Yıl 2019, Cilt 10 , Sayı 17, Sayfalar 1853 - 1874 2019-03-31

‘Asya İK Uygulamaları’ndan Bahsedebilir miyiz? Farklı Asya Ülkelerinin İK Uygulamaları Hakkında Literatür İncelemesi
Can We Still Talk About ‘Asian’ HRM Practices? An Exploratory Analysis of HRM Practices in Different Asian Countries

Vildan TAŞLI [1]


Bu çalışma Asya ülkelerinin insan kaynakları uygulamaları hakkındadır. Araştırmacılar uzun yıllar Asya ülkelerinin insan kaynağının yönetilme sürecinde uyguladığı farklı yaklaşımlar üzerinde çalışmıştır. Bu çalışmaları gözden geçirirken vurgulanması gereken önemli bir nokta, Asya bölgesinin, aynı veya benzer özellikleri paylaşan ülkelerin toplamı olarak kabul edilmemesi gerektiğidir. Her ülkenin kendi tarihsel arka planı ve bağlamsal farklılıkları bulunmaktadır. Dolayısıyla, ülkelerin İK uygulamalarını şekillendirirken benzer yaklaşımlar geliştirdiklerini varsaymak doğru olmaz. Bağlamsal farklılıkların ülkelerin İK uygulamalarında farklı yaklaşımlar takip etmelerine sebep olabileceği göz önünde bulundurulmalıdır. Bu makale, Çin, Japonya, Tayvan, Tayland ve Kore'nin İK uygulamalarındaki geleneksel İK yaklaşımlarını ve değişen İK eğilimlerini ele almaktadır. Değişen koşulların (teknoloji, ekonomik reformlar, Asya finansal krizi, ulusal devletin sosyal ve kültürel unsurları gibi) Asya ülkelerinin İK uygulamaları üzerinde önemli bir etkisi olduğu ve bu uygulamaların zaman içinde değişmesine neden olduğu görülmektedir. Yine de, her ülkenin makro düzeydeki değişikliklere yanıtı farklı olmuştur. Bu çalışmada, ülkelerin aynı makro değişim süreçlerinden geçmelerine rağmen, İK uygulamalarında bir yakınlaşma modeli yerine, ulusal bağlamdaki farklılıklarının etkisiyle farklı yaklaşımlar geliştirdikleri öne sürülmektedir. 

This is a study about HRM practices of Asian countries. Asian HRM has been of interest to researchers. Several studies focused on different dimensions of HRM practices in different countries located in Asia. An important point to highlight while reviewing these studies is that the region of Asia should not be considered to be the sum of countries sharing same or similar characteristics. Every country has its own historical story and contextual settings. This suggests the necessity to consider different backgrounds of Asian countries in analysing HRM practices of these countries rather than assuming that they follow similar HRM trends. Aiming to understand in what aspects Asian countries’ HRM systems differ from each other and what the underpinning reasons are for these differences, the paper explores the traditional and changing pattern in HRM practices of China, Japan, Taiwan, Thailand, and Korea. It is seen that changing conditions (disruptive development in technology, economic reforms, Asian financial crisis, social and cultural elements of a national state) have a substantial influence on HRM practices of Asian countries and result in the transformation of these practices in time. Nevertheless, each country’s response to the macro changes has been different. Given this, the paper suggests that although countries may go through the same macro changes, rather than a convergence pattern in their HRM practices, countries preserve their nation-specific characteristics in shaping the HRM practices. 

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Orcid: 0000-0001-7629-6774
Yazar: Vildan TAŞLI
Kurum: İŞLETME BÖLÜMÜ
Ülke: Turkey


Tarihler

Yayımlanma Tarihi : 31 Mart 2019

APA Taşlı, V . (2019). Can We Still Talk About ‘Asian’ HRM Practices? An Exploratory Analysis of HRM Practices in Different Asian Countries . OPUS Uluslararası Toplum Araştırmaları Dergisi , 10 (17) , 1853-1874 . DOI: 10.26466/opus.479399