İŞGÜCÜ PLANLAMASI: İŞGÜCÜ YÖNETİMİNDE ESNEKLİK

Year 2020, Issue: 1, 219 - 230, 13.01.2020

Keziban Avcı , İsmet Şahin , Füsun Terzioğlu

Abstract

Son yıllarda kaliteli ürün ve hizmet sunan küresel örgütlerin
sayısındaki artış ile birlikte yaşanan rekabet ve teknolojik ilerleme çalışma
düzenlerinin önemli ölçüde değişmesine, insanların nerede, nasıl ve ne zaman
çalışacakları konusunda daha fazla esneklik gereksinimine sebep olmuştur.
Ayrıca, çalışanlar tarafından da iş-yaşam dengesini iyileştirmek için esnek
çalışma uygulamaları giderek talep edilmekte ve önem kazanmaktadır. Buna karşın
işyerlerinde esnek çalışan sayısındaki artış, örgütler için zorluklara yol
açmaktadır. Esnek çalışma kurum genelinde tutarlı bir şekilde kullanılırsa
etkili olabilir. Çalışanların en üretken saatlerde çalışması ve örgütsel
bağlılığı artırması nedeniyle esnek çalışma örgütsel performansı artırır. Öte
yandan, esnek çalışma politikası adaletsizlik algılarına yol açabilir ve çalışma
ilişkilerini bozabilir. Ek olarak, çalışanlar için daha az iş-yaşam çatışması
nedeniyle, mesleki stresin azalmasına yardımcı olmaktadır. Ancak, eğer bilgi
akışı bozulursa stres yaratabilir.

Bu kapsamda işgücü esnekliği,
örgütlerin iç ve dış çevredeki değişen gereksinimlere uyum sağlamak için bir
strateji olarak tanımlanabilmesine rağmen, hem işverenler hem de çalışanlar
için zorluklar içermektedir. Bu makalede işgücü esnekliği yöntemlerinin
türlerini, içeriğini, etkinliğini, avantajlarını ve dezavantajlarını incelemek
ve çalışanları üzerindeki
etkisini göstermek amaçlanmıştır. Uygulanan
yöntem tüme varım yöntemidir.

Keywords

Planlama, İşgücü, Esneklik, İşgücü Yönetimi, Örgüt Yönetimi

WORKFORCE PLANNING: FLEXIBILITY IN WORKFORCE MANAGEMENT

Abstract

In recent years, the increase of the number of global organizations,
which provide products and services with quality and improvements in technology
and competitiveness, caused significant changes of working arrangements and
flexibility of working place and durations. Additionally, employees demand
flexible working practises for improving their work-life balance. On the other
hand, increase in the number of flexible employees in workplaces leads to
challenges for organisations. Flexible work can be effective if used
consistently throughout the organisation. Flexible work improves organizational
performance as employees work at the most productive hours and increase
organizational commitment. On the other hand, flexible labour policy can lead
to perceptions of injustice and disrupt labour relations. In addition, it helps
reduce occupational stress due to fewer work-life conflicts for employees.
However, it can create stress if the flow of information is impaired.

 

In this context, although labour flexibility can be defined as a
strategy for adapting to the changing needs of organizations both internally
and externally, it presents challenges for both employers and employees. In
this article, the aim is to examine the types, content, effectiveness, advantages
and disadvantages of labour flexibility methods and to show the effect on the
employees. The induction method is applied in the study.

Keywords

Planning, Workforce, Flexibility, Workforce Management, Organizational Management

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