recruiting and developing humanre source in game studio
TRANSCRIPT
Recruiting and Developing Human Resources In A
Game Studio
Trương 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 ScreeningMake
challengesReady go Speed up
Flying spread
Reviewing and
Testing
When do we move to the next stage?
CO
MP
EN
TE
NC
Y/C
OR
E V
AL
UE
S
Ex
ce
pti
on
al
4 7 9E
ffe
cti
ve
2 6 8
Imp
rove
me
nt
Re
qu
ire
d
1 3 5
Does not Meet Expectation
Meets
Expectations
Exceeded
Expectations
KPI
When do we move to the next stage?
CO
MP
EN
TE
NC
Y/C
OR
E V
AL
UE
S
Ex
ce
pti
on
al
Meet expectation
Potential Promote
Eff
ecti
ve
Improve moreMeet
expectationPotential
Imp
rove
me
nt
Re
qu
ire
d
Change immediately
Improve moreMeet
expectation
Does not Meet Expectation
Meets
Expectations
Exceeded
Expectations
KPI
Development Route
Researching ScreeningMake
challengesReady 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 ScreeningMake
challengesReady 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