Dijital dönüşümde insan kaynakları yönetimi ve COVID-19 etkileri
Yükleniyor...
Tarih
2022
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Kocaeli Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Dijitalleşme, bilgileri teknolojik araçlar tarafından depolanabilen ve iş akışlarına dahil edilecek şekilde verilere dönüştürebilme ve dijital ortama aktarabilme yeteneğidir. Dijital dönüşümden en çok etkilenen işletme fonksiyonlarından biri insan kaynakları yönetimidir (İKY). Bu bağlamda dijital İKY, İKY politika ve uygulamalarında dijital ortamların kullanılması olarak ifade edilmektedir. Dijitalleşme uluslararası büyük ölçekli işletmelerde hem önemli hem de zorlayıcı bir unsur olmakla beraber, COVID19 salgını gibi belirsizlik dönemlerinde dijital uygulamalar hem dünyada hem ülkemizde tüm ölçekteki işletmelerin de zorunlu bir unsuru haline gelmeye başlamıştır. Bu nedenle araştırmanın amacı, dijital dönüşümde İKY’de gerçekleşen değişimler ile örgütlerde dijitalleşen İKY uygulamalarını tespit etmek ve COVID-19’un etkilerini ortaya koymaktadır. Bu etkileri açıklayabilmek için çalışmada nitel araştırma yöntemi kullanılarak, derinlemesine mülakatlar gerçekleştirilmiştir. Araştırmanın çalışma grubunu, amaçlı örnekleme dayalı olarak, İstanbul’da farklı sektörlerde görev alan yirmi insan kaynakları yöneticisi ve uzmanı oluşturmaktadır. Çalışma bulguları betimsel analiz yaklaşımı ele alınarak tespit edilmiştir. Araştırma sonucunda, dijital dönüşümün İKY etkisine ilişkin bulgular sırasıyla; operasyonel ve ilişkisel e-iky, e-arşiv, uzaktan çalışma modeli, iş süreçlerini kolaylaştırma, yeşil İKY, artan mesai saatleri, sanal toplantılar ve yeni sunum teknikleri olduğu tespit edilmiştir. Ayrıca, bordro-özlük işleri, eğitim, seçme-yerleştirme, performans değerlendirme, kariyer ve yetenek yönetimi fonksiyonlarının dijital İKY uygulamaları olduğu tespit edilmiştir. COVID-19 sürecinin dijital İKY uygulamalarına etkisi ise; zorunlu dijital uygulamalara geçişi hızlandırması, e-iletişim, geleneksel ofis ortamının değişmesi, hibrid çalışma modeli ve sanal eğitimlerin zorunlu hale gelmesi olarak sınıflandırılmaktadır. Pandemi sürecinde dijital İKY düzenlemeleri ele alındığında sırasıyla; biçimsel ve biçimsel olmayan sanal iletişim, belirli bir düzenleme olmaması, COVID-19 bilgilendirme epostaları, yan haklar, ek online eğitim ve e-aktivite düzenlemeleri yapıldığı tespit edilmiştir. Sonuçta, İKY dijital ortama taşınmış ancak yapay zeka ve robotik süreçlerin İKY üzerinde etkisi daha az görülmüştür. Pandemi süreci, dijital İKY tarafını en çok e-iletişim ve zorunlu dijital ortama geçiş olarak etkilemiştir. Bu bağlamda, pandemi ile işletmelerin İKY yapısında dijital dönüşümü hızlı ve çok yönlü gerçekleştirmesi gerektiği söylenebilir
Digitalization is the ability to convert information into data that can be stored by technological tools and included in workflows, as well as to transfer it to a digital environment. One of the business functions most affected by digital transformation is human resource management (HRM). In this context, Digital HRM is expressed as the use of digital environments in HRM policies and applications. Although digitalization is both an important and challenging element in international large-scale enterprises, digital applications have become a mandatory element of enterprises of all sizes both in the world and in our country during periods of uncertainty such as the COVID-19 pandemic. Therefore, the aim of the research is to identify the digitalized HRM applications in organizations with the changes in HRM in digital transformation and reveal the effects of COVID-19. In order to explain these effects, in-depth interviews were conducted using the qualitative research method in the study. The study group of the study consists of twenty human resources managers and specialists working in different sectors in Istanbul based on purposeful sampling. The study findings were determined by considering the descriptive analysis approach. As a result of the research, it was determined that the findings related to the HRM effect of digital transformation are operational and relational e-HRM, e-archive, remote working model, business process facilitation, Green HRM, increased working hours, virtual meetings, and new presentation techniques, respectively. In addition, payroll-personal