Araştırma Makalesi
BibTex RIS Kaynak Göster

The Impact of Perceived Talent Management Applications on Innovation Performance

Yıl 2018, Sayı: 57, 20 - 36, 18.08.2018

Ayşe Nur Akyüz , Edip Örücü

Öz

Under the rapidly increasing
competitive conditions of the business world, institutions are trying to
survive by generating innovation and increasing their performance in this area. The biggest source of enterprises in this regard is
talented human capital. The study aims to
measure the impact of talent management practices on innovation performance and
aim at attracting attention of both managers and researchers to this issue. In this context, data collected from 140 academicians
from two universities in Turkey were analyzed with SPSS 22 program and
frequency, factor, correlation and regression analyzes were applied. As a result of the research, it has been found that
the talent development and talent retention sub-dimensions of  talent management  affect 
innovation performance positively.

Anahtar Kelimeler

Talent Management Innovation Innovation Performance

Kaynakça

  • Abraham, S. (2011). Talent Management Strategies of an International Bank in the Middle-East. International Conference on Technology and Business Management, March 28-30, 608-617.
  • Adem, Ö. Ğ. Ü. T., & AKSAY, K. (2011). Yenilikçilik Kültürünün Örgütsel Yenilikçilik Üzerine Etkisi: Konya İlinde Faaliyet Gösteren Özel Hastanelerde Bir Uygulama. Selçuk Üniversitesi Sosyal ve Teknik Araştırmalar Dergisi, 1(2), 39-63.
  • Akar, F., & BALCI, A. (2015). Yetenek Yönetiminin Bazı Türk Üniversitelerinde Uygulanmasına İlişkin Öğretim Üyesi Görüşleri. Kastamonu Eğitim Dergisi, 24(2).
  • Akdoğan, A., & Kale, E. (2011). Konaklama İşletmelerinde Örgüt İçi Faktörlerin Yenilik Ve Yaratıcılık Performansına Etkisi. Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi, 1(1).
  • Aksay, K. (2011). Yenilikçilik kültürünün örgütsel yenilikçilik üzerine etkisi: Konya ilinde faaliyet gösteren özel hastanelerde bir uygulama (Doctoral dissertation, Selçuk Üniversitesi Sosyal Bilimler Enstitüsü).
  • Alves, J., Marques M. J., Saur I. et Al. (2007). Creativity and Innovation through Multidisciplinary and Multisectoral Cooperation. Creativity and Innovation Management, 16 (1), 27-35.
  • Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of management journal, 39(5), 1154-1184.
  • Anderson, N. R. and West, M.A. (1998). Measuring Climate for Work Group Innovation: Development and Validation of The Team Climate Inventory, Journal of Organizational Behavior, 19, 235-258.
  • Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S. and Mkamwa, T. (2010), “The impact of diversity and equality management on firm performance: beyond high performance work systems”, Human Resource Management, Vol. 49 No. 6, pp. 977-998.
  • Atlı, D. (2012). Yetenek Yönetimi: Insan Kaynakları Yönetiminin Yeni Vizyonu. Crea Yayıncılık, Haziran 2012, S: 98, 99.
  • Bahadanlı, H. S. (2013). İşletmelerde Yetenek Yönetimi Uygulamalarının Çalışanların İş Tatmini ve Örgüte Bağlılıkları Üzerindeki Etkisi (İlaç, Tekstil ve Otomotiv Sektörlerinde Araştırma), Yayınlanmamış doktora tezi, Marmara Üniversitesi, SBE.
  • Balay, R., Kaya, A., & Melik, G. (2015). Ortaokul Öğretmenlerinin örgütsel Yaratıcılık İle Yönetsel Etkililik Algıları Arasındaki İlişki. Kastamonu Eğitim Dergisi, 23(2), 439-466.
  • Barron, P. (2008). Education and talent management: implications for the hospitality industry. International Journal of Contemporary Hospitality Management, 20 (7), 730-742.
  • Basadur, M.and Gelade, G. A. (2006). The Role of Knowledge Management in the Innovation Process, Creativity and Innovation Management, 15 (1), 45-62.
  • Baum, T. (2008). Implications of hospitality and tourism labour markets for talent management strategies. International Journal of Contemporary Hospitality Management, 20, (7), 720-729.
  • Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A., & Sumelius, J. (2013). Talent or not? Employee reactions to talent identification. Human Resource Management, 52(2), 195-214.
  • Boxall, P. and Macky, K. (2009), “Research and theory on high-performance work systems: progressing the high-involvement stream”, Human Resource Management Journal, Vol. 19 No. 1, pp. 3-23.
  • Bozkurt, Ö. (2015). Sosyal Hizmet İşletmelerinde Yenilik Yönetimi. Visionary E Journal/ Vizyoner Dergisi.
  • Bradley, Andrew P.(2016). Talent management for universities. Australian Universities' Review. Vol. 58 Issue 1, p13-19, 7p
  • Brooke, B., & Matthews, P. (2012). Paradigma shift, building a new talent management model to boost growth, Ernst & Young, Retrieved from http//:www.ey.com/growingbeyond, 02.08.2013.
  • Brooke, B., & Matthews, P. (2012). Paradigma Shift, Building a new talent management model to boost growth. Ernst & Young, Retrieved from http//: www. ey. com/growingbeyond, 2, 2013.
  • Camelo-Ordaz, C., García-Cruz, J., Sousa-Ginel, E. and Valle-Cabrera, R. (2011), “The influence of human resource management on knowledge sharing and innovation in Spain: the mediating role of affective commitment”, International Journal of Human Resource Management, Vol. 22 No. 7, pp. 1442-1463.
