Recruiting and developing hr in o game studio
Transcript of Recruiting and developing hr in o game studio
Recruiting and Developing Human
Resources In A Game StudioTrương Danh Thanh
TúVNG
Appropriate for everyone.
(Including internal and external game makers.)
To be successful at managing a game studio team sometimes seems as ambitious as the Vietnamese football team winning the World Cup championship.
How does one establish training and developing
strategies?
Determine theories,
conceptions, mission, and
aims that the organization
parsner.
Find a “Good employee” to do work.
A “Good employee” is the
staff who is aligned with the
member mission and aim of
the organization.
4 main points of talent• Embracing challenges• Never give up: Always set
stretching/ ambitious goals, find proper ways to win in any circumstances.
• Having appropriate behavior• Learn new things: always apply new
skills and knowledge into daily jobs.
Development Route
Researching Screening Make challenges Ready go Speed up Flying
spread
Reviewing and
Testing
When do we move to the next stage?
COMPENTENCY/CORE
VALUES
Exceptional 4 7 9
Effective 2 6 8
Improvemen
t Require
d
1 3 5
Does not Meet Expectation
MeetsExpectations
ExceededExpectations
KPI
When do we move to the next stage?
COMPENTENCY/CORE
VALUES
Exceptional
Meet expectation Potential Promote
Effective
Improve moreMeet
expectation Potential
Improvemen
t Require
d
Change immediately
Improve moreMeet
expectation
Does not Meet Expectation
MeetsExpectations
ExceededExpectations
KPI
Development Route
Researching Screening Make challenges Ready go Speed up Flying
spread
Reviewing and
Testing
-12 months 0 month 2 months 10 months
12 months
24 months
6 months
Development Route
Researching Screening Make challenges Ready go Speed up Flying
spread
Reviewing and
Testing
-12 months 0 month 2 months 10 months
12 months
24 months
6 months
Applying Human Resources• Applying in macro
perspective: whole team• Applying in micro
perspective: each position
Who is the person in charge?
• Are the HR Employees?OR
• Are the Line Managers?
Practice to the real work environment. Is it
necessary to do 100% of the whole things above?
How do you apply this from your personal perspective?
Researching: Access to the candidates
• Be aware of exactly where and how we do go.
• Available positions.• Job requirements.
Screening: Recruitment
• Analyzing accurately the characteristic of candidates (1)
• Recruitment planning and Interviewing (2)
• Evaluating and learning from experiences (3)
Challenges: Comprehensive understanding about candidates
• More detailed understanding of character and quality.
• Know well about the extensive expertise.
• Develop profile of the evolution of the “3 circles” principle.
Examples- Studying Marketing- Have working experiences in Community: Admin
forum.- Do not have more skills in Design but play many kinds
of games.- Good communication and dynamic- Interest in Social Networking Sites like Facebook,
ZingMe.- Writing skills are really good.- Studied and know basically about Web design.
Ready go...and….Speed up
The tracking tool
• Core values chart• Capacity map• Table of tracking performance
( KPI – Key Performance Indicators)
Development Chart
Development Chart
Flying spread
Create limited free space to flying
Core values
Core values: Personal vs Team
Capacity map
Work skillGeneral knowledgeMarket knowledgeDesign skills
Work skill
General knowledge
Market knowledge
Design skills
AuthorityDocument NameDateContent
Evaluating the capacity level and 6 cores value by own
Work skillGeneral knowledgeMarket knowledgeDesign skills
SymbolAddl Edit Delete
Version Date Authority RemarkA-M-D