BEST HR PRACTICES

GOALS OF THE BUSINESS Enable developers to build stronger, more successful

companies Provide knowledge and business support resources Increase the perception of game development as a

credible business and raise the profile of game developers as viable companies

Improve the publisher/developer relationship

Improve the retailer/developer relationship

THE BEST PRACTICES Roundtables & Reports

Mandatory meetings with producers and department

managers

Recruiting

Open Book Management Style

Bonuses

Performance Management Feedback System

Hiring Temporary Workers

ROUND TABLES

A round table is one which has no "head" and no

"sides", and therefore no one person sitting at it is

given a privileged position and all are treated as

equals

MANDATORY MEETINGS

Conduct regularly scheduled, mandatory meeting

times with producers and other department

managers to discuss individuals and their

performance, training needs, succession planning

possibilities, etc.

RECRUITING – The ProcessIt is well known pet peeve that hiring managers begin the

process

with the vague idea of what they are exactly looking for.

Job Description – Hiring managers must review it.

Each year Requirements and criteria change

Post jobs in Company web site

Once having Candidate – Telephone Screening, Conduct

Behavioral & Technical test

Face to Face Interview

OPEN BOOK MANAGEMENT STYLE

Sharing information about contracts, sales, new clients, management

objectives, company policies, Employee personal data etc.

This ensures that the employees are as enthusiastic about the business as the management

Through this open book process we can gradually create a culture of participative management and ignite the creative endeavor of our work force..

It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives.

360 DEGREE FEEDBACK SYSTEM

This system, which solicits feedback from boss, peers

and direct reports if there are any, has been increasingly

embraced as the best of all available methods for

collecting performance feedback.

The feedback is therefore inclusive and every person on

the team is responsible for giving relevant feedback,

whether positive or constructive.

HIRING TEMPORARY WORKERS

Due to the nature of our business and the long production

cycle

which requires head count flexibility, the hiring of temporary

workers is seen as the most creative, cost effective method to

increase efficiencies around the ebb and flow of the production

cycle.

KEEPING IT LEGAL

Put together a list of organizations you can turn to

for legal advice in the ever- changing world of HR.

References should at least include membership in a

national human resource organization and links to

your national, state or provincial government.

SAFE, HEALTHY AND HAPPY WORKPLACE

This will ensure that your employees feel homely

and stay with your organization for a very long

time.

Capture their pulse through employee surveys.

PERFORMANCE LINKED BONUSES

Bonus must be designed in such a way that people

understand that there is no payout unless the

company hits a certain level of profitability.

Additional criteria could be the team's success and the

individual's performance.

Never pay out bonus without measuring performance,

unless it is a statutory obligation.

FAIR EVALUATION SYSTEM FOR EMPLOYEES

Develop an evaluation system that clearly links

individual performance to corporate business goals

and priorities.

Cross – functional feed back, if obtained by the

immediate boss from another manager (for whom

this employee's work is also important), will add to

the fairness of the system.

Relative ratings and Normalization of evaluation is

yet another dimension of improving fairness.

KNOWLEDGE SHARING When an employee returns after attending any

competencies or skills development program, sharing

essential knowledge with others could be made

mandatory.

Innovative ideas (implemented at the work place) are

good to be posted on these knowledge sharing platforms.

HIGHLIGHT PERFORMERS

Create profiles of top performers and make these

visible through company intranet, display boards

etc.

It will encourage others to put in their best, thereby

creating a competitive environment within the

company.

REWARD CEREMONIES Merely recognizing talent does not work, you need to

couple it with ceremonies where recognition is broadcast.

Looking at the Dollar Check is often less significant than

listening to the thunderous applause by colleagues in a

public

forum.

DELIGHT EMPLOYEES WITH THE UNEXPECTED

Delight with unexpected things that may come in

the form of a reward, a gift or a well-done

certificate.

Reward not only the top performers but also a few

others who are in need of motivation to exhibit

their potential.