Türki̇ye’de Yayinlanan Sürdürülebi̇li̇rli̇k Raporlarinin Sürdürülebi̇li̇r İnsan Kaynaklari Yöneti̇mi̇ Bağlaminda İncelenmesi̇: Ni̇tel Bi̇r Araştirma

Esen, Murat; Esen, Dilek

doi:10.18092/ulikidince.433623

Cited by 4 publications

(4 citation statements)

References 18 publications

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“…Another purpose of sustainable HRM is to increase the well-being of employees and reduce the negative impact of work on employees. For this purpose, it is seen that the most frequently repeated expressions within the framework of HRM in sustainability reports: occupational health and safety, talent management, diversity management, performance evaluation, employee satisfaction, and loyalty, work and life balance, and internal communication themes are most repeated in the business and management sector (Esen and Süral Özer, 2020;Ehnert, 2009;Esen and Esen, 2018). One of the essential work areas for companies within sustainable human resources management is electronic recruitment (e-recruitment) applications, an innovative application, especially during pandemic days.…”

Section: Sustainability In Human Resources Managementmentioning

confidence: 99%

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Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

Tutar

2021

Cumhuriyet Üniversitesi İktisadi Ve İdari Bilimler Dergisi

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Sustainability is the ability to use resources rationally, follow technological development, and show institutional change continuity. This research analyzes the researched companies' activities for sustainable human resources management through career web pages. In addition, it is aimed to analyze how they benefit from websites in electronic recruitment and innovation approaches in human resources management. The human resources and career websites analysis method developed by Cober, Brown, and Levy (2004) was used in the research. In the research, the companies' human resources and career websites included in the Borsa Istanbul (BIST) Sustainability Index for November 2019-October 2020 were analyzed and analyzed. It has been determined that sustainable companies use innovative tools in human resources management, benefit from digital systems in their recruitment methods, and share information that can affect potential applicants. Organizations within the scope of the research state that they evaluate the innovative ideas of their human resources by developing innovative projects. However, sustainability reports, where employees are seen as an essential capital, may not be fully known by job applicants. Online platforms should be established to access and communicate employee and potential employee candidates to Human Resources. The era we live in is called the information age and the most important concept defining this era is change and the increase in the speed of change. We think it is necessary, even mandatory, to update their employment policies according to information technologies and move some of their activities to virtual environments. Emphasizing the importance of organizations moving their human resources functions to virtual environments makes this research unique, essential, and functional.

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Section: Sustainability In Human Resources Managementmentioning

confidence: 99%

“…462 be considered with economic, ecological, and human resources policies (Esen and Esen, 2018;Melane-Lavado and Álvarez-Herranz, 2018).…”

Section: Investigation Of Selected Companies' Websites For Online Recruitment and Sustainability Indicatorsmentioning

confidence: 99%

Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

Tutar

2021

Cumhuriyet Üniversitesi İktisadi Ve İdari Bilimler Dergisi

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“…Literatürde, insan kaynakları yönetimi konusu altında, işpersonel atama problemini ele alan çeşitli karar destek modelleri mevcuttur; ancak, bu modellerin çoğu sosyal ve çevresel faktörleri göz ardı edip yalnızca ekonomik faktörlere odaklanan [20] ve bunu yaparken de doğrusallık ve belirlilik gibi problemi aşırı derecede basite indirgeyen çeşitli varsayımlar içermektedir [21]. Bu nedenlerle, geliştirilen modellerin pek çoğu gerçekçi bir yaklaşım sunamamakta ve modellerden elde edilen çıktılar gerçek hayat koşullarında kullanışlı olamamaktadır.…”

Section: Gi̇ri̇ş (Introduction)unclassified

Sürdürülebilir insan kaynağı yönetimi: Belirsiz fayda fonksiyonlu doğrusal-olmayan atama programı ile çalışan memnuniyetinin arttırılması

