Recruiting and Developing Human Resources In A       Game Studio              Trương Danh Thanh Tú              VNG
Appropriate for everyone.(Including internal and externalgame makers.)
To be successful at managing a game studioteam sometimes seems as ambitious as theVietnamese football team winning the Wor...
How does oneestablish training anddeveloping strategies?
Determinetheories, conceptions, mission, and aims that the organizationparsner.
Find a “Good employee” to do work.
A “Good employee” is thestaff who is aligned with themember mission and aim of theorganization.
4 main points of talent•   Embracing challenges•   Never give up: Always set stretching/    ambitious goals, find proper w...
Development Route                                                                      Reviewing                          ...
When do we move to the nextstage?                              Exceptional                                                ...
When do we move to the nextstage?                              Exceptional                                               M...
Development Route                                                                       Reviewing                         ...
Development Route                                                                       Reviewing                         ...
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 workenvironment. Is it necessary to do 100% of the whole       things above?
How do you apply this fromyour personal perspective?
Researching: Access to thecandidates•   Be aware of exactly where and how we    do go.•   Available positions.•   Job requ...
Screening: Recruitment•   Analyzing accurately the characteristic of    candidates (1)•   Recruitment planning and Intervi...
Challenges: Comprehensiveunderstanding about candidates•   More detailed understanding of character    and quality.•   Kno...
Examples-   Studying Marketing-   Have working experiences in Community: Admin    forum.-   Do not have more skills in Des...
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 Authority                                                                Symbol Document Name                ...
Training and developing human resources in a game studio
Upcoming SlideShare
Loading in...5
×

Training and developing human resources in a game studio

1,782

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
1,782
On Slideshare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
14
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Training and developing human resources in a 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 externalgame makers.)
  3. 3. To be successful at managing a game studioteam sometimes seems as ambitious as theVietnamese football team winning the WorldCup championship.
  4. 4. How does oneestablish training anddeveloping strategies?
  5. 5. Determinetheories, conceptions, mission, and aims that the organizationparsner.
  6. 6. Find a “Good employee” to do work.
  7. 7. A “Good employee” is thestaff who is aligned with themember mission and aim of theorganization.
  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 Reviewing Make Flying andResearching Screening Ready go Speed up challenges spread Testing
  10. 10. When do we move to the nextstage? Exceptional 4 7 9 COMPENTENCY/CORE VALUES Effective 2 6 8 Improvement Required 1 3 5 Does not Meet Meets Exceeded Expectation Expectations Expectations KPI
  11. 11. When do we move to the nextstage? Exceptional Meet COMPENTENCY/CORE VALUES Potential Promote expectation Meet Effective Improve more Potential expectation Improvement Meet Required Change Improve more immediately expectation Does not Meet Meets Exceeded Expectation Expectations Expectations KPI
  12. 12. Development Route Reviewing Make Flying andResearching Screening Ready go Speed up challenges spread Testing-12 months 0 month 2 months 10 months 12 months 24 months 6 months
  13. 13. Development Route Reviewing Make Flying andResearching Screening Ready go Speed up challenges spread 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 workenvironment. Is it necessary to do 100% of the whole things above?
  17. 17. How do you apply this fromyour personal perspective?
  18. 18. Researching: Access to thecandidates• 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: Comprehensiveunderstanding 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 Authority Symbol Document Name Addl Edit Delete Date Version Date Authority A-M-D Remark Content Evaluating the capacity level and 6 cores value by own Work skill General knowledge Market knowledge Design skills Work skill General Work skill knowledge General knowledge Market knowledge Market knowledge Design skills Design skills
  1. A particular slide catching your eye?

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

×