affairs, education, selection-placement, performance evaluation, career and talent management functions have been determined to be Digital HRM applications. The impact of the COVID-19 process on Digital HRM applications are classified as the acceleration of mandatory digital applications, e-communication, the change of the traditional office environment, the hybrid working model, and virtual trainings have become mandatory. Considering the digital HRM regulations in the pandemic process, respectively; formal and non-formal virtual communication, lack of specific regulation, COVID-19 information emails, fringe benefits, additional online education and e-activity arrangements have been determined to be made. As a result, HRM has been moved to the digital environment, but artificial intelligence and robotic processes have had less impact on HRM. The pandemic process has affected the digital HRM side the most as a transition to e-communication and mandatory transition to digital environment. In this context, it can be said that with the pandemic, enterprises should realize digital transformation in the HRM structure quickly and in a multifaceted way.
Digitalization is the ability to convert information into data that can be stored by technological tools and included in workflows, as well as to transfer it to a digital environment. One of the business functions most affected by digital transformation is human resource management (HRM). In this context, Digital HRM is expressed as the use of digital environments in HRM policies and applications. Although digitalization is both an important and challenging element in international large-scale enterprises, digital applications have become a mandatory element of enterprises of all sizes both in the world and in our country during periods of uncertainty such as the COVID-19 pandemic. Therefore, the aim of the research is to identify the digitalized HRM applications in organizations with the changes in HRM in digital transformation and reveal the effects of COVID-19. In order to explain these effects, in-depth interviews were conducted using the qualitative research method in the study. The study group of the study consists of twenty human resources managers and specialists working in different sectors in Istanbul based on purposeful sampling. The study findings were determined by considering the descriptive analysis approach. As a result of the research, it was determined that the findings related to the HRM effect of digital transformation are operational and relational e-HRM, e-archive, remote working model, business process facilitation, Green HRM, increased working hours, virtual meetings, and new presentation techniques, respectively. In addition, payroll-personal affairs, education, selection-placement, performance evaluation, career and talent management functions have been determined to be Digital HRM applications. The impact of the COVID-19 process on Digital HRM applications are classified as the acceleration of mandatory digital applications, e-communication, the change of the traditional office environment, the hybrid working model, and virtual trainings have become mandatory. Considering the digital HRM regulations in the pandemic process, respectively; formal and non-formal virtual communication, lack of specific regulation, COVID-19 information emails, fringe benefits, additional online education and e-activity arrangements have been determined to be made. As a result, HRM has been moved to the digital environment, but artificial intelligence and robotic processes have had less impact on HRM. The pandemic process has affected the digital HRM side the most as a transition to e-communication and mandatory transition to digital environment. In this context, it can be said that with the pandemic, enterprises should realize digital transformation in the HRM structure quickly and in a multifaceted way.
Açıklama
Anahtar Kelimeler
İnsan Kaynakları Yönetimi, Dijital İnsan Kaynakları Yönetimi, Dijitalleşme, COVID-19, Human Resources Management, Digital Human Resources Management, Digitalization
Kaynak
International Marmara Social Sciences Congress
WoS Q Değeri
Scopus Q Değeri
Cilt
Sayı
Künye
Yalırsu, H. Y. & Agun, H. (2022). Dijital dönüşümde insan kaynakları yönetimi ve COVID-19 etkileri. International Marmara Social Sciences Congress içinde (pp. 5-6). Kocaeli Üniversitesi.
