Bankacılık sektöründe insan kaynakları yönetimi açısından yetenek yönetimi üzerine bir araştırma

Göktaş, Pınar; Çetinceli, Koray

doi:10.24289/ijsser.295533

Cited by 3 publications

(2 citation statements)

References 5 publications

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“…It is among the prominent findings in the literature that human resources employees can allocate more quality time to issues such as strategic human resources, career planning, employee engagement, and this contributes positively to the productivity of human resources employees, as routine work is digitalized with the effect of digitalization in human resources. In addition, this situation will allow employees to become more socially satisfied and less stressed individuals within the organization (Göktaş & Çetinceli, 2017, p. 721; Kırılmaz, 2020; Kucharcikova et al, 2021; Negiz et al, 2011, p. 213; Rafique et al, 2021). In this context, researchers emphasize that organizations should be aware of this change and transformation and adapt their human resources practices to this digital transformation.…”

Section: Resultsmentioning

confidence: 99%

Industry 4.0 and sustainable business models: An intercontinental sample

Kılıç,

Atilla

2023

Bus Strat Env

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In the rapidly evolving contemporary business landscape, the Industry 4.0 revolution has emerged as an immense and transformative force, fundamentally reshaping industries and presenting significant challenges to prevailing business models. As technology components continued to evolve in response to this revolution, it became increasingly evident that understanding the multifaceted implications of these changes for organizational sustainability is of paramount importance. The overarching goal of this research was to elucidate the intricate interplay between Industry 4.0 technologies and organizational sustainability. To achieve this objective, we conducted a comprehensive exploration of real‐world instances where companies boldly embraced Industry 4.0 technologies, subjecting their specific practices and processes to thorough examination. This methodological approach yielded a wealth of invaluable insights into the practical implications of Industry 4.0 on organizational sustainability, effectively bridging the gap between theory and practice. This research underscores the urgent need to provide businesses and decision‐makers with insights of paramount significance. The findings of the study aim to serve as a guiding compass for organizations, offering clarity on potential benefits and challenges associated with Industry 4.0 adoption. Notably, within the scope study, the utilization of semi‐structured interview technique added a unique dimension, enabling in‐depth insights. Interviews were conducted with individuals from diverse nations across different continents, thoughtfully selected based on predefined criteria, setting this research apart in terms of both the sample's size and the remarkable diversity within the participant profile. This diversity enriched the research findings by encompassing various perspectives and experiences, significantly enhancing the depth and breadth of the study's insights.

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Section: Resultsmentioning

confidence: 99%

Industry 4.0 and sustainable business models: An intercontinental sample

Kılıç,

Atilla

2023

Bus Strat Env

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“…In order to reveal the impact of talent management practices on human resources by Göktaş and Çetinceli (2017), data were collected through the method of interviewing experts in the human resources talent management units of three banks operating in the Turkish banking sector. In the light of the findings obtained from the research, it has been seen that effective talent management practices have a significant impact on the human resources that are critical for the financial institutions operating in the banking sector to sustain their existence.…”

Section: Resultsmentioning

confidence: 99%

The Relationship Between Perceived Organizational Support With Emotional Labor and Organizational Silence; An Application on Bank Employees

ATİLLA

KILIÇ>

2022

Artuklu Kaime Uluslararası İktisadi Ve İdari Araştırmalar Dergisi

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Along with industrial changes and transformations, changes in concepts such as employment and production in business life brought up the necessity of re-evaluation of some concepts and created new discussion grounds in terms of dialectics. In today's increasing organizational competition conditions, the effect of meeting the expectations of the employees on factors such as organizational effectiveness and productivity has led to the discussion of the concept of organizational support in terms of employees and has brought the necessity of a more detailed evaluation of the individual's place in the organization. Individuals can be directly or indirectly affected by all the variables in the working environment, and the level of support they perceive by the organization they are in can shape their intra-organizational behaviors. In this study, the relationship between the concept of organizational support and the concepts of emotional labor and organizational silence was tried to be examined; A questionnaire was applied to the participants in order to collect information for the purposes of the study. The scales determined within the scope of the research were applied to the bank employees operating in the Beyşehir district of Konya province, and the relationship between perceived organizational support and organizational silence and emotional labor was tried to be investigated. As a result of the applied analyzes in this research; it was observed that there was statistically significant relationship between perceived organizational support and emotional labor, there is an inversely significant relation between perceived organizational support and superficial behavior which is one of the sub-dimensions of emotional labor. Also, there is a directly (in the same way) significant relation between perceived organizational support and sincere behavior and there is not any significant relation between perceived organizational support and In-depth behavior which are sub-dimensions of emotional labor. For organizational silence, there was not any statistically significant relationship between perceived organizational support and organizational silence and it was observed that there is an inversely significant relation between perceived organizational support and accepting and conservative Silence which are the sub-dimensions of organizational silence. Also, there is not any significant relation between perceived organizational support and protectionist silence which is one of the sub-dimensions of organizational silence.

