Your SlideShare is downloading. ×
Training and developing human resources in a game studio
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Saving this for later?

Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime - even offline.

Text the download link to your phone

Standard text messaging rates apply

Training and developing human resources in a game studio

1,674
views

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
1,674
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
12
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Recruiting and Developing Human Resources In A Game Studio Trương Danh Thanh Tú VNG
  • 2. Appropriate for everyone.(Including internal and externalgame makers.)
  • 3. To be successful at managing a game studioteam sometimes seems as ambitious as theVietnamese football team winning the WorldCup championship.
  • 4. How does oneestablish training anddeveloping strategies?
  • 5. Determinetheories, conceptions, mission, and aims that the organizationparsner.
  • 6. Find a “Good employee” to do work.
  • 7. A “Good employee” is thestaff who is aligned with themember mission and aim of theorganization.
  • 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. Development Route Reviewing Make Flying andResearching Screening Ready go Speed up challenges spread Testing
  • 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. 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. 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. 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. Applying Human Resources• Applying in macro perspective: whole team• Applying in micro perspective: each position
  • 15. Who is the person in charge? • Are the HR Employees? OR • Are the Line Managers?
  • 16. Practice to the real workenvironment. Is it necessary to do 100% of the whole things above?
  • 17. How do you apply this fromyour personal perspective?
  • 18. Researching: Access to thecandidates• Be aware of exactly where and how we do go.• Available positions.• Job requirements.
  • 19. Screening: Recruitment• Analyzing accurately the characteristic of candidates (1)• Recruitment planning and Interviewing (2)• Evaluating and learning from experiences (3)
  • 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. 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. Ready go...and….Speed up
  • 23. The tracking tool• Core values chart• Capacity map• Table of tracking performance ( KPI – Key Performance Indicators)
  • 24. Development Chart
  • 25. Development Chart
  • 26. Flying spread Create limited free space to flying
  • 27. Core values
  • 28. Core values: Personal vs Team
  • 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