  • Ceylan, N.(2009). İnsan kaynakları yönetiminde yetenek yönetimi ve bir uygulama. Yayımlanma¬mış yüksek lisans tezi. İstanbul Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Chang, S. C., & Lee, M. S. (2008). The linkage between knowledge accumulation capability and organizational innovation. Journal of knowledge management, 12(1), 3-20.
  • Chang, S., Gong, Y., and Shum, C. (2011). Promoting innovation in hospitality companies through human resource management practices. International Journal of Hospitality Management, 30, 812-818.
  • Chang, Su-Chao. and Lee, M. (2007). The Effects of Organizational Culture and Knowledge Management Mechanisms on Organizational Innovation: An Empirical Study in Taiwan, The Business Review, 7 (1), 295-301.
  • Cheese P., Thomas R.J. & Craig E. (2008). The talent powered organization: strategies for globalization, talent management and high performance. London: Kogan Page.
  • Chowhan, J. (2016). Unpacking the black box: understanding the relationship between strategy, HRM practices, innovation and organizational performance. Human Resource Management Journal, 26(2), 112-133.
  • Collins, C.J. and Smith, K.G. (2006), “Knowledge exchange and combination: the role of human resource practices in the performance of high-technology firms”, Academy of Management Journal, Vol. 49 No. 3, pp. 544-560.
  • Çankaya, S., Aksay, K., & Enginyurt, Ö. (2013). İnsan Kaynakları Stratejilerinin Çalışanların Yenilikçilik Kapasitesi Üzerine Etkisi ve Bir Uygulama. Örgütsel İletişimin Önemi, 1.
  • Çırpan, H., & Şen, A. (2009). İşletmelerde yenilikçiliği geliştirmede etkili bir araç: yetenek yönetimi. Çerçeve Dergisi, 52(16), 110-116.
  • D‟Annunzio-Green, N. (2008). Managing the talent management pipeline Towards a greater understanding of senior managers‟ perspectives in the hospitality and tourism sector. International Journal of Contemporary Hospitality Management, 20 (7), 807-819.
  • De Saá-Pérez, P. and Díaz-Díaz, N.L. (2010), “Human resource management and innovation in the Canary Islands: an ultra-peripheral region of the European Union”, International Journal of Human Resource Management, Vol. 21 No. 10, pp. 1649-1666.
  • De Winne, S. and Sels, L. (2010), “Interrelationships between human capital, HRM and innovation in Belgian start-ups aiming at an innovation strategy”, International Journal of Human Resource Management, Vol. 21 No. 11, pp. 1863-1883.
  • Demirtaş, Ö. (2013). Stratejik İnsan Kaynakları Yönetimi Ve Örgütsel İnovasyon. İktisadi ve İdari Bilimler Dergisi, 35(2), 261-290.
  • Devine, M. (2009). Case Study of the Malmaison Hotel Group. Blass, E. (Ed.). In Talent Management Cases and Commentary (184-189). UK: Palgrave Macmillan.
  • Donate, M. J., Peña, I., & Sánchez de Pablo, J. D. (2016). HRM practices for human and social capital development: effects on innovation capabilities. The International Journal of Human Resource Management, 27(9), 928-953.
  • Dries, N., & Pepermans, R.(2008). Real high-potential careers: An empirical study into the experiences of organisations and high potentials.
  • Durmuş, B., & Yurtkoru, E. Serra ve Çinko, Murat,(2013), Sosyal Bilimlerde SPSS’le Veri Analizi, 5. Baskı, İstanbul: Beta Yayınları.
  • Edquist, C. (2005). Innovation Processes. Fagerberg, J., Mowery, D. J. ve Nelson, R. R., (Ed.), The Oxford Handbook of Innovation içinde (ss.181-208). New York: Oxford University Press.
  • Elçi, Ş. (2006). İnovasyon: kalkınmanın ve rekabetin anahtarı. Meteksan Bilişim Grubu, BT Haber.
  • Elçi, Ş., & KARATAYLI, İ. (2008). İnovasyon Rehberi: Kârlılık ve Rekabetin Elkitabı. Technopolis Group Türkiye.
  • Elenkov, D. S., Judge, W. and Wright, P. (2005). Strategic Leadership and Executive Innovation Influence: An International Multi-cluster Comparative Study, Strategic Management Journal, 26, 665-682.
  • Enders, J., De Boer, H., File, J., Jongbloed, B., & Westerheijden, D. (2011). Reform of higher education in Europe. In Reform of higher education in Europe (pp. 1-10). SensePublishers.
  • Erçokses, B. (2009). Yetenek yönetimi sürecinde çalışanların eğitilmesi ve geliştirilmesi ve bir uygula¬ma. Yayımlanmamış yüksek lisans tezi. Marmara Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Fu, N., Flood, P. C., Bosak, J., Morris, T., & O'Regan, P. (2015). How do high performance work systems influence organizational innovation in professional service firms?. Employee Relations, 37(2), 209-231.
  • Gorman, T. (2007). Innovation: Create an Idea Culture, Redefine Your Business, Grow Your Profits. Adams Media.
  • Gümüş, S., Apak, S., Gümüş, H. G., & Kurban, Z. (2013). An Application in Human Resources Management for Meeting Differentiation and Innovativeness Requirements of Business: Talent Management. Procedia-Social and Behavioral Sciences, 99, 794-808.
  • Hatum, A. (2010). Next generation talent management: Talent management to survive turmoil. Palgrave Macmillan.
  • Heuer, J. J. (2003). Succession planning for key administrators at ivy-plus universities.
  • Huselid, M.A. (1995), “The impact of human resource management practices on turnover, productivity, and corporate financial performance”, Academy of Management Journal, Vol. 38 No. 3, pp. 635-672.
  • James Sunday Kehinde PhD, A. C. A. (2012). Talent management: Effect on organizational performance. Journal of Management Research, 4(2), 178.
  • Jiménez-Jiménez, D. and Sanz-Valle, R. (2008), “Could HRM support organizational innovation?”, International Journal of Human Resource Management, Vol. 19 No. 7, pp. 1208-1221.
