Competency-based human resource management systems: Case studies of a multinational company in fmcg industry and a native human resources company in service industry

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dc.contributor.advisorFerman, Ali Muraten_US
dc.contributor.authorKalkavan, Gayeen_US
dc.contributor.otherIşık Üniversitesi, Sosyal Bilimler Enstitüsü, Yöneticiler İçin İşletme Yönetimi Yüksek Lisans Programıen_US
dc.date.accessioned2020-02-24T23:54:36Z
dc.date.available2020-02-24T23:54:36Z
dc.date.issued2003
dc.departmentIşık Üniversitesi, Sosyal Bilimler Enstitüsü, Yöneticiler İçin İşletme Yönetimi Yüksek Lisans Programıen_US
dc.descriptionText in English ; Abstract: English and Turkishen_US
dc.descriptionIncludes bibliographical references (leaves 262-268)en_US
dc.descriptionxviii, 293 leavesen_US
dc.description.abstractCompetencies are a composite of knowledge, skills and behaviors that are required for effective performance in a job. Competency approach have been known and implemented for almost three decades. Especially in the last five to ten years, their benefit to help selection and development efforts in organizations had improved significantly. It is important for the corporations to measure employee performance effectively against sound, measurable, observable criteria which help them see where workforce stands with respect to achieving organizational performance and development. Systems or tools are required to measure whether its people possess the abilities critical for its success. Competencies or competency models gain emphasis and create great value for organizations by providing a common language and measurable tool that is used across human resources systems, determining the requirements for successful performance and linking management of people through shaping employee behaviors with business results and strategic direction of the company. In the first part, an overview of the concept of "Competency" is introduced. This part begins with a general introduction of the alignment of strategic human resources management with corporate strategy and is followed by the definition of the term "competency" made from several different points of view in the literature and the history of the competency movement arising from USA, UK, Australia and the leading names in the invention of the competency approach to HR management. After that background information, the categories of competencies, main objectives generally pursued by the companies toward using competency systems, the benefits of using the competency-based applications in each human resources system, challenges to the competency movement are discussed. Finally, this part ends with a discussion about the future trends in the competency movement. In the second part, the concept of "Competency Modeling", contemporary approaches in developing competencies and competency models are discussed. Secondly, the methodological steps in developing competency models and data collection methods in competency development are comprehensively examined. Following that information, classifications of the competency model is discussed. Then some of the common methods used for rating an employee's level of competency are explained. Finally this part ends with some of the company examples which currently implement the competency-based human resources management systems in Turkey. In the third part, integration of competency models into each human resources management systems will be discussed. In each of the systems, the indicators of a need for a competency-based system, the contributions that competencies can make, the steps in developing the system are investigated. This part ends with a discussion about the integrated human resources management information systems endorsed through technology. In the fourth part, competency-based human resources management systems of a national and multinational company are investigated. A descriptive study on current competency-based human resources management systems of both companies is provided including their background, corporate objectives, the objectives of implementing competency-based human resources management systems, the methodological steps in developing the systems in the companies, the challenges faced in executing competency applications, and the contributions that competencies have provided to both organizations. The results of the case studies revealed significant similarities and also some differences which arise due to national and multinational variations in practices.en_US
