ELECTRONIC HUMAN RESOURCES MANAGEMENT: A RESEARCH IN SYRIAN REFUGEE COMPANIES IN TURKEY

Abstract

Along with the digital world, business management models adapt to this area and reshape their processes according to this century. This digital shaping no longer appears only in marketing departments but also human resources are at the center of this digitalized world. In this era where human structure and behavioral patterns have changed, that is, people become digital, human resources positioning themselves in this field is now a necessity rather than a difference. In this study, the change experienced in human resources management functions and applications with the effect of technology in time has been mentioned. The types of E-Human Resources Management applications that emerged with the changes in information and communication technologies are explained in terms of their functions in the business and the effects of the transformation of human resources functions on business outputs are examined. The application for the test conducted revealed positive effects in the area. This study aimed to find out the role of e-HRM in Syrian refugee companies which are established in Turkey. In addition, aimed to examine e-HRM process adaptation in refugees companies and how to carry out services for them. This study is designed to improve the general findings and recommendations of the electronic human resources management. Another mail goal is to shed some light on how Syrian refugee companies react to these new components and their improvement. Beside that, this article cannot provide a comprehensive report on the numerous activities in Turkey. The report highlights some management mechanisms in Syrian refugee companies regarding to e-HRM. In this study, qualitative research technique is used. According to the information obtained from open-ended and in-depth interview questions directed to the participants; E-HRM reduces the costs that organizations spend on HR functions. Effective time management and enabling data banking are prominent motivator factors. In addition to these positive outcomes, it plays a role in increasing mutual communication between the employee and the organization. Under the light of this information, HRM once again confirms that it is an important strategic partner in supporting the organization’s strategies through technology investments.