The HRPA Professional Competency Framework places maintaining and strengthening employee engagement at the centre of HR’s role in change. Within the Organizational Effectiveness / Change Management competencies, HR is expected to plan and execute people-focused activities (communication, involvement, feedback loops, leadership alignment, and support mechanisms) that sustain commitment and engagement during transitions. Engagement is treated as a leading indicator that predicts downstream outcomes such as retention and performance.
Why not A, C, or D? Reduced turnover and improved financial performance are important but are lagging outcomes influenced by multiple external factors; they are not the primary or most immediate people outcome of an HR change workplan. “Reduced workload for HR” is not an organizational change objective.
References (HRPA):
Professional Competency Framework — Organizational Effectiveness (Change Management): HR plans and implements strategies that sustain employee commitment and engagement during change.
HRPA Study Guide — Change Management: engagement as a leading measure and critical outcome of HR-led change activities.
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