dc.description.abstractYetkinlikler, bir işte üstün performans için gerekli olan bilgi, beceri ve davranışlar bütünüdür. Yetkinlik, bir yaklaşım olarak yaklaşık otuz yıldır yazında yer alan ve aynı zamanda işletmeler tarafından uygulanmakta olan bir kavramdır. Özellikler, son yıllarda işletmelerin işe alma ve gelişim uygulamaları gibi insan kaynakları süreçlerindeki faydaları bakımından yetkinlik yaklaşımı kayda değerdir. İşletmeler için çalışanlarının performansını ölçülebilir, gözlemlenebilir kriterler doğrultusunda değerlendirebilmeleri, yüksek örgütsel performans ve gelişim hedeflerine ulaşmaları açısından son derece önem kazanmaktadır. Yetkinlikler ya da yetkinlik modelleri günümüz işletmeleri tarafından tüm insan kaynakları yönetimi süreçlerinde kullanılabilen bir yöntem olup, çalışan performansının değerlendirilmesinde örgüt içinde ortak ve ölçülebilir bir dil kullanılmasını sağlayabildiği ve rekabet avantajı yaratabildiği ölçüde işletmeler için değer yaratan bir yaklaşım olarak karşımıza çıkmaktadır. Tezin ilk bölüm, "Yetkinlik" kavramını ve genel çerçevesini açıklamaktadır. Bu bölümde öncelikle, kurumsal stratejinin stratejik insan kaynakları yönetimi ile uyumlaştırılmasına ilişkin kapsamlı literatür sunulmaktadır. Ardından, "yetkinlik" kavramı literatürdeki farklı bakış açıları tarafından ele alınmakta ve kavramın Amerika Birleşik Devletleri, İngiltere ve Avusturalya kökenlerine dayanan tarihçesine yer verilmektedir. Bu kısımdan sonra, yetkinliklerin sınıflandırılması, işletmelerin yetkinlik modellerini kullanmalarındaki temel nedenler, yetkinliğe dayalı insan kaynakları uygulamalarının sağladığı faydalar ve diğer taraftan yetkinlik yaklaşımının örgütler için beraberinde getirdiği zorluklar tartışılmaktadır. Son olarak bu bölümde, yetkinlik yaklaşımlarındaki geleceğe yönelik öngörülere değinilmektedir. Tezin ikinci bölümünde, "Yetkinlik Modeli" kavramını açıklarken, yetkinliklerin ve yetkinlik modellerinin geliştirilmesindeki temel ve güncel yaklaşımlar açıklanmaktadır. Yazına ilişkin bu bilgilerin ardından, yetkinlik modellerinin geliştirilmesinde kullanılan yöntemsel adımlar ve gerekli yetkinliklerin geliştirilmesine ilişkin veri toplama süreçleri kapsamlı olarak anlatılmaktadır. Daha sonra, çalışanların yetkinliklerinin değerlendirilmesinde kullanılan yöntemlere değinilmektedir. Son olarak bu bölümde, Türkiye'de yetkinliğe-dayalı insan kaynakları yönetimi sistemlerini uygulamakta olan bazı işletmelerden örnekler verilmektedir. Üçüncü bölümde, yetkinlik modellerinin her bir insan kaynakları yönetimi sistemine entegrasyonu açıklanmaktadır. Buna göre, her bir insan kaynakları uygulaması için, yetkinliğe-dayalı yaklaşım ihtiyacının temel gerekçeleri, yetkinliklerin ilgili insan kaynakları uygulamasına sağlayacağı fayda, ve yaklaşımın ilgili sisteme entegre edilme adımları tartışılmaktadır. Bu bölüm, teknoloji kanalı ile entegre insan kaynakları yönetimi bilgi sistemlerinin yaratılmasının sürecin yönetimine sağlayacağı katkılar tartışılmaktadır. Dördüncü ve son bölümde, bir çokuluslu ve bir de yerel büyük ölçekli işletmenin yetkinliğe dayalı insan kaynakları yönetimi sistemleri kapsamlı olarak incelenmektedir. Her iki işletmeye yönelik, bu işletmelerin yetkinliğe dayalı insan kaynakları yönetimi kurma çabalarındaki hedefleri, yetkinliğe dayalı insan kaynakları yönetimi süreçlerinin oluşturulmasında izlenen yöntemler, bu süreçlerin uygulanmasında karşılaşılan zorluklar ve aşılmasına yönelik alınan önlemler ve yetkinlik yaklaşımlarının bu iki işletmeye sağladığı faydalar detaylı olarak irdelenerek açıklanmıştır. Elde edilen bulgular, her iki örnek olay işletmesine yönelik birçok benzerlik göstermekle birlikte; çokuluslu ve yerel işletme ayrımında da birtakım farklılıklar bulunduğunu ortaya koymaktadır.en_US
dc.description.tableofcontentsINTRODUCTIONen_US
dc.description.tableofcontentsOVERVIEW OF COMPETENCIESen_US
dc.description.tableofcontentsTHE CORPORATE STRATEGY AND ORGANIZATIONAL CONTEXT AND ALİGNMENT OF HUMAN RESOURCES STRATEGYen_US
dc.description.tableofcontentsHUMAN RESOURCES MANAGEMENT AND SUSTAINED COMPETITIVE ADVANTAGE: A COMPETENCY-BASED PERSPECTIVEen_US
dc.description.tableofcontentsCOMPETENCY-BASED HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCEen_US
dc.description.tableofcontentsDefinition of Competencyen_US
dc.description.tableofcontentsCompetencies and KSAO’sen_US
dc.description.tableofcontentsThe Relationship Between Competencies and Corporate Cultureen_US
dc.description.tableofcontentsCompetency Framework Structureen_US
