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Dijitalleşmenin İnsan Kaynakları Yönetimi Uygulamalarına Etkisi

Yıl 2022, Cilt: 5 Sayı: 1, 214 - 226, 15.05.2022
https://doi.org/10.33712/mana.1063643

Öz

Her geçen gün teknolojide yeni gelişmeler yaşanmaktadır. Teknolojide atılan büyük adımlarla beraber sadece bireyler değil kuruluşlar ve departmanları da köklü değişimler geçirmektedir. İçinde bulunulan çağ, “dijital çağ” olarak adlandırılmaktadır. Gündelik hayatı ve iş süreçleri önemli ölçüde etkileyen dijitalleşme, kurumsal işletmelerin olmazsa olmazlarından olarak görülen İnsan Kaynakları Yönetimi (İKY) departmanını ve uygulamalarını da etkilemektedir. Küreselleşme ile artan rekabet ortamında şirketler, hızlı ve güvenli bir şekilde karar alıp uygulamaya geçirme ihtiyacı hissetmektedir. Bu, dijitalleşmenin sağladığı imkanlar dâhilinde mümkün olmaktadır. Rakiplerin gerisinde kalmamak ve başarıya ulaşabilmek için, İKY uygulamalarına yeni teknolojilerin adapte edilmesi gerekmektedir. İlaveten, bütün bunları stratejik boyutta ele alacak birime ihtiyaç duyulmaktadır. Her konuda olduğu üzere dijitalleşmede de olumlu ve olumsuz etkiler mevcut bulunmaktadır. Bu çalışmanın amacı, dijitalleşmenin İKY uygulamalarına etkisini incelemektir. Büyük oranda olumlu etkiler gözlemlenmiştir fakat bu bazı risklerin var olmadığı anlamına gelmemektedir. Bu amaç doğrultusunda geçmiş çalışmalar incelenmiştir ve farklı bir açıdan bakılarak mevcut literatüre katkı sağlanacağı düşünülmektedir.

