In recent years, the global economy is undergoing profound structural changes. Globalization, the constant change of inter-sectoral boundaries and even their disappearance, the intensive change of technology, the promotion of knowledge in the first place among the driving forces of competition, the emergence of new organizational forms, mass mergers and acquisitions are forcing modern organizations to constantly change. Changes are becoming a key element of modern theories of organization and strategic management. As part of the resource approach to the organization, one of the key competitive advantages of a company is the presence of its dynamic abilities - the ability to realize the need to change, and then to reconfigure internal and external competences to use the opportunities created by the rapidly changing environment. Thus, modern scientists believe that the ability to change on time and in the right way becomes one of the determining factors for the survival and success of any organization.
Changes constitute the meaning of modern organizations activity. In a constantly changing environment, their development is not only a result of natural evolution but also the result of a focused effort by management and personnel service. One of the forms of development of an organization is represented by organizational changes, which, in turn, predetermine changes in the content of management activities: it is less focused on administration and more on changes. The conditions of organizational change require "creative management" that promotes the generation of new knowledge, ideas, and their natural perception by managers at all levels and staff. In line with this, organizational changes are becoming one of the most significant factors in improving the management of an economic entity, which necessitates modernizing approaches to human resource management and giving new status to HR services. At the same time, organizational changes not only provide for meeting existing needs but also create new needs for employees and enterprises.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Literature Review
- Research objective and tasks
- Research Design and Methodology
- Project Schedule
- Ethics consideration
- References
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This research project aims to explore the impact of organizational change on HR management practices and company performance. The project investigates the challenges and opportunities associated with managing change within organizations, specifically focusing on the role of HR in facilitating successful change initiatives and ensuring a positive impact on overall company performance.
- The influence of organizational change on HR management practices
- The relationship between organizational change and company performance
- The challenges and opportunities of managing change in modern organizations
- The role of HR in facilitating successful change initiatives
- The impact of change management on employee morale and engagement
Zusammenfassung der Kapitel (Chapter Summaries)
- Introduction: This chapter sets the stage for the research project by providing a general overview of the topic, discussing the importance of organizational change in today's dynamic business environment and highlighting the challenges associated with managing change. The chapter emphasizes the critical role of HR in navigating these challenges and its impact on company performance.
- Literature Review: This chapter provides a comprehensive review of existing research on organizational change and its impact on HR management. The chapter explores different perspectives on the phenomenon of organizational change, highlighting various theoretical frameworks and methodologies used to study this area. It examines the evolution of research on organizational change, discussing both classical and modern approaches to understanding the dynamics of change within organizations.
Schlüsselwörter (Keywords)
Key terms and concepts explored in this research include organizational change, HR management, company performance, change management, human resource practices, employee engagement, strategic management, and organizational development. The study focuses on the dynamic relationship between organizational change and HR management practices, investigating the impact of change initiatives on both individual and organizational outcomes.
- Quote paper
- Nadiia Kudriashova (Author), 2017, The impact of organizational change on HR management practices and company performance, Munich, GRIN Verlag, https://www.grin.com/document/500556
