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Tanzimat Fermanı ile birlikte önemli değişimler geçiren Osmanlı kamu personel sistemi Osmanlı’dan, Türkiye Cumhuriyetine miras kalmış ve Türk kamu personel sistemi de devralınan bu mirasın üzerine kurulmuştur. Fakat Cumhuriyet Dönemi’nde bu mirasın üzerine ideal bir sistem kurulamaması nedeniyle sürekli bir değişim ve reform talebi gündemde olmuştur. Genel olarak Cumhuriyet tarihi kamu personel sistemi “1980 öncesi personel yönetimi” ve “1980 sonrası insan kaynakları yönetimi” eksenli olarak iki temel döneme ayrılabilir. 1980 öncesindeki hantal, kuralcı, hiyerarşik, bürokratik olarak nitelendirilen personel yönetimi anlayışının yerine, 1980 sonrasında stratejik yönetim anlayışının hâkim olduğu etkin, verimli, performans yönetimini benimseyen, katılımcı ve esnek olarak nitelendirilen insan kaynakları yönetimi anlayışını barındırmaya yönelik çabaların yer aldığı bir değişim süreci söz konusu olmuştur. Bu çalışma ile Cumhuriyet tarihi kamu personel sistemi tarihçesi eleştirel olarak dört dönemde ele alınmıştır. 95 yıllık tarihinin sonunda farklı mevzuat yapısı, parçalı ve tepkiye dayalı politikalar ile oluşmuş kariyer ve kadro anlayışı arasına sıkışmış kamu personel sisteminin, Türk kamu yönetiminin etkin, verimli işleyişine tam olarak çözüm olmadığı görülmüştür. Çözüm olarak ise batılılaşma eksenli politikalar yerine yerel kültüründen ve tarihsel birikiminden beslenen kamu personel yönetim sisteminin nasıl oluşturulacağı tartışılmıştır.
The Ottoman public personnel system, which has experienced significant changes with Tanzimat Ferman, was founded on this inheritance that was inherited from Ottoman to the Republic of Turkey and the Turkish public personnel system was also taken over. But in the Republic Period, a constant demand for change and reform has been on the agenda because of the failure to establish an ideal system on this heritage. In general, the Republic's historic public staff system can be divided into two basic periods: "Personal management before 1980" and "Human Resource management after 1980". Instead of the concept of personal management that was defined as regulatory, hierarchical, and bureaucratic before 1980, it was a process of change in which efforts were involved to host the concept of human resources management that was defined as effective, efficient, performance management, participatory and flexible, which is dominated by the concept of strategic management after 1980. With this study, the history of the Republic’s public staff system has been critically addressed in four periods. At the end of its 95-year history, the different legislative structure was formed with part-based and reaction-based policies; the public staff system, stuck between career and staff understanding, has not been seen as a complete solution to the effective and efficient functioning of the Turkish public administration. As a solution, it has been discussed how to create a public personnel management system that feeds from the local culture and historical accumulation instead of the political axis of westernization.
The public personnel system of the Ottoman Period which had undergone a considerable change with the imperial edict of reorganisation, was inherited from empire to young Turkish Republic with the proclamation of republic. Turkish public personnel system was built on this heritage. However, because an ideal system could not be built on this heritage, a demand for change and reformation has been continuously on the agenda. Generally, public personnel system of republic history can be divided into two main periods as personnel management before 1980 and human resources management after 1980. Personnel management system before 1980 described as bulky, prescriptive, hierarchical and bureaucratic, has been in a struggle for change towards a human resources management which adopts performance management and is characterized as efficient, productive, participatory and flexible. In this study, history of public personnel system of the republic period is discussed critically within four terms. It is made out that at the end of 95-year-old history of public personnel system which was built with different legislation structure, partial, reactive policies and was torn between career and cadre, has failed to offer a full solution for efficient, productive functioning of Turkish public administration. As a solution, instead of west-oriented policies, how a public personnel management system fed from local culture and historical accumulation can be generated is handled.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Ulusal
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