Most recently, we have specialised in developing and implementing innovative Human Capital Management (HCM) strategies that extend beyond HR's current agenda. These strategies differentiate businesses from their competitors and help public / voluntary sector organisations transform their services.
What makes us unique are our beliefs that:
- People are a key source of innovation and competitive advantage - we use this insight to help transform people and organisational capability
- People are the focus of effective change – we work with, not against, the quirks of human spirit and the dynamics of human behaviour
- People work best in open, challenging, collaborative relationships – our consultancy services are based on this approach.
In all of our work, we produce tangible and significant business outcomes by creating value in people management and development.
Please check out our website: http://www.strategic-hcm.com.
More about me:
@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134
Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine
Also develop your Strategic HCM capabilities at my new Strategic HR Academy
I'm not trying to be a snarker, but I am currently trying to understand what is unique about the three bullet-pointed beliefs listed above ...
ReplyDeleteI've been involved in HR and organizational development and change consulting for more than 2 decades and have seen similar statements in many many brochures and on many many web sites.
I do not doubt for an instant that you believe these statements, and work to good effect with and on them .. I am just having trouble understanding why you state they are unique ?
Jon Husband
Jon, thanks for the challenge. This is why I do think Strategic Dynamics is relatively unique:
ReplyDeletePeople are a key source of innovation and competitive advantage
- A lot of focus within HR is about better implementation. I think the opportunity provided by great people management goes much deeper than this. HR should be about influencing strategy, about creating value, as well as implementing it.
People are the focus of effective change – we work with, not against, the quirks of human spirit and the dynamics of human behaviour
- I think a lot of consultancies still try to treat people like widgets and work in organisations in very mechanistic ways. Consultancies suggesting you can calculate ROI's on people management activities are an excellent example of this fact.
People work best in open, challenging, collaborative relationships – our consultancy services are based on this approach.
- I've worked in line HR (including being a consultancy buyer and user), as an internal consultant and in independent and corporate consulting roles. I can tell you based upon this experience that many consultancies don't act in the truly partnership driven fashion that I do.
Organisations that use my consulting support will appreciate the difference.