Kaynakça

  • AKYÜZ, Ömer Faruk (2001), Değişim Rüzgarında Stratejik İnsan Kaynakları Planlaması, Sistem Yayıncılık, İstanbul.
  • ARGON, Türkan ve EREN, Altay (2004), İnsan Kaynakları Yönetimi, Nobel Akademik Yayıncılık, Ankara.
  • ARMSTRONG, Michael (1992), Human Resource Management: Strategy & Action, Kogan Page Publisher, London (UK).
  • ARMSTRONG, Michael (2006), Strategic Human Resource Management: A Guide to Action, Kogan Page Publisher, London (UK).
  • ARMSTRONG, Michael (2009), Performance Management: Key Strategies and Practical Guidelines, Kogan Page Publisher, London (UK).
  • AUGER, Antoine ve EXPOSITO, Ernesto ve LOCHIN, Emmanuel (2017), “Survey on Quality of Observation within Sensor Web Systems”, IET Wireless Sensor Systems, S.7(2), ss.163-177.
  • BAHETI, Radhakisan ve GILL, Helen (2011), “Cyber-Physical Systems”, The Impact of Control Technology (Eds. T. Samad, A. Annaswamy), IEEE Control Systems Society Publisher, New York, ss.161-166.
  • BAL, Yasemin (2011), “Rekabet Stratejilerinin İnsan Kaynakları Yönetimi Uygulamalarına Etkisi”, Basılmamış Doktora Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • BECKER, Brian E. ve HUSELID, Mark A. (2006), “Strategic Human Resources Management: Where Do We Go From Here?”, Journal of Management, S.32(6), ss.898-925.
  • BERMAN, Evan M. (2015), “HRM in Development: Lessons and Frontiers”, Public Administration and Development, S.35(2), ss.113-127.
  • BHAGAT, Mahesh (2020), “The Study of Effect and Influence of Digitalization on HRM Practices, in India”, International Journal of Innovative Science and Research Technology, S.5(11), ss.1009-1012.
  • BİLGİÇ, Emrah, TÜRKMENOĞLU, Mehmet Ali ve KOÇAK, Ahmet (2020), “Dijitalleşmenin Lojistik Yönetimi Bağlamında İncelenmesi”, Bitlis Eren Üniversitesi İİBF Akademik İzdüşüm Dergisi, S.5(1), ss.56-69.
  • BOXALL, Peter (2007), “The Goals of HRM”, The Oxford Handbook of HRM (Eds. Peter Boxall, John Purcell, Patrick Wright), Oxford University Press, Oxford, ss.48-68.
  • BOXALL, Peter ve PURCELL, John (2000), “Strategic Human Resource Management: Where Have We Come From and Where Should We Be Going?”, International Journal of Management Reviews, S.2(2), ss.183-203.
  • BRATTON, John ve GOLD, Jeff (2012), Human Resource Management: Theory and Practice, Palgrave Macmillan Publisher, London, 5th Edition.
  • CARROLL, Marilyn, MARCHINGTON, Mick, EARNSHAW, Jill ve TAYLOR, Stephen (1999), “Recruitment in Small Firms”, Employee Relations, S.21(3), ss.236-250.
  • COLLINGS, David G., WOOD, Geoffrey T. ve SZAMOSI, Leslie T. (2009), Human Resource Management: A Critical Approach, Routledge Publisher, London.
  • ÇETİN, Hüseyin, DİKEN, Ahmet, KOÇYİĞİT, Nezahat ve KODALAK, Oğuzhan (2019), “İnsan Kaynakları Değerinin Ölçülmesinde Bir Model İncelemesi”, Necmettin Erbakan Üniversitesi Siyasal Bilimler Dergisi, S.1(1), ss.1-13.
  • DEMİRCİ, M. Kemal (2015), İşletmecilik Kuram ve Uygulama, Detay Yayınları, Ankara.
  • DEMİRKOL, Şehnaz ve ERTUĞRAL, Suna Mugan (2007), “İşletmelerde Personel Seçiminde Kullanılan Teknikler ve Analizler”, Sosyal Bilimler Dergisi, S.2, ss.23-34.
  • DOĞAÇ, Ansı (2015), “Stratejik İnsan Kaynakları Yönetiminin İşletmelerin Rekabet Avantajı Sağlamasındaki Rolü ve Önemi”, Basılmamış Yüksek Lisans Tezi, Beykent Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • DYER, Lee ve REEVES, Todd (1995), “Human Resource Strategies and Firm Performance: What Do We Know and Where Do We Need to Go?”, International Journal of Human Resource Management, S.6(3), ss.656-670.
  • EILBIRT, Henry (1959), “The Development of Personnel Management in The United States”, Business History Review, S.33(5), ss.345-364.
  • FEDOROVA, Alena, KOROPETS, Olga ve GATTI, Mauro (2019), “Digitalization of Human Resource Management Practices and its Impact on Employees’ Well-Being”, Paper Presented at The 2019 International Scientific Conference, 8-10 May 2019, Vilnius (Lithuania), ss.1-10.
