Dış Kaynak Kullanımı Kapsamında İstihdam Edilen Çalışanların Kariyer ve Yetenek Yönetime Dair Bir Alan Araştırması
Mehmet GülerDünyada globalleşmenin sonuçlarından biri de hem özel sektör hem kamu firmalarının birbirlerine benzemesi, üretim için kullandıkları yollar, yönetimsel organizasyon modelleri, insan kaynakları yönetim politikaları gibi konularda aralarında bir sinerji oluşmasına sebep olmuştur. Bu anlamda dünyanın birçok noktasında bulunan ve birbirinden farklı birçok üretim sahalarına sahip olan firmalar kendi kurum kültürlerini var oldukları toplumların kültürel yapılarını, üretim yapılan alanın kendine has ihtiyaçlarını göz önüne alarak dış kaynak istihdamı olgusunu birçok farklı biçimlerde uygulamışlardır. Özellikle Bilgi Teknolojileri alanında hızla artan dış kaynak kullanımının hem firmalar üzerindeki olumlu ve olumsuz etkileri hem dış kaynak olarak istihdam edilen personellerin üzerindeki etkileri ve beklentileri son dönemde sıkça irdelenen konulardan biridir. Çalışma hayatındaki bireysel anlayışın ön plana çıkması sonrası daha da önem kazanan yetenek ve kariyer yönetimi anlayışı dış kaynak kullanımı ile istihdam edilen çalışanların sorunu haline gelmektedir. Bu kapsamda, çalışmanın amacı; piyasanın ihtiyacını karşılayan dış kaynak kullanımı ile istihdam edilen çalışanların kariyer ve yetenek yönetimi süreçleri üzerine mevcut durum analizi yaparak beklentilerini ölçmektir.
External Source Use A Field Study on Career and Talent Management of Employed Employees
Mehmet GülerOne of the consequences of globalization has led to a synergy between the private sector and the public sector, and many similarities between them are seen including the ways used for production, managerial organization models, and human resource management policies. In this sense, companies in many different parts of the world that have a variety of production fields have applied their corporate cultures in many different ways of creating outsourcing employment, taking into account the cultural needs of their communities and the specific needs of the production area. The rapid increase in outsourcing in the field of Information Technology, as well as the positive and negative effects on firms and the effects and expectations of the personnel employed through outsourcing is one of the topics that is frequently examined in the recent period. The concept of talent and career management, which has gained more importance after individual understanding in working life came into prominence, is becoming the problem of employees employed through outsourcing. Employment through outsourcing meets the needs of the market.
The question of this study, which started in primitive society, and continued within the structure of slavery society, developed structurally in the framework of feudal society and then completed its evolution with the professionalization it experienced in the process of the industrial revolution. In recent years, the phenomenon of working with developing technology has taken on a modern form and has become visible in different forms until today. When the development of working life is taken into consideration, it is seen that employment diversity increases. This development and change takes place in a way that meets the needs of employees and employers as well as meeting the requirements of the era. While on the one hand the elasticity of employment emerges in different types, on the other hand it raises some problems for the employer and for the employer.
Today, technological developments, increasing production diversity, improving transportation opportunities, increasing income level and social welfare have accelerated the formation of the global market structure. Meeting the increasing competition as a result of globalization has pushed enterprises to use scarce resources more efficiently. In order to solve these problems, business owners and writers who are conducting academic studies have constantly tried to find new solutions and develop new management approaches. In this context, outsourcing, which can be defined as transferring the activities that can be realized within the enterprise to an external supplier, is one of the strategic management approaches applied by many enterprises.
With the development of technology and the increase in communication opportunities, competition has gained prominence, economic fluctuations are interacting all over the world, and efforts to create flexible organizational structures that can adapt rapidly to changes have led to enterprises to apply new management techniques. One of these methods is the “outsourcing” approach. Outsourcing can be defined as a management tool that enables enterprises to specialize by focusing on basic talents, to use time and resources in the most efficient way, to adapt rapidly to technological changes and to gain cost advantage in highly competitive markets.
In general, outsourcing is used for the main reason of enabling small or large enterprises to continue, be it in the service sector or the production sector, thus making a profit and making their lives sustainable. However, it is not easy to realize this goal because of rapid changes and other developments in the world. In this process, the customers’ product or service alternatives are particularly easily accessible, and businesses keep customers while achieving efficiency in order to continue with a number of methods of doing business. Therefore, outsourcing is seen as one of the modern management practices in which companies apply to in order to achieve their ultimate goals. However, contrary to this general view, the cost element is not the only most important reason for outsourcing. In addition to reducing costs, factors such as developing the core capabilities of the enterprise, reducing and spreading risk, ensuring redistribution of resources, following technology and improving quality can be mentioned as other reasons for outsourcing.
In order to achieve their goals, businesses apply to the skills of their employees in almost all of their fields of activity, and initiate a new approach with this new management approach. The application has now evolved into receiving services from other businesses according to their main fields of activity, with the main business of the enterprises, in other words the jobs they are competent with their competent human resources and other jobs (food, cleaning, security etc.). However, the fact that enterprises receive services from other enterprises through outsourcing does not mean that they ignore other fields of activity. This is because the behavior of employees employed in these areas has more or less impacted on organizational success. In other words, the organizational commitment levels of the employees also affect the productivity level. It is also known that human resources, which feel a sense of belonging to their organizations, strive for more organizational purposes than those who lack the sense of belonging, and they benefit from and worry about their organizations. In addition, these employees are successful in teamwork, motivating others and developing good relations with their colleagues. It can be clearly said that this is an important issue that enterprises cannot ignore.
Individuals employed in the context of outsourcing face some problems in their working life. Individuals continue to carry out their business with the disadvantage of not being a permanent staff member of the enterprise where they work. In this context, the employer follows some policies in order to increase employee motivation and to make employees more productive. The most important of these are career and talent management practices. In this study, the approaches of career and talent management practices towards individuals employed within the scope of outsourcing are measured along with their effects on motivation and performance.
