The actors of human resources policy with institutional model analysis in Türkiye's new government structure

With the exception of the short-lived 1876 Constitution (Kanuni Esasi) in the Ottoman period and the 1921 Constitution (Teşkilat-ı Esasiye Kanunu) in the Republican period, Turkey has preferred the parliamentary system of government from the 1909 revision of the 1876 Constitution until the implementation of the 2017 amendments to the 1982 Constitution with the presidential elections held on 22 June 2018. However, with the presidential elections held on June 22, 2018, Turkey switched to a new system of government called the presidential system of government, which essentially has the characteristics of a presidential system of government. The main purpose of this study is to find answers to the questions of which actors can be involved in the human resources policy-making process that can be formed in the form of a ''decree'' as a public policy for the possible problems of human resources in the public or private sector in the changing government system and what their roles can be in this process, and to make a conclusion about who can be the critical actor in terms of the process. In this respect, this study is a prospective policy analysis, which refers to research conducted in preparation for planned and possible public policies. Among the policy analysis models, the institutional model, whose principles of analysis are legalities and organizational charts, was used. In this context, the President of the Republic, the Vice President of the Republic, the Presidential Policy Boards, the Presidential Human Resources Office and the ministries will be the actors that will take part in the human resources policy-making process that may take the form of a ''decree'' as a public policy for the possible problems of human resources in the public or private sector. The Presidential Human Resources Office has produced data on human resources issues through numerous projects it has designed and developed. Considering that data, as an objective reality, is the most fundamental input to formulate accurate, effective and measurable policies, the Office may have a critical function in the human resources policy-making process as a public policy.