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3rd Definition of SHRM: HR Systems Approach

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Management Studies 2019年第5期7卷 496-501页

作者： gurhan uysal Ondokuz Mayis University SamsunTurkey

First definition of SHRM is made by Devanna, Tichy and Fonbrum (1981, 1984). It is Michigan model. 1st definition relates HRM with strategic management. i.e., HRM affects firm-level strategies. Second definition is made by Wright and McMahan (1992). It relates HRM with performance. There exists direct relations between HRM and firm performance. Innovation capability of human resources provides of linear relation between HR and performance. HR make innovations, and it increases firm performance. This is linear relations in American HRM (HR (innovation)→ performance). This study makes 3rd definition in SHRM. It relates performance with HR systems. Accordingly, HR applies HR systems in organizations that increases employee’s individual performance. and individual performance has impact on firm performance. In 3rd definition there is relation between HR system and performance through individual performance. Moderator is individual performance.

关键词： SHRM 3rd definition HR systems individual performance firm performance

Golden Quantity Theory： Against Monetarist School

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Economics World 2016年第3期4卷 135-137页

作者： gurhan uysal Ondokuz Mayis University Samsun Turkey

This paper proposes a new perspective on quantity theory of economics. Historically, golden and silver were money, especially in Greek civilizations. Golden money standard existed during 19th century, and banknote system started in 20th century with quantity theory of Irving Fisher. Accordingly, central bank possesses banknotes in markets, which equals to total GDP (emission). This paper suggests golden quantity. In modern economy, there is IMF. It manages global monetary. Golden quantity theory is the policy that may be applied in economic crises. Accordingly, central bank prints golden, and prints banknote aligned with golden amount. That policy may increase emissions in markets, and increase total demand.

关键词： golden quantity IMF central banks emissions

Venn Relations of Human Resource： Impact of Human Resource Management on Economy

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Chinese Business Review 2015年第12期14卷 583-589页

作者： gurhan uysal Ondokuz Mayls University Samsun Turkey

Research topic of study is Venn relations. Venn symbolizes relationship among human resource methods. They are personnel management, human resource management, and strategic human resource management. Venn symbolizes relationship among three human resource methods. According to the relations, firms apply three of them in human resource management departments. Personnel management is associated with job performance, human resource management is associated with employee performance, and strategic human resource management is associated with firm performance. Thus, those three purposes are crucial to firm"s objectives. This study also explores human resource accounting, cognitive placement, and talent management. Research question is that firms may apply three human resource methods in human resource management departments. Methodology of study is literature scanning and major result is the application of cognitive placement methodology and Venn diagrams. Data and analysis are obtained through secondary data collection.

关键词：人力资源管理经济岗位工作绩效人力资源会计管理部门人员管理人事管理

Simplex of HR： Talent Management With Simplex Methodology

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Chinese Business Review 2015年第2期14卷 87-93页

作者： gurhan uysal Ondokuz Mayls University Samsun Turkey

This study searches for use of simplex theory in talent management. It is a research topic belonging to this study. Human resource management (HRM) can be described with performance focus and talent management. This study presents a new perspective in talent management. Firstly, Talent management may be described with fulfilling organizational positions by bets talents, because talents further performance of departments and performance of firm. Firm has departments, such as production department, marketing departments, finance department, and etc.. This study suggests simplex method for talent management for practitioners. It identifies research question and has two propositions that simplex may be used in talent management. Secondly, study depicts linear of American HRM. It is based on a relationship among human resource (HR) systems, various HRM practices, and organizational performance. Linear proposition of study is that, HRM practices as a system have an impact on firm performance (goal function).

关键词：人力资源管理人才管理单纯形方法生产部门财政部门单纯形法目标函数 HRM

Two Questions of SHRM in Literature： Moderators of HRM Firm Performance Link

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Chinese Business Review 2014年第2期13卷 126-135页

作者： gurhan uysal Ondokuz Mayls University Samsun Turkey

This paper aims to discuss differences between human resource management (HRM) and strategic human resource management (SHRM), and aims to discuss convergence or divergence between American and European HRM. Therefore, research question is what the similarities and differences are between European and American HRM. Research methodology is based on critical review of HRM literature. Therefore, this study aims to increase conceptual ability of human resource (HR) professionals. Major result is that HRM is related with employee performance, and SHRM is related with firm performance. Secondly, European HRM is becoming similar to American HRM. The difference between European and American HRM is social context and social partners. European HRM considers social partners in management of HR.

关键词：人力资源管理绩效企业链接文学学会社会背景合作伙伴

Theory and Professionals： Impact of HRM on Economy

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Journal of Modern Accounting and Auditing 2016年第8期12卷 443-446页

作者： gurhan uysal Ondokuz Mayls University Samsun Turkey

Cognitive Placement Theory for Performance Appraisal： Talent Management and Individual Performance

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Journal of Modern Accounting and Auditing 2016年第1期12卷 60-63页

作者： gurhan uysal Ondokuz Mayis University Samsun Turkey

This paper does search for talent management and individual performance. It believes that cognitive placement might be used for talent management to determine individual performers. Cognitive methodology assumes that HR manager replaces performance grade of employees into placement line. In upper case, it is grade of employees between 0 and 100. In lower case, it is percentage of performance sub-groups. HR managers replace the top 10% of grades into placement line. That group is talent management group. It is assumed that talent management is to appoint ability professionals for management positions. In addition, this study proposes that cognitive placement by HR managers may specify top performers (professionals) in organizations. Therefore, performance appraisal process is important in talent management, because talent management in HR is related with individual performance and management positions.

关键词：会计审计方法技术

Echell Mobil System in IMF： Foreign Currency Exchange

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Economics World 2015年第2期3卷 86-90页

作者： gurhan uysal Ondokuz May s University Samsun Turkey

Echell Mobil is to use third variable in currency system. A criterion for becoming Echell Mobil is trade relations. In Echell Mobil system, Echell Mobil countries print and issue dollar banknote and distribute it to partner country. American Fed implemented Quantity Enlargement Policy during the 2008 crises. Fed directly distributes dollars in quantity enlargement. Echell Mobil is similar to Quantity Enlargement Policy. However, it is different from Quantity Enlargement Policy. There is a third variable in Echell Mobil and this third country issues dollar and distributes to partner country. Iceland may become Echell Mobil of European Union and Jordan may become Echell Mobil of Turkey.

关键词：世界经济经济增长经济建设市场

Human Resource Accounting： Costs and Benefits Analysis

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Management Studies 2016年第5期4卷 216-218页

作者： gurhan uysal Ondokuz Mayls University Samsun Turkey