Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample

Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample

Riot Games Inc. is an American gaming company domiciled in west Los Angeles, California. In 2006, the company had increasingly grown and currently employs a diverse staff base consisting of 2500 employees spread across 24 offices in 16 countries. Despite the workforce diversity, Riot Games faces a critical challenge attracting and retaining an equal and considerable proportion of female employees as males. With the proportion of females working for the company standing less than 10%, the organization is working very hard to achieve an acceptable workforce diversity and inclusivity with respect to the national culture and diversity in the USA. This executive summary addresses the organization’s talent management improvement and explains the cultural influences on HR practices and employee management. Besides, the summary provides personal views on the need for or against improving the organization’s talent management and discusses whether non-HR leaders and an HR leader can support similar talent management decisions.(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

The Improvement of Riot Game’s Talent Management.

Riot Games considers talent as a function of people and has consistently hired individuals with hundreds of skills and from dozens of occupations in art and technology. Other employees work in a general area common across companies to support the organization’s operations. The talented workforce has allowed the company to create an exciting and engaging family of computer games enjoyed in every country the company operates. One of the company’s core aims is to advance the gaming landscape by seeking novel perspectives, experimenting, working with best practices, expertise, and innovating better ways of gaming (Riot Game, n.d-a). This shows the level of hard work and commitment that Riot games have had to put into achieving these aims, mainly through embracing diversity and inclusion considering the national culture and diversity of the countries it operates.(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

Currently, the company has hired experts to address its inclusivity concerns. Embracing togetherness is a key value at Riot Games as it aims to hold itself to the highest standard of professionalism, invest in each other, and succeed as a team (Riot Games, n.d-a). The company also approaches situations with empathy, sincerity, and respect to its employee to amplify its strengths. This shows that, indeed, the company has made strides as far as its talent management is concerned. Moreover, the company is seeking strategies to attract and retain female employees to increase the number of women working in the creative area. Through its website, the company affirms its commitment to unique talents and sustaining a culture of excellence. However, through the contemporary HR practices adopted by Riot Game, the company has managed to attract and retain unique talents who deliver excellent results and thrive in nontraditional bureaucratic structures. (Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

Cultural Influences in HR Practices

Like other organizations, cultural values are critical to Riot Game’s HR exercises. Culture is a determinant of employee behaviors, and global organizations such as Riot Games must develop an understanding of its impact on company reputation, decision-making, employee engagement, productivity, and communication to avoid operation conflicts (Hutnek, 2016). Recently, the organization has experienced significant challenges to its diversity and inclusion values, as exemplified by the high proportion of male employees compared to females. The company admits to having fallen short of making their beliefs in diversity and inclusivity, such as leveraging its strengths, honesty, calling out sexism, racism, and bigotry of all kinds (Riot Games, n.d-c). The company is facing the challenge of attracting female employees to its technology and supporting roles. Equally, the low proportion of females to males within the company makes it hard to attract female employees, particularly due to concern for lack of peers. Therefore, the company’s leadership has prioritized resolving these issues by building a diverse employee pipeline across its departments and offices.(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

                                             Improving Riot Game’s Talent Management

Achieving diversity and inclusivity is particularly crucial for Riot Games since its line of operation requires a diverse population with hundreds of skills to create exciting and engaging computer games enjoyed by virtually everyone across all nations. One of the company’s goals is daring to dream, which involves advancing the gaming landscape by seeking a unique perspective, creating room for experimentation, adopting best practices, and innovating better gaming (Riot Games, n.d-a). In this regard, talent management at Riot Games is crucial for its success and sustainability. The organization’s pursuit of diversity and inclusion s particularly crucial as it helps improve its diversity image and ability to attract talent across various cultures to support the operations of its offices globally.(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

Furthermore, Riot Games should continue its talent management initiative because diversity harbors different skills crucial to its growth. In its diversity and inclusion report (2021), Riot Games outlines striving to make the company a home where employees can channel their passions and talents into creating novel and diverse games for players by fostering an environment of inclusivity, which promotes creativity and equity, crucial to innovation. This allows the company to attract and retain top talent crucial to the company’s needs. Besides, the organizations’ talent management strategy is crucial in supporting management and development decisions due to a culture of respect and understanding among employees and the organizational mission and vision. (Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

Non-HR leader and an HR leader Perception on Talent Management Decisions.

Non-HR and an HR leader would disagree on the same talent management decisions. Traditionally, HR and non-HR functions are ambivalent, which challenges the line and HR managers’ views on employee management (Ashkenas, 2014). Organization managers are more concerned with the overall performance, while HR professionals are more concerned with employee performance and well-being. A non-HR leader could argue that talent management is not a strategic requirement for the organization, while an HR leader would argue that establishing workplace norms, skillset, and behavior is crucial to employee performance. For this reason, Riot Games has hired a team of experts to support talent management.(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

Conclusion

Talent management is a critical component for any global organization. As such, Riot Game should continue and escalate its talent management strategy, i.e., diversity and inclusion. This would allow the organization to attract and retain a global pool of uniquely quailed talents across all cultures and gender for its technical roles and support functions. Furthermore, the organization should sustain its strategy to establish a nontraditional bureaucratic environment as this is vital for enhanced workplace unity and engagement, job satisfaction, decision-making, creativity, and innovation.(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)

References

Ashkenas, R. (2014). Why Managers and HR Don’t Get Along(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample). https://hbr.org/2014/07/why-managers-and-hr-dont-get-along

Hutnek, S. M. (2016). The Impact of Cultural Differences on Human Resources Policies of Multinational Companies. (Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)https://scholarcommons.sc.edu/cgi/viewcontent.cgi?article=1061&context=senior_theses

Khan, M. A., & Law, L. S. (2018). The role of national cultures in shaping the corporate management cultures: A three-country theoretical analysis. In Organizational Culture. IntechOpen.(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample) http://dx.doi.org/10.5772/intechopen.78051

Riot Games. (August 2021) Annual Diversity & Inclusion Report. Retrieved 4 December 2021, from (Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample)https://www.riotgames.com/darkroom/original/eb85041debdca6f82c15a8bed143493d:1be7e2dc9743d92a0d49f2f6b13f70c6/riot-diversity-inclusion-report-2021.pdf

Riot Games. (n.d-a). Our Values: Better to Dream. Available at(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample): https://www.riotgames.com/en/who-we-are (Accessed 4 December 2021)

Riot Games. (n.d-c). Diversity, Inclusion, & Culture. Available at(Riot Games Talent Management Strategy Case Study Comprehensive Nursing Paper Sample):  https://www.riotgames.com/en/diversity-inclusion-and-culture Accessed 4 December 2021)