THE IMPACT OF DEMOGRAPHIC CHARACTERISTICS ON HUMAN RESOURCES MANAGEMENT PRACTICES IN THE INSURANCE SECTOR

Abstract

Human Resource Management (HRM) plays a critical role in the success of businesses. The performance of HRM is measured by effectively managing processes such as recruitment, training, development, motivation, evaluation, and turnover of employees. A high-performance strategy aims to enhance organizational performance by improving employee performance, thereby achieving a competitive advantage for organizations. The role and impact of technology in HRM are increasingly significant as information technology applications optimize HRM processes and enhance management performance. This research aims to examine HRM practices based on demographic characteristics of employees in the insurance sector. The study analyzes the relationship between HRM practices and variables such as gender, marital status, education level, age, and industry experience. Findings from the research reveal specific differences in HRM practices based on participants' demographic characteristics. The study utilized a quantitative design with the survey method, employing the ""Human Resource Management Practices Scale"" developed by Andrew, Pederson and McEvoy (2011). The scales used in the research were administered to 406 employees in the insurance sector. Hypotheses of the study were tested using t-tests and ANOVA analysis. According to the research findings, there are variations in HRM practices among employees in the insurance sector based on different demographic characteristics.