Neutrino Co.

Welcome to Projects Status Control - (PSC)

The instructive and instructive rules of how the Neutrino company processes internal management processes for the organization.

Become the founder

To maximize returns, Neutrino believes that employees should feel ownership of their projects, and they should not just work like a machine on the project. Because the machine only performs its defined tasks, but the owners do anything that is useful for the success of the team and the company. In neutrinos, the leadership style is different. Managers do not focus on punishment or reward, but they work on removing barriers and looking for behaviors that inspire team members.

The most basic lesson to be learned from neutrinos is that each person in the organization must be a founder. Perhaps he could not be the founder of a company. But it can be the founder of a family, a team of employees or a culture in the organization. The proposed work rules to become the founder are:

• Always imagine yourself as a founder or owner.
• Then act like a founder.

Create an Effective Organizational Culture

Neutrino believes that the role of corporate culture is more than strategic. The culture of the neutrino is always accompanied by fun and fun. Because it believes that entertainment in the workplace creates creativity and innovation. Work rules for creating a great culture in the organization:

• As important as a call or mission, it's worth the same value for your job.
• Give employees more confidence and confidence and give them more freedom and authority over what you are comfortable with.

Attention to the recruitment process

In neutrino, the greatest amount of time and money spent on staff is in the process of attracting, evaluating and training new recruits. Research has shown that only 10% of the best applicants (at best) are at the highest levels of performance and will have high efficiency, so there should be a lot of recruitment procedures. Because a first degree engineer is 300 times more or less than ordinary engineers. Employment rules for employment:

• Spend the first human resources budget on the recruitment process.
• Only hire the best with a lot of time. Only hire people who are more meaningful in your direction and do not allow managers to decide on the recruitment of their team members.

Find the best

In the process of hiring a neutrino, the smallest information associated with the applicant is examined. Rules for Finding Exceptional Candidates:

• Have specific and specific definitions for defining your job description
• Assign a portion of the work of everyone in the organization to the recruitment process.
• Do not be afraid to use special items to attract the attention of the best people.

How can you get the best job?

The neutrino hiring process is as follows:

• Resumes are first reviewed by a team of commentators. These commentators have mastered all the Neutrino career opportunities and are reviewing the resumes with this vision, which is another job opportunity besides the appropriate job application. If there is no suitable job for the candidate at the moment but has a proper resume, it will mark the candidate as an opportunity.
• The second stage is the distance interview.
• The third stage is an interview with the recruiting director and one of the applicant's colleagues. Of course, if the applicant is a manager or a supervisor of several people, it is better to meet them. Because their evaluation is very important. Because he is supposed to live with them. In fact, this issue sends an important signal to the applicant that there is no organizational hierarchy or party game in the neutrino.
• The fourth stage is an inter-service interview. At this stage, the applicant interviews with people who do not have contact with the future team or, if it is related, is very small. For example, to hire a sales team from the advertising team to be used for the interview. These interviews are usually of a very high standard because the interviewing people will have a very high expectation of the applicant and will be very peculiar.
• The fifth stage is the gathering of different feedback in relation to the candidate. Also, each of the interviewing stages will have different weights to hire different jobs.
• The sixth stage is the review of the recruitment committee. There are usually three levels of reassessment for each candidate. If the Employment Committee denies the candidate, the process ends there, but if approved, their feedback will be added to the employment package and the case will be submitted to the senior leader. During this period, senior executives will hold weekly meetings for candidates that will provide job descriptions and also answer applicants' questions. In these weekly meetings, the evaluation of candidates is done by senior executives. The most important reason for the candidate's departure in this section is cultural differences. The candidate may be technically very good but very proud that none of the interviewers will be in the team. In this case, the chief executive's answer is that this candidate is excellent, but not for neutrinos.

After the interview, the CEO is interviewing the CEO who comments on the candidate. This is a matter for the company to provide feedback on recruitment at the highest level of the organization, and the applicant will ensure that the first person has seen their case.

It should be noted that the PSC is under development. What you see now is not necessarily what you will see in the future.