Rethinking Human Resources Policies in Turkey: The Presidential Human Resources Office

Abstract

Human resources policies and strategies are one of the areas that governments prioritize. The potential of human capital, human resource management, and developments in this field are closely monitored by governments. The transition from traditional public administration to new public management has reshaped human resources management and policies in the public sector. In the traditional understanding of public administration, the inefficiency of public employees, lack of motivation, and inconsistencies in human resources policies come to the fore. The government's goals are to provide better service to the citizens by organizing in-service training to increase the employees' knowledge, skills, and experience. In addition, various reward and incentive tools are introduced to increase the motivation of public employees. Attention is also paid to various personnel-related audit mechanisms to conduct public policies more effectively and efficiently. Developments in individual and organizational life bring human resources management to the public sector's agenda to develop the current vision. These developments can be listed as follows in general: Rapid technological developments, the emergence of competition in some areas of the public sector, changes like education, and the fact that classical personnel management is not enough to meet the expectations of the employee and, accordingly, high staff turnover rates, increased human mobility around the world for educational and business purposes, Etc. The developments mentioned here make it essential for new approaches and organizations to manage employees from the point of view of public administration. In the context of what has been stated, the primary question this research seeks to answer is: How has the approach to human resources management and policies been shaped by the Presidential Human Resources Office in Turkey? This research is based on the case study of qualitative research designs. In the case study, the factors related to a situation are investigated in a holistic approach, focusing on how they affect the relevant situation and how they are affected. In the case of studies, data are obtained from different sources such as interviews, focus groups, observations, and document reviews. In this study, the document analysis method is preferred. Through this method, the Office's situation and the policies it has developed from its formation to the present are revealed. In Turkey, where human resources have a young, educated, and functional potential, promising reforms are being implemented in various policy areas. Thanks to these reforms, employment policies for both the public and private sectors are directed by better human resources management. Different policy actors significantly impact various policy processes with Turkey's new government system that came into effect in 2018. In particular, the presidential offices are making substantial contributions to human resources, digital transformation, investment, and finance. The projects carried out by the Presidential Human Resources Office and the career opportunities offered to citizens are of great importance for the future generations of Turkey. When the projects of the Office are examined, there are several remarkable features. With the projects' contribution, it is seen that the Office cares about technology, data, experience transfer, and cooperation with different parties when developing human resources policies. Moreover, the Office strives to contribute to their professional development by taking into account job seekers and active employees in the public sector in accordance with the principle of lifelong learning. At this point, the Office, on the one hand, carries out various activities at the local level within the country and, on the other hand, invites international human resources to Turkey. The study's overarching aim is to examine Turkey's human resources policy in the context of the Presidential Human Resources Office. To this end, information about the human resources office will be briefly presented, and the projects implemented will be scrutinized. In this context, projects such as distance learning gate, career gate, national internship program, national talent fairs, talentforbiz, career planning course, uni-data, career counseling information system, and Kamu-veri will be discussed. By doing so, the contributions and outputs of the projects carried out by Turkey through the Presidential Offices to human resources policies will be revealed. In the study, governance, cooperation, and relations between different stakeholders will be discussed, and practical recommendations regarding human resources policies will be proposed.