  • K.A. Eriscson ve N. Charness, Cognitive and developmental factors in expert performance. In: Feltovich PJ, Ford KM, Hoffman RR, editors. Expertise in Context: Human and Machine. Menlo Park, CA: The MIT Pres, 1997.
  • Karalar, E. B. (2008). Yetenek yönetiminin üretim sektöründeki çalışanlar üzerine etkileri ve Türkiye’de faaliyet gösteren çok uluslu bir firmada uygulanması. Yayımlanmamış yüksek li¬sans tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Kılınç, Efe Can. "İnovasyon ve ulusal kalkınma: AB ülkeleri ve Türkiye üzerine bir inceleme." (2011).
  • Kivimaki, M., Lansisalmi, H., Marko E. et Al. (2000), Communication as a Determinant of Organizational Innovation, R &D Management, 30 (1), 33- 42.
  • Kollsrud, K. (2008). The Perception Of Talent Management From The Perspective Of A Middle Manager In A Five Star Hotel Company. The Emirates Academy of Hospitality Management. EuroCHRIE in Dubai, October 13th, United Arab Emirates. 16.10.2013 http://www.yatedo.com.
  • Kratzer, J., Leenders, R.A.J. and van Engelen, J.M.L. (2004). Stimulating the Potential: Creative Performance and Communication in Innovation Teams, Creativity and Innovation Management, 13(1), 63-71
  • Likierman, A. (2007). How to measure the success of talent management. People Management, 13(4), 22.
  • Madsen, A.S. ve Ulhøı, J.P., “Technology innovation, human resources and dysfunctional integration”, International Journal of Manpower, 26(6), 2005, s.488-501.
  • Martin, G., & Hetrick, S. (2006). Corporate reputations, branding and people management: A strategic approach to HR. Routledge.
  • Mathisen, G.E., Torsheim T. and Einarsen S. (2006), The Team-level Model of Climate for Innovation: A Two-level Confirmatory Factor Analysis, Journal of Occupational and Organizational Psychology, 79, 23–35.
  • McDonnell, A., Lamare, R., Gunnigle, P., & Lavelle, J. (2010). Developing tomorrow’s leaders-Evidence of global talent management in multinational enterprises, Journal of World Business, 45, 150-160.
  • Miron, E., Erez, M. and Naveh, E. (2004). Do Personal Characteristics and Cultural Values that Promote Innovation, Quality, and Efficiency Compete or Complement Each Other?, Journal of Organizational Behavior, 25, 175- 199.
  • Ooi, C. SS. (2009) Surviving the war for talent in Asia: how innovation can help. IBM Press, Printed: R.R. Donnelley in Crawfordsville: Indiana-USA, (p. 141).
  • Örücü, E., Kılıç, R., & Savaş, A. (2011). KOBİ’lerde inovasyon stratejileri ve inovasyon yapmayı etkileyen faktörler: bir uygulama.
  • Özdoğan, O. N. Yetenek Yönetimi ve Yenilik Performansı İlişkisi: Konaklama İşletmelerinde Bir Araştırma, 2016.
  • Pearce, C. L. and Ensley, M. D. (2004). A Reciprocal And Longitudinal Investigation of The Innovation Process: The Central Role of Shared Vision in Product And Process Innovation Teams, Journal of Organizational Behavior, 25, 259-278.
  • Powell, S.and Dodd, C. (2007). Managing Vision and the Brand within the Creative Industries, Corporate Communications: An International Journal, 12(4), 394-413.
  • Scarbrough H., “Knowledge management, HRM and the innovation process”, International Journal of Manpower, 24(5), 2003, s.501-516.
  • Schweyer, A. (2004). Talent management systems. Aurora, Ontario: John Wiley & Sons Canada.
  • Scullion, H. U. G. H., & Collings, D. (2006). International talent management. Global staffing, 87-116.
  • Scullion, H., & Starkey, K. (2000). In search of the changing role of the corporate human resource function in the international firm. International Journal of Human Resource Management, 11(6), 1061-1081.
  • Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., ... & Wright, P. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
  • Subramaniam, R. (2005). A Multivariate Study of the Reationship Between Organizational Learning, Organizational Innovation and Organizational Climate in the Australian Hotel Industry, Swinburne University of Technology.
  • Sweem, S. L. (2009). Leveraging employee engagement through a talent management strategy: optimizing human capital through human resources and organization development strategy in a field study. Benedictine University.
  • Wei, L.Q., Liu, J. and Herndon, N.C. (2011), “SHRM and product innovation: testing the moderating effects of organizational culture and structure in Chinese firms”, International Journal of Human Resource Management, Vol. 22 No. 1, pp. 19-33.
  • Wong, S., & Pang, L. (2003). Motivators to creativity in the hotel industry—perspectives of managers and supervisors. Tourism management, 24(5), 551-559.
  • Woodman, R. W., Sawyer, J. E. and Griffin, R. W. (1993). Toward a Theory of Organizational Creativity, Academy of Management Review,18(2),293-321
  • Yılmaz, A., & İraz, R. (2013). Örgütsel Yaratıcılık Kültürü Bağlamında Çalışanların Yaratıcılık Yönetimine İlişkin Tutumlarının Değerlendirilmesi: Konya İli Devlet ve Katılım Bankaları Örneği. The Journal of Academic Social Science Studies JASSS, 6(5), 829-855.
  • Zhang, J. A., Edgar, F., Geare, A., & O'Kane, C. (2016). The interactive effects of entrepreneurial orientation and capability-based HRM on firm performance: The mediating role of innovation ambidexterity. Industrial Marketing Management.

ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ

Yıl 2018, Sayı: 57, 20 - 36, 18.08.2018

Ayşe Nur Akyüz , Edip Örücü

Öz

İş
dünyasının hızla daha da sertleşen rekabet koşulları altında, kurumlar yenilik
üreterek ve bu konudaki performanslarını artırarak ayakta kalmaya çalışmaktadır.
Bu konuda işletmelerin en büyük kaynağı ise yetenekli insan sermayesidir.
Çalışma, yetenek yönetimi uygulamalarının yenilik performansı üzerindeki
etkisini ölçmeyi ve bu sayede hem yöneticilerin hem de araştırmacıların
dikkatini bu konuya çekmeyi amaçlamaktadır. Bu bağlamda Türkiye’ deki iki
üniversiteden toplam 140 akademisyenden toplanan veriler SPSS 22 programı ile
analize tabi tutulmuş, frekans, faktör, korelasyon ve regresyon analizleri
uygulanmıştır. Araştırmanın sonucunda yetenek yönetiminin, yeteneği geliştirme
ve yeteneği tutma alt boyutlarının yenilik performansını pozitif yönde
etkilediği bulunmuştur.

Anahtar Kelimeler

Yetenek Yönetimi Yetenek Yenilik İnovasyon Yenilik Performansı

Kaynakça

  • Abraham, S. (2011). Talent Management Strategies of an International Bank in the Middle-East. International Conference on Technology and Business Management, March 28-30, 608-617.
  • Adem, Ö. Ğ. Ü. T., & AKSAY, K. (2011). Yenilikçilik Kültürünün Örgütsel Yenilikçilik Üzerine Etkisi: Konya İlinde Faaliyet Gösteren Özel Hastanelerde Bir Uygulama. Selçuk Üniversitesi Sosyal ve Teknik Araştırmalar Dergisi, 1(2), 39-63.
  • Akar, F., & BALCI, A. (2015). Yetenek Yönetiminin Bazı Türk Üniversitelerinde Uygulanmasına İlişkin Öğretim Üyesi Görüşleri. Kastamonu Eğitim Dergisi, 24(2).
  • Akdoğan, A., & Kale, E. (2011). Konaklama İşletmelerinde Örgüt İçi Faktörlerin Yenilik Ve Yaratıcılık Performansına Etkisi. Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi, 1(1).
  • Aksay, K. (2011). Yenilikçilik kültürünün örgütsel yenilikçilik üzerine etkisi: Konya ilinde faaliyet gösteren özel hastanelerde bir uygulama (Doctoral dissertation, Selçuk Üniversitesi Sosyal Bilimler Enstitüsü).
  • Alves, J., Marques M. J., Saur I. et Al. (2007). Creativity and Innovation through Multidisciplinary and Multisectoral Cooperation. Creativity and Innovation Management, 16 (1), 27-35.
  • Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of management journal, 39(5), 1154-1184.
  • Anderson, N. R. and West, M.A. (1998). Measuring Climate for Work Group Innovation: Development and Validation of The Team Climate Inventory, Journal of Organizational Behavior, 19, 235-258.
  • Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S. and Mkamwa, T. (2010), “The impact of diversity and equality management on firm performance: beyond high performance work systems”, Human Resource Management, Vol. 49 No. 6, pp. 977-998.
  • Atlı, D. (2012). Yetenek Yönetimi: Insan Kaynakları Yönetiminin Yeni Vizyonu. Crea Yayıncılık, Haziran 2012, S: 98, 99.
  • Bahadanlı, H. S. (2013). İşletmelerde Yetenek Yönetimi Uygulamalarının Çalışanların İş Tatmini ve Örgüte Bağlılıkları Üzerindeki Etkisi (İlaç, Tekstil ve Otomotiv Sektörlerinde Araştırma), Yayınlanmamış doktora tezi, Marmara Üniversitesi, SBE.
  • Balay, R., Kaya, A., & Melik, G. (2015). Ortaokul Öğretmenlerinin örgütsel Yaratıcılık İle Yönetsel Etkililik Algıları Arasındaki İlişki. Kastamonu Eğitim Dergisi, 23(2), 439-466.
  • Barron, P. (2008). Education and talent management: implications for the hospitality industry. International Journal of Contemporary Hospitality Management, 20 (7), 730-742.
  • Basadur, M.and Gelade, G. A. (2006). The Role of Knowledge Management in the Innovation Process, Creativity and Innovation Management, 15 (1), 45-62.
  • Baum, T. (2008). Implications of hospitality and tourism labour markets for talent management strategies. International Journal of Contemporary Hospitality Management, 20, (7), 720-729.
  • Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A., & Sumelius, J. (2013). Talent or not? Employee reactions to talent identification. Human Resource Management, 52(2), 195-214.
