Akademik Veri Yönetim Sistemi
Digitalization in Organizations, Mehmed Zahid Çögenli, Editör, Cambridge University Press, Cambridge (MA), USA , Newcastle Upon Tyne, ss.167-196, 2021
The complexity of our lives is increasing day by day. As complexity
increases, our needs change accordingly and our expectations of the
products we purchase or the services we get change according to our
changing needs. Businesses desiring to meet the needs of customers try to
adapt their products or services by considering the expectations of their
customers.
In the ever-changing and developing information age businesses have to
keep up with all kinds of competitive conditions. One of the most effective
ways to achieve this is to invest in information and communication
technologies. Today, businesses prefer to perform their business processes
using technology infrastructures rather than traditional methods. This is
because the different units or structures they establish in their bodies have
changed the forms of business processes (Calp & Doğan, 2019: 387).
The era in which we live is called the "digital age". The whole world is
in transformation with various changes in economic, cultural and social
areas. Naturally, this transformation changes behaviors in the workplace
and the organizational process. It is seen that, in this transformation process,
human resource management (HRM) of organizations has changed by
integrating with technology. It is observed that many HR practices are
planned and implemented through technology, and plans, policies, rules and
regulations are changing thanks to technology. Both working conditions and
ways of doing business have begun to change especially with the increased
use of computers, the internet and intranet. Now HRM departments in
organizations use computers, networks, the internet and intranet; in short,
168 Chapter Ten
they benefit from electronic platforms while performing their activities.
Today, internet technology enables a faster and easier execution of all HRM
functions from selecting and finding a workforce to training, from job
evaluation and performance measurement to pricing, and from morale and
motivation to industrial relations (Aksel et al., 2013: 75).