Bireyin yaşamını sürdürebilmesi için çalışmaya ihtiyacı vardır ve iş, bireyin ihtiyaçlarını karşılamasını sağlayan başlıca araçtır. Eğitim ise, üretim sisteminin en ilkel yöntemlerle yapıldığı dönemlerden günümüze, bilgi birikiminin kuşaktan kuşağa aktarılmasında önemli bir sistemdir. Eğitim ve istihdam arasındaki ilişki de ilkel çağlardan günümüze, değişik şekillerde süregelmiştir. İşler ve içerikleri değişmiş; eğitim, bireylerin bu değişime daha kolay adapte olabilmeleri için sürekli olarak kendisini yenilemiştir. Toplumsal yaşam geliştikçe iş bölümü ve uzmanlaşma artmış ve bu da mesleki bilgi ve becerilerin aktarımı için okullaşmanın artmasına sebep olmuştur. Firmalar da piyasaya sunulan bu eğitimsel niteliklerin kullanıcılarıdır. İşverenler, eğitimsel nitelikler ile işbaşındaki verimlilik arasında var olan ilişki konusunda farklı tutumlara sahiptir. Bu tutumlar; işe alma ve yükseltme konusunda belli kuralların oluşmasına sebebiyet verir. Bütün bu kuralların toplamı da şirketlerin işgücü politikalarını oluşturur. Bu çalışmada, gelecekte daha büyük gelişmeler göstermesi beklenilen Türk Savunma Sanayi’nde faaliyet gösteren ve SSM25 Endeksinde ilk 10’da yer alan şirketlerdeki işverenlerin, işe alım kararlarını, eğitimin hangi düzeyde etkilediğini ortaya koymak amaçlanmıştır. Eğitim-istihdam ilişkisi, işverenler tarafından hangi kuram çerçevesinde şekillenmektedir sorusuna yanıt aranmış ve seçilen örneklem için; orta düzey yönetici, mühendis ve teknisyen kadrolarına istihdamda Beşerî Sermaye Kuramı’nın çalıştığı, eğitimin bu kadrolardaki istihdam üzerinde doğrudan etkisi olduğu sonucuna ulaşılmıştır.
The individuals need to work in order to survive and work is the primary factor for meeting the needs of the individuals. Education is an important system for transferring knowledge from generations to generations since the time when the production system was made with the most primitive methods. The relationship between education and employment has continued in different ways from primitive ages to today. Jobs and their contents have changed; education has constantly renewed itself to make it easier for individuals to adapt to this change. As social life develops, division of labor and specialization has increased and this has led to increasing schooling for the transfer of professional knowledge and skills. Companies are the users of these educational qualities. Employers have different attitudes about the relationship between educational qualifications and productivity at work. These attitudes; give rise to certain rules for recruitment and upgrading. The sum of all these rules constitutes the labor force policies of companies. In this study, it is aimed to reveal the level of recruitment decisions of the employers of the top 10 companies in the SSM25 Index, which is active in the Turkish Defense Industry, which is expected to show greater improvements in the future. The answer to the question of which theory is shaping the employers decisions beyond the framework of the relationship between education and employment is sought and concluded that Human Capital Theory has a direct effect on the employment of middle-level managers, engineers and technicians.
The individuals need to work in order to survive and work is the primary factor for meeting the needs of the individuals. Education is an important system for transferring knowledge from generations to generations since the time when the production system was made with the most primitive methods. The relationship between education and employment has continued in different ways from primitive ages to today. Jobs and their contents have changed; education has constantly renewed itself to make it easier for individuals to adapt to this change. As social life develops, division of labor and specialization has increased and this has led to increase schooling for the transfer of professional knowledge and skills. Firms are the users of these educational qualities. Employers have different attitudes about the relationship between educational qualifications and productivity at work. These attitudes; give rise to certain rules for recruitment and upgrading. The sum of all these rules constitutes the labor force policies of companies. In this study, it is aimed to reveal the level of recruitment decisions of the employers of top 10 firms in the SSM25 Index, which is active in the Turkish Defense Industry, that is expected to show greater improvements in the future. The answer to the question of which theory is shaping the employers decisions beyond the framework of the relationship between education and employment is sought and concluded that Human Capital Theory has a direct effect on the employment of middle-level managers, engineers and technicians.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Ulusal
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