GOALS OF THE BUSINESS
Enable developers to build stronger, more successful companies
Provide knowledge and business support resources
Increase the perception of game development as a credible
business and raise the profile of game developers as viable
Improve the publisher/developer relationship
Improve the retailer/developer relationship
THE BEST PRACTICES
Roundtables & Reports
Mandatory meetings with producers and department
Open Book Management Style
Performance Management Feedback System
Hiring Temporary Workers
A round table is one which has no "head" and no "sides",
and therefore no one person sitting at it is given a
privileged position and all are treated as equals
Conduct regularly scheduled, mandatory meeting times
with producers and other department managers to discuss
individuals and their performance, training needs,
succession planning possibilities, etc.
RECRUITING – The Process
It is well known pet peeve that hiring managers begin the
with the vague idea of what they are exactly looking for.
Job Description – Hiring managers must review it.
Each year Requirements and criteria change
Post jobs in Company web site
Once having Candidate – Telephone Screening, Conduct
Behavioral & Technical test
Face to Face Interview
OPEN BOOK MANAGEMENT STYLE
Sharing information about contracts, sales, new clients,
objectives, company policies, Employee personal data etc.
This ensures that the employees are as enthusiastic about the
business as the management
Through this open book process we can gradually create a culture
of participative management and ignite the creative endeavor of our
It involves making people an interested party to your strategic
decisions, thus aligning them to your business objectives.
360 DEGREE FEEDBACK SYSTEM
This system, which solicits feedback from boss, peers and direct
reports if there are any, has been increasingly embraced as the
best of all available methods for collecting performance
The feedback is therefore inclusive and every person on the
team is responsible for giving relevant feedback, whether
positive or constructive.
HIRING TEMPORARY WORKERS
Due to the nature of our business and the long production
which requires head count flexibility, the hiring of temporary
workers is seen as the most creative, cost effective method
increase efficiencies around the ebb and flow of the
KEEPING IT LEGAL
Put together a list of organizations you can turn to for legal
advice in the ever- changing world of HR.
References should at least include membership in a
national human resource organization and links to your
national, state or provincial government.
SAFE, HEALTHY AND HAPPY
This will ensure that your employees feel homely and stay
with your organization for a very long time.
Capture their pulse through employee surveys.
PERFORMANCE LINKED BONUSES
Bonus must be designed in such a way that people
understand that there is no payout unless the company
hits a certain level of profitability.
Additional criteria could be the team's success and the
Never pay out bonus without measuring performance,
unless it is a statutory obligation.
FAIR EVALUATION SYSTEM FOR
Develop an evaluation system that clearly links
individual performance to corporate business goals
Cross – functional feed back, if obtained by the
immediate boss from another manager (for whom this
employee's work is also important), will add to the
fairness of the system.
Relative ratings and Normalization of evaluation is yet
another dimension of improving fairness.
When an employee returns after attending any
competencies or skills development program, sharing
essential knowledge with others could be made
Innovative ideas (implemented at the work place) are good
to be posted on these knowledge sharing platforms.
Create profiles of top performers and make these visible
through company intranet, display boards etc.
It will encourage others to put in their best, thereby
creating a competitive environment within the company.
Merely recognizing talent does not work, you need to
couple it with ceremonies where recognition is broadcast.
Looking at the Dollar Check is often less significant than
listening to the thunderous applause by colleagues in a
DELIGHT EMPLOYEES WITH THE
Delight with unexpected things that may come in the form
of a reward, a gift or a well-done certificate.
Reward not only the top performers but also a few others
who are in need of motivation to exhibit their potential.