Get to Grips with Your Organisational Issues
Senior managers often face similar issues but the context of each organisation is different.
Whether you lead a company, a school or a leisure group, decide on what is appropriate for your organisation.
Your markets and technology may differ but you share a common factor - organisations are living entities comprised of individuals with different interests, attitudes and creativity. Focusing individuals and teams on the key organisational goals is a challenge but becomes more difficult if you allow yourself to be distracted by the latest hr initiatives rather than focusing on what hr management strategies/practices will reinforce progress towards your organisation's goals.
Tackling personnel management issues necessitates cutting through the HR mystique to identify the actual issues, the causes and to recognise the context in which your organisation has to operate. To help senior managers make headway, different forms of support are necessary. In my experience, one essential requirement is access to objective, commercially focused advice, coupled with a customer focus when addressing hr management issues. Our roots are in both senior general management roles and hr management roles. That blend of expertise enables us to help you in your context.
Scroll down this page to read more about how we can meet your needs and how our experience and professionalism makes a difference.
What We Do Well
Experience of working in several sectors in senior general management and hr management roles as well as organisational consultancy gives us a blend of experience 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.
Detract from your goals - surely not you may say. Managers can be beguiled into adopting the latest HR initiative or fad without thinking through whether it is appropriate to the way forward for their organisation. Hence, the need to take an objective and independent view of where you are, the issues faced and your organisation's capability.
The range of our experience and work is important but as important is the way in which we work with clients to ensure that they are equipped to move forward and address their issues. To that end, we provide different services or ways of working so that client receives appropriate help to manage the situation effectively.
Read more by scrolling down to the next section on services or as we tend to think of them - A Summary of Our Ways of Working with Clients/Colleagues.
- Organisational changes;
- Mergers and acquisitions – hr aspects;
- Transfers of staff (TUPE etc.);
- Academy status for schools;
- Organisational flexibility
- Effectiveness of your HR team;
- Decision making and advisory networks;
- Service quality improvement;
- Employment law implications;;
- Employee relations/engagement;
- Effective performance management;
- Reward and recognition;
- Employee feedback/surveys;
- Employee consultation/communication;
- Personnel Adviceline service.
About Jim Harrington
Jim Harrington is the founder and director of HR Management Dimensions Ltd. and the HR Management Dimensions brand.
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.
You soon realise that Jim's experience embraces senior roles in general management and hr management including organisational/employee relations consultancy and as an HR director in several sectors. He has also spoken at various conferences both in the UK and abroad and is the author of several articles and a book on pay and reward systems in new technology organisations.
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.
The Story of our Company Logo
Our logo reflects the nature or our work. The traditional pyramid organisation shape has been overtaken by a diamond shape as knowledge and other skilled workers form a greater proportion of the staff than in the past. Hence, the middle levels contain more individuals. While the external lines are relatively easy to fix, managers are faced with the constant challenge of keeping employees focused on the priorities, changing markets etc. That is less clear cut and regrettably it is common to find the internal focus of the organisation has become blurred as represented by the red blurred part in the logo.
Maintaining focus requires sight of both external and internal matters as customers needs and preferences change so organisations have to adapt their processes etc. to pick up those signals in order to realign internal processes when required. That is not just the job of marketing as a key source of feedback is via your drivers, customer service teams and sales force as they encounter regularly the views and wishes of your customers.
Adaptability is also a requirement and our logo at times will appear to face the right and at other times to face the left. Adaptable organisations have a competitive advantage and part of their secret is their ability to select hr management strategies and practices that will reinforce their goals rather than detract from them.
Please feel free to contact me.
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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.