%0 Journal Article
%T Merit principle in public management: an evaluation for turkey overg Great Britain example
%A Salim KURNAZ
%A Selma KARATEPE
%J -
%D 2019
%X The capability of public institutions to fulfill the duties assigned to them depends on the material and human elements to be allocated to them. The human element is mainly composed of civil servants and public officials. For effective and dynamic management in the public sector; it is essential to recruit and raise the competent and talented staff to be able to reach the information related to the innovations and changes in the field. The Civil Servants Law No. 657 regulates the working conditions, qualifications, appointments, training, advancements, elevations, personal rights and obligations of public officials in Turkey. Although article 3 of this law, regulates the principles of career, classification and merit for the public employees, it is considered that there are problems in the implementation of these articles. It is the merit system that comes to mind first within the scope of reform movements for the current human resource. Although there are laws and regulations, it is almost impossible to say that the improvement activities carried out for the merit system, which has problems in practice, are generally successful. The purpose of this study is; to shed light on the issue of what should be done for the real reflection of the principle of merit in the Turkish Public Personnel Regime. For this purpose, to be compared with Turkey; The UK, which has emerged as the country in which the policies and values such as quality, citizen focus, governance, participation, accountability, transparency, performance-based management and ethics are followed under the New Public Management approach, especially in the 1990s, has been selected. In the first part, the definition and historical development of personnel management and merit principle are given. In addition, previous studies on the merit system were included in this part. Merit can be described as the appointment of the right personnel for the right job. The two main principles of merit are relevance and impartiality. In the second part, UK personnel management system is examined within the scope of regulations regarding the applications related to merit such as the types of employment, recruitment processes of public employees, financial and social rights, discipline practices, inter-agency transfer, temporary assignment, wage systems and personal training. Civil Service Commission, established in 1855, is the higher authority in England on personnel recruitment. Commissions¡¯ members are assigned from independent personnel and for a long term. Additionally, merit principle arrangements in Civil
%K Kamu Y£¿netimi
%K £¿nsan Kaynaklar£¿ Y£¿netimi
%K £¿ngiltere Personel Rejimi
%K T¨¹rkiye Personel Rejimi
%K Liyakat £¿lkesi
%U http://dergipark.org.tr/erusosbilder/issue/46591/532429