KAMU ÇALIŞANLARININ NORM KADRO ALGISI: BİR DEVLET ÜNİVERSİTESİ ÖRNEĞİ

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182

THE NORM STAFF PERCEPTION OF PUBLIC EMPLOYEES: A SAMPLE OF STATE UNIVERSITY

Yazar / Author: Cemal

ⁱ

Yasemin

ⁱⁱ

Gamze

ⁱⁱⁱ

Canan

^iv

Abstract

The most important aim of the norm staff studies is to determine the staff requirement for the tasks in terms of quantity and quality. Thus, it is aimede to achieve the organisaitonal task in an efficient and productive manner. However, the norm staff studies, carried out with these organizational aims, can be perceived in different ways by the employees positive and suspiciously or negative. From this point of view, the purpose of this study is to determine the norm staff perception of the administrative employees in a state university and the reasons and dimensions of this perception. In the study, the semi-structured interview technique as qualitative research techniques is used to collect data. In this context, the interviews with 18 administrative staff working in the Personnel Department of a state university are subjected to content analysis.

According to the findings of the research it is possible to say that despite it is thought that the norm staff studies can be useful for the institution that there are concerns about its applicability.

Keywords: HR Planning, Norm Staff, Public Sector, University, HRM

gili Anahtar Kelimeler

-2

. Elektronik posta:

yasemino@sakarya.edu.tr

ii

yasemino@sakarya.edu.tr

iii iv

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183 1.

2. Kavramsal Boyut 2

T

yana insan

(3)

184 demokratik -

inin belirlenmesi son derece 2.2. Norm

ha az, ne de

(4)

185 rsonelin 2

2.2.2. tespit edilerek

(Tortop, 2010: 508-509).

kuruma

(Kalkandelen, 1997).

(5)

186 mevzuat taranarak da birimlerin leri olarak

atanacak n -615).

2010: 271);

(6)

187 Genel olarak Norm k

2 2010: 514-519):

sorunlar varken en

(7)

188 2

- 2009:295):

egelen

tim

(8)

189 e

onelin e 160

sorumluluk

2009: 294).

- en yoksun,

2009: 300).

(9)

190 -

(Canman, 1995: 252-253).

lilik -

2009: 301).

-

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191 Tablo 1- Kariyer- Kadro Sistem

Konusu Kariyer Sistemi Kadro Sistemi

Derece ve Kademeye

Esnek

Asli Personel Memur -

Daimi

Kariyer, Gizlilik

Belirleyici Hizmet

Kamu Hizmeti Piyasa Hizmeti enceli

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192 i kadro sistemindeki eksikliklerde

kadr - -

3

Tablo 2-

719 1.453 45 650

Toplamda 2.822 personele sah

3 terimi

Bijoor,

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193 Xiong,

(Kaynak, 1990:64).

3

sonel Daire

in hem uygulama

v

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194 norma

3

Kamu kuru

Bu t

K2

(14)

195

K7

ifade

Kurumun daha etkin ve verimli K8

K14

konusu birimde en az ve ideal K16

K11 etkin

ve verimli

hak

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196 - ek nihayetinde neyin gereksiz neyin

K2

maksimum seviye de fayda K6

K10

K13

K14

K1

kamu

K10

K11

yerde gerek yoktur

K13 hem

(16)

197

K16

K1 K4

oldu K6

K11

tam olarak verim

K12

K13

K16

(17)

198 amu

hakimdir.

K2 olumlu

kamu kurumunda uygu K4

olumsuz sonucu olamaz K5 olur.

K6

K7

motivasyonunda K13

K14

Kanun ve ilg

K16

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199

konu da K17

Kurum

K13

Beklentiler

Beklenti: Hakkaniyetli kadro

bilinmemesidir.

K15

e en

K2

^Beklentim

K12

_beklenti

K13

Beklentimiz,

K16

K17

^Beklentim

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200

K6 belli

daha verimli olurdu diye K11

K13

yerine birebir

K14

Ancak bu durum son

K16

kurtul K17 K18

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201 .

-ekonomik ve politik sebeplerle kurulan

destekler niteliktedir.

adro

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202 -2, 53-66.

s. 295-313.

94. BIJOOR Harish (2003), It's perception management!,

http://www.blonnet.com/catalyst/2003/04/17/stories/2003041700140400.htm.

(17.04.2003).

Ankara.

-9-10), Ocak- -168.

-

-8.

Komisyon Raporu. XV+227 s.

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