Neglected function of human resources management labor relations: Manisa-İzmir field survesy

The main purpose of the study is to obtain evidence that human relations and trade union managers are neglected under current conditions. Study; "(1) How is labor relations neglected in a system without trade unions? (2) What is the effectiveness of human resources management in a non-unionized labor relations system? (3) What is the effectiveness of human resources authorities and trade unions in working relations in enterprises where trade unions are accepted as parties?" questions are sought answers. The questions posed to measure the perceptions of the participants under the framework of these three questions aim to reveal the effectiveness of the parties and the neglect of working relations in the light of the evaluations. The study consists of four parts. In the first part, "Human Resources Management" and in the second part "Labor Relations" are examined conceptually. In the third chapter, the issue of labor relations is considered as a human resources function and the working relations and the relations of the parties are studied in unionized and non-unionized enterprises. In the fourth part, the findings of the interviews with the human resources authorities of the enterprises, union branch managers and trade union representatives are mentioned. In this study, interviews were conducted with human resources managers, union branch managers and workplace union representatives of unionized / non-union enterprises operating in Manisa and İzmir. In the study, which was prepared with phenomenological research design, human resource officials were asked to the union branch managers and workplace union representatives according to their positions according to their work in unionized / non-unionized enterprises, and their perceptions about working relationships by in-depth interview method were investigated. In the study, the evaluations made by the participants, low unionization rates and the fact that 56 of the 68 human resource managers who responded negatively to our demand for interviews were authorized in non-union enterprises, showed that the labor relations within the scope of our work in terms of industrial democracy and rights struggle were neglected. In the interviews, data supporting the studies in the literature were obtained. It is seen that policies aiming to prevent the possibility of unionization prevail in enterprises. It was concluded that the lack of legal basis of the workers, strong business policies against the workers and the evaluation of the labor relations as an ordinary human resources function by the human resources authorities as the executor of the business policies prepared the basis for the de-unionization actions and the labor relations were neglected within the research area. On the other hand, human resources officials working in unionized enterprises stated that there should be unions in labor relations and that collective bargaining is the main basis. Another result of the study is that the perspectives of the parties and their attitudes are effective in maintaining the working relations in a healthy way. This result does not change in terms of human resources managers working in unionized / non-unionized workplaces. However, it has been seen in the study that the view of business executives to trade unions and business policies are effective in human resources management. In addition, HR officials working in unionized enterprises state that the attitude of the union in labor relations is very important and effective. On the other hand, the union side acknowledges that the approach of the managers of the enterprise to the trade unions is effective, but that the character and point of view of human resources managers are very important.