: The structures of enterprises have changed with Industry 4.0. The developing technology has brought digital transformation with it. The basic concepts of industry 4.0 such as intelligent production, internet of things, artificial intelligence, cloud computing and big data compel human resources management to evolve from its traditional approach to human resources (HR) 4.0. Both new technologies and the change of the working generation were effective in the emergence of the HR 4.0 concept. In this study, the technological dimension of HR 4.0 is discussed. In this context, it has been observed that the concepts of digital transformation and SMACI come to the fore in the literature. SMACI; social media, mobility, analytics, cloud and internet of things (IoT) technologies are the names given to the sum of it and has started to find a place in research as a new concept. The aim of the study is to examine the positive effects and implementation difficulties of SMACI, which is a concept of digital transformation, to HR 4.0. SMACI benefits human resources in a total of seven different ways: intelligent recruitment, transition of screening and interview processes to artificial intelligence, improving recruitment and recruitment experience, data security and transparency, increasing efficiency, increasing workplace learning, ensuring companies maintain their competitive position. In addition to its benefits, SMACI also brings implementation difficulties. Employees can see job security under threat and resist change in the face of developing technology. HR 4.0, like any concept, has strengths, weaknesses and threats and opportunities. The study aimed to analyze HR 4.0 concept in the context of technological adaptation process.