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Human Resource Management of Rockstar Games

Discuss Human Resource Management of Rockstar Games within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Rockstar Games is a video game developer and publisher based in New York City, owned by Take-Two Interactive. The brand ...

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Human Resource Management of Rockstar Games
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Netra Shetty
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Human Resource Management of Rockstar Games - January 27th, 2011

Rockstar Games is a video game developer and publisher based in New York City, owned by Take-Two Interactive. The brand is mostly known for the Grand Theft Auto, Max Payne, Midnight Club and now the Red Dead series and the use of open world, free roaming settings in their games. It comprises studios that have been acquired and renamed as well as others that have been created internally. While many of the studios Take-Two Interactive has acquired have been merged into the Rockstar brand, several other recent ones have retained their previous identities and have become part of the company's 2K Games division. The Rockstar Games label was founded in New York City in 1998 by the British video game producers Sam Houser, Dan Houser, Terry Donovan, Jamie King and Gary Foreman.[1][2]

The Headquarters of Rockstar Games is located on Broadway in the SoHo neighborhood of New York City, part of the Take-Two Interactive offices. It is the head office of Rockstar's worldwide publishing enterprises. It is home to the marketing, public relations and product development departments
Value of Human Resource Policies
HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
 Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
 Transaction activities - dealing with financial matters such as pay and benefits
 Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
 Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation


Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS

The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.

Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
Any skills tests (e.g. presentations) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview.
Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position. The person specification should be used as the basis for determining the interview questions. The choice of appointee will be determined by the majority view of the interviewers.
Compensation
Salary & Compensation include information about base salary, signing and year-end bonuses, stock options, vacation time, and other special perks and reimbursements that make up total compensation at .Depending on who's crunching the latest numbers, studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers. Yet in the idyllic, sedate setting of Portland's suburbs, all signs hint that when it comes to salary and bonuses, Inc. runs a comparatively frugal operation.
refers to its executive compensation game plan as "conservative...compared to salary levels for equivalent executive positions at other global consumer product companies." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. stock performance awards and savings plan contributions help boost the executives pay by another $70,000 to $700,000 each year. Another benefit of the humble pay scale is a public relations shield for , which is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make shoes start out making $2 to $3 per day.
Countless stock incentive plans, compensation packages and back-boardroom perks make comparisons with other companies difficult. But if anything, the salary and bonus listings are a symbolic place to start.
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Last edited by netrashetty; January 27th, 2011 at 07:07 PM..
   
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Re: Human Resource Management of Rockstar Games
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James Cord
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Re: Human Resource Management of Rockstar Games - March 30th, 2016

Quote:
Originally Posted by netrashetty View Post
Rockstar Games is a video game developer and publisher based in New York City, owned by Take-Two Interactive. The brand is mostly known for the Grand Theft Auto, Max Payne, Midnight Club and now the Red Dead series and the use of open world, free roaming settings in their games. It comprises studios that have been acquired and renamed as well as others that have been created internally. While many of the studios Take-Two Interactive has acquired have been merged into the Rockstar brand, several other recent ones have retained their previous identities and have become part of the company's 2K Games division. The Rockstar Games label was founded in New York City in 1998 by the British video game producers Sam Houser, Dan Houser, Terry Donovan, Jamie King and Gary Foreman.[1][2]

The Headquarters of Rockstar Games is located on Broadway in the SoHo neighborhood of New York City, part of the Take-Two Interactive offices. It is the head office of Rockstar's worldwide publishing enterprises. It is home to the marketing, public relations and product development departments
Value of Human Resource Policies
HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
 Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
 Transaction activities - dealing with financial matters such as pay and benefits
 Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
 Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation


Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS

The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.

Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
Any skills tests (e.g. presentations) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview.
Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position. The person specification should be used as the basis for determining the interview questions. The choice of appointee will be determined by the majority view of the interviewers.
Compensation
Salary & Compensation include information about base salary, signing and year-end bonuses, stock options, vacation time, and other special perks and reimbursements that make up total compensation at .Depending on who's crunching the latest numbers, studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers. Yet in the idyllic, sedate setting of Portland's suburbs, all signs hint that when it comes to salary and bonuses, Inc. runs a comparatively frugal operation.
refers to its executive compensation game plan as "conservative...compared to salary levels for equivalent executive positions at other global consumer product companies." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. stock performance awards and savings plan contributions help boost the executives pay by another $70,000 to $700,000 each year. Another benefit of the humble pay scale is a public relations shield for , which is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make shoes start out making $2 to $3 per day.
Countless stock incentive plans, compensation packages and back-boardroom perks make comparisons with other companies difficult. But if anything, the salary and bonus listings are a symbolic place to start.
Netra nice post,

Here i am uploading Overview on career at Rockstar Games, so please download and check it.
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File Type: docx Overview on career at Rockstar Games.docx (11.1 KB, 0 views)
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