  • FERRIS, Gerald R., HOCHWARTER, Wayne A., BUCKLEY, M. Ronald, HARRELL-COOK, Gloria ve FRINK, Dwight D. (1999), “Human Resources Management: Some New Directions”, Journal of Management, S.25(3), ss.385-415.
  • GHOBAKHLOO, Morteza (2018), “The Future of Manufacturing Industry: A Strategic Roadmap Toward Industry 4.0”, Journal of Manufacturing Technology Management, S.29(6), ss.910-936.
  • GLAS, Andreas H. ve KLEEMANN, Florian C. (2016), “The Impact of Industry 4.0 on Procurement and Supply Management: A Conceptual and Qualitative Analysis”, International Journal of Business and Management Invention, S.5(6), ss.55-66.
  • GOSWAMI, Arvind (2018), “Human Resource Management and its Importance for Today’s Organizations”, Journal of Advances and Scholarly Researches in Allied Education, S.15(3), ss.128-135.
  • GROSSMAN, Rebecca ve SALAS, Eduardo (2011), “The Transfer of Training: What Really Matters”, International Journal of Training and Development, S.15(2), ss.103-120.
  • GUEST, David E. (1997), “Human Resource Management and Performance: a Review and Research Agenda”, The International Journal of Human Resource Management, S.8(3), ss.263-276.
  • GUEST, David E. (2011), “Human Resource Management and Performance: Still Searching for Some Answers”, Human Resource Management Journal, S.21(1), ss.3-13.
  • GÜLTEKİN, Sebahattin ve ALTUNTOP, Serkan (2014), “İnsan Kaynakları Yönetiminde Temel İlkeler”, Güvenlik Sektöründe İnsan Kaynakları Yönetimi (Ed. Serdar Kenan Gül, Ali Erkan Alaç), Seçkin Yayınları, İstanbul, ss.43-63.
  • GÜNAL, Murat M. (2019), “Simulation for The Better: The Future in Industry 4.0”, Simulation for Industry 4.0, Springer Publisher, New York, ss.275-283.
  • HAUSDORF, Peter A. ve DUNCAN, Dale (2004), “Firm Size and Internet Recruiting in Canada: A Small Preliminary Investigation”, Journal of Small Business Management, S.42(3), ss.325-334.
  • HOZDIC, Elvis (2015), “Smart Factory for Industry 4.0: A Review”, International Journal of Modern Manufacturing Technologies, S.7(1), ss.28-35.
  • INDERMUN, Vartikka (2014), “Importance of Human Resource Management Practices and The Impact Companies Face in Relation to Competitive Challenges”, Singaporean Journal of Business Economics, and Management Studies, S.2(11), ss.125-135.
  • KAUFMAN, Bruce E. (2001), “The Theory and Practice of Strategic HRM and Participative Management”, Human Resource Management Review, S.11(4), ss.505-533.
  • KAUFMAN, Bruce E. (2007/2009), “The Development of HRM in Historical and International Perspective”, The Oxford Handbook of HRM (Eds. Peter Boxall, John Purcell, Patrick Wright), Oxford University Press, Oxford, ss.19-48.
  • KESTER, Yusuf (2019), “Çalışanların Algısı İle İnsan Kaynakları Uygulamaları: Perakende Sektöründe Bir Araştırma”, Basılmamış Yüksek Lisans Tezi, Manisa Celal Bayar Üniversiesi Sosyal Bilimler Enstitüsü, Manisa.
  • KILIÇ KIRILMAZ, Selma (2020), “İnsan Kaynakları Yönetiminde Yaşanan Dijital Dönüşüm: İşletmelerin Dijital İKY Uygulamalarının Araştırılması”, Research Journal of Business and Management, S.7(3), ss.188-200.
  • KIRIK KUTLUAY, Burcu (2017), “Digitalization, New Generation Technologies and Their Effects on Finance”, Basılmamış Yüksek Lisans Tezi, Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • KUZUTÜRK, Belkıs (2016), “İnsan Kaynakları Yönetimi Uygulamalarının Örgütsel Performansa Etkisi”, Basılmamış Yüksek Lisans Tezi, Başkent Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • KÜÇÜKKÖSELECİ, Elif (2009), “Teknolojik Gelişmelerin İnsan Kaynakları Yönetimi Uygulamalarına Etkisi ve Bir Araştırma”, Basılmamış Yüksek Lisans Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
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The Effect of Digitalization on Human Resources Management

