Pillar II: Talent ecosystems for attractive early research careers

Expected Outcome: Proposals will deliver on the impact of “Improved research careers and mobility, based on the European framework for research careers, fostering knowledge flows and career interoperability across sectors and countries” [1] , contributing to the ERA Structural Policy “Making research careers more attractive and sustainable, and support mobility”. Project results are expected to contribute to the following outcomes: Creation of talent ecosystems, as integrated networks where cross-sectoral public and private organisations have established close and coordinated cooperation, fostering among others the employability, skills, career development, mobility, career interoperability, and well-being of researchers and other R&I staff; Implementation of organisational changes by participating organisations to mainstream the principles of the European framework for research careers … devamı

1. %58
   NİHAT ALAYOĞLU

   Profesörİstanbul Medipol Üniversitesi

   Ortak konular: Human Resource and Talent Management

   Örtüşen yayınlar: Yöneticilerin Liderlik Tarzları ile Çalışanların İşyerindeki Politik Davranışları Arasındaki İlişkinin İncelenmesine Yönelik Bir Araştırma (2016) · Use Of Career Strategies Satisfactions And Psychological Well Being Among Women Managers And Professionals In Turkey (2012)

2. %53
   DİNÇER ATLI

   Profesörİstanbul Esenyurt Üniversitesi

   Ortak konular: Human Resource and Talent Management

   Örtüşen yayınlar: Employer Attractiveness Through Career Websites: An Artificial Intelligence-Based Eye Tracking Research on ‘’Great Place to Work’’ Companies in Turkey (2025)

3. %49
   BÜŞRA MÜCELDİLİ

   DoçentYıldız Teknik Üniversitesi

   Çalışma konuları: Job Satisfaction and Organizational Behavior · Entrepreneurship Studies and Influences · Emotional Intelligence and Performance

   Örtüşen yayınlar: Retaining the Best Talents: The Impact of Employer Branding and Psychological Capital (2021) · Retaining the Best Talents: The Impact of Employer Branding and Psychological Capital (2021)

4. %47
   MEHMET EMİN TURAN

   DoçentAğrı İbrahim Çeçen Üniversitesi

   Ortak konular: Career Development and Diversity

   Örtüşen yayınlar: The relationship between locus of control and hope in adolescents: The mediating role of career and talent development self-efficacy (2021) · The relationship between locus of control and hope in adolescents: The mediating role of career and talent development self-efficacy (2021)

5. %45
   RAMAZAN ÖZKAN YILDIZ

   Doktor Öğretim ÜyesiBandırma Onyedi Eylül Üniversitesi

   Ortak konular: Human Resource and Talent Management

   Örtüşen yayınlar: Talent management strategies and functions: a systematic review (2023) · Prioritization of TM Functions and Talent Development Practices in a Specific Service Industry Context (2023)

6. %43
   UYGAR ÖZTÜRK

   Doktor Öğretim ÜyesiBitlis Eren Üniversitesi

   Ortak konular: Career Development and Diversity · Human Resource and Talent Management

   Örtüşen yayınlar: Differences in Career Commitment and Career Satisfaction between Shift and Typical Work in Organizations (2024) · Aligning Modern Career Expectations with Workplace Outcomes: Insights from the Kaleidoscope Career Model (2025)

7. %42
   GÜRHAN UYSAL

   ProfesörOndokuz Mayıs Üniversitesi

   Ortak konular: Human Resource and Talent Management

   Örtüşen yayınlar: p HRM The Combination of PM and HRM (2016) · Cognitive Placement Theory for Performance Appraisal Talent Management and Individual Performance (2016)

8. %40
   MERVE GÖKGÜL

   Öğretim Görevlisi (ders Vermekle Görevli)Alanya Alaaddin Keykubat Üniversitesi

   Ortak konular: Career Development and Diversity · Human Resource and Talent Management

   Örtüşen yayınlar: Faculty Members' Opinions About the Sources of Career Stagnation (2019)

Uyum oranı kodla, her istekte hesaplanır. Çağrı metni (başlık, anahtar kelimeler, resmi açıklamanın başı) şu üç kaynakla karşılaştırılır: akademisyen profiliyle anlamsal yakınlık (%50), YÖKSİS anahtar kelimeleri ve OpenAlex konularındaki ortak ayırt edici terimler (%25) ve yayın içeriği — başlıklar, İngilizce özetler ve bunların Türkçe çevirileri (%25). Çeviriler sayesinde Türkçe çağrılar İngilizce yayınlarla da eşleşir. Yaygın kelimeler düşük ağırlıklıdır; %40 altı gösterilmez. Bir konu önerisidir; başvuru uygunluğu, kapasite ya da başarı değerlendirmesi değildir. Gizli profiller listelenmez.