training and developing human resources in a game studio
TRANSCRIPT
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Recruiting and Developing Human
Resources In A Game StudioTrương Danh Thanh
TúVNG
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Appropriate for everyone.
(Including internal and external game makers.)
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To be successful at managing a game studio team sometimes seems as ambitious as the Vietnamese football team winning the World Cup championship.
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How does one establish training and developing
strategies?
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Determine theories,
conceptions, mission, and
aims that the organization
parsner.
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Find a “Good employee” to do work.
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A “Good employee” is the
staff who is aligned with the
member mission and aim of
the organization.
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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.
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Development Route
Researching Screening Make challenges Ready go Speed up Flying
spread
Reviewing and
Testing
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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
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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
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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
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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
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Applying Human Resources• Applying in macro
perspective: whole team• Applying in micro
perspective: each position
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Who is the person in charge?
• Are the HR Employees?OR
• Are the Line Managers?
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Practice to the real work environment. Is it
necessary to do 100% of the whole things above?
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How do you apply this from your personal perspective?
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Researching: Access to the candidates
• Be aware of exactly where and how we do go.
• Available positions.• Job requirements.
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Screening: Recruitment
• Analyzing accurately the characteristic of candidates (1)
• Recruitment planning and Interviewing (2)
• Evaluating and learning from experiences (3)
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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.
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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.
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Ready go...and….Speed up
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The tracking tool
• Core values chart• Capacity map• Table of tracking performance
( KPI – Key Performance Indicators)
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Development Chart
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Development Chart
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Flying spread
Create limited free space to flying
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Core values
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Core values: Personal vs Team
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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