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Bu araştırmanın amacı, üniversitede akademisyen ve yönetici yeteneğinin tanımlanması ve yetenek yönetiminin üniversitede uygulanabilirliğinin yönetici deneyim ve görüşlerine dayalı olarak betimlenmesidir. Araştırmada temel nitel araştırma yaklaşımı kullanılmıştır. Katılımcılar ölçüt örnekleme yöntemi ile belirlenmiştir. Araştırmanın çalışma grubunu üç kamu üniversitesinden 15 öğretim üyesi oluşturmuştur. Görüşme tekniği ile toplanan veriler, içerik analizi tekniği ile çözümlenmiştir. Araştırma bulgularına göre yetenekli akademisyen özellikleri liyakat, zihinsel yeterlikler, kişilik, değerler, çalışmaya karşı tutum ve uyum temaları altında bütüncül bir yapı göstermekte; yetenekli yönetici özellikleri ise iletişim-güdüleme, yönetim, bilimsel yeterlikler ile kişilik ve yönetsel değerler temaları altında toplanmaktadır. Yükseköğretimde yetenek yönetiminin gerekli ve yararlı olduğu ancak uygulanabilmesinin çeşitli düzenlemeler gerektirdiği, yeteneği çekme ve tutmada “olumlu çalışma şartları”nın önem taşıdığı, taşra ve merkez üniversitelerinde durumun farklılaştığı ortaya konulmuştur. Yetenek yönetimi uygulamaya dönük, yetenek-potansiyellerin tanımlanması, yetenek yönetimi ve akademik liderlik programlarının oluşturulması, üniversite-yerel yönetim işbirlikleri ile nitelikli akademisyenleri çekecek şehrin sosyo-kültürel olanaklarının geliştirilmesi, akademisyenlerde işdoyumu ve olumlu çalışma şartlarını inceleyen araştırmalar önerilebilir.
The aim of this research is to define academics' and managerial talent in the university and to examine the applicability of talent management according to administrators' experience and views. In this study the basic qualitative research method was used. Participants determined by purposeful sampling method and study group consists of 15 faculty members-administrators from three public universities. Data was collected through interviews and analyzed by content analysis technique. Findings show that talented academics' characteristics exhibit an integrated structure based on merit, high intellectual competencies, personality, values, harmony, attitude towards work themes; talented managers' characteristics were collected under the themes of communication-motivation, managerial competencies, scientific competencies, personality and managerial values. It has also been revealed that talent management is necessary and useful in higher education but applicability depends on some regulations, positive work environment is important variable for attracting and retaining talent and situation in central and provincial universities is differentiated. Identification of future talent potential; organizing talent management and academic leadership programs, development of sociocultural opportunities of the city that will attract talented academics through university-local administrations collaborations, systematic examination of academics' views on job satisfaction and positive working conditions can be recommended.
The aim of this research is to define academics’ and managerial talent in the university and to examine the applicability of talent management according to administrators’ experience and views. In this study basic qualitative research method was used. Participants determined by purposeful sampling method and study group consists of 15 faculty members-administrators from three public universities. Data were collected through interviews and analyzed by content analysis technique. Findings show that talented academics' characteristics exhibit an integrated structure based on merit, high intellectual competencies, personality, values, harmony, attitude towards work themes; talented managers’ characteristics were collected under the themes of communication-motivation, managerial competencies, scientific competencies, personality and managerial values. It has also been revealed that talent management is necessary and useful in higher education but applicability depends on some regulations, positive work environment is important variable for attracting and retaining talent and situation in central and provincial universities is differentiated. Identification of future talentspotentials; organizing talent management and academic leadership programs, development of sociocultural opportunities of the city that will attract talented academics through university-local administrations collaborations, systematic examination of academics' views on job satisfaction and positive working conditions can be recommended.
Field : Eğitim Bilimleri
Journal Type : Uluslararası
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