  • Boxall, P. and Macky, K. (2009), “Research and theory on high-performance work systems: progressing the high-involvement stream”, Human Resource Management Journal, Vol. 19 No. 1, pp. 3-23.
  • Bozkurt, Ö. (2015). Sosyal Hizmet İşletmelerinde Yenilik Yönetimi. Visionary E Journal/ Vizyoner Dergisi.
  • Bradley, Andrew P.(2016). Talent management for universities. Australian Universities' Review. Vol. 58 Issue 1, p13-19, 7p
  • Brooke, B., & Matthews, P. (2012). Paradigma shift, building a new talent management model to boost growth, Ernst & Young, Retrieved from http//:www.ey.com/growingbeyond, 02.08.2013.
  • Brooke, B., & Matthews, P. (2012). Paradigma Shift, Building a new talent management model to boost growth. Ernst & Young, Retrieved from http//: www. ey. com/growingbeyond, 2, 2013.
  • Camelo-Ordaz, C., García-Cruz, J., Sousa-Ginel, E. and Valle-Cabrera, R. (2011), “The influence of human resource management on knowledge sharing and innovation in Spain: the mediating role of affective commitment”, International Journal of Human Resource Management, Vol. 22 No. 7, pp. 1442-1463.
  • Ceylan, N.(2009). İnsan kaynakları yönetiminde yetenek yönetimi ve bir uygulama. Yayımlanma¬mış yüksek lisans tezi. İstanbul Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Chang, S. C., & Lee, M. S. (2008). The linkage between knowledge accumulation capability and organizational innovation. Journal of knowledge management, 12(1), 3-20.
  • Chang, S., Gong, Y., and Shum, C. (2011). Promoting innovation in hospitality companies through human resource management practices. International Journal of Hospitality Management, 30, 812-818.
  • Chang, Su-Chao. and Lee, M. (2007). The Effects of Organizational Culture and Knowledge Management Mechanisms on Organizational Innovation: An Empirical Study in Taiwan, The Business Review, 7 (1), 295-301.
  • Cheese P., Thomas R.J. & Craig E. (2008). The talent powered organization: strategies for globalization, talent management and high performance. London: Kogan Page.
  • Chowhan, J. (2016). Unpacking the black box: understanding the relationship between strategy, HRM practices, innovation and organizational performance. Human Resource Management Journal, 26(2), 112-133.
  • Collins, C.J. and Smith, K.G. (2006), “Knowledge exchange and combination: the role of human resource practices in the performance of high-technology firms”, Academy of Management Journal, Vol. 49 No. 3, pp. 544-560.
  • Çankaya, S., Aksay, K., & Enginyurt, Ö. (2013). İnsan Kaynakları Stratejilerinin Çalışanların Yenilikçilik Kapasitesi Üzerine Etkisi ve Bir Uygulama. Örgütsel İletişimin Önemi, 1.
  • Çırpan, H., & Şen, A. (2009). İşletmelerde yenilikçiliği geliştirmede etkili bir araç: yetenek yönetimi. Çerçeve Dergisi, 52(16), 110-116.
  • D‟Annunzio-Green, N. (2008). Managing the talent management pipeline Towards a greater understanding of senior managers‟ perspectives in the hospitality and tourism sector. International Journal of Contemporary Hospitality Management, 20 (7), 807-819.
  • De Saá-Pérez, P. and Díaz-Díaz, N.L. (2010), “Human resource management and innovation in the Canary Islands: an ultra-peripheral region of the European Union”, International Journal of Human Resource Management, Vol. 21 No. 10, pp. 1649-1666.
  • De Winne, S. and Sels, L. (2010), “Interrelationships between human capital, HRM and innovation in Belgian start-ups aiming at an innovation strategy”, International Journal of Human Resource Management, Vol. 21 No. 11, pp. 1863-1883.
  • Demirtaş, Ö. (2013). Stratejik İnsan Kaynakları Yönetimi Ve Örgütsel İnovasyon. İktisadi ve İdari Bilimler Dergisi, 35(2), 261-290.
  • Devine, M. (2009). Case Study of the Malmaison Hotel Group. Blass, E. (Ed.). In Talent Management Cases and Commentary (184-189). UK: Palgrave Macmillan.
  • Donate, M. J., Peña, I., & Sánchez de Pablo, J. D. (2016). HRM practices for human and social capital development: effects on innovation capabilities. The International Journal of Human Resource Management, 27(9), 928-953.
