Strategi̇c human resources planni̇ng: A compari̇son of publi̇c and pri̇vate sector appli̇cati̇ons

Since theearly 1960s, the importance of personel management has gradually increasedand has led to what we call today human resource planning system, a new concept for organization andallows for the efficiency and improvement of the human factor. In its broadest terms, human resource planning meansusing the right amount and quality of human power efficiently and effectively and employing the right person for the right tasks. The most succesful organizations aim to further their workers education, motivation, development, and sense of reward trough human resources. Because for these companies, investment should primarily rest on people and their development. Dursun Bingöl expresses this situation as the fallowing: 'In our country, having now understood the strategic importance of human resources, business organizations have started to focus on it. For example, they have felt the need to use contemporary methods for worker selection, education, development, and most importantly for performance evaluation' (Bingöl, 2013, p. v). Employee selection, performance evaluation, and rewarding functions of human resources have been developed strategically in to human resources management in order for the company to achieveits objectives (Ünnüand Keçecioğlu, 2009, p. 1172). When looking at the transition from traditional HRM to strategic HRM, some differences catch Becker and Huselid's attention. The first of these differences is how organizational performance has become prioritized over individual performance. Another differenceis the emphasis on an HRM system over individual HRM solutions when solving company problems. Strategically, it would be beter to frame HRM as a model that shows a company over all performance rather than general HRM applications (Becker and Huselid, 1999, p.899). What we call human resources management today is a set of new principles which used to be viewed as cost items or simply not practiced during traditional personel management. HRM emphasizes on people and supports them in all aspects from performance to education, career and remuneration. Because of HRM, we can talk about the quality of out puts (product and service) while the company performance increases. Using and applying only all inputsand out puts of human resources systematically has fallen short. All of these systems must be planned especially carefully in orde rto be successful and the need for such good planning has brought about strategic human resources planning.