Hatch, Match & Dispatch
PEOPLE MANAGEMENT was once described by Jim Collins as:
“ Getting the right people on the bus,
Getting the right people on the right seats on the bus,
And sometimes assisting them to get off the bus”
Jim Collins – ‘Good To Great’
HATCH = ‘Getting the right people on the bus’
Considering Recruitment & Induction Practices
So often we don’t get the fundamentals right – ‘start as you mean to go on’ was a
phrase my dad used to tell me. The ‘start’ in HR is understanding our business, our
culture and our mission and then letting this filter into our recruitment practices, such
as, job evaluation, advertising, assessment, interviewing, selection and induction.
MATCH = ‘Getting the right people on the right seats on the bus’
Considering ways to Engage Employees
Once we have them recruited we often leave them alone to get on with their jobs.
Sometimes for years without ever asking if they wish to change seats on the bus or
encouraging any development to consider other more suitable seats! Performance
management, facilitation of learning, one to one’s with managers, coaching and
training and constantly evaluating the needs of the business against the requirements
of a job role to assist our organisations.
DISPATCH = ‘Sometimes assisting them to get off the bus’
Considering differing reasons for termination
Decisions to ‘get off the bus’ usually fall into two categories. Sometimes decisions
being ‘dictated to’ people and sometimes ‘dictated by’ people. ‘Dictated to’ decisions
should follow company procedures and should be carried out with integrity and
professionalism. ‘Dictated by’ decisions from individuals will leave valuable clues
about our organisations and we should evaluate exit interview reports and staff
turnover figures. One of the main reasons given for leaving is being under utilized
and de-motivated in the role performed. Exceptional organisations aim to understand
not only the job task but the individual performing that task. Exceptional organisations
learn to communicate better with their people and find ways to ‘assist’ individuals in
ways that will encourage them to find the best fit for their skills whether within the
existing organisation or elsewhere.
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Speaker profile:
LYN CREASEY – INTRODUCTION
Lyn has over 20 years experience within the corporate arena of Human Resources, assisting
businesses to interpret Employment Legislation on behalf of the people they employ.
She holds a Degree in Social & Literary Studies; is a Fellow of the Chartered Institute of Personnel
& Development; is a Certified NLP Practitioner and Coach; holds a Coaching and Mentoring
Diploma from the Chartered Management Institute; is a Master Practitioner for TetraMap within
the UK; is a qualified youth and community worker; and ‘in a previous life’ was a vicar’s wife for 10
years. (She confesses that this did not work out well, as she didn’t do prayer meetings and could
not make decent piccalilli!)
Lyn has a passion for understanding people; how we work, our beliefs & values and the principles that
govern the way we live & work. Her experience has led to a deep understanding of practical common
sense approaches. Finding solutions to assist Human Resource Practitioners and Business Leaders,
in enabling individuals to develop, alongside assisting business growth and development has been
her on-going quest. She does this by producing policy and procedures; assisting with on-site
meetings and facilitating learning for management and HR advisors.
Her business ethos is not to forget the ‘human aspect’ of human resource!
Recent Publications include:
• ‘What’s all this Human Resource stuff anyway?’
• ‘Learning the fundamentals of HR from having a porch built!’
• ‘The 3 miss’s of Communication’
Methodology:
This course is a participative one where delegates will learn from a mixture of both tutor information
and learner engagement.
