Introduction
The global organization is a complicated and powerful
platform of productive capability, built on the power of differences. Cultural
diversity offers a broad perspective of competitive settings and responds to
and from many views while leveraging the strengths that come from different
nations and regions of the world. A strong global human resources strategy can
support the organization’s goals to attract and retain the most talented
professionals in fields aligned with the organization’s competitive posture and
marketing space.
This
assessment is based on the following case study:
Riot
Games, Inc., is a global gaming company based in West Los Angeles, California.
The company was started in 2006 by Brandon Beck and Marc Merrill, as they
worked to build a gaming company that would be quality focused and continuously
improved. As of May 2018, Riot Games employs 2,500 staff members and operates
24 offices around the world, including locations in Barcelona, Spain; Berlin,
Germany; Dubai, UAE; Dublin, Ireland; Hong Kong, China; Istanbul, Turkey;
London, England; Los Angeles, CA; New Delhi, India; Paris, France; San
Francisco, CA, US; St. Louis, MO, US; Santiago, Chile; São Paulo, Brazil;
Seoul, Korea; Shanghai, China; Singapore; Sydney, Australia; and Tokyo, Japan.
Talent is not a function of place but of people, and the hundreds of skills and
dozens of occupations that are required to create a highly exciting and
engaging family of computer games enjoyed in virtually every nation in the
world requires a broadly diverse staff.
Riot Games is working very
hard on diversity and inclusion with respect to both national culture and
diversity, as we recognize it in the United States. The company has hired
experts engaged in programs and is honestly working to address a culture that could
be much improved with respect to inclusion. However, there is a key point that
needs to be considered as you review and respond to this assessment. The number
of women working for the organization in the creative area is currently less
than 10 percent. Riot Games is a highly successful organization full of very
capable and creative people. Most people work in the areas of art and
technology. Another portion of its employees work in supporting roles that are
common to companies. A challenge for this great company is how to attract women
to its technology roles and other supporting functions of the organization.
With so few women employees, the company will be challenged to attract others,
often out of concern for the presence of peers. The high male population is the
same across all offices listed above. While there is diversity of culture and
ethnicity, and the LGBT community is being welcomed, the absence of women is an
issue the organization’s leadership has made a major goal to resolve.
Riot Games is ultimately a
talent-driven organization that is successful due to its uniquely qualified
employees. These are not always the kinds of employees who can be sourced in
traditional ways. They are talented and driven, work all hours, dream in code,
and are intolerant of traditional bureaucratic settings. Interestingly, Riot
Games is anything but bureaucratic. However, no matter the organizational
structure and behavior of an organization, all will have human resources
challenges that cannot be easily resolved. In fact this will be an issue that
will require both resources and creativity to fix, which is exactly what you
are challenged to do in this assignment.
Today,
talent management is a principal area of attention for HR departments and
organizational leaders and this assessment provides a strategic case study
based on Riot Games. If you haven’t already done so, review the company’s
products, functions, and locations to support your assessment work. Note: Since websites
are dynamic domains, it is understood that content will change over time.
Instructions
Consider yourself to be an HR practitioner working for Riot
Games as you prepare an executive summary that includes the following:
·
Analyze the evidence
supporting the improvement of the organization’s talent management.
·
Explain how culture
influences HR practices and employee management in this case study.
·
Articulate personal
views for or against improving the organization’s talent management.
·
Assess whether a non-HR
leader and an HR leader would support the same talent management decisions.
Be sure to communicate in a manner that is scholarly,
professional, and consistent with expectations for members of the human
resource profession.
Your assessment should meet the following requirements:
·
Executive
Summary Length: 3–4 typed,
double-spaced pages.
·
Written
communication: Communicate in a
manner that is scholarly and professional. Your writing should be:
o
Concise and logically
organized.
o
Free of errors in
grammar and mechanics.
·
Validation
and support: Use a minimum of
three relevant and credible scholarly or professional resources such as
the Wall Street Journal to support your work.
·
APA
style and format: Format all
citations and references in accordance with current APA guidelines.
