BUS FPX 4048 Assessment 3 Riot Games Talent Management Strategy Case Study

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Capella University

BUS-FPX4048 International Human Resource Management Issues

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Riot Games Talent Management Strategy: A Case Study

Introduction

Riot Games, founded in 2006 by Brandon Beck and Marc Merrill, has established itself as a leading video game company with a mission “to develop, publish, and support the most player-focused games in the world” (Riot Games, n.d.). Headquartered in Los Angeles, California, the company employs over 4,500 people across 20 global offices. Despite being recognized as one of the top employers, Riot Games faces challenges in enhancing certain aspects of its operations. This case study will analyze the influence of culture on human resource (HR) practices, suggest improvements for talent management, and explore how both HR and non-HR leaders contribute to supporting talent management initiatives.

Talent Management

Although Riot Games is praised for its working environment, there are significant areas where the company can improve its talent management strategies. Riot Games is committed to fostering a culture “where individuals who love making games can thrive by setting a high bar for diversity and inclusion” (Riot Games: Diversity and Inclusion, n.d.). However, the demographic breakdown of its workforce indicates a male-dominated environment, with 74% male and 26% female employees, most of whom are Caucasian (Riot Games Statistics). This imbalance calls for a concerted effort to enhance recruitment, hiring, and retention strategies aimed at underrepresented groups.

A notable incident that underscores the need for improvement in talent management occurred in November 2018 when a gender-based discrimination and sexual harassment lawsuit was filed against the company. Riot Games settled the lawsuit for $100 million, drawing attention to the organization’s diversity shortcomings (Liao, 2022). Since then, Riot has made efforts to improve diversity, such as joining initiatives like The Reboot Representation Tech Coalition to tackle the gender gap for underrepresented women of color in technology (Reboot Representation, n.d.). Additionally, the company has partnered with organizations like Girls Who Code and CoderDojo to demonstrate its commitment to fostering a more inclusive workforce.

Cultural Influences on HR Practices

Cultural influences play a significant role in shaping HR practices within organizations, particularly those with a global presence like Riot Games. With offices in various countries, Riot must consider factors such as religion, language, and cultural beliefs when developing policies that affect employees. To ensure effective employee management and organizational success, it is crucial that Riot Games recognizes and respects the diverse cultures within its workforce. The ability to adapt to local cultural norms and values is essential for managing employees from different backgrounds (Abramson & Moran, 2017). Riot Games’ global reach means that HR professionals must embrace the cultural differences of the regions where the company operates, fostering a more inclusive and respectful workplace.

Personal View

While Riot Games has made significant strides in enhancing workplace diversity and inclusion—particularly by increasing the number of female employees and supporting gender diversity initiatives—the company still faces challenges in achieving greater representation for Latin and African-American communities. Expanding diversity in these areas could lead to the creation of games that resonate with a broader audience, further strengthening the company’s reputation and appeal.

HR Leader vs Non-HR Leader

In creating a positive work environment, both HR and non-HR leaders play vital roles. HR leaders are responsible for improving talent management processes, with a particular focus on enhancing diversity and inclusion within the company. Non-HR leaders, on the other hand, support the implementation of these HR policies and decisions, ensuring that they align with organizational goals. Effective collaboration between HR and non-HR leaders is essential for driving meaningful diversity and inclusion practices across Riot Games, demonstrating strong organizational support for employees.

References

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

Burrell, J. (2019, April 30). Rebooting Representation in Tech. Riot Games. https://www.riotgames.com/en/who-we-are/social-impact/rebooting-representation-in-tech

Diversity and inclusion progress report. (n.d.). Riot Games.

ICS Learn. (2021, April 26). 6 Ways HR Can Influence Organisational Culture. https://www.cipd.asia/news/six-ways-hr-influences-organisational-culture#gref