Özet:

The aim of this study is to develop the scale of transformation and digitalization in the Human Resource Management (Human Resource Management) applications. The lack of a scale on the digitization and transformation of human resource management functions in is the point of motion of the study. The studies conducted, the research in the type of the article produced, the statement and the thesis generally provided theoretical information about the ICO and the studies and accumulation of the application were noted to be insufficient. The current developments in the studies were mainly considered as electronic human resources management. But considering human resources as a whole, business design, business analysis, HR planning, training and development, business assessment, staffing, performance management, salary management, quality improvement of work life, career and talent management, work relationships, business law, risk management, organizational strategies, as well as the need for digitalization and transformation in the scale of relationships in the subjects of business and administrative affairs have emerged. Measures are measurement tools that determine the limits and rules necessary for the classification, classification or discovery of the characteristics subject to measurement. In order for a scale to be reliable and valid, it must also be studied and commented in accordance with specific standards and criteria. In this direction, the study has developed a scale to determine the transformation and digitalization of enterprises in ITS applications. Method- In the study, a scale has been developed to determine the transformation and digitalization of enterprises in ITS applications. In this context, the concepts related to transformation and digitalization were identified in the ICO applications and a scale with the materials selected was prepared by creating a material pool based on this theoretical basis. The universe of the study, according to the data of TÜIK (Turkish Statistical Agency) of 2021 "Basic Indicators according to the level of technology in the manufacturing industry" is the subject of the general research in Turkey. There are 309, and the sampling is identified by 398 with the easy sampling method of the sampling techniques that are unlikely for to represent the entire crowd. The SPSS Statistics 24.00 program has been conducted with the explanatory factor analysis and the verifying factor analysis with the SPSS Amos. The explanatory factor analysis of the 26 material scale created for transformation and digitalization in the ICO applications has been reduced to 21 items and made up of 7 sub-dimensions. The findings- IKY applications have been analyzed by the 26 material-scale explanatory factors created for transformation and digitalization scale development. The difference between the factor load values in the factor reversion results is 0.1 and the matters are reduced to 21 matters after extinguishing the scale and are composed of 7 sub-dimensions. According to the AFA results, the KMO was found at .858 and represents 75.49% of the total variance. The factor load values of 21 items that make up the scale were higher than .30. The DFA analysis for the scale of conversion and digitalization in the ICU applications has been carried out and the result of the DFA has been observed that the values of χ2/sd, GFI, AGFI, CFI, NFI, RMSEA, RMR are within acceptable conformity limits. When we look at Cronbach alpha values; .92, business analysis, business design size, .69, flexible work applications use size, .86, human resource planning, supply and choice size, .67, training, development, career, skill and performance management size, .91, wages and payments management size. The size of the work quality and health and safety practices in the field of employment is .73, the size of the administrative, bureaucratic and social work is .87. Debate - After the digital transformation, the management of human resources has become more human-focused, more diverse, and therefore more will has formed in the planning of encouraging work. However, there is not a comprehensive study of how should shape their working procedures to respond and adapt to the changes that occur in all their HR functions and new practices, mostly in connection with digitalization. The need for measurable data and the research of the ICO functions affected by this change is the target area of this study.

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