Yıl 2022, Cilt: 5 Sayı: 1, 214 - 226, 15.05.2022
https://doi.org/10.33712/mana.1063643

Öz

New developments in technology are taking place every day. With the big steps taken in technology, not only individuals but also organizations and departments are undergoing radical changes. The current ere is called the “digital age”. Digitalization, which significantly affects daily life and business processes, also affects the Human Resources Management (HRM) department and its practices, which are considered to be indispensable for corporate businesses. In the increasingly competitive environment with globalization, companies feel the need to take decisions and implement them rapidly and safely. This is possible within the possibilities provided by digitalization. In order not to lag behind the competitors and to achieve success, new technologies must be adapted to HRM practices. In addition, there is a need for a unit that will handle all these in a strategic dimension. As in every subject, there are positive and negative effects in digitalization. The purpose of this study is to examine the effect of digitalization on HRM practices. Positive effects have been observed, but this does not mean that some risks do not exist. For this purpose, past studies were examined and it was thought that it would contribute to the current literature by looking at it from a different perspective.

Kaynakça

  • AKYÜZ, Ömer Faruk (2001), Değişim Rüzgarında Stratejik İnsan Kaynakları Planlaması, Sistem Yayıncılık, İstanbul.
  • ARGON, Türkan ve EREN, Altay (2004), İnsan Kaynakları Yönetimi, Nobel Akademik Yayıncılık, Ankara.
  • ARMSTRONG, Michael (1992), Human Resource Management: Strategy & Action, Kogan Page Publisher, London (UK).
  • ARMSTRONG, Michael (2006), Strategic Human Resource Management: A Guide to Action, Kogan Page Publisher, London (UK).
  • ARMSTRONG, Michael (2009), Performance Management: Key Strategies and Practical Guidelines, Kogan Page Publisher, London (UK).
  • AUGER, Antoine ve EXPOSITO, Ernesto ve LOCHIN, Emmanuel (2017), “Survey on Quality of Observation within Sensor Web Systems”, IET Wireless Sensor Systems, S.7(2), ss.163-177.
  • BAHETI, Radhakisan ve GILL, Helen (2011), “Cyber-Physical Systems”, The Impact of Control Technology (Eds. T. Samad, A. Annaswamy), IEEE Control Systems Society Publisher, New York, ss.161-166.
  • BAL, Yasemin (2011), “Rekabet Stratejilerinin İnsan Kaynakları Yönetimi Uygulamalarına Etkisi”, Basılmamış Doktora Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • BECKER, Brian E. ve HUSELID, Mark A. (2006), “Strategic Human Resources Management: Where Do We Go From Here?”, Journal of Management, S.32(6), ss.898-925.
  • BERMAN, Evan M. (2015), “HRM in Development: Lessons and Frontiers”, Public Administration and Development, S.35(2), ss.113-127.
  • BHAGAT, Mahesh (2020), “The Study of Effect and Influence of Digitalization on HRM Practices, in India”, International Journal of Innovative Science and Research Technology, S.5(11), ss.1009-1012.
  • BİLGİÇ, Emrah, TÜRKMENOĞLU, Mehmet Ali ve KOÇAK, Ahmet (2020), “Dijitalleşmenin Lojistik Yönetimi Bağlamında İncelenmesi”, Bitlis Eren Üniversitesi İİBF Akademik İzdüşüm Dergisi, S.5(1), ss.56-69.
  • BOXALL, Peter (2007), “The Goals of HRM”, The Oxford Handbook of HRM (Eds. Peter Boxall, John Purcell, Patrick Wright), Oxford University Press, Oxford, ss.48-68.
  • BOXALL, Peter ve PURCELL, John (2000), “Strategic Human Resource Management: Where Have We Come From and Where Should We Be Going?”, International Journal of Management Reviews, S.2(2), ss.183-203.