dc.description.tableofcontentsThe Application of Human Resource Management Before Competenciesen_US
dc.description.tableofcontentsThe History of Competency Movementen_US
dc.description.tableofcontentsThe American Approachen_US
dc.description.tableofcontentsMc Clelland’s Competency Approachen_US
dc.description.tableofcontentsBoyatzis’ Competency Approachen_US
dc.description.tableofcontentsSpencers’ Competency Approachen_US
dc.description.tableofcontentsThe British Approachen_US
dc.description.tableofcontentsThe Australian Approachen_US
dc.description.tableofcontentsThe Internationalization of the Competency Movementen_US
dc.description.tableofcontentsThe Goals of Competenciesen_US
dc.description.tableofcontentsThe Benefits of Competenciesen_US
dc.description.tableofcontentsBenefits of Using a Competency-Based Selection Systemen_US
dc.description.tableofcontentsBenefits of Using a Competency-Based Training and Development Systemen_US
dc.description.tableofcontentsBenefits of Using a Competency-Based Performance Management Systemen_US
dc.description.tableofcontentsBenefits of Using a Competency-Based Career Management and Succession Planning Systemen_US
dc.description.tableofcontentsBenefits of Using a Competency-Based Compensation Management Systemen_US
dc.description.tableofcontentsCategories of Competenciesen_US
dc.description.tableofcontentsTwo Major Categoriesen_US
dc.description.tableofcontentsCompetency Framework of Michael Zwellen_US
dc.description.tableofcontentsCompetency Framework of Terry Meyer and Paul Semarken_US
dc.description.tableofcontentsChallenges to the Competency Movementen_US
dc.description.tableofcontentsThe Future of Competency Movementen_US
dc.description.tableofcontentsDEVELOPING COMPETENCY MODELSen_US
dc.description.tableofcontentsThe Contemporary Approaches In Identifying the Competencies and Competency Modelsen_US
dc.description.tableofcontentsResearch-Based Competency Identification Approachen_US
dc.description.tableofcontentsAdvantages and Limitations of Research-Based Competency Approachen_US
dc.description.tableofcontentsStrategy-Based Competency Identification Approachen_US
dc.description.tableofcontentsAdvantages and Limitations of Strategy-Based Competency Approachen_US
dc.description.tableofcontentsValue-Based Competency Identification Approachen_US
dc.description.tableofcontentsAdvantages and Limitations of Value-Based Competency Approachen_US
dc.description.tableofcontentsThe Concept of Competency Modelen_US
dc.description.tableofcontentsCompetency Modeling and Job Analysis / Job Descriptionsen_US
dc.description.tableofcontentsCompetency Modeling and Implementation Processen_US
dc.description.tableofcontentsDetermination of Objectives and Scopeen_US
dc.description.tableofcontentsClarification of Implementation Goals and Standardsen_US
dc.description.tableofcontentsCreation of An Action Planen_US
dc.description.tableofcontentsDetermination of Performance Effectiveness Criteriaen_US
dc.description.tableofcontentsIdentification of a Criterion Sample at Various Performance Levelsen_US
dc.description.tableofcontentsData Collectionen_US
dc.description.tableofcontentsData Analysis and Development of a Competency Modelen_US
dc.description.tableofcontentsValidation and Finalization of Competency Modelen_US
dc.description.tableofcontentsDesigning Competency-Based Human Resource Management Systemsen_US
dc.description.tableofcontentsImplementation of the Competency Model into Human Resource Management Systemsen_US
dc.description.tableofcontentsData Collection Methods in Competency Developmenten_US
dc.description.tableofcontentsClassification of the Competency Modelen_US
dc.description.tableofcontentsKey / Corporate Specific / Core Competenciesen_US
dc.description.tableofcontentsLeadership and Management / General Management Competenciesen_US
dc.description.tableofcontentsFunctional / Job-Specific Competenciesen_US
dc.description.tableofcontentsTeam Competenciesen_US
dc.description.tableofcontentsMeasurement of Competencyen_US
dc.description.tableofcontentsThe 1 to 5 “School Grading” System – Likert Scaleen_US
dc.description.tableofcontentsForced-Distribution Rating Scalesen_US
dc.description.tableofcontentsPaired Comparison Ratingsen_US
dc.description.tableofcontentsBehaviorally Anchored Rating Scalesen_US
dc.description.tableofcontentsThe Competency-Matrix – Level and Proficiencyen_US
dc.description.tableofcontentsComprehensiveness / Detail in Building the Competency Modelen_US
dc.description.tableofcontentsImplementation of Competency-Based Human Resources Systems in Turkeyen_US
