Publication: İşletmelerde kriz dönemlerinde insan kaynakları politikaları ve bir uygulama
Abstract
İŞLETMELERDE KRİZ DÖNEMLERİNDE İNSAN KAYNAKLARI POLİTİKALARI VE BİR UYGULAMA İşletmeler, dış çevrelerindeki ve içyapılarındaki faktörlerin değişim ve gelişimlerine ayak uyduramadıkları zaman; kriz sürecine girerler. Krizlerin etkilerinin en aza indirilmesi ve toplumun; stres, endişe ve panik gibi duyguları, yoğun olarak yaşamaması için etkili bir kriz yönetimi gerekir. Kriz yönetimi sürecinde; bir dizi hoşa gitmeyen kararlar alınır ve gerek işgörenin gerekse işverenin bazı fedakarlıklar yapması gerekebilir. Bu çalışma ile; işletmelerde, yönetici ya da operasyonel basamaklarda çalışan personelin, işletmeye alınması, yerleştirilmesi, yetiştirilmesi ve etkinliğinin sürekli arttırılması için tüm destek faaliyetlerini devreye sokan insan kaynakları yönetiminin; kriz dönemlerinde, bu faaliyetleri doğrultusunda ne gibi politikalar uygulayabilecekleri anlatılmaya çalışılmıştır. İşletmelerin, kriz dönemlerinde tasarruf ve küçülmeye yönelik politikalar uyguladıkları görülmüştür. Tasarrufa yönelik politikalar; işgörenin, gerek sabit gerekse değişken ücreti üzeriden kısıntıya gitmek şeklinde yapılmaktadır. Küçülmeye yönelik politikalar, tasarrufa yönelik politikalardan farklı olarak istihdamın planlı bir şekilde azaltılması sürecini içerirler. Bu politikaların en istenmeyeni; işten çıkarmadır. Herhangi bir kriz anında, hemen işçi çıkarmak; işletmeye uzun dönemde hiçbir fayda getirmeyebilir. İşverenler, işten çıkarma uygulamasına alternatif politikalar üreterek, krizin hem kendilerine hem de çalışanlarına en az zararı vermesine çalışırlar. İşletmeler; tasarruf ve küçülme politikalarını uygularken, çalışma hayatını düzenleyen kanunu dikkate almak zorundadırlar. Krizin sebep olduğu; bireysel ve toplumsal yıkımın aşılabilmesi; işletmelerin, kriz dönemlerinde çalışanlarını; masraf kalemi olarak değil, krizi birlikte aşabilecek bir destek olarak görmelerinden geçmektedir.
THE HUMAN RESOURCE POLICIES OF BUSINESS ENTERPRISES IN CRISIS PERIODS and AN APPLICATION When business enterprises can not keep in step with changes and developments of their external environment’s factors and internal structure’s factors; they go into crisis process. To reduce the effects of crisis to simpler state, and not to make society feels sentiments like; stres, anxiety, and panic, needs effective crisis managemet. In crisis management process, are taken some decisions that are distasteful and, both employer and employee may be required to make sacrifice. With this study; are exlained that what kind of policies can the human resource managent applies in crisis periods in accordance its general policies that put in circuit all support activities to engage, to place, to coach and to redouble efficiency of both white and blue colar employees.It seems that the business enterprises apply saving and downsizing policies in crisis periods. Saving-oriented policies are concerned fixed salary deduction of employees and variable wage deduction of employees. Downsizing-oriented policies that are differently from saving-oriented policies, compass the process of the reducing employment by planned. The most undesirable application of these policies is to lay-off workers. To go to lay-off workes immediately, can not reap lasting benefits to business enterprise in long-term. Emloyers effort to reduce the damage of crisis both for themselves and their employees by generating alternative policies for not to lay-off workers. Business enterprises have to take labour law into consideration while applying saving and downsizing policies. To pass over both individual and social failures that comes on the scene in consideration of crisis; depends on to accept employees as a support team to defeat crisis, instead of charge tool.
THE HUMAN RESOURCE POLICIES OF BUSINESS ENTERPRISES IN CRISIS PERIODS and AN APPLICATION When business enterprises can not keep in step with changes and developments of their external environment’s factors and internal structure’s factors; they go into crisis process. To reduce the effects of crisis to simpler state, and not to make society feels sentiments like; stres, anxiety, and panic, needs effective crisis managemet. In crisis management process, are taken some decisions that are distasteful and, both employer and employee may be required to make sacrifice. With this study; are exlained that what kind of policies can the human resource managent applies in crisis periods in accordance its general policies that put in circuit all support activities to engage, to place, to coach and to redouble efficiency of both white and blue colar employees.It seems that the business enterprises apply saving and downsizing policies in crisis periods. Saving-oriented policies are concerned fixed salary deduction of employees and variable wage deduction of employees. Downsizing-oriented policies that are differently from saving-oriented policies, compass the process of the reducing employment by planned. The most undesirable application of these policies is to lay-off workers. To go to lay-off workes immediately, can not reap lasting benefits to business enterprise in long-term. Emloyers effort to reduce the damage of crisis both for themselves and their employees by generating alternative policies for not to lay-off workers. Business enterprises have to take labour law into consideration while applying saving and downsizing policies. To pass over both individual and social failures that comes on the scene in consideration of crisis; depends on to accept employees as a support team to defeat crisis, instead of charge tool.