  • BRATTON, John ve GOLD, Jeff (2012), Human Resource Management: Theory and Practice, Palgrave Macmillan Publisher, London, 5th Edition.
  • CARROLL, Marilyn, MARCHINGTON, Mick, EARNSHAW, Jill ve TAYLOR, Stephen (1999), “Recruitment in Small Firms”, Employee Relations, S.21(3), ss.236-250.
  • COLLINGS, David G., WOOD, Geoffrey T. ve SZAMOSI, Leslie T. (2009), Human Resource Management: A Critical Approach, Routledge Publisher, London.
  • ÇETİN, Hüseyin, DİKEN, Ahmet, KOÇYİĞİT, Nezahat ve KODALAK, Oğuzhan (2019), “İnsan Kaynakları Değerinin Ölçülmesinde Bir Model İncelemesi”, Necmettin Erbakan Üniversitesi Siyasal Bilimler Dergisi, S.1(1), ss.1-13.
  • DEMİRCİ, M. Kemal (2015), İşletmecilik Kuram ve Uygulama, Detay Yayınları, Ankara.
  • DEMİRKOL, Şehnaz ve ERTUĞRAL, Suna Mugan (2007), “İşletmelerde Personel Seçiminde Kullanılan Teknikler ve Analizler”, Sosyal Bilimler Dergisi, S.2, ss.23-34.
  • DOĞAÇ, Ansı (2015), “Stratejik İnsan Kaynakları Yönetiminin İşletmelerin Rekabet Avantajı Sağlamasındaki Rolü ve Önemi”, Basılmamış Yüksek Lisans Tezi, Beykent Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • DYER, Lee ve REEVES, Todd (1995), “Human Resource Strategies and Firm Performance: What Do We Know and Where Do We Need to Go?”, International Journal of Human Resource Management, S.6(3), ss.656-670.
  • EILBIRT, Henry (1959), “The Development of Personnel Management in The United States”, Business History Review, S.33(5), ss.345-364.
  • FEDOROVA, Alena, KOROPETS, Olga ve GATTI, Mauro (2019), “Digitalization of Human Resource Management Practices and its Impact on Employees’ Well-Being”, Paper Presented at The 2019 International Scientific Conference, 8-10 May 2019, Vilnius (Lithuania), ss.1-10.
  • FERRIS, Gerald R., HOCHWARTER, Wayne A., BUCKLEY, M. Ronald, HARRELL-COOK, Gloria ve FRINK, Dwight D. (1999), “Human Resources Management: Some New Directions”, Journal of Management, S.25(3), ss.385-415.
  • GHOBAKHLOO, Morteza (2018), “The Future of Manufacturing Industry: A Strategic Roadmap Toward Industry 4.0”, Journal of Manufacturing Technology Management, S.29(6), ss.910-936.
  • GLAS, Andreas H. ve KLEEMANN, Florian C. (2016), “The Impact of Industry 4.0 on Procurement and Supply Management: A Conceptual and Qualitative Analysis”, International Journal of Business and Management Invention, S.5(6), ss.55-66.
  • GOSWAMI, Arvind (2018), “Human Resource Management and its Importance for Today’s Organizations”, Journal of Advances and Scholarly Researches in Allied Education, S.15(3), ss.128-135.
  • GROSSMAN, Rebecca ve SALAS, Eduardo (2011), “The Transfer of Training: What Really Matters”, International Journal of Training and Development, S.15(2), ss.103-120.
  • GUEST, David E. (1997), “Human Resource Management and Performance: a Review and Research Agenda”, The International Journal of Human Resource Management, S.8(3), ss.263-276.
  • GUEST, David E. (2011), “Human Resource Management and Performance: Still Searching for Some Answers”, Human Resource Management Journal, S.21(1), ss.3-13.
  • GÜLTEKİN, Sebahattin ve ALTUNTOP, Serkan (2014), “İnsan Kaynakları Yönetiminde Temel İlkeler”, Güvenlik Sektöründe İnsan Kaynakları Yönetimi (Ed. Serdar Kenan Gül, Ali Erkan Alaç), Seçkin Yayınları, İstanbul, ss.43-63.
  • GÜNAL, Murat M. (2019), “Simulation for The Better: The Future in Industry 4.0”, Simulation for Industry 4.0, Springer Publisher, New York, ss.275-283.