  • Dries, N., & Pepermans, R.(2008). Real high-potential careers: An empirical study into the experiences of organisations and high potentials.
  • Durmuş, B., & Yurtkoru, E. Serra ve Çinko, Murat,(2013), Sosyal Bilimlerde SPSS’le Veri Analizi, 5. Baskı, İstanbul: Beta Yayınları.
  • Edquist, C. (2005). Innovation Processes. Fagerberg, J., Mowery, D. J. ve Nelson, R. R., (Ed.), The Oxford Handbook of Innovation içinde (ss.181-208). New York: Oxford University Press.
  • Elçi, Ş. (2006). İnovasyon: kalkınmanın ve rekabetin anahtarı. Meteksan Bilişim Grubu, BT Haber.
  • Elçi, Ş., & KARATAYLI, İ. (2008). İnovasyon Rehberi: Kârlılık ve Rekabetin Elkitabı. Technopolis Group Türkiye.
  • Elenkov, D. S., Judge, W. and Wright, P. (2005). Strategic Leadership and Executive Innovation Influence: An International Multi-cluster Comparative Study, Strategic Management Journal, 26, 665-682.
  • Enders, J., De Boer, H., File, J., Jongbloed, B., & Westerheijden, D. (2011). Reform of higher education in Europe. In Reform of higher education in Europe (pp. 1-10). SensePublishers.
  • Erçokses, B. (2009). Yetenek yönetimi sürecinde çalışanların eğitilmesi ve geliştirilmesi ve bir uygula¬ma. Yayımlanmamış yüksek lisans tezi. Marmara Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Fu, N., Flood, P. C., Bosak, J., Morris, T., & O'Regan, P. (2015). How do high performance work systems influence organizational innovation in professional service firms?. Employee Relations, 37(2), 209-231.
  • Gorman, T. (2007). Innovation: Create an Idea Culture, Redefine Your Business, Grow Your Profits. Adams Media.
  • Gümüş, S., Apak, S., Gümüş, H. G., & Kurban, Z. (2013). An Application in Human Resources Management for Meeting Differentiation and Innovativeness Requirements of Business: Talent Management. Procedia-Social and Behavioral Sciences, 99, 794-808.
  • Hatum, A. (2010). Next generation talent management: Talent management to survive turmoil. Palgrave Macmillan.
  • Heuer, J. J. (2003). Succession planning for key administrators at ivy-plus universities.
  • Huselid, M.A. (1995), “The impact of human resource management practices on turnover, productivity, and corporate financial performance”, Academy of Management Journal, Vol. 38 No. 3, pp. 635-672.
  • James Sunday Kehinde PhD, A. C. A. (2012). Talent management: Effect on organizational performance. Journal of Management Research, 4(2), 178.
  • Jiménez-Jiménez, D. and Sanz-Valle, R. (2008), “Could HRM support organizational innovation?”, International Journal of Human Resource Management, Vol. 19 No. 7, pp. 1208-1221.
  • K.A. Eriscson ve N. Charness, Cognitive and developmental factors in expert performance. In: Feltovich PJ, Ford KM, Hoffman RR, editors. Expertise in Context: Human and Machine. Menlo Park, CA: The MIT Pres, 1997.
  • Karalar, E. B. (2008). Yetenek yönetiminin üretim sektöründeki çalışanlar üzerine etkileri ve Türkiye’de faaliyet gösteren çok uluslu bir firmada uygulanması. Yayımlanmamış yüksek li¬sans tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Kılınç, Efe Can. "İnovasyon ve ulusal kalkınma: AB ülkeleri ve Türkiye üzerine bir inceleme." (2011).
  • Kivimaki, M., Lansisalmi, H., Marko E. et Al. (2000), Communication as a Determinant of Organizational Innovation, R &D Management, 30 (1), 33- 42.
  • Kollsrud, K. (2008). The Perception Of Talent Management From The Perspective Of A Middle Manager In A Five Star Hotel Company. The Emirates Academy of Hospitality Management. EuroCHRIE in Dubai, October 13th, United Arab Emirates. 16.10.2013 http://www.yatedo.com.
  • Kratzer, J., Leenders, R.A.J. and van Engelen, J.M.L. (2004). Stimulating the Potential: Creative Performance and Communication in Innovation Teams, Creativity and Innovation Management, 13(1), 63-71
  • Likierman, A. (2007). How to measure the success of talent management. People Management, 13(4), 22.