dc.description.tableofcontentsINTEGRATING COMPETENCY MODELS INTO HUMAN RESOURCE MANAGEMENT SYSTEMSen_US
dc.description.tableofcontentsCompetency-Based Selection Systemen_US
dc.description.tableofcontentsThe Indicators of a Need for a Competency-Based Selection Systemen_US
dc.description.tableofcontentsThe Contribution of Competencies To Selection Systemen_US
dc.description.tableofcontentsSteps in Developing a Competency-Based Selection Systemen_US
dc.description.tableofcontentsCompetency Assessment Methodsen_US
dc.description.tableofcontentsCompetency-Based Training and Development Systemen_US
dc.description.tableofcontentsThe Indicators of a Need for a Competency-Based Training and Development Systemen_US
dc.description.tableofcontentsThe Contribution of Competencies To Training and Development Systemen_US
dc.description.tableofcontentsSteps in Developing a Competency-Based Training and Development Systemen_US
dc.description.tableofcontentsCompetency Development Methods / Trainings Development Systemen_US
dc.description.tableofcontentsCompetency-Based Performance Management Systemen_US
dc.description.tableofcontentsThe Indicators of a Need for a Competency-Based Performance Management Systemen_US
dc.description.tableofcontentsThe Contribution of Competencies To Performance Management Systemen_US
dc.description.tableofcontentsSteps in Developing a Competency-Based Performance Management Systemen_US
dc.description.tableofcontentsCompetency-Based Career Management Systemen_US
dc.description.tableofcontentsThe Indicators of a Need for a Competency-Based Career Management Systemen_US
dc.description.tableofcontentsThe Contribution of Competencies To Career Management Systemen_US
dc.description.tableofcontentsSteps in Developing a Competency-Based Career Management Systemen_US
dc.description.tableofcontentsCompetency-Based Compesation Management Systemen_US
dc.description.tableofcontentsThe Indicators of a Need for a Competency-Based Compesation Management Systemen_US
dc.description.tableofcontentsThe Contribution of Competencies To Compesation Management Systemen_US
dc.description.tableofcontentsSteps in Developing a Competency-Based Compensation Management Systemen_US
dc.description.tableofcontentsIntegrated Human Resource Management Information Systems(IHRIMS)en_US
dc.description.tableofcontentsThe Indicators of a Need for an Integrated Human Resources Information Systemen_US
dc.description.tableofcontentsFunctions in an Integrated Human Resource Information Systemsen_US
dc.description.tableofcontentsThe Benefits of an Integrated Human Resource Information Systemsen_US
dc.description.tableofcontentsThe Challenges to Integrated Human Resource System on the Interneten_US
dc.description.tableofcontentsIMPLEMENTATION OF COMPETENCY-BASED HUMAN RESOURCE MANAGEMENT SYSTEMS: CASE STUDIES OF A MULTINATIONAL COMPANY IN FMCG INDUSTRY AND A HUMAN RESOURCE SERVICE COMPANYen_US
dc.description.tableofcontentsCase Study on the Implementation of Competency-Based Human Resource Management Systems in a Multinational Company in FMCG Industryen_US
dc.description.tableofcontentsThe Objective of the Case Studyen_US
dc.description.tableofcontentsData Collection of the Case Studyen_US
dc.description.tableofcontentsLimitations of the Case Studyen_US
dc.description.tableofcontentsInformation About the Case Companyen_US
dc.description.tableofcontentsHistory and Foundationen_US
dc.description.tableofcontentsMission, and Valuesen_US
dc.description.tableofcontentsThe Organization Chart and Divisionsen_US
dc.description.tableofcontentsSituational Analysis of Human Resource Management Systems Before Establishing Competency-Based Implementationen_US
dc.description.tableofcontentsCompetency Modeling Processen_US
dc.description.tableofcontentsThe Development of the Competency Modelen_US
dc.description.tableofcontentsDefinition of the Competency Concepten_US
dc.description.tableofcontentsThe Objectives of Developing Competency-Based Human Resource Management Systemsen_US
dc.description.tableofcontentsThe Framework of the Competency Modelen_US
dc.description.tableofcontentsThe Methodology of Competency Development Processen_US
dc.description.tableofcontentsThe Measurement of Competencyen_US
dc.description.tableofcontentsThe Implementation of the Competency-Based Human Resource Management Systemsen_US
dc.description.tableofcontentsCompetency Based Selection Systemen_US
dc.description.tableofcontentsCompetency Assessment Methodsen_US
dc.description.tableofcontentsCompetency Assessment Process and Evaluationen_US
