Get To Grips With HR & Organisational Issues

Senior managers face similar issues but the context of each organisation is different and
that has a significant effect on the best way to address your hr management issues effectively.

Your markets and technology will  differ but your company or school or hospital etc. shares a common factor.  Being comprised of individuals, your organisation is a living entity of people with different skills, interests and creativity.   Harnessing those to advance your goals is practical but only if we do not let ourselves become too focused on an issue and fail to see the real causes.  In particular, we need to avoid being sidetracked by the latest fashion in hr initiatives.  Be realistic and focus on what hr management practices and strategies are the way forward in your context.

Management involves weighing up risks and choosing a preferred option.  That  also applies to managing people.  Regrettably, HR advisers are often risk averse and allow an HR mystique to cloud issues.   That is why we believe and know that hr management advice and support needs to focus on:

  • the issues to be overcome;
  • the real causes;
  • what needs to be changed;
  • what needs to be preserved.

In my experience, one essential requirement,  which senior managers value, is access to objective, commercially focused advice which is also customer focused when addressing people and organisational issues.  Our roots are in both senior general management and hr management roles.  That blend of expertise enables us to help you decide on what will be effective in your organisation and how to minimise risks.

A risk averse approach will not resolve hr management issues.  Neither will paralysis because of
alarmist advice on employment law.   Our expertise and exposure to situations has
taught us what will be effective or ineffective in different organisational contexts.

Scroll down this page to read more about how we can meet your needs and how our experience and professionalism will make a difference in your situation.

What We Do Well

Our blend of experience and sectors enables us to draw upon and to understand the different pressures and outlooks of managers. That experience coupled with our professional qualifications enables us to identify which hr strategies and practices will reinforce, and not distract from, achieving your organisation’s goals.

Managers are often beguiled into adopting the latest HR fad without thinking through if it will be appropriate to their organisation. Hence, the need to take an objective and independent view of where you are, the issues faced and your organisation’s capability to address those.

The range of our experience is important but so is the way in which we work with clients to ensure that they are equipped to move forward and tackle their issues. To that end, we provide different services or ways of working so that you receive appropriate help to manage the situation effectively.

Read more by scrolling down to a list of our areas of expertise.

Areas of Our Expertise

Focusing your HR strategy and practices;Organisational flexibility;
Mergers & acquisitions – hr aspects;Transfers of staff (TUPE etc.);
Employee relations & engagement;Employment law implications;
Effectiveness of your HR team;Effective performance management;
Organisational changes;Academy status for schools;
Terms of employment - effective in your context;Getting the hr management basics right;
Service quality improvement;Decision making and advisory networks;
Reward & Pay Strategies;Recognition Practices;
Employee consultation & communication;Employee/Director councils;
Tap employee & customer feedback; Wisdom in recruitment.

How Are We Different?

HR Management Dimensions was founded, in 2008 by Jim Harringtion, to provide senior managers with:

  • Commercially focused and customer focused advice on people and organisational issues;
  • Advice that is not risk averse as dealing with risk is an inherent part of management – personnel management is not an exception;
  • Ways to minimise or eliminate those risks and clarify the preferred option(s);
  • Realistic advice which takes account of the context of your organisation.

Jim works with various colleagues to bring complementary skills.  He injects a commercially focused and customer oriented outlook to employee and organisational issues whether at a strategic or operational level. “His breadth of experience, insight and perceptive approach is quickly noticeable when he is advising and helping senior managers to address changes and issues”.

His experience embraces senior roles in general management, hr management, organisational/employee relations consultancy and as an HR director in several sectors.  He has also spoken at conferences in the UK, the Netherlands and in the USA.  Jim is the author of several articles and a booklet of case studies on pay and reward systems in organisations adopting new technology.

He is a Chartered Fellow of the CIPD and has an honours degree in law, including employment law, but it is his practical insight and application to situations that adds value when he works with senior managers.

Read more about Jim’s background in his Linked In profile.

Contact Us

It is often easier to discuss issues and the type of help being sought over the telephone and then to arrange a meeting. Please feel free to either phone or e-mail me to explore how I/we can help you.
 07808 765588

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Read Updates on Social Media

Opposite are the social media channels we use to notify updates, comments and observations about hr management and organisational issues.

You can also read articles in our blog – click on the Blog item in the main menu.