The Impact of Digitalization on Organizational Change Management in the Modern Business Environment

Анотація

The article explores the theoretical and methodological foundations of digitalizing the management of organizational changes in modern companies. It is substantiated that digitalization has evolved from an optimization tool into a strategic factor that ensures business flexibility, resilience, and competitiveness, particularly in the context of global challenges and European integration processes in Ukraine. The main objects and mechanisms of digital change management are systematized: operational activity automation (ERP systems), online sales (SEO, SMM), remote work (HR Tech, e-learning), virtual finance (crypto assets, ICO), and digital document management (smart contracts, blockchain). It is demonstrated that the ERP system serves as the integrating core of comprehensive digitalization of management processes, which should take into account the industry-specific characteristics of enterprises. Three groups of risks associated with digitalization in change management have been identified – institutional, organizational and personnel-related, and financial – considering the specifics of the Ukrainian legal framework, including the regulation of virtual assets, the operation of the «Diia.City» regime, and the harmonization of national legislation with European digital standards (GDPR, eIDAS, cybersecurity). An original approach to minimizing these risks is proposed, combining organizational, legal, and financial instruments. The classical understanding of digitalization has been expanded by introducing the concept of a company’s digital maturity as a prerequisite for effective change implementation. Special attention is given to the impact of martial law on the transformation of HR processes, logistics, cybersecurity, and document management. Promising directions for further research are identified: industry-specific adaptation of ERP systems, quantitative assessment of digitalization risks, and psychological barriers to employees’ acceptance of change.

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