110 Chapter V Conclusion and Recommendation V.1 Conclusion The research has been fruitful in answering the three research questions posed, which are to identify the key drivers of change readiness and commitment among PT Sumber Belajar Berkah employees during the organizational transformation, the weakness and opportunities for improvement in PT Sumber Belajar Berkah during its transformation, and the implementation solution in order to alleviate the situation. The research resulted in identifying the main root causes of why there was delay, costly transformation, and opportunity loss in PT Sumber Belajar Berkah transformation attempt. Through the root cause analysis, it was identified that the company did not manage well both the change readiness and commitment in the employees of PT Sumber Belajar Berkah. The result of this research presented 4 drivers of change readiness and change commitment in PT Sumber Belajar Berkah which are transformational leadership, perceived organizational support, belief in self-efficacy, and high-performing human resources management practices. Out of the four drivers, it was identified from the interviewee, who were involved in the transformation that transformational leadership, perceived organizational support, and belief in self- efficacy were the most important drivers, and followed closely by high-performing human resource management practices. Conversely, the interviewees agreed that high-performing human resources management practices were the least satisfactory or the least presence compared to the other three. which can be identified as the weakness and the room for improvement for PT Sumber Belajar Berkah in order to enhance its employee change readiness and change commitment. From this information, interview results, thematic analysis, and comparison with past studies, proposed solutions were developed. The proposed solution included implementing programs that directly helped to tackle each of the drivers weakness in PT Sumber Belajar Berkah, namely training and development to induce 111 instrumental leadership; corrective action and initiative to repair the human resource practice in PT Sumber Belajar Berkah; self-efficacy reinforcement; as well as intensive communication, change implementation, and reward for contributing to the transformation endeavor. These solutions were provided in order to enhance the key drivers toward change readiness and change commitment in PT Sumber Belajar Berkah in order for the transformation to continue and be more meaningful for the individual and the organization. In conclusion, the research elaborated the importance of change readiness and change commitment in the success of organizational transformation. With how past studies have mentioned that the key to change lies in the individuals who are ready and willing to be committed to the change, this research agrees with those statements. In order to enhance the change readiness and change commitment, PT Sumber Belajar Berkah could follow the proposed solution and implementation roadmap as the solution has been constructed based on the condition and the situation of the company from the primary resource of individuals in PT Sumber Belajar Berkah. V.2 Recommendation By following the recommendations, PT Sumber Belajar Berkah can further help the individuals to have change readiness and commit to the transformation in hand. Several recommendations were presented for PT Sumber Belajar Berkah to enhance the individual change readiness and commitment in order to pursue further its transformation attempt: 1.