The effect of digital HRM practices on human resources performance: The case of Palestine

The purpose of this research is to examine the effects of digital human resource management practices of businesses in the digital transformation process on the performance of businesses. In this context, the digital transformation levels of the enterprises, the levels of digital HRM practices and performance levels were measured and it was investigated whether there was a relationship between these levels. In addition, it has also been examined whether the perception levels of the employees regarding the digital transformation, digital HRM practices and performances of the enterprises differ according to variables such as their gender, age, education level, position and experience in the position. In accordance with the purpose of the research, a quantitative research method was used in the research. Relational scanning design was used as the research design. An online questionnaire was used as a data collection tool and the results of the study were obtained with the SPSS program. The questionnaire form consisted of four parts: Personal Information Form, Digital Transformation Scale, Digital HRM Practices Scale and HR Performance Scale. Research data were collected from 143 people working in the General Staff Council, a public institution that performs the function of managing the human resources of the Palestinian state. In this way, the events were examined as they actually happened without the intervention of the researcher during the study. Research results have shown that digital HRM practices (digital HRM, Digital recruitment, Digital training and development, Digital performance management, Digital career management, Digital compensation and digital reward systems and digital communication) and digital transformation do not affect the overall performance and productivity of HR. Finally, in line with the findings of the study, recommendations were made to the General Staff Council in the Gaza Strip, such as great efforts should be made to discover why digital transformation does not affect the performance of employees, employees should try to raise awareness about digital transformation and integrate digital transformation into corporate culture.