After globalization, physical boundaries of the national states have been surpassed easily. The virtual transcendency, gained by technological progress, has been forcing the society for a social, economic and cultural change. Of course it affects the organizations; including the public organizations. The public organizations started to feel, discuss the need of human resources management, an indispensable source, even apply in some terms. Being a part of the public organization, having narrow application areas, a human resources management policy is needed in the judicial organization. Judicial organization is one of the organizations critically depend on human resources by producing individual and social services which increases the need of a human resources management policy. Applying modern methods of human resources management will increase the efficiency of the staff. As the efficiency increases, human resource management principles will find more place in the organization. The principles that will have effect inside the organization will also affect the community by increasing the customer satisfaction in services. By that means, unwarranted complaints often exposed to judicial staff, the largest part of the human resources, should be prevented. Law No. 4483 which is valid for other public employees but not the judicial staff should be restructured and applied to every public organization. In addition, the excessive workload of staff of the organization should be distributed to the staff in balance, with the help of a representative commission analysis and definition of work within the framework of the principles of the permanent staff. These two issues are considered to be the main issues to ensure the transition to human resources management.