Individual dynamic capabilities affect the way individuals acquire, ensure, integrate or recombine relevant knowledge and skills. These capabilities manifest themselves in novel thought and acting patterns in employees. Research aimed to examine the connection between individual dynamic capabilities (I-DS), perceptions of human resources management (HRM), psychological empowerment (PO), job satisfaction (ZP) and turnover intention (NNO). The analysis for the study was based on a sample of 178 information technology (IT) professionals working in various positions. The study sample consisted of 69% males and 31% females aged from 21 to 62 years. Respondents were required to complete a set of questionnaires via Google Forms that included measures of variables that were the focus of the research. Correlation analysis and path analysis were used to analyze the dana. All of the variables show statistically significant positive correlations, except turnover intention which is negatively correlated to other variables. The tested model showed exceptionally good fit with the dana. The analysis showed that psychological empowerment mediated the relationship between perception of HRM and individual dynamic capabilities. Also, perception of HRM has a direct effect on job satisfaction, and individual dynamic capabilities mediate the relationship between perception of HRM and job satisfaction. Psychological empowerment also mediates the relationship between perception of HRM and job satisfaction. Additionally, perception of HRM has a direct effect on turnover intention, and job satisfaction mediates the relationship between perception of HRM and turnover intention of IT professionals. These results emphasize the importance of how employees experience different HRM practices, so continuous work on developing their quality is strongly recommended. Also, it is recommended to continue, but also to integrate the research in order to gain additional insight into the relationships of the observed variables.