Özet:

In the labour markets where the influence of the globalization process increases, Human Resource Management, which is the head of the topics of great importance for companies, represents the activities of employing, training, planning and developing the career of the human resources needed to the company’s future goals, to ensure and improve the company’s efficiency. The ability of to continue their lives in today’s competitive conditions is directly related to the nature of human power. Therefore, the human resource management function that begins with the process of finding and selecting the right person and continues with the process of managing becomes an essential part of the enterprises. On the other hand, considering that the human element is also constantly changing and developing, it is clear that the ICO functions will also be in the process of continuous development, change and interaction.Today, considering that high-quality labor is the preferred brand value of the employer’s high-quality business, it is necessary to create a employer’s brand that will ensure the provision and achievement of high-quality human resources. Employer brand management is a form of management in terms of organizational culture and human resources activities created in the process of focusing on the distinction of from competitors, not only by creating differences in goods and services, but also by taking into account the expectations and needs of existing employees and potential workers. The implementation of the employer’s brand management also reduces the workforce cycle in. In this context, the human resources management process and the employer’s brand relationship gain importance. The processes of the employer’s brand management model and the interaction of the human resources management process will be a contribution to all functions of the enterprise from the process of finding and choosing the qualified human resources to the process of management.When the components of the employer’s brand are examined, the responsibilities against the existing employees, the mission of providing potential candidates to the workplace, the business-private life balance, the institution culture, the institution/product brand, the work environment and side rights are seen. The employer’s brand and human resources management are very similar in terms of the components of management processes. This is why both management approaches need to be in interaction. The purpose of this study is to examine the importance of the employer’s brand process in the business perspective, the relationship with the human resources management functions in the process of acquiring and obtaining qualified staff. In this context, the employer’s brand practices will describe the detail of the connection with a broad literary scan of the direct relationship with the human resources management processes.