Riot games human resources

Overview

Write a three-page executive summary on global talent management strategies, based on a case study for Riot Games.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

· Competency 1: Explain how culture influences human resource practices and employee management.

. Explain how culture influences HR practices and employee management in this case study.

· Competency 2: Analyze global issues that influence human resource practices for multinational corporations (MNCs).

. Analyze the evidence supporting the improvement of the organization's talent management.

· Competency 3: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs).

. 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.

· Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.

. Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.

Required Resources

The following resource is required to complete the assessment:

· Riot Games. (2017). Retrieved from https://www.riotgames.com/en

Suggested Resources

Global Talent Management

· Abramson, N. R., & Moran, R. T. (2018). Managing cultural differences: Global leadership for the 21st century (10th ed.). New York, NY: Routledge.

. Chapter 4, "Negotiating Long Term for Mutual Benefit."

. Chapter 10, "Managing Global Transitions and Relocations."

· Cole, N. D. (2011). Managing global talent: Solving the spousal adjustment problem. International Journal of Human Resource Management, 22(7), 1504–1530.

· Communicaid. (2014). Are we sending the right people on international assignments? | Transcript. Retrieved from https://www.youtube.com/watch?v=-_WjZzd1LCg

· European Union. (2015). Life and business in the EU. Retrieved from http://europa.eu/eu-life/index_en.htm

· Garrett, A. (2013). Crash course in . . . managing overseas staff. Management Today, 2013(4), 20.

· Onley, D. S. (2014). Terminating overseas employees. HRMagazine, 59(1), 32–34, 36.

· Overman, S. (2016). Tapping talent around the globe. HRMagazine, 61(1), 46–49, 51.

· Reddy, S. (2013). Domestic-based multinationals hiring overseas. Wall Street Journal (Online).

Additional Resources for Further Exploration

· Doing Business. (2016). Labor market regulation data [PDF]. Retrieved from http://www.doingbusiness.org/reports/global-reports/~/media/WBG/DoingBusiness/Documents/Annual-Reports/English/DB16-Chapters/DB16-Labor-Market-Regulation.pdf

· International Labour Organization. (2016). Regions and countries. Retrieved from http://www.ilo.org/global/regions/lang--en/index.htm

· Word Templates. Executive summary template. Retrieved from http://www.wordstemplates.org/executive-summary-template/

Assessment Instructions

Overview

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 and leverages 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.

One such global organization, Riot Games, Inc., is an American 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 employed 2,500 staff members and operated 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, U.S.; New Delhi, India; Paris, France; San Francisco, CA, U.S.; St. Louis, MO, U.S.; 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 required to create a highly exciting and engaging family of computer games enjoyed in virtually every nation in the world require 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 proportion 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. The majority of 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 that this great company has is how to attract women to both its technology roles and other supporting functions of the organization. With such low numbers of women, 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 assessment.

Preparation

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. The company's website is linked in the Resources. 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.

Requirements

Consider yourself to be an HR practitioner working for Riot Games as you prepare a three-page 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.

Additional Requirements

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:

. Concise and logically organized.

. 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 formatting: Format all citations and references in accordance with current APA guidelines.

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