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

Competencies Measured

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.

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. On the company’s website
below, 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.

• Riot Games. (n.d.). https://www.riotgames.com/en

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. Refer to Evidence and APA for more information.
• Print
• • Abramson, N. R., & Moran, R. T. (2018). Managing cultural differences: Global leadership for the 21st century (10th ed.). 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.
  • Learnlight. (2014, May 30). Communicaid: Are we sending the right people on international assignments? [Video]. | Transcript YouTube.
  • European Union. (n.d.). Living in the EU. https://europa.eu/european-union/about-eu/figures/…
  • 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).
• Print
• • Doing Business. (2016). Labor market regulation data [PDF]. https://www.doingbusiness.org/content/dam/doingBus…
  • International Labour Organization. (n.d.). Regions and countries. http://www.ilo.org/global/regions/lang–en/index.h…
  • Free Word Templates. (n.d.). Executive summary template. http://www.wordstemplates.org/executive-summarytem…