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In the study the resource studies titled "Factory Businessman and Manufacturer Officer" (Azmi of Gallipoli, 1914), "Factory Business" (Major Ahmet Hamdi Bey, 1919) and "Factory Business and Industry Notes" (Mehmet Ali Bey, 1928) are examined in order to contribute to the development of factory management knowledge in Turkey. The study evaluates the contents of these resources, which were published with the Ottoman alphabet at the beginning of the 20th century and addresses the factory system and management, in the context of managementorganization in order to discover the tracks affecting the formation of business administration knowledge in Turkey and to contribute to the literature. The contents of these three studies provide information about how a factory should be operated technically. However, it is determined that the information is conveyed by prioritizing the technical knowledge and human resources management in the study titled "Factory Businessman and Manufacturer Officer", how the organization structure and qualified human resources of a company should be in the study titled "Factory Business" and the ideas regarding the productivity of a factory and how it can be operated better with scientific methods in the study titled "Factory Business and Industry Notes". [ABSTRACT FROM AUTHOR]

Combining a link between organizational strategy and human resources practices have a role as fuel for the organizations to reach and carry on their competitive advantages. In this study relationship between the strategy types developed by Miles and Snow, Porter, Burns and Stalker and human resources management systems and applications are discussed under fit analysis. A general look on Human Resources, its relation with strategy, fit context and the issue are also discussed with different point of views. Organizational strategy and human resources applications are set according to the strategy types. At the end of the study it is expressed that there are numerous different ways for different strategies. If we move on the context that every organization is unique, they will have human resources applications compatible with the strategy-organization approach chosen under their own conditions. Usually human resources approaches are changing according to changing competitive dynamics. [ABSTRACT FROM AUTHOR]