The Relationship Between Human Resource Management Practices and Organizational Innovation: The Mediated Role of Human Capital Within the Banking Sector in North Iraq

In the world of globalization and increasing business competition, innovation has become a significant component of the sustainability of an organization. One of the important components affecting an organization’s ability to innovate is human resource management (HRM). This study analyzes how HRM practices relate to banking sector sustainability, testing theoretical pathways through organizational innovation and human capital as potential mediators. SPSS v25 was used to analyze data collected from 207 banking sector employees. The results demonstrate that the human capital of an organization can be increased by the practices of human resource management, which stimulates organizational innovation in the same fashion. This study also shows that human capital is a partial mediator of the relationship between human resource management practices and organizational innovation, highlighting its importance for converting human resource management activities into innovative results. Considering these results, banks are advised to implement complete human resource management strategies that combine operational efficiency with workforce capacity development to create a dynamic banking environment allowing for continued innovation. The proposed mediation model based on empirical data contributes to the literature and provides insights for banking institutions, which can use human capital to drive innovation in difficult situations.