Presentation in OGDC 2012 organized by VNG Corp.

1. Recruiting and Developing
Human Resources In A
Game Studio
Trương Danh Thanh Tú
VNG

2. Appropriate for everyone.
(Including internal and external
game makers.)

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. How does one
establish training and
developing strategies?

5. Determine
theories, conceptions, mission, a
nd aims that the organization
parsner.

6. Find a “Good employee” to do work.

7. A “Good employee” is the
staff who is aligned with the
member mission and aim of the
organization.

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 and
Researching Screening Ready go Speed up
challenges spread Testing

10. When do we move to the next
stage?
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 next
stage?
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 and
Researching 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 and
Researching 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 work
environment. Is it necessary
to do 100% of the whole
things above?

17. How do you apply this from
your personal perspective?

19. Researching: Access to the
candidates
• Be aware of exactly where and how we
do go.
• Available positions.
• Job requirements.

20. Screening: Recruitment
• Analyzing accurately the characteristic of
candidates (1)
• Recruitment planning and Interviewing (2)
• Evaluating and learning from experiences (3)

21. 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.

22. 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.

23. Ready go...and….Speed up

24. The tracking tool
• Core values chart
• Capacity map
• Table of tracking performance ( KPI
– Key Performance Indicators)

25. Development Chart

26. Development Chart

27. Flying spread
Create limited free space to
flying

28. Core values

29. Core values: Personal vs Team

30. 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