HR DEPARTMENT AS AN ENGINE OF ORGANIZATIONAL CHANGE: RESTRUCTURING, TRANSFORMATION AND BUSINESS RESILIENCE
Keywords:
Human resource management, HR, organizational change, restructuring, business transformation, business sustainability, organizational design, strategic management, corporate culture, change leadership, resistance management, human capital, ESG, HR analytics, digital transformation, dynamic capabilities, competency development, talent pool, organizational sustainability.Abstract
This article analyzes the role of human resource management as an architect of organizational change in the context of strategic restructuring, deep transformations, and building business sustainability. It examines the evolution of the HR function from administrative support of labor processes to strategic partnerships and participation in organizational design. The theoretical foundations of change management are considered, including the concepts of Kurt Lewin and John Kotter, as well as the principles of the resource-based theory of the firm.
Particular attention is paid to the mechanisms of HR participation in the restructuring of organizational structures, resistance management, cultural transformation, and the development of dynamic personnel competencies. HR analytics tools, leadership development systems, retraining programs, and the formation of a talent pool are analyzed as elements of ensuring long-term sustainability. It is shown that the integration of social responsibility principles and ESG approaches into HR management practices strengthens the strategic sustainability of an organization
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