  • Madsen, A.S. ve Ulhøı, J.P., “Technology innovation, human resources and dysfunctional integration”, International Journal of Manpower, 26(6), 2005, s.488-501.
  • Martin, G., & Hetrick, S. (2006). Corporate reputations, branding and people management: A strategic approach to HR. Routledge.
  • Mathisen, G.E., Torsheim T. and Einarsen S. (2006), The Team-level Model of Climate for Innovation: A Two-level Confirmatory Factor Analysis, Journal of Occupational and Organizational Psychology, 79, 23–35.
  • McDonnell, A., Lamare, R., Gunnigle, P., & Lavelle, J. (2010). Developing tomorrow’s leaders-Evidence of global talent management in multinational enterprises, Journal of World Business, 45, 150-160.
  • Miron, E., Erez, M. and Naveh, E. (2004). Do Personal Characteristics and Cultural Values that Promote Innovation, Quality, and Efficiency Compete or Complement Each Other?, Journal of Organizational Behavior, 25, 175- 199.
  • Ooi, C. SS. (2009) Surviving the war for talent in Asia: how innovation can help. IBM Press, Printed: R.R. Donnelley in Crawfordsville: Indiana-USA, (p. 141).
  • Örücü, E., Kılıç, R., & Savaş, A. (2011). KOBİ’lerde inovasyon stratejileri ve inovasyon yapmayı etkileyen faktörler: bir uygulama.
  • Özdoğan, O. N. Yetenek Yönetimi ve Yenilik Performansı İlişkisi: Konaklama İşletmelerinde Bir Araştırma, 2016.
  • Pearce, C. L. and Ensley, M. D. (2004). A Reciprocal And Longitudinal Investigation of The Innovation Process: The Central Role of Shared Vision in Product And Process Innovation Teams, Journal of Organizational Behavior, 25, 259-278.
  • Powell, S.and Dodd, C. (2007). Managing Vision and the Brand within the Creative Industries, Corporate Communications: An International Journal, 12(4), 394-413.
  • Scarbrough H., “Knowledge management, HRM and the innovation process”, International Journal of Manpower, 24(5), 2003, s.501-516.
  • Schweyer, A. (2004). Talent management systems. Aurora, Ontario: John Wiley & Sons Canada.
  • Scullion, H. U. G. H., & Collings, D. (2006). International talent management. Global staffing, 87-116.
  • Scullion, H., & Starkey, K. (2000). In search of the changing role of the corporate human resource function in the international firm. International Journal of Human Resource Management, 11(6), 1061-1081.
  • Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., ... & Wright, P. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
  • Subramaniam, R. (2005). A Multivariate Study of the Reationship Between Organizational Learning, Organizational Innovation and Organizational Climate in the Australian Hotel Industry, Swinburne University of Technology.
  • Sweem, S. L. (2009). Leveraging employee engagement through a talent management strategy: optimizing human capital through human resources and organization development strategy in a field study. Benedictine University.
  • Wei, L.Q., Liu, J. and Herndon, N.C. (2011), “SHRM and product innovation: testing the moderating effects of organizational culture and structure in Chinese firms”, International Journal of Human Resource Management, Vol. 22 No. 1, pp. 19-33.
  • Wong, S., & Pang, L. (2003). Motivators to creativity in the hotel industry—perspectives of managers and supervisors. Tourism management, 24(5), 551-559.
  • Woodman, R. W., Sawyer, J. E. and Griffin, R. W. (1993). Toward a Theory of Organizational Creativity, Academy of Management Review,18(2),293-321
  • Yılmaz, A., & İraz, R. (2013). Örgütsel Yaratıcılık Kültürü Bağlamında Çalışanların Yaratıcılık Yönetimine İlişkin Tutumlarının Değerlendirilmesi: Konya İli Devlet ve Katılım Bankaları Örneği. The Journal of Academic Social Science Studies JASSS, 6(5), 829-855.
  • Zhang, J. A., Edgar, F., Geare, A., & O'Kane, C. (2016). The interactive effects of entrepreneurial orientation and capability-based HRM on firm performance: The mediating role of innovation ambidexterity. Industrial Marketing Management.
Toplam 82 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Ayşe Nur Akyüz

