Purpose: Within the scope of this study, it is aimed to examine the effect of lean management on human resources management practices in companies using lean management practices. Method: A survey questionnaire was prepared to carry out the research, and the survey was conducted on 253 employees. In order to determine the attitude towards lean management practices, Lean Management Scale developed by Derin (2008) with 24 statements was used. To measure the attitude towards human resources management practices, Human Resources Management Practices Scale developed by Akın and Erdost-Çolak (2012) with 33 statements was used. Findings: As the results of factor analysis conducted on Lean Management Scale, there emerged two factors as Utilities and Facilities, and Initiative and Participation; moreover, there emerged three factors as Performance System, Recruitment and Participation in Decisions after factor analysis conducted on Human Resources Management Practices Scale. As the result of hypothesis tests, it was found that only Utilities and Facilities factor has positive and significant effect on Performance System and also Recruitment; furthermore, Utilities and Facilities factor and Initiative and Participation factor have positive and significant effect on Participation in Decisions. Originality: As the result of the research, it was found that lean management practices have positive and significant effect on human resources management practices. The findings make contribution to lean management literature and may guide the companies desiring to become lean.