This qualitative study examines the changes in Human Resource Management (HRM) practices at the Ministry of Education during and after the COVID-19 pandemic. Interviews were conducted with four officials from the Ministry's Human Resources Directorate to explore the implementation of telecommuting as an HRM practice, challenges faced in HRM changes, and the acceptance of these changes by public sector workers. The analysis reveals that implementing telecommuting as an HRM practice in the post-COVID era posed significant challenges, requiring policy and procedural adjustments. Ensuring data security, providing necessary technology and infrastructure, maintaining employee engagement and productivity, and adapting HR policies for remote work were key challenges. However, the HR department successfully overcame these challenges by introducing new policies, guidelines, and resources. Currently, telecommuting is applied in exceptional cases as regulated by the Ministry of the Interior. The pandemic brought about substantial changes in HRM practices, with remote work, digital tools, and online meetings becoming crucial. Communication, collaboration, and employee well-being were prioritized through mental health services, work-life balance guidelines, and empowering employees to utilize new technologies. The recruitment and selection process remained largely unaffected, following established guidelines. The impact of HRM changes on employees during the pandemic was significant, requiring adaptations to work routines and balance. The Ministry developed new policies, provided necessary equipment, and ensured data security while working remotely. Although most employees adapted well, concerns regarding lack of interaction and work-life separation were raised. The Ministry addressed these challenges by providing mental health services and guidelines for remote work.