Stratejik insan kaynakları yönetiminde balanced scorecard ve bir uygulama
Balanced scorecard in the strategical human resources management and a practice
- Tez No: 160708
- Danışmanlar: PROF.DR. AHMET SELAMOĞLU
- Tez Türü: Yüksek Lisans
- Konular: Çalışma Ekonomisi ve Endüstri İlişkileri, Labour Economics and Industrial Relations
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2005
- Dil: Türkçe
- Üniversite: Kocaeli Üniversitesi
- Enstitü: Sosyal Bilimler Enstitüsü
- Ana Bilim Dalı: Çalışma Ekonomisi Ana Bilim Dalı
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: 115
Özet
Özet yok.
Özet (Çeviri)
ABSTRACT To realize aims of a company, all before it must have a right structure and working. Which has this structure and working, improving a vision with norms, working conception with customer-based and high performance, and which creates norms is being succesful and stable. To be a company which creates addition norms for workers, customers, community and partners, first of all; must make an acceptable culture in company, determine a right strategy and in this way, setup systems, enforce politics and procedures. The human is in the base of all this works. The beliefs and norms, spirits and behaviours, making a relation and management modes of human is caused certain element of success in the whole companies, for this reason, the success in the human recources, is being the key of achieve“high performance organisation”aim. The human resources management was born and developed for priority branch inside the previous century in the organisation science.Since 1980's the human resources management which is commited operational, in the begining of 1900 commited administrative role and in the 1960's, is commited a strategical role. hi 1980's, in the techonological evolution, passing an information community, globalism, increasing priority of service sector, in the changing of workers job perception and making necessary to reconstruct social powers which is acting working life in the evolution process brought a new approach to management conception. Strategical human resources management is one of the parts of aprproach which creates this new management conception. Strategical human resources approach became with the affect of strategical management and human-based management approach. In the human resources management, adapting to the strategical management approach, which likes make easy to concord developing circuit conditions, is procured to dedicate themself, the workers, for company's long term aims. For reach EXthe aims of company, allow the workers participation in the process of determine right strategies simplifies to adopt the aims and to apply with beilef. With strategical human resources management approach, is changed companies management and computation models and conceptions like customer relations, spirit and behaviour for workers, relations with purveyors, is being the access point which determine company performance. With these, to be in status for companies competition; customer satisfaction, customer-based, reform company activities and consummate, in the mount of human, system, process of company inside must based education and development, because of catch developments, and for measure these to make strategical feedback, must use Balance Scorecard which is developed by Robert S. Kaplan and David P. Norton in 1992. Balance Scorecard, is classified inside the four main dimension which are entitled with measure of the vision, mission and strategy. These are financal, customer, process of company inside, learning and growing dimensions. These dimensions, in the Balance Scorecard, make a mount and a language to understand and transmit vision, mission, and strategy. By the measures, giving an information for elements which are allow to success today and tomorrow to all workers in the company. Chairmans, with identify the results that the company wants to reach and the elements that allow to have this results, aim all workers energy, ability and knowkedge to orientate to reach long term aims. In this study, reported in three parts with a subject that 'Balance Scorecard in the Strategical Human Resources Management' practiced. In the beginning of the study, strategical management and strategical human resources management is described by conceptual, determining human resources strategies and relationship between strategical human resources management and Balanced Scorecard is reported.In the second part of this study, main frame of Balance Scorecard, strategical dimensions, appling and affects to company management is reported. In the last part, Balance Scorecard that is practising in a production firm, and how is practising firm personal aim cards in performance developing management is reported. XI
Benzer Tezler
- Performans yönetiminde puan kartı yöntemi ve bir uygulama
Balanced scorecard in performance management and an application
EYLEM DERYA ÖZGÜR
Doktora
Türkçe
2010
Çalışma Ekonomisi ve Endüstri İlişkileriİstanbul ÜniversitesiÇalışma Ekonomisi Ana Bilim Dalı
PROF. DR. SEDAT MURAT
- İnsan kaynakları yönetiminde dengelenmiş sonuç kartı kullanımı: SIEMENS örneği
Usage of balanced scorecard in human resources management
EVREN SITKI GÜVENÇ
- Stratejik yönetimde performans ölçümü ve dengeli sonuç kartı uygulamalarının enerji sektöründe faaliyet gösteren işletmelerin verimliliğine ve insan kaynakları performans artışına etkisinin incelenmesi
Analyzing the impact of performance evaluation and balanced scorecard applications in strategy management to the productivity of organizations in energy sector and performance increment in human resources
FARID AFANDI
- Örgütsel performans ölçümünde stratejik yönetimin bir aracı olarak dengeli ölçüm kartı tekniği ve bir uygulama örneği
Balanced scorecard as a tool for strategic management in organizational performance measurement and a case study
MELİH ÖZGÜL
- Performans karnesi (Balanced Scorecard) ve performans karnesini etkileyen faktörlerin belirlenmesine yönelik Kayseri imalat sanayinde bir araştırma
Balanced scorecard and a study for investigating the factors affecting balanced scorecard in Kayseri manifacturing industry
CİHAT SAVSAR