Keziban AVCI, İsmet ŞAHİN, Füsun TERZİOĞLU

İŞGÜCÜ PLANLAMASI: İŞGÜCÜ YÖNETİMİNDE ESNEKLİK

Son yıllarda kaliteli ürün ve hizmet sunan küresel örgütlerin sayısındaki artış ile birlikte yaşanan rekabet ve teknolojik ilerleme çalışma düzenlerinin önemli ölçüde değişmesine, insanların nerede, nasıl ve ne zaman çalışacakları konusunda daha fazla esneklik gereksinimine sebep olmuştur. Ayrıca, çalışanlar tarafından da iş-yaşam dengesini iyileştirmek için esnek çalışma uygulamaları giderek talep edilmekte ve önem kazanmaktadır. Buna karşın işyerlerinde esnek çalışan sayısındaki artış, örgütler için zorluklara yol açmaktadır. Esnek çalışma kurum genelinde tutarlı bir şekilde kullanılırsa etkili olabilir. Çalışanların en üretken saatlerde çalışması ve örgütsel bağlılığı artırması nedeniyle esnek çalışma örgütsel performansı artırır. Öte yandan, esnek çalışma politikası adaletsizlik algılarına yol açabilir ve çalışma ilişkilerini bozabilir. Ek olarak, çalışanlar için daha az iş-yaşam çatışması nedeniyle, mesleki stresin azalmasına yardımcı olmaktadır. Ancak, eğer bilgi akışı bozulursa stres yaratabilir. Bu kapsamda işgücü esnekliği, örgütlerin iç ve dış çevredeki değişen gereksinimlere uyum sağlamak için bir strateji olarak tanımlanabilmesine rağmen, hem işverenler hem de çalışanlar için zorluklar içermektedir. Bu makalede işgücü esnekliği yöntemlerinin türlerini, içeriğini, etkinliğini, avantajlarını ve dezavantajlarını incelemek ve çalışanları üzerindeki etkisini göstermek amaçlanmıştır. Uygulanan yöntem tüme varım yöntemidir.

Anahtar Kelimeler:

Planlama, İşgücü, Esneklik, İşgücü Yönetimi, Örgüt Yönetimi

WORKFORCE PLANNING: FLEXIBILITY IN WORKFORCE MANAGEMENT

In recent years, the increase of the number of global organizations, which provide products and services with quality and improvements in technology and competitiveness, caused significant changes of working arrangements and flexibility of working place and durations. Additionally, employees demand flexible working practises for improving their work-life balance. On the other hand, increase in the number of flexible employees in workplaces leads to challenges for organisations. Flexible work can be effective if used consistently throughout the organisation. Flexible work improves organizational performance as employees work at the most productive hours and increase organizational commitment. On the other hand, flexible labour policy can lead to perceptions of injustice and disrupt labour relations. In addition, it helps reduce occupational stress due to fewer work-life conflicts for employees. However, it can create stress if the flow of information is impaired. In this context, although labour flexibility can be defined as a strategy for adapting to the changing needs of organizations both internally and externally, it presents challenges for both employers and employees. In this article, the aim is to examine the types, content, effectiveness, advantages and disadvantages of labour flexibility methods and to show the effect on the employees. The induction method is applied in the study.

Keywords:

Planning, Workforce, Flexibility, Workforce Management, Organizational Management,

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