33-46.
  • Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th ed.). London/Philadelphia: Kogan Page.
  • Avedon, M. J., & Scholes, G. (2010). Building competitive advantage through integrated talent management. In Silzer R., & Dowell B. E. (Eds.), Strategy-driven talent management: A leadership imperative, (pp.73-119). San Francisco, Josey-Bass.
  • Axelrod, E. L., Handfield-Jones, H. & Welsh, T. A. (2001). War For Talent, Part Two. The McKinsey Quarterly, 2: 9-12.
  • Barney, J. B. (1991). “Firm Resources and Sustained Competitive Advantage”. Journal of Management, 17(1), 99-120.
  • Barney, J. B. (1996). The resource-based theory of the firm. Organization science, 7(5), 469-469.
  • Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39 (4), 779-801.
  • Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 44(2), 129-136.
  • Boxall, P. & Purcell, J. (2003). Strategy and human resource management. UK: Palgrave Macmillan.
  • Cadogan, J. W., Hooley, G. J., Douglas, S. P., Matear, S., & Greenley, G. E. (2002). Measuring marketing capabilities: A cross-national study. In Joint ANZMAC/EMAC symposium Marketing Networks in a Global Marketplace. Perth, Australia, December (pp. 1-8).
  • Caligiuri, P. (2011). Global talent management. H. Scullion, & D. G. Collings (Eds.). London: Routledge.
  • Chuai, X., Preece, D., & Iles, P. (2008). Is talent management just “old wine in new bottles”?: The case of multinational companies in Beijing. Management Research News, 31(12), 901–911.
  • Collings D. G., & Mellahi K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19 (4), 304–313 doi:10.1016/j.hrmr.2009.04.001.
  • Dierickx, I., & Cool, K. (1989). Asset stock accumulation and the sustainability of competitive advantage: Reply. Management Science, 35(12), 1514-1514.
  • Dries, N. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23(4), 272-285.
  • Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of World Business, 45(2), 161–168.
  • Fitz-Enz, J., Phillips, J. J., Dinç, P. A., & Güven, G. Ç. (2001). İnsan kaynaklarında yepyeni bir vizyon. Sistem Yayıncılık.
  • Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: Employee reactions to high potential identification. Human Resource Management Journal, 24 (2), 159-175. DOI: 10.1111/1748-8583.12029.
  • Hunt, S. D. & Morgan, R. M. (1995), The Comparative Advantage Theory of Competition. Journal of Marketing, 59(2): 1-15.
  • Jackson, S. E., Schuler, R. S., & Rivero, J. C. (1989). Organizational characteristics as predictors of personnel practices. Personnel psychology, 42(4), 727-786.
  • Katcher, B. L., & Snyder, A. (2007). 30 Reasons Employees Hate Their Managers: What Your People May Be Thinking and What You Can Do About It. New York: AMACOM.
  • Kibui, A. (2015). Effect of talent management on employees retention in kenya’s state corporations. Unpublished PhD Thesis. Jomo Kenyatta University of Agriculture and Technology, 23-28.
  • Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of management review, 24(1), 31-48.
  • Lewis, R. E. & Heckman, R. J. (2006). Talent Management: A Critical Review, Human Resource Management Review, 16(2): 139-154.
  • Lockwood, N. R. (2006). Talent management: Driver for organizational success. HR Magazine, 51(6), 1–11.
  • Makhija, M. (2003). Comparing the Resource-Based and Market – Based Views of the Firm: Empirical Evidence From Czech Privatization. Strategic Management Journal, 24(5): 433-451.
  • Meyers, M. C., & van Woerkom, M. (2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49 (2), 192–203. DOI: 10.1016/j.jwb.2013.11.003.
  • Meyers, M. C., Van Woerkom, M., & Dries, N. (2013). Talent—Innate or acquired? Theoretical considerations and their implications for talent management. Human Resource Management Review, 23(4), 305-321.
  • Meyskens, M., Von Glinow, M. A., Werther, Jr, W. B., & Clarke, L. (2009). The paradox of international talent: alternative forms of international assignments. The International Journal of Human Resource Management, 20(6), 1439-1450.
  • Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Harvard Business Press.
  • Mincer, J. (1963). Market prices, opportunity costs, and income effects. Measurement in economics, 67-82.
  • Mincer, J. (1974). Schooling, Experience, and Earnings. Human Behavior & Social Institutions No. 2. OECD (2007). The Value of People. Web: https://www.oecd.org/insights/37967294.pdf
  • Penrose, E. T. (1959). The Theory of the Growth of the Firm. New York: John Wiley.
  • Peteraf, M. A. (1993). The Cornerstones of Competitive Advantage: A Resource-Based View. Strategic Management Journal, 14(3): 179-191.
  • Pfeffer, J. & Cohen, Y. (1984). “Determinants of Internal Labor Markets in Organizations”. Administrative Science Quarterly, 29(4), 550-572.
  • Phillips, J. J. & Edwards, L. (2008). Managing Talent Retention: An ROI Approach. John Wiley & Sons.
  • Saa-Perez, P. D., & Garcia-Falcon, J. M. (2002). A resource-based view of human resource management and organizational capabilities development. International journal of human resource management, 13(1), 123-140.
  • Scullion, H., Collings, D. G., & Caligiuri, P. (2010). Global talent management. Journal of World Business, 45 (2), 105–108. doi:10.1016/j.jwb.2009.09.011.
  • Snell, S. A., Youndt, M. A., & Wright, P. M. (1996). Establishing a framework for research in strategic human resource management: Merging resource theory and organizational learning. In G. R. Ferris (Ed.), Research in personnel and human resources management (pp. 61–90). Greenwich, CT: JAI Press.
  • Sonnenberg, M., van Zijderveld, V., & Brinks, M. (2014). The role of talent-perception inkongruence in effective talent management. Journal of World Business, 49 (2), 272-280. doi:10.1016/j.jwb.2013.11.011.
  • Sparrow, P. R. (2009). When is talent not talent? Talent Management Review, 18–20.
  • Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45, 122–133.
  • Ulrich, D. (2007), “The talent trifecta”, Workforce management, Vol. 86, pp. 32-33.
  • Wernerfelt, B. (1984). A resource‐based view of the firm. Strategic management journal, 5(2), 171-180.
  • Wright, P. M., Dunford, B. B. and Snell, S. A. (2001), “Human resources and the resource based view of the firm”. Journal of Management, Vol. 27, pp. 701–721.
  • Zahorsky, D. (2010). Fighting Employee Turnover Costs: Reduce Employee Turnover. Online. Retrieved from http://sbinformation.about.com/od/hiringfiring/a/ reduceturnover.htm.
Toplam 48 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm Derleme
Yazarlar

