Abstract:

Strategic human resource management is a concept that aims to explain what is involved in examining the core issues of HRM from a startegic perspective. Organizations in an open system aim to adapt to the environment by trying to manage scarce resources and gain power by gaining competitive advantage. In this context, it is important that strategic HRM practices are in line with the strategy determined by the organization in order to gain competitive advantage. Resource dependence theory tries to explain the power relations between and within organizations in order for organizations to survive and gain competitive advantage, and offers strategies for organizations to manage these relations. Organizations’ need for skilled and non-substituble employees throughout the strategic planning process makes the role of human resources very important. Therefore, the power of the HR department, which is located on the power and political plane, may increase in the organization due to its control over valuable and scarce resources, and in this context, it is necessary to try to understand the non-strategic determinants of HRM practices on the basis of resource dependency theory. In this article, it is aimed to examine strategic HRM based on Resource Dependence Theory to comprehend the non-strategic determinants of HRM practices.

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