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

Student Name

Capella University

BUS-FPX4048 International Human Resource Management Issues

Prof. Name

Date

Riot Games Talent Management Strategy: A Case Study

Introduction

Founded in 2006 by Brandon Beck and Marc Merrill, Riot Games was established with the aim “to develop, publish, and support the most player-focused games in the world” (Riot Games). The company, headquartered in Los Angeles, CA, boasts over 4500 employees across 20 offices worldwide. Despite its reputation as one of the top companies to work for, there are areas in which Riot Games can enhance its operations. This assessment will explore the cultural influences on HR practices, suggestions for talent management enhancement, and the backing of talent management by both HR and non-HR leaders.

Talent Management

Although Riot Games is renowned as an excellent employer, there is a need for improvement in its talent management procedures. The company is dedicated to fostering an environment for individuals “who love making games by setting a high bar for diversity and inclusion, and fostering a fair, collaborative, high-performing culture” (Riot Games: Diversity and Inclusion n.d.). However, the demographic makeup reveals a male-dominated workforce, with 74% male and 26% female employees, primarily Caucasian (Riot Games Statistics). To address this, Riot Games must focus on enhancing recruitment, hiring, and retention strategies for underrepresented groups.

Notably, a gender-based discrimination and sexual harassment lawsuit filed in November 2018 resulted in Riot Games settling for $100 million, drawing attention to diversity issues within the organization (Liao, 2022). Improving talent management to increase diversity not only fosters a stronger connection between the company and its employees but also aligns with the global nature of its operations. Diversity is crucial for success, particularly in the gaming industry. Riot Games has already implemented various diversity initiatives and joined initiatives like The Reboot Representation Tech Coalition to address the gender gap for underrepresented women of color in tech (Reboot Representation; Diversity and inclusion progress report, n.d.). Supporting organizations such as Girls Who Code, CoderDojo, Girls Inc., and 9 Dots further demonstrates Riot Games’ commitment to improving talent management.

Cultural Influences on HR Practices

Culture significantly influences HR practices and employee management within an organization. With offices in multiple countries, Riot Games must consider diversity in religion, language, and beliefs to build strong relationships between leaders and employees. Understanding and respecting diverse cultures can enhance employee engagement and the effectiveness of organizational policies. Global leaders must adapt to local cultural norms and values to effectively manage employees from diverse backgrounds (Abramson & Moran, 2017). Riot Games’ diverse employee pool necessitates HR professionals to embrace and value the beliefs and cultures of the regions in which they operate.

Personal View

Riot Games has made commendable progress in fostering a diverse and inclusive work atmosphere, particularly by increasing the number of female employees and supporting initiatives aimed at gender diversity in the gaming industry. However, there’s a need to focus on increasing Latin and African-American representation within the organization. Enhancing diversity could lead to the development of games tailored to different cultural backgrounds, benefiting both Riot Games and its audience.

HR Leader vs Non-HR Leader

Both HR leaders and non-HR leaders acknowledge the importance of creating a positive work environment for organizational success. HR leaders contribute by enhancing talent management to promote diversity and inclusion, while non-HR leaders support the implementation of policies and decisions made by HR. Collaboration between HR and non-HR leaders is essential for effective diversity and inclusion implementation, demonstrating support for Riot Games and its employees.

References

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

Burrell, J. (April 30, 2019). Rebooting Representation in Tech. 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. (April 26, 2021). 6 Ways HR Can Influence Organisational Culture. https://www.cipd.asia/news/six-ways-hr-influences-organisational-culture#gref

Liao, S. (August 10, 2022). Since lawsuit, Riot Games’ once all-male leadership now over 20 percent women. https://www.washingtonpost.com/video-games/2022/08/10/riot-games-diversity-report-lawsuit/

Reboot Representation (LinkedIn). https://www.linkedin.com/company/reboot-representation/

Riot Games. (n.d). Who we are? https://www.riotgames.com/en/who-we-are

Riot Games Statistics and Demographics. https://www.zippia.com/riot-games-careers-36774/demographics/