Recruiting and Developing Human

Resources In A Game StudioTrương Danh Thanh

TúVNG

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, and

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

Researching Screening Make challenges Ready go Speed up Flying

spread

Reviewing and

Testing

When do we move to the next stage?

COMPENTENCY/CORE

VALUES

Exceptional 4 7 9

Effective 2 6 8

Improvemen

t Require

d

1 3 5

Does not Meet Expectation

MeetsExpectations

ExceededExpectations

KPI

When do we move to the next stage?

COMPENTENCY/CORE

VALUES

Exceptional

Meet expectation Potential Promote

Effective

Improve moreMeet

expectation Potential

Improvemen

t Require

d

Change immediately

Improve moreMeet

expectation

Does not Meet Expectation

MeetsExpectations

ExceededExpectations

KPI

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

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

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

Work skillGeneral knowledgeMarket knowledgeDesign skills

Work skill

General knowledge

Market knowledge

Design skills

AuthorityDocument NameDateContent

Evaluating the capacity level and 6 cores value by own

Work skillGeneral knowledgeMarket knowledgeDesign skills

SymbolAddl Edit Delete

Version Date Authority RemarkA-M-D