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Recruiting and Developing
 Human Resources In A
       Game Studio
              Trương Danh Thanh Tú
              VNG
Appropriate for everyone.

(Including internal and external
game makers.)
To be successful at managing a game studio
team sometimes seems as ambitious as the
Vietnamese football team winning the World
Cup championship.
How does one
establish training and
developing strategies?
Determine
theories, conceptions, mission, a
nd aims that the organization
parsner.
Find a “Good employee” to do work.
A “Good employee” is the
staff who is aligned with the
member mission and aim of the
organization.
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.
Development Route


                                                                      Reviewing
                            Make                             Flying      and
Researching   Screening                Ready go   Speed up
                          challenges                         spread    Testing
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
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
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
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
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 work
environment. Is it necessary
 to do 100% of the whole
       things above?
How do you apply this from
your personal perspective?
Researching: Access to the
candidates
•   Be aware of exactly where and how we
    do go.
•   Available positions.
•   Job requirements.
Screening: Recruitment
•   Analyzing accurately the characteristic of
    candidates (1)
•   Recruitment planning and Interviewing (2)
•   Evaluating and learning from experiences (3)
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.
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.
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                                                                     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

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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. (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?
  • 18.
  • 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.
  • 24. The tracking tool • Core values chart • Capacity map • Table of tracking performance ( KPI – Key Performance Indicators)
  • 27. Flying spread Create limited free space to flying
  • 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