Turan

CORUH

2022

Gazi Üniversitesi Mühendislik Mimarlık Fakültesi Dergisi

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 Maximizing employee satisfaction through automation and interview robots in human resource management  Uncertainty in employee expectation and satisfaction levels due to measurement error or changes through time and by experience  The presence of statistical dependency among employees' expectation and satisfaction levelsIt is no doubt that the most significant resource for organizations is human capital and the optimal utilization of human capital enables them to make savings both from time and money. One of the most critical phases of human resource management is the job-personnel assignment process. For success in this process, it is necessary to consider a job candidate's satisfaction and expectations with regard to the job that he/she will be assigned, in addition to his/her technical competencies. Figure A. Histogram and box-whisker plots of the illustrative case results for scenario 6 under statistical dependency assumption Purpose: In the context of sustainable human resource management which is a topic highligted in the extant literature, this research aims to develop a job-personnel assignment decision support model that can be used to improve employee satisfaction.Theory and Methods: While the model developed makes use of the utility theory and its functions in measuring employee satisfaction, it employs a nonlinear assignment program with uncertain utility functions to determine the optimal job-personnel match. By taking into account both nonlinearities and uncertainties in employee satisfaction changing with respect to economic, social and environmental factors, the model developed provides a more realistic approach than the provious models do.Results: An illustration of the model is presented with a hypothetical example where the results obtained through Monte Carlo simulation are statistically interpreted. To elaborate the contribution further, a sensitivity analysis is conducted, and the results are analyzed under both statistical independence and dependence assumptions as presented in Figure A as an example. Conclusion:Although this research provides a theoretical basis for the development of an interview robot which can be used in managing human resource sustainably, further research is needed for such applications in order to protect individual rights and privacy within the framework of relevant laws and ethical values.

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“…Today the issue of diversity management is being discussed in terms of sustainability (Byrd, 2018;Esen and Esen 2018;Lee, 2019;Özgül and Gürol, 2019), diversity and inclusion (Goswami and Goswami 2018;Jordan, Ferris and Lamont, 2019) and their economic consequences (Ottaviano and Peri 2006). Diversity management is one of the indispensable human resources strategies of all types of businesses globally and locally (Shen et al, 2009).…”

Section: Introductionmentioning

confidence: 99%

Kamu Sağlik Personeli̇ni̇n Farkliliklarin Yöneti̇mi̇ne İli̇şki̇n Algilarinin Demografi̇k Özelli̇kler Açisindan İncelenmesi̇

Dede¹

2019

TurkishStudies

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Sağlık kuruluşlarında bilhassa hastanelerde, istihdam edilen işgücünün sahip olduğu bireysel ve kültürel özelliklerinin toplumdaki farklılıkları yansıtması gerekmektedir. Farklı özelliklere sahip sağlık çalışanlarının, hastaların farklı ihtiyaç taleplerini daha iyi anlayacağı ve daha fazla hasta memnuniyeti sağlayacağı düşünülmektedir. Ancak Farklılıkların etkin yönetimi, farklı özelliklere sahip kişileri yönetebilmek için üst yönetim taahhüdü ve bir takım organizasyonel sistemlerin planlanması ve yaşama geçirilmesini gerektirmektedir.

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Türki̇ye’de Yayinlanan Sürdürülebi̇li̇rli̇k Raporlarinin Sürdürülebi̇li̇r İnsan Kaynaklari Yöneti̇mi̇ Bağlaminda İncelenmesi̇: Ni̇tel Bi̇r Araştirma

Cited by 4 publications

References 18 publications

Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

Sürdürülebilir insan kaynağı yönetimi: Belirsiz fayda fonksiyonlu doğrusal-olmayan atama programı ile çalışan memnuniyetinin arttırılması

Kamu Sağlik Personeli̇ni̇n Farkliliklarin Yöneti̇mi̇ne İli̇şki̇n Algilarinin Demografi̇k Özelli̇kler Açisindan İncelenmesi̇

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