Abstract:

Today, the increase in the number of components that make up the organizational environment and the rate of change make it difficult to achieve organizational goals, and the organizational development processes carried out by businesses gain importance as a way to reach the goals in this context. In the study, it is identified how the strategic tendencies of the enterprises in the perspective of HRM will play a differentiating role in the organizational development process. The top HR managers of 69 companies constitute the sample of the research. For the study, ethics committee approval is obtained from Süleyman Demirel University Ethics Committee, numbered 103/7 and dated 23.02.2021. In the study, the effect of differences in strategic HRM comprehension of enterprises on the dimensions of planned change, organizational learning, use of information and resources and participation in management is examined. The presence of human resources managers in the upper boards of enterprises, the presence of documented and systematically established human resources functions, the place of the HR department in the organization, the positions of human resources managers in the organization, the titles received by the highest level human resources manager are the elements showing the strategic tendency for human resources management in the sample. According to the research findings, it is observed that the interaction between factors related to strategic human resources tendency has differentiated the dimensions of organization development. The difference related to the strategic human resources tendency in terms of the subject that the top management gives importance and focuses on reveals a significant difference in the organizational learning dimension of organization development.

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