A measurement model proposal on human resource management in the context of military organization

In the last 30 years, HR performance measurement efforts have differentiated from the classical period with widespread adoption of concepts such as strategic management and SHRM. Efforts to measure HR performance in the new era are supportive of organizational goals and vision. Implications of value creating measurement systems have been at the forefront. Similar to other organizational types, HR functions and practices for military organizations are essential and gaining more importance. To retain, maintain and improve the required military manpower quality and quantity it is necessary to manage new technologies effectively and to achieve strategic objectives, thus ensuring national security. Qualified manpower structures require foundation of the right HR architectures and the proper implementation of sub-elements such as, HR systems, HR practices and employee behavior. Just as it is for profit organizations, military organizations need performance measuring of their HR practices. Within this context, the purpose of this study is defined as "Development of HRM measurement and evaluation model in the context of military organization". The main research question relates to how HR Scorecard can be created in the military context and what the content should be. The exploratory case study method is employed as primary research methodology to find answers to "How" and "What" questions in this study. The study is carried out in three interrelated stages. On the basis of the measurement model developed and proposed by Becker et al. (2001) this study includes both qualitative and quantitative research methods and techniques. The target group includes low, middle and senior level HR managers as well as HR project and training specialists. To analyze survey studies, SPSS 22 package program has been employed. First research topic seeks an answer to the question of "How should a strategy map be formed in the military context?" The "Document Analysis Technique" was applied in three sub-phases and policy documents within military context are examined. As a result of content-level analysis, it is determined that the three main strategic objectives are supported by four HR outcomes. Second research question investigates what HR practices are and how they contribute to HR outcomes in military organizations. The responses of 246 participants to the survey were analyzed using the "Exploratory Factor Analysis" technique. The results indicate that "Value Creating HR practices" consist of 41 items in 9 dimensions. Dimensions include interrelated items and promote so called horizontal integration concept within SHRM. After tested with reliability and validity analyses, the 9 dimensions and 41 items are evaluated as "Value Creating HR Practices" for the military context. The final research topic seeks to find an answer to the question of "What are the criteria for HR efficiency in the military context?" Efficiency measures proposed by different scholars and discussed in the theoretical framework chapter of this thesis have been put together to form an inventory. This inventory was assessed by 20 HR experts followed by the evaluation by the 204 survey participants. The "HR Efficiency Criteria Model" was reached by employing statistical techniques, which consists of 9 dimensions and 36 items. Considering all findings, results and outcomes of the three research questions in this thesis, it is concluded that the "HR Measurement and Evaluation Model within Military Context" consists of two components and 18 dimensions. The proposed model is considered to provide inspiration for future academic work in different contexts and will be beneficial to HR managers and supervisors within the military context, particularly while providing practical solutions to HR practices.