Yusuf Akkoca 0000-0002-8772-6896

Erken Görünüm Tarihi 25 Haziran 2023
Yayımlanma Tarihi 30 Haziran 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 13 Sayı: 2

Kaynak Göster

APA Akkoca, Y. (2023). EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY. Çankırı Karatekin Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 13(2), 718-737. https://doi.org/10.18074/ckuiibfd.1145943
AMA Akkoca Y. EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. Haziran 2023;13(2):718-737. doi:10.18074/ckuiibfd.1145943
Chicago Akkoca, Yusuf. “EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY”. Çankırı Karatekin Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 13, sy. 2 (Haziran 2023): 718-37. https://doi.org/10.18074/ckuiibfd.1145943.
EndNote Akkoca Y (01 Haziran 2023) EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 13 2 718–737.
IEEE Y. Akkoca, “EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY”, Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, c. 13, sy. 2, ss. 718–737, 2023, doi: 10.18074/ckuiibfd.1145943.
ISNAD Akkoca, Yusuf. “EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY”. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 13/2 (Haziran 2023), 718-737. https://doi.org/10.18074/ckuiibfd.1145943.
JAMA Akkoca Y. EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2023;13:718–737.
MLA Akkoca, Yusuf. “EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY”. Çankırı Karatekin Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, c. 13, sy. 2, 2023, ss. 718-37, doi:10.18074/ckuiibfd.1145943.
Vancouver Akkoca Y. EXAMINING TALENT MANAGEMENT IN THE CONTEXT OF ORGANIZATIONAL THEORY. Çankırı Karatekin Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2023;13(2):718-37.