  • HAUSDORF, Peter A. ve DUNCAN, Dale (2004), “Firm Size and Internet Recruiting in Canada: A Small Preliminary Investigation”, Journal of Small Business Management, S.42(3), ss.325-334.
  • HOZDIC, Elvis (2015), “Smart Factory for Industry 4.0: A Review”, International Journal of Modern Manufacturing Technologies, S.7(1), ss.28-35.
  • INDERMUN, Vartikka (2014), “Importance of Human Resource Management Practices and The Impact Companies Face in Relation to Competitive Challenges”, Singaporean Journal of Business Economics, and Management Studies, S.2(11), ss.125-135.
  • KAUFMAN, Bruce E. (2001), “The Theory and Practice of Strategic HRM and Participative Management”, Human Resource Management Review, S.11(4), ss.505-533.
  • KAUFMAN, Bruce E. (2007/2009), “The Development of HRM in Historical and International Perspective”, The Oxford Handbook of HRM (Eds. Peter Boxall, John Purcell, Patrick Wright), Oxford University Press, Oxford, ss.19-48.
  • KESTER, Yusuf (2019), “Çalışanların Algısı İle İnsan Kaynakları Uygulamaları: Perakende Sektöründe Bir Araştırma”, Basılmamış Yüksek Lisans Tezi, Manisa Celal Bayar Üniversiesi Sosyal Bilimler Enstitüsü, Manisa.
  • KILIÇ KIRILMAZ, Selma (2020), “İnsan Kaynakları Yönetiminde Yaşanan Dijital Dönüşüm: İşletmelerin Dijital İKY Uygulamalarının Araştırılması”, Research Journal of Business and Management, S.7(3), ss.188-200.
  • KIRIK KUTLUAY, Burcu (2017), “Digitalization, New Generation Technologies and Their Effects on Finance”, Basılmamış Yüksek Lisans Tezi, Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • KUZUTÜRK, Belkıs (2016), “İnsan Kaynakları Yönetimi Uygulamalarının Örgütsel Performansa Etkisi”, Basılmamış Yüksek Lisans Tezi, Başkent Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • KÜÇÜKKÖSELECİ, Elif (2009), “Teknolojik Gelişmelerin İnsan Kaynakları Yönetimi Uygulamalarına Etkisi ve Bir Araştırma”, Basılmamış Yüksek Lisans Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • LAZEAR, Edward P. (1999), “Pay Equality and Industrial Politics”, Journal of Political Economy, S.97(3), ss.561-580.
  • LEBEKWE, Moalosi ve GÜRAN, Rahile (2018), “Türkiye’de Elektronik İşe Alım Kullanımına Yönelik Bir Araştırma”, Marmara İktisat Dergisi, S.2(1), ss.89-104.
  • MARCIANO, Victor M. (1995), “The Origins and Development of Human Resources Management”, Academy of Management Proceedings, S.1995(1), ss.221-228.
  • NAYYAR, Anand, MAHAPATRA, Bandana, LE, Dac Nhuong ve SUSEENDRAN, G. (2018), “Virtual Reality (VR) & Augmented Reality (AR) Technologies for Tourism and Hospitality Industry”, International Journal of Engineering & Technology, S.7(2.21), ss.156-160.
  • ÖGE, H. Serdar (2017), İnsan Kaynakları Yönetimi, Eğitim Yayınevi, Konya.
  • ÖZTÜRK, A. Turan (2010), “İnsan Kaynakları Yönetiminde Performansa Dayalı Ücret ve Teşvik Sistemi”, Organizasyon ve Yönetim Bilimleri Dergisi, S.2(2), ss.1-10.
  • PEREIRA, Ana C. ve ROMERO, Fernando (2017), “A Review of The Meanings and The Implications of The Industry 4.0 Concept”, Procedia Manufacturing, S.13, ss.1206-1214.
  • QIN, Jian, LIU, Ying ve GROSVENOR, Roger (2016), “A Categorical Framework of Manufacturing for Industry 4.0 and Beyond”, Procedia CIRP, S.52, ss.173-178.
  • RENÇBER, İbrahim (2014), “İnsan Kaynakları Yönetim Uygulamaları, İş Tatmini ve Örgütsel Bağlılık Arasındaki İlişkiler”, Basılmamış Yüksek Lisans Tezi, Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Enstitüsü, Eskişehir.
  • RIHAN, Ibrahim (1998), “What is Human Resources Management”, Academia (E-Article), https://www.academia.edu/7775792/What_is_Human_Resources_Management_ (Erişim Tarihi: 03.08.2021).
