THEORETICAL FOUNDATIONS AND PRACTICAL TOOLS OF CHANGE MANAGEMENT IN THE ENTERPRISE

Abstract

The article presents a comprehensive study of the theoretical foundations and practical tools of change management at the enterprise level. It conceptualizes organizational change as a systemic and multidimensional process that encompasses strategic, structural, cultural, and technological transformations. The relevance of the topic is grounded in the growing need for business resilience, adaptability, and competitiveness in a volatile and uncertain economic environment, especially in the context of Ukraine’s ongoing socio-economic challenges.
Special attention is given to the key success factors in implementing change initiatives, including the role of transformational leadership, transparent communication, employee motivation, and resistance management. The paper highlights the importance of organizational culture as both an enabler and barrier to change and underscores the necessity of creating an environment of trust and engagement.
The article further systematizes a range of practical instruments that support effective change implementation. These include strategic diagnostic tools (such as SWOT, PESTEL, and GAP analysis), change roadmaps, key performance indicators (KPI), and contemporary management approaches based on Agile and Lean methodologies. The role of digital transformation is analyzed through the use of ERP, CRM, and HRM systems, which contribute to automation, real-time monitoring, and improved decision-making processes.
To demonstrate the economic feasibility of change initiatives, the paper provides a case-based calculation using the Net Present Value (NPV) method. The results show the importance of financial justification and return on investment analysis when planning transformational projects.
The findings of the study aim to contribute to the development of an adaptive, evidence-based model of change management that can be practically applied in Ukrainian enterprises, taking into account the constraints of limited resources, digital maturity, and cultural specificities. The proposed framework may serve as a guideline for managers, consultants, and policy-makers involved in organizational development and modernization.