1. CULTURE
1.1. Who We Are
1.1.1. Values and Vision (VV)
1.1.1.1. Establishing a Common Language
1.1.1.2. Culture Custodians
1.1.1.3. What We Stand For
1.1.1.4. Creating Direction not Destination (Vision updates for orientation)
1.2. How We Are
1.2.1. Behavior and Competency
1.2.1.1. Conceptual/Operational/Interpersonal and Personal Compentencies
1.2.1.1.1. Designing explicit questions and implicit experience / indicator
1.2.1.1.2. Embedding and recognising observable behaviours (recognition / social recognition
1.2.2. Establishing and Managing Expectations
1.2.2.1. Radical Candor
1.2.2.1.1. Giving and Receiving Feedback
1.2.2.2. Clear is Kind
1.2.2.2.1. Leading in Complexity
1.2.2.3. Psychological Safety
1.2.2.3.1. 4 Aspects of Safety to elevate Voice and Innovation
1.2.3. When things to Wrong
1.2.3.1. Understanding the Drama Triangle
1.2.3.2. Non Violent Communication
1.3. Why We Are
1.3.1. Our Place in the World
1.3.1.1. Purpose (P)
1.3.2. Our Story / ies
1.4. Candidate Experience
2. :led_cyan: :green_heart: Roles
2.1. Role Mapping for growth
2.2. Recognising and Mitigating Bias
2.3. Succession and Progression
3. People Attraction
3.1. Proactive Talent ID
3.1.1. Talent Pipeline
3.1.1.1. Graduate Recruitment
3.1.1.2. Candidate pre-identification and tracking
3.2. Sourcing
3.2.1. Social Media Positioning
3.2.1.1. Employer Brand
3.2.1.1.1. LinkedIn
3.2.1.1.2. Sourcing Channels
3.2.1.1.3. Employer Brand as an extension of Brand
3.2.1.2. Employe e/r Value Proposition
3.2.2. Social Media Sourcing
3.2.2.1. Channel Strategy per role / area
3.2.2.1.1. Sourcing Channels
3.2.2.1.2. Sourcing Tools
3.2.3. Go to Where They Are
3.2.3.1. Meetups / Events / Hackathons / Github and other
3.3. Search and Selection
3.3.1. Recruitment
3.3.1.1. Recruitment Process Design (per role)
3.3.1.1.1. Design Recruitment Questions
3.3.1.2. Video / Visuals - how the brain responds and connects to content
3.3.2. Recruitment Decision Making
3.3.2.1. Deciding how to decide
4. People Journey
4.1. Onboarding
4.1.1. Onboard Strategy
4.1.1.1. Pre-Start Engagement Process
4.1.1.2. First Day, Week, Month and 90 Day Process
4.1.2. Culture Custodians
4.2. Retention
4.2.1. Reward
4.2.1.1. Growth
4.2.1.1.1. Feedback
4.2.1.1.2. Identifying skills training (conf / courses etc)
4.2.1.2. Meaning / Purpose Communication
4.2.2. Recognition
4.2.2.1. Feedback and Performance
4.2.2.1.1. Culture Integration
4.2.2.2. Reward / Drivers
4.2.2.2.1. EVP
4.2.3. Progression (performance)
4.3. Employee Engagement / Experience
4.3.1. Wellness: Body
4.3.1.1. Internally driven exercise / engaging in nature / walking meetings - social engagement
4.3.2. Wellness: Mind
4.3.2.1. Emotional, Behavioral
4.3.2.1.1. Behaviour Mapping
4.3.2.1.2. Living Values
4.3.2.1.3. Habit Stacking
4.3.2.1.4. Rituals and Practices
4.3.2.2. Belonging
4.3.2.2.1. Purpose
4.3.2.2.2. Social Connection
4.3.3. Growth and Learning
4.3.3.1. Why building cross-functional knowledge matters
4.3.3.2. Building a Learning Organistion in the Knowledge Economy
4.3.3.3. Understanding skills maps and leveraging these