A Sectoral Analysis of the Reflections of Digital Transformation in Businesses to Human Resources (HR)

Aykan E., Harmancı Y.

in: Digitalization in Organizations, Mehmed Zahid Çögenli, Editor, Cambridge University Press, Cambridge (MA), USA , Newcastle Upon Tyne, pp.167-196, 2021

  • Publication Type: Book Chapter / Chapter Research Book
  • Publication Date: 2021
  • Publisher: Cambridge University Press, Cambridge (MA), USA 
  • City: Newcastle Upon Tyne
  • Page Numbers: pp.167-196
  • Editors: Mehmed Zahid Çögenli, Editor
  • Kayseri University Affiliated: No


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).