Recruiting and developing hr in o game studio
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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, allowing them to demonstrate their skills, and ongoing reviewing and testing. It emphasizes finding employees aligned with the organization's mission and evaluating them based on competencies, core values and key performance indicators to determine if they are ready for promotion or need improvement. The HR process should be applied from both macro and micro perspectives to best develop each individual and the whole team.
Recruiting and developing hr in o 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, and 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 Researching Screening Make challenges Ready go Speed up Flying spread Reviewing and Testing
- 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
- 12. Development Route Researching Screening Make challenges Ready go Speed up Flying spread Reviewing and Testing -12 months 0 month 2 months 10 months 12 months 24 months 6 months
- 13. Development Route Researching Screening Make challenges Ready go Speed up Flying spread Reviewing and 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.
- 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
- 28. Core values
- 29. Core values: Personal vs Team
- 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