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Türki̇ye’de Yetenek Yöneti̇mi̇: 2008-2018 Dönemi̇nde Yayimlanan Akademi̇k Makaleler Bağlaminda Bi̇r Anali̇z

Boz¹

2019

Avrasya Uluslararası Araştırmalar Dergisi

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ÖZÇalışmanın amacı, Türkiye'de yayımlanmış yetenek yönetimi konulu makalelerin içerik analizini yapmak ve bu sayede yetenek yönetiminin akademik bağlamda seyrini ortaya koymaktır. Çalışma kapsamında YÖK-Akademik üzerinden tarama gerçekleştirilmiş ve kriterleri sağlayan 62 tekil makaleye ulaşılmıştır. Araştırma kapsamında makalelerin analizinde içerik analizinden yararlanılmıştır. Araştırma bulguları, Türkiye'deki yetenek yönetimi ile ilgili makalelerin özellikle 2014 yılından itibaren büyük artış gösterdiğini ortaya koymuştur. Makalelerin büyük bölümünün "sektör uygulamalı araştırmaya dayalı makaleler" olarak sınıflandırılan gruba girdiği tespit edilmiştir. "Sektör uygulamalı araştırmaya dayalı makaleler" sınıfına giren makalelerde kapsamında ise en çok çalışmanın "yetenek yönetiminin rolü" alt teması altında toplandığı görülmüş, "yetenek yönetimini etkileyen faktörler" alt temasına giren çalışma sayısının ise çok yetersiz olduğu ortaya konmuştur. Bu çalışma, Türkiye'de akademik bağlamdaki yetenek yönetimi çalışmalarını bütüncül bir çerçevede görmeye olanak tanıyan öncü çalışmalardan biri olması açısından özgünlük taşımaktadır. Çalışmanın sağladığı bulguların ileride yapılacak yeni çalışmalara temel oluşturabileceği, konuya ilgi duyan araştırmacılara ve uygulamacılara katkı sağlayacağı umulmaktadır. ABSTRACTThe purpose is to analyze the contents of the published article on talent management in Turkey and in doing so is to determine the course of talent management in an academic context. Within the scope of the study, a survey was conducted on YÖK-Academic and 62 individual articles were obtained. Content analysis was used in the analysis of the articles. Research findings, the article on talent management in Turkey, particularly since 2014 has revealed that showed large increases. It was determined that most of the articles were classified as "applied research articles". Within the scope of articles based on applied research in the sector, it was seen that most of the studies were gathered under the sub-theme of "the role of talent management".It was revealed that the number of studies that have entered the sub-theme "factors affecting talent management" is very insufficient. In this study, talent management studies in the academic context, in terms of originality in Turkey is to become one of the pioneering work within an integrated framework that allows you to see. It is hoped that the findings of the study will provide a basis for future studies and will contribute to researchers and practitioners interested in the subject.

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Bankacılık sektöründe insan kaynakları yönetimi açısından yetenek yönetimi üzerine bir araştırma

Cited by 3 publications

References 5 publications

Industry 4.0 and sustainable business models: An intercontinental sample

Industry 4.0 and sustainable business models: An intercontinental sample

The Relationship Between Perceived Organizational Support With Emotional Labor and Organizational Silence; An Application on Bank Employees

Türki̇ye’de Yetenek Yöneti̇mi̇: 2008-2018 Dönemi̇nde Yayimlanan Akademi̇k Makaleler Bağlaminda Bi̇r Anali̇z

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