Özet:

Strategic planning in the public administration in Turkey was regulated by law No. 5018 in 2003 and began to be used in public institutions since 2006. Until that date, concepts such as performance, result-focused, strategic thinking and strategic decision-making, which were commonly included in the field of business, have since become widely used in public administration. Today’s organizations must make strategic plans to ensure sustainability, shape the future, differentiated competitive superiority, and have qualified human resources. On the other hand, the competitive superiority struggle generated by the business world, the increasing multiplication of the foundation universities, performance, strategic thinking and decision-making, result-focused, overall quality management, etc. The spread of such tools has forced universities to manage as companies, aimed at moving within the framework of strategic management understanding. When that happens, universities have to be managed more performance-based than ever and create human capital equipped with competencies. This study aims to investigate the steps that universities take on the skills of human resources (Human Resources) that gain importance as a strategic factor. Under the headline of institutional analyses, universities have been attempted to their strategic plans to study HR competence analyses. The university of study of 128 state universities, 104 universities, with an active strategic plan available in the research process, also forms a working group. Human resources competence analyses are based on quantitative and qualitative data, as indicated in the Strategic Planning Guide for Universities, researched, obtained data are subject to content analysis and evaluated under themes and categories. The study found that 98% of universities included quantitative data and 7% included qualitative data analysis in their strategic plans.

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