Abstarct: Today, employee readiness for change plays a key role in the implementation of many organizational change initiatives. The purpose of this research is to investigate High-perfor mance human resource management practices and readiness for change, including an integrated model including emotional commitment, employee performance, and the moderating role of innovative culture in Shahrood of branches Meli Bank Parsian. Statistical data processing was done at the descxriptive level with SPSS and at the inferential level using structural equations and SmartPLS4 software. Descxriptive-survey and applied research methods and sampling methods are available, which were collected from managers and employees of National Bank and Parsians of Shahrood branches. The research tool was a standard questionnaire that was finalized after modification and opinion of experts and university professors. Checking the reliability and validity of the questionnaire was also measured and confirmed using Cronbach's alpha test, combined reliability and convergent and divergent validity. The findings of the research and the inferential testing of the hypotheses showed that effective human resource management practices have an effect on emotional commitment and emotional commitment on readiness for change. Readiness for change affects employee performance. Effective human resource management practices have an effect on readiness to change with the mediating effect of emotional commitment, and emotional commitment has an impact on employee performance with the mediating effect of readiness to change. Innovative culture does not moderate the relationship between effective HRM practices and affective commitment.