A Vice President of HR has been directed to transform HR from a traditional staff function into a strategic business partner. Resistance is anticipated in the HR department because of changing roles a

Question

Options

• Acreate a zero-based staffing plan.
• Binvolve staff in the redesign of the department.
• Cprovide new job descriptions and salary schedules.
• Ddiscuss significant concerns with staff members.

• A
  6% (1)
• B
  76% (13)
• C
  6% (1)
• D
  12% (2)

Explanation

The most effective way to overcome resistance during HR's transformation into a strategic business partner is to involve staff in the redesign of the department (B). At the SPHR level, organizational change is most successful when employees participate in shaping the change that affects their roles and identities. Involving HR staff in redesign builds ownership, reduces fear, and increases commitment to new expectations. Participation allows employees to better understand the strategic rationale for the shift, contribute insights from their operational experience, and see how their skills will be applied in higher-value work. This approach also aligns with change management best practices that emphasize engagement over top-down mandates. While discussing concerns (D) is important, it is insufficient on its own without meaningful involvement. New job descriptions and salary schedules (C) address structural elements but do not resolve emotional or behavioral resistance. Zero-based staffing (A) may increase anxiety and is inappropriate as a primary change strategy. SPHR exam content emphasizes that transforming HR into a strategic partner requires culture change, capability development, and stakeholder engagement, starting within the HR function

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