The Link between Organizational Change Management and Strategic Human Resource Development Management

Roya Azimzadeh1*, & Joleen Watson2
1Engineering Design Technology, University of Central Missouri, U.S.A.
2School of Industrial Sciences and Technology Graduate Programs, University of Central Missouri, U.S.A.
DOI – http://doi.org/10.37502/IJSMR.2025.81007

Abstract

The successful implementation of organizational changes depends on the effective integration of Organizational Change Management (OCM) and Strategic Human Resource Development (SHRD), aligned with the organization’s strategic planning goals. The problem addressed in this review study was the inconsistency in current research about how the OCM and SHRD are interrelated, leading to confusion when implementing certain practices and missing potential management opportunities. The purpose of this study was to explore how OCM and SHRD Management are related and propose a new framework for integrating both strategies effectively to improve organizational responsiveness, strength, and overall success. Data were collected using 52 scholarly peer-reviewed journal articles available via academic databases. Although most of the reviewed articles conveyed that OCM and SHRD are interwound, some discrepancies were found in how the aforementioned disciplines are affiliated. The results of this study indicate that OCM and SHRD collaborate to manage organizational change through proper communication, strategic alignment, and employee preparation. The findings of this study are significant for strategically creating successful organizations. Future research can include the impact of technology on human resource development or the role of human resources in digital transformation.

Keywords: Organizational Change, Management, Strategic Planning, Human Resource Development

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