The document discusses strategies for recruiting and developing human resources in a game studio. It outlines a development route that includes researching candidates, screening and recruitment, providing challenges to gain a comprehensive understanding, preparing candidates, accelerating their development, supporting their independent work, and ongoing review and testing. Key aspects are determining organizational mission and values, identifying candidates aligned with these, focusing on embracing challenges, continuous learning, and appropriate behavior. Metrics like core competencies, values, and KPIs are used to evaluate performance and guide movement along the development route. The role of both HR and line managers in application is also addressed.
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.
10. When do we move to the next
stage?
COMPENTENCY/COREVALUES
Exceptional
4 7 9
Effective
2 6 8
Improvement
Required
1 3 5
Does not Meet
Expectation
Meets
Expectations
Exceeded
Expectations
KPI
11. When do we move to the next
stage?
COMPENTENCY/COREVALUES
Exceptional
Meet
expectation
Potential Promote
Effective
Improve more
Meet
expectation
Potential
Improvement
Required
Change
immediately
Improve more
Meet
expectation
Does not Meet
Expectation
Meets
Expectations
Exceeded
Expectations
KPI
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.
30. Capacity map
Work skill
General
knowledge
Market knowledge
Design skills
Work skill
General
knowledge
Market knowledge
Design skills
Authority
Document Name
Date
Content
Evaluating the capacity level and 6 cores value by own
Work skill
General knowledge
Market knowledge
Design skills
Symbol
Addl Edit Delete
Version Date Authority RemarkA-M-D