A Comprehensive Overview of the Turkish Public Personnel System

Abstract

Success in public administration is largely related to the competence of public personnel and the effective and efficient use of that workforce. In other words, the establishment and operation of a good public personnel system is crucial for achieving the desired goals in public administration. Unfortunately, the Turkish public administration cannot be said to be successful in this regard. In this comment article, a general assessment of the Turkish public personnel system is made and an answer is sought to the question of why the desired level of human resource management in the public administration cannot be achieved. In this context, first of all, the change and transformation of human resource management in the public sector in the world is briefly evaluated, and then the problems related to the Turkish public personnel system are discussed under the headings of the public personnel numbers, the overview of public employment, the basic principles of the public personnel system, and other issues.

According to the author's analysis, the main reason for the lack of success in the public personnel system is the failure of the political institution to take the necessary steps in this regard. According to the author, in order to solve the problems of the public personnel system, first of all a strong central personnel organization should be established, which should take responsibility for the system and to carry out activities to solve the problems in a continuous manner in the light of scientific principles. The author claims that the academic community should also take more responsibility for the problems in the public personnel system and other areas of public administration. One of the first problems to be tackled is to eliminate the existing confusion in public employment. In this regard, the author suggests that, in addition to simplifying and standardizing the forms of employment in the public sector, the personnel currently employed as permanent workers should be included in the existing civil servant classification system and be subject to the same legislation as them.

Keywords: Public Administration, Public Personnel System, Public Personnel, Human Resources in Public Sector, Public Employment