Edip Örücü

Yayımlanma Tarihi 18 Ağustos 2018
Yayımlandığı Sayı Yıl 2018 Sayı: 57

Kaynak Göster

APA Akyüz, A. N., & Örücü, E. (2018). ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi(57), 20-36.
AMA Akyüz AN, Örücü E. ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. Ağustos 2018;(57):20-36.
Chicago Akyüz, Ayşe Nur, ve Edip Örücü. “ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 57 (Ağustos 2018): 20-36.
EndNote Akyüz AN, Örücü E (01 Ağustos 2018) ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 57 20–36.
IEEE A. N. Akyüz ve E. Örücü, “ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ”, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 57, ss. 20–36, Ağustos 2018.
ISNAD Akyüz, Ayşe Nur - Örücü, Edip. “ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 57 (Ağustos 2018), 20-36.
JAMA Akyüz AN, Örücü E. ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2018;:20–36.
MLA Akyüz, Ayşe Nur ve Edip Örücü. “ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 57, 2018, ss. 20-36.
Vancouver Akyüz AN, Örücü E. ALGILANAN YETENEK YÖNETİMİ UYGULAMALARININ YENİLİK PERFORMANSI ÜZERİNE ETKİSİ. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2018(57):20-36.

Dergimiz EBSCOhost, ULAKBİM/Sosyal Bilimler Veri Tabanında, SOBİAD ve Türk Eğitim İndeksi'nde yer alan uluslararası hakemli bir dergidir.