  • ROJKO, Andreja (2017), “Industry 4.0 Concept: Background and Overview”, International Journal of Interactive Mobile Technologies (IJIM), S.11(5), ss.77-90.
  • SALAS, Eduardo ve STAGL, Kevin C. (2009), “Design Training Systematically and Follow The Science of Training”, Handbook of Principles of Organizational Behavior: Indispensible Knowledge for Evidence-Based Management (Ed. E. Locke), John Wiley & Sons Publisher, New Jersey, ss.59-84.
  • SANCHEZ, Manuel, EXPOSITO, Ernesto ve AGUILAR, Jose (2020), “Industry 4.0: Survey from A System Integration Perspective”, International Journal of Computer Integrated Manufacturing, S.33(10-11), ss.1-25.
  • SHARMA, Abhilasha ve PANDEY, Harsh (2020), “Big Data and Analytics in Industry 4.0”, A Roadmap to Industry 4.0: Smart Production, Sharp Business and Sustainable Development (Eds. A. Nayyar, A. Kumar), Springer Publisher, New York, ss.57-73.
  • TAŞKÖPRÜ, Seher (2019), “Endüstri 4.0’ın İnsan Kaynakları Yönetimi Uygulamalarına Etkisi Üzerine Bir Araştırma”, Basılmamış Yüksek Lisans Tezi, Sakarya Üniversitesi Sosyal Bilimler Enstitüsü, Sakarya.
  • THAMES, Lane ve SCHAEFER, Dirk (2016), “Software-Defined Cloud Manufacturing for Industry 4.0”, Procedia CIRP, S.52, ss.12-17.
  • TOWELL, Michele Elizabeth Louise (2012), “How Can Coaching Improve The Effectiveness of Performance Management Conversations?”, Doctoral Thesis, Oxford Brookes University, Oxford.
  • TRIPATHI, Roma Trigunait ve SINGH, Pooja Kushwaha (2017), “A Study on Innovative Practices in Digital Human Resource Management”, National Seminar on Digital Transformation of Business in India: Opportunities and Challenges, 24 – 25 March 2017 - Dehradun, IMS Unison University Publisher, Uttarakhand, ss.3-9.
  • TRUSS, Catherine, MANKIN, David ve KELLIHER, Clare (2012), Strategic Human Resource Management, Oxford University Press, Oxford.
  • TUNÇER, Murat (2017), “Stratejik İnsan Kaynakları Yönetimi ve Liyakat İlkesi: Ege Üniversitesi Tıp Fakültesi Örneği”, Yüksek Lisans Tezi, İzmir Kâtip Çelebi Üniversitesi Sosyal Bilimler Enstitüsü, İzmir.
  • VAIDYA, Saurabh, AMBAD, Prashant ve BHOSLE, Santosh (2018), “Industry 4.0 - A Glimpse”, Procedia Manufacturing, S.20, ss.233-238.
  • WEYER, Stephan, SCHMITT, Mathias, OHMER, Moritz ve GORECKY, Dominic (2015), “Towards Industy 4.0 - Standardization as The Crucial Challenge for Highly Modular, Multi-Vendor Production Systems”, IFAC - Papers Online, S.48(3), ss.579-584.
  • WRIGHT, Patrick M. ve McMAHAN, Gary C. (1992), “Theoretical Perspectives for Strategic Human Resource Management”, Journal of Management, S.18(2), ss.295-320.
  • WRIGHT, Patrick M, DUNFORD, Benjamin B. ve SNELL, Scott A. (2001), “Human Resources and The Resource Based View of The Firm”, Journal of Management, S.27(6), ss.701-721.
  • XU, Li Da, XU, Eric L. ve LI, Ling (2018), “Industry 4.0: State of The Art and Future Trends”, International Journal of Production Research, S.56(8), ss.2941-2962.
Toplam 68 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Beste Demirci 0000-0001-6494-9918

Mustafa Atsan 0000-0001-6221-7342

Sultan Çetinkaya 0000-0002-0380-2717

Emine Öğüt 0000-0001-8321-0262

Yayımlanma Tarihi 15 Mayıs 2022
Yayımlandığı Sayı Yıl 2022 Cilt: 5 Sayı: 1

Kaynak Göster

APA Demirci, B., Atsan, M., Çetinkaya, S., Öğüt, E. (2022). Dijitalleşmenin İnsan Kaynakları Yönetimi Uygulamalarına Etkisi. Uluslararası Yönetim Akademisi Dergisi, 5(1), 214-226. https://doi.org/10.33712/mana.1063643

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