BUILDING AN EFFICIENT CHANGE MANAGEMENT SYSTEM AT THE ENTERPRISE BY INCREASEING THE VALUE OF HUMAN CAPITAL

Abstract

The purpose of the article is to justify the role of human capital in making changes and the need to invest in its development, which allows building an effective change management system at the enterprise to achieve the goals of the manager, which determined the need for these changes. The meaning of the concept of "human capital" at the level of an individual employee and the enterprise as a whole is revealed. The areas in which human capital contributes to changes in the enterprise are determined, and the importance of investing in increasing its value in certain periods of the enterprise's development is proved. The stages of building an effective change management system, which focuses on the value of human capital, are highlighted: 1. Analysis of staff resistance to changes in the enterprise. 2. Choosing a strategy for implementing changes in these conditions based on currently available resources. 3. Organization of the process of preparation for changes. 4. Formation of the change team. Appointment of responsible persons. 5. Selection of methods for effective implementation of changes. The role of change managers in ensuring the effective construction of a change management system at the enterprise is substantiated. The main functions, powers and responsibilities of change managers are presented. In our opinion, work with personnel and their adaptation to changes, formation of favorable awareness and perception of the need for future changes is a rather important area of work of change managers. In order for change managers to be able to work with the company's personnel so that employees positively perceive changes and do not resist them, they can and should: ensure clear communication between departments and employees; involve individual employees in the decision-making process; provide training and support; create a positive emotional environment; to observe transparency and openness in the team; demonstrate leadership and cultural example; monitor the process and adjust. In general, increasing the value of human capital at enterprises due to personnel preparation for changes facilitates their implementation and this can be done at the expense of: training and development; involvement in work projects; creation of a supportive environment; mentoring and curatorship; systems of internal development; recognition and encouragement; talent retention; cooperation with universities and other educational institutions.