dc.description.tableofcontentsCompetency Based Training and Development Systemen_US
dc.description.tableofcontentsCompetency-Based Performance Management Systemen_US
dc.description.tableofcontentsPerformance Evaluation Processen_US
dc.description.tableofcontentsCompetency-Based Career Management / Succession Planning Systemen_US
dc.description.tableofcontentsCareer Planning Processen_US
dc.description.tableofcontentsCompensation Management Systemen_US
dc.description.tableofcontentsMeasurement of Effectivenessen_US
dc.description.tableofcontentsIntegrated Human Resource Management Information Systems (IHRIMS)en_US
dc.description.tableofcontentsConclusion of the Case Studyen_US
dc.description.tableofcontentsCase Study on the Implementation of Competency-Based Human Resource Management Systems in a Human Resource Companyen_US
dc.description.tableofcontentsThe Objective of the Case Studyen_US
dc.description.tableofcontentsData Collection of the Case Studyen_US
dc.description.tableofcontentsLimitations of the Case Studyen_US
dc.description.tableofcontentsInformation About the Case Companyen_US
dc.description.tableofcontentsHistory and Foundationen_US
dc.description.tableofcontentsMission, Vision, Philosophy, Objectives and Valuesen_US
dc.description.tableofcontentsThe Organization Chart and Divisionsen_US
dc.description.tableofcontentsSituational Analysis of Human Resource Management Systems Before Establishing Competency-Based Implementationen_US
dc.description.tableofcontentsRecruitment and Selection Systemen_US
dc.description.tableofcontentsTraining and Development Systemen_US
dc.description.tableofcontentsPerformance Management Systemen_US
dc.description.tableofcontentsCareer Management Systemen_US
dc.description.tableofcontentsCompensation Management Systemen_US
dc.description.tableofcontentsCompetency Modeling Processen_US
dc.description.tableofcontentsThe Development of the Competency Modelen_US
dc.description.tableofcontentsDefinition of the Competency Concepten_US
dc.description.tableofcontentsThe Objectives of Developing Competency-Based Human Resource Management Systemsen_US
dc.description.tableofcontentsThe Framework of the Competency Modelen_US
dc.description.tableofcontentsThe Methodology of Competency Development Processen_US
dc.description.tableofcontentsThe Measurement of Competencyen_US
dc.description.tableofcontentsThe Implementation of the Competency-Based Human Resource Management Systemsen_US
dc.description.tableofcontentsCompetency Based Selection Systemen_US
dc.description.tableofcontentsCompetency Assessment Methodsen_US
dc.description.tableofcontentsCompetency Assessment Process and Evaluationen_US
dc.description.tableofcontentsCompetency Based Training and Development Systemen_US
dc.description.tableofcontentsCompetency-Based Performance Management Systemen_US
dc.description.tableofcontentsPerformance Evaluation Processen_US
dc.description.tableofcontentsCareer Management / Succession Planning Systemen_US
dc.description.tableofcontentsCompensation Management Systemen_US
dc.description.tableofcontentsMeasurement of Effectivenessen_US
dc.description.tableofcontentsIntegrated Human Resource Management Information Systems (IHRIMS)en_US
dc.description.tableofcontentsThe Evaluation of the Case Studyen_US
dc.description.tableofcontentsCONCLUSIONen_US
dc.description.tableofcontentsAPPENDIX (INTERVIEW QUESTIONNAIRE)en_US
dc.identifier.citationKalkavan, G. (2003). Competency-based human resource management systems: Case studies of a multinational company in fmcg industry and a native human resources company in service industry. İstanbul: Işık Üniversitesi Sosyal Bilimler Enstitüsü.en_US
dc.identifier.urihttps://hdl.handle.net/11729/2263
dc.institutionauthorKalkavan, Gayeen_US
dc.language.isoenen_US
dc.publisherIşık Üniversitesien_US
dc.relation.publicationcategoryTezen_US
dc.rightsinfo:eu-repo/semantics/openAccessen_US
dc.rightsAttribution-NonCommercial-NoDerivs 3.0 United States*
dc.rights.urihttp://creativecommons.org/licenses/by-nc-nd/3.0/us/*
dc.subject.lccHF5549 .K35 2003
dc.subject.lcshPersonnel management.en_US
dc.titleCompetency-based human resource management systems: Case studies of a multinational company in fmcg industry and a native human resources company in service industryen_US
dc.title.alternativeYetkinliğe-dayalı insan kaynakları yönetimi sistemleri: Hızlı-tüketim sektöründen çok uluslu işletme ve hizmet sektöründen yerel işletme uygulamalarıen_US
dc.typeMaster Thesisen_US
dspace.entity.typePublication

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