Changes in HRM After the Pandemic: A Resource-Based View and Dynamic Capabilities Perspective

Yıl 2025, Cilt: 7 Sayı: 2, 151 - 175, 31.12.2025

Selma Kılıç Kırılmaz , Neslihan Çakır

https://doi.org/10.47138/jeaa.1784644

Öz

The COVID-19 Pandemic has led to fundamental and lasting changes in human resource management (HRM) practices. The purpose of this study is to reveal the changes that have occurred in HRM practices in the post-pandemic period and to evaluate these changes from the perspectives of Resource-Based View (RBV) and Dynamic Capabilities Theory (DCT). The research was conducted using a qualitative research method and a phenomenological design. Within the scope of the research, semi-structured interviews were conducted with 10 HR managers selected using convenience sampling. The data obtained from the interviews were analyzed using the MaxQDA software package. According to the findings, online interviews, online training, hybrid working models, and digitalization approaches in HR processes have become permanent after the pandemic. Flexibility and adaptability, digital skills, and stress management were identified as the most important competencies required in employees after the pandemic. It was understood that although wellbeing applications were insufficient, attempts were made to close this gap with motivational activities. The research findings explain that HRM has evolved from operational units to strategic actors within the context of Resource-Based View and Dynamic Capabilities Theory. Since there is no study in the literature that comprehensively addresses the changes in HRM after the pandemic within the framework of Resource-Based View and Dynamic Capabilities Theory, this study provides a theoretical contribution. This highlights the original value of the study. It also provides practitioners with guiding recommendations regarding HRM processes. The fact that the research was conducted only with HR managers working in Turkey and that the interviews were conducted via online platforms are among the limitations of the study.

Anahtar Kelimeler

Human Resource Management , COVID-19 , Digitalization , Resource Based View , Dynamic Capabilities Theory

Etik Beyan

I declare that ethical rules have been followed in this study.

Destekleyen Kurum

no

Proje Numarası

yok

Teşekkür

Thanks

Pandemi Sonrası İKY’de Yaşanan Değişimler: Kaynak Tabanlı Görüş ve Dinamik Yetenekler Perspektifi

Öz

COVID-19 Pandemisi (Pandemi), insan kaynakları yönetimi (İKY) uygulamalarında köklü ve kalıcı dönüşümlere yol açmıştır. Söz konusu değişim dönüşümlerin araştırılması İKY alanına katkı sağlayacaktır. Bu nedenle, yapılan araştırmanın amacı, Pandemi sonrası dönemde İKY uygulamalarında meydana gelen değişimleri ortaya koyarak söz konusu değişimleri Kaynak Tabanlı Görüş (KTG) ve Dinamik Yetenekler Teorisi (DYT) perspektiflerinden değerlendirmektir. Araştırma nitel araştırma yöntemiyle ve fenomenoloji deseni ile gerçekleştirilmiştir. Araştırma kapsamında amaçlı örnekleme yöntemi ile belirlenen 10 İnsan Kaynakları yöneticisi ile yarı yapılandırılmış mülakatlar gerçekleştirilmiştir. Mülakatlardan elde edilen veriler içerik analizi yöntemi ile analiz edilmiştir. Analizlerde MaxQDA paket programından yararlanılmıştır. Elde edilen bulgulara göre; Pandemi sonrasında online mülakat, online eğitimler, hibrit çalışma modeli ve İK süreçlerinde dijitalleşme yaklaşımları kalıcı hale gelmiştir. Pandemi sonrasında çalışanlarda aranan en önemli yetkinlikler arasında; esneklik, adaptasyon, dijital yetkinlikler ve stres yönetimi olduğu belirlenmiştir. Wellbeing (Esenlik) uygulamalarının yetersiz olmakla birlikte motivasyon etkinlikleri ile bu açığın kapatılmaya çalışıldığı anlaşılmıştır. Araştırma sonuçları, İKY’nin Kaynak Tabanlı Görüş ve Dinamik Yetenekler Teorisi bağlamında operasyonel birimlerden stratejik birer aktöre evrildiğini açıklamaktadır. Literatürde, Pandemi sonrasında İKY alanında yaşanan değişimleri Kaynak Tabanlı Görüş ve Dinamik Yetenekler Teorisi çerçevesinde bütüncül bir şekilde ele alan herhangi bir çalışma olmaması nedeniyle kuramsal bir katkı sunulmaktadır. Bu durum çalışmanın özgün değerini de ortaya koymaktadır. Ayrıca İKY süreçlerine ilişkin uygulayıcılara yol gösterici önerilerde bulunulmaktadır. Araştırmanın sadece Türkiye’de görev yapan İK yöneticileri ile yapılmış olması ve görüşmelerin online platformlar üzerinden gerçekleştirilmesi araştırmanın kısıtları arasında yer almaktadır.

Anahtar Kelimeler

İnsan Kaynakları Yönetimi , COVID-19 , Dijitalleşme , Kaynak Tabanlı Görüş

Etik Beyan

Çalışmada etik kurallara uyulduğunu beyan ederim.

Destekleyen Kurum

yok

Proje Numarası

yok

Teşekkür

teşekkürler

Kaynakça

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