DOI: https://doi.org/10.36719/2663-4619/124/97-101
Ziyafat Ahmadzade
Academy of Public Administration under the President of the Republic of Azerbaijan
Master's student
https://orcid.org/0009-0008-5583-6653
ziyafatahmadzada@gmail.com
Analysis of the Role of Human Capital in
Strategic Change Management
Abstract
The role of human capital in strategic change management is one of the key decisive factors in shaping the competitiveness and long-term sustainability of modern organizations. Strategic changes are not limited to technological innovations and structural reforms; their effective implementation directly depends on the knowledge, skills, innovative thinking, and adaptive potential of the workforce. Research shows that highly developed human capital increases institutional flexibility to change, accelerates decision-making processes, and minimizes risks in the organization’s transformation process.
Investment in human capital acts as a critical strategic resource in training, development of digital skills, leadership training, and strengthening motivation mechanisms, and change management. This ensures that employees positively perceive the change process, actively participate in the implementation of innovations, and renew organizational culture. At the same time, human capital enables the formation of an innovation environment in the management of strategic changes, the acceleration of digital transformation processes, and the establishment of a human resources policy in line with the long-term strategic goals of the company.
Keywords: human capital, strategic change management, organizational agility, digital transformation, innovation, leadership, personnel potential, adaptation to changes, human resources development, management effectiveness