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Training and developing human resources in a game studio
This document discusses strategies for recruiting and developing human resources in a game studio. It outlines a development route that includes researching candidates, screening, making challenges, and reviewing performance. The main points are to embrace challenges, never give up, have appropriate behavior, and learn new things. An effective employee is aligned with the organization's mission. Charts are provided to track competencies, capacity, and key performance indicators over time. Moving employees between stages depends on exceeding, meeting, or not meeting expectations. Both macro and micro approaches to human resource management are important to apply these strategies in practice.
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Training and developing human resources in a game studio
- 1. Recruiting and Developing Human Resources In A Game Studio Trương Danh Thanh Tú VNG
- 2. Appropriate for everyone. (Includinginternal and external game makers.)
- 3. To be successfulat managing a game studio team sometimes seems as ambitious as the Vietnamese football team winning the World Cup championship.
- 4. How does one establishtraining and developing strategies?
- 5. Determine theories, conceptions, mission,a nd aims that the organization parsner.
- 6. Find a “Goodemployee” 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 pointsof 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 wemove 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 wemove 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 theperson in charge? • Are the HR Employees? OR • Are the Line Managers?
- 16. Practice to thereal work environment. Is it necessary to do 100% of the whole things above?
- 17. How do youapply this from your personal perspective?
- 19. Researching: Access tothe 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 aboutcandidates • 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.
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- 24. The tracking tool •Core values chart • Capacity map • Table of tracking performance ( KPI – Key Performance Indicators)
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- 27. Flying spread Create limited free space to flying
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- 29. Core values: Personalvs 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