HR Strategy Log: Difference between revisions
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<html><iframe src="https://www.facebook.com/plugins/post.php?href=https%3A%2F%2Fwww.facebook.com%2FOpenSourceEcology%2Fposts%2F10155209137641562&width=500" width="500" height="468" style="border:none;overflow:hidden" scrolling="no" frameborder="0" allowTransparency="true"></iframe></html> | <html><iframe src="https://www.facebook.com/plugins/post.php?href=https%3A%2F%2Fwww.facebook.com%2FOpenSourceEcology%2Fposts%2F10155209137641562&width=500" width="500" height="468" style="border:none;overflow:hidden" scrolling="no" frameborder="0" allowTransparency="true"></iframe></html> | ||
See also [[Arelis and Russell from Rare Genomics Institute]] | |||
[[Category:Logs]] | [[Category:Logs]] | ||
[[Category:HR]] | |||
Latest revision as of 23:26, 28 January 2017
Thu Sep 1, 2016
Strategy:
- Breakthrough point: top-grade the talent search by setting high expectations - RGI have set a benchmark on the feasibility of a large, high performing team with high retention rate. They are at at equivalent of 40 full-time people.
- 5 hour minimum commitments
- Rigorous search, vet, onboard, succession
- High expectations, as if 'real job'
- Respecting peoples' time via high performance team building
- 'Slice the salami' - one item at a time
Wed Aug 31, 2016