Publication: Çok uluslu bir şirkette ülkelere ilişkin yetkinlik algılamaları ve yetkinlik bazlı mülakat etkinliğine ilişkin bir araştırma
Abstract
Yetkinlik Bazlı Mülakat, İşe Alım, Yetkinlik Algılaması, Kültürel Farklılıklar, Birey-İş Uyumu, İş Doyumu ÖZET ÇOK ULUSLU BİR ŞİRKETTE ÜLKELERE İLİŞKİN YETKİNLİK ALGILAMALARI ve YETKİNLİK BAZLI MÜLAKAT ETKİNLİĞİNE İLİŞKİN BİR ARAŞTIRMA Yetkinlik bazlı işe alım, son yıllarda yerel ve özellikle uluslararası alanda faaliyet göstermekte olan firmalar tarafından tercih edilmekte olan bir uygulamadır. Gelişen dünyada özellikle uluslararası alanda faaliyet göstermekte olan firmalarda görev yapan çalışanların farklı kültürlerden olan insanlarla etkileşimleri artmakta ve böylece kültürel farklılıklar aşılması gereken bir engel olarak görülmektedir. Aslında anılan kültürel farklılıklar iyi yönetildiği takdirde, farklılaşmanın avantajlarından yararlanmak mümkün olabilecektir. Bu araştırmada; İşe alım sürecinde en doğru adayın seçilebilmesi, en etkin yöntemlerin belirlenmesi ve bu uygulamaların ne yönde ve nasıl şekillenmesi gerektiğinin yanıtı, yetkinlik algılamalarının kültür ilişkisi boyutunda araştırılmıştır. Bununla beraber yetkinliklik bazlı mülakat etkinliği; birey iş uyumu ve iş doyumu düzeylerinde incelenmiştir. Bu araştırmanın sonucunda; farklı ülkelerde, kültürün etkisi göz ardı edilerek oluşturulmuş olan ve aynı yetkinlik bazlı mülakat uygulanarak işe alınmış olan çalışanların, birey iş uyumları beklenen düzeyde ancak iş doyumları beklenen düzeyin altında kalmıştır. Dolayısıyla daha etkin bir işe alım gerçekleştirebilmek için yetkinliklerin belirlenmesi aşamasında yalnızca işin gereklilikleri göz önünde bulundurulmadan, kültürün etkisinin de değerlendirilmesinin gerekliliği ortaya çıkmıştır. Competency Based Interview, Recruitment, Perceptions of Competency, Cultural Differences, Person- Job Fit, Job Satisfaction
A RESEARCH CONCERNING COUNTRY-SPECIFIC COMPETENCY PERCEPTIONS and COMPETENCY BASED INTERVIEW ACTIVITY IN A MULTI-NATIONAL COMPANY Competence-based recruitment is the implementation preferred by the companies operating in local and especially international area in recent years. The interactions of employees serving at the companies operating in especially international area in the developing world with the people from different cultures are increasing and so cultural differences are not considered as the barrier to be overcome. In fact, if the above-mentioned cultural differences are managed well, it will be possible to benefit from the advantages of the differentiation. In this research, the response of electing the most correct candidate in recruitment process, determining the most efficient methods and how these practices should be shaped and in what directions were examined in terms of culture relations of the competence perceptions. In addition to this, competence-based interview efficiency was examined at the levels of individual job harmonization and job satisfaction. As a consequence of this research, job satisfaction of employees recruiting with competence-based interview created by ignoring the affect of culture in different countries were below the expected level and job harmonization of the individual was at the expected level. Therefore, at the stage of determining the competences for a more efficient recruitment, it is clear that not only requirements of the job should be considered but also the affect of culture should be evaluated.
A RESEARCH CONCERNING COUNTRY-SPECIFIC COMPETENCY PERCEPTIONS and COMPETENCY BASED INTERVIEW ACTIVITY IN A MULTI-NATIONAL COMPANY Competence-based recruitment is the implementation preferred by the companies operating in local and especially international area in recent years. The interactions of employees serving at the companies operating in especially international area in the developing world with the people from different cultures are increasing and so cultural differences are not considered as the barrier to be overcome. In fact, if the above-mentioned cultural differences are managed well, it will be possible to benefit from the advantages of the differentiation. In this research, the response of electing the most correct candidate in recruitment process, determining the most efficient methods and how these practices should be shaped and in what directions were examined in terms of culture relations of the competence perceptions. In addition to this, competence-based interview efficiency was examined at the levels of individual job harmonization and job satisfaction. As a consequence of this research, job satisfaction of employees recruiting with competence-based interview created by ignoring the affect of culture in different countries were below the expected level and job harmonization of the individual was at the expected level. Therefore, at the stage of determining the competences for a more efficient recruitment, it is clear that not only requirements of the job should be considered but also the affect of culture should be evaluated.