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The aim of this research is to examine the public policy influences on academic investigations that contain a substantial convergence among human resource management-industrial relations and corporate social responsibility-stakeholder approach by means of using bibliometric and content analyses of relevant publications in the Scopus and ScienceDirect databases. Totally, 160 publications were subject to bibliometric, cluster, and summative content analyses. In this context, this study claims that public policy in the EU influences academic investigations and scholars. The investigation draws attention to the importance of active participation of different public institutions and key stakeholders (e.g., trade unions, works councils, academic associations) that prepare a basis for collaboration, solidarity, and communication for strengthening EU social model, social dialogue, collective bargaining, and the protection of social rights. The research findings illuminate the fact that European public policies have significant effects on shaping and encouraging investigations that are considered within the scope of IR-HRM and CSR-SA. One of the most crucial recommendations of this study is that the investigations which are out of this framework can be considered quite idealistic. Therefore, researchers may attempt to publish more scientific investigations in frame of IR-HRM and CSR-SA to enhance the comprehensiveness and depth of these two clusters.

The changes in HR operations changed the expectations from an HR professionals in the last decades. Today businesses need HR managers and professionals who can contribute strategically to the organization. As a result of these developments competencies are becoming more important in the selection process of new employees. The purpose of this research is to examine existing literature concerning HR competencies and to shed light on what competencies university students on the way to becoming HR professionals have. Also analyzing the perceptions of university students regarding HR competencies and the contribution of education. Additionally the relationship between competency level and gpa is tested. With this goal in mind a survey is conducted on 301 students of Çanakkale Onsekiz Mart University, Biga Faculty of Economics and Administrative Sciences and the gathered data is analyzed. Via analysis 8 dimensions of competencies (credible activist, strategic manager, change manager, culture and structure architect, business knowledge, innovator, HRM specialist, manager and leader) is found. Also the data showed statistically significant differences between education contribution and competencies. No relationship between competencies and gpa is found.

İşveren markası, işletmeyi mevcut ve potansiyel çalışanlar için onlara sunduğu değerler açısından diğer kuruluşlardan farklılaştırarak, çalışılmak için arzulanan yer haline getiren bir olgudur. Bu çalışmada işveren markasının insan kaynakları yönetimi literatüründeki yeri ve uygulamadaki gelişimi ışığında araştırmacılar tarafından geliştirilen, çalışanların işveren marka algısını ölçümlemeye yönelen bir ölçek kullanılmıştır. Araştırmaya hizmet ve imalat sektörlerinde çalışan 456 kişi katılmış olup elde edilen veriler sonucunda yapılan faktör analizinde işveren marka algısının sosyal ilişkiler, kurumsal imaj, ücret ve yan haklar, kurum kültürü ile yönetim boyutlarından oluştuğu tespit edilmiştir. Araştırma sonucunda işveren marka algısının örgütsel bağlılık ve alt boyutları üzerinde, ücret ve yan haklar boyutunun duygusal ve normatif bağlılık üzerinde, kurum kültürü boyutunun duygusal ve devam bağlılığı üzerinde, kurumsal imaj boyutunun ise normatif bağlılık üzerinde olumlu yönde bir etkiye sahip olduğu görülmüştür.