Recruiting and Developing
Human Resources In A
Game Studio
Trương Danh Thanh Tú
VNG
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 W...
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 t...
Development Route
Researching Screening
Make
challenges
Ready go Speed up
Flying
spread
Reviewing
and
Testing
When do we move to the next
stage?
COMPENTENCY/COREVALUES
Exceptional
4 7 9
Effective
2 6 8
Improvement
Required
1 3 5
Doe...
When do we move to the next
stage?
COMPENTENCY/COREVALUES
Exceptional
Meet
expectation
Potential Promote
Effective
Improve...
Development Route
Researching Screening
Make
challenges
Ready go Speed up
Flying
spread
Reviewing
and
Testing
-12 months 0...
Development Route
Researching Screening
Make
challenges
Ready go Speed up
Flying
spread
Reviewing
and
Testing
-12 months 0...
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 requireme...
Screening: Recruitment
• Analyzing accurately the characteristic of
candidates (1)
• Recruitment planning and Interviewing...
Challenges: Comprehensive
understanding about candidates
• More detailed understanding of character
and quality.
• Know we...
Examples
- Studying Marketing
- Have working experiences in Community: Admin
forum.
- Do not have more skills in Design bu...
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 skill
General
knowledge
Market knowledge
Design skills
Work skill
General
knowledge
Market knowledge
Des...
Recruiting and developing hr in o game studio
Upcoming SlideShare
Loading in...5
×

Recruiting and developing hr in o game studio

128

Published on

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
128
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
5
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Recruiting and developing hr in o game studio

  1. 1. Recruiting and Developing Human Resources In A Game Studio Trương Danh Thanh Tú VNG
  2. 2. Appropriate for everyone. (Including internal and external game makers.)
  3. 3. To be successful at managing a game studio team sometimes seems as ambitious as the Vietnamese football team winning the World Cup championship.
  4. 4. How does one establish training and developing strategies?
  5. 5. Determine theories, conceptions, mission, and aims that the organization parsner.
  6. 6. Find a “Good employee” to do work.
  7. 7. A “Good employee” is the staff who is aligned with the member mission and aim of the organization.
  8. 8. 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.
  9. 9. Development Route Researching Screening Make challenges Ready go Speed up Flying spread Reviewing and Testing
  10. 10. When do we move to the next stage? COMPENTENCY/COREVALUES Exceptional 4 7 9 Effective 2 6 8 Improvement Required 1 3 5 Does not Meet Expectation Meets Expectations Exceeded Expectations KPI
  11. 11. When do we move to the next stage? COMPENTENCY/COREVALUES Exceptional Meet expectation Potential Promote Effective Improve more Meet expectation Potential Improvement Required Change immediately Improve more Meet expectation Does not Meet Expectation Meets Expectations Exceeded Expectations KPI
  12. 12. 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
  13. 13. 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
  14. 14. Applying Human Resources • Applying in macro perspective: whole team • Applying in micro perspective: each position
  15. 15. Who is the person in charge? • Are the HR Employees? OR • Are the Line Managers?
  16. 16. Practice to the real work environment. Is it necessary to do 100% of the whole things above?
  17. 17. How do you apply this from your personal perspective?
  18. 18. Researching: Access to the candidates • Be aware of exactly where and how we do go. • Available positions. • Job requirements.
  19. 19. Screening: Recruitment • Analyzing accurately the characteristic of candidates (1) • Recruitment planning and Interviewing (2) • Evaluating and learning from experiences (3)
  20. 20. 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.
  21. 21. 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.
  22. 22. Ready go...and….Speed up
  23. 23. The tracking tool • Core values chart • Capacity map • Table of tracking performance ( KPI – Key Performance Indicators)
  24. 24. Development Chart
  25. 25. Development Chart
  26. 26. Flying spread Create limited free space to flying
  27. 27. Core values
  28. 28. Core values: Personal vs Team
  29. 29. Capacity map Work skill General knowledge Market knowledge Design skills Work skill General knowledge Market knowledge Design skills Authority Document Name Date Content Evaluating the capacity level and 6 cores value by own Work skill General knowledge Market knowledge Design skills Symbol Addl Edit Delete Version Date Authority RemarkA-M-D
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×