Create a 3 page paper assessing an organization's progress in improving talent management to meet cultural challenges.
This assessment is based on the following case study:
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 number 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. Most 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 for this great company is how to attract women to its technology roles and other supporting functions of the organization. With so few women employees, 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 assignment.
Consider yourself to be an HR practitioner working for Riot Games as you prepare an 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.
Analysis of Evidence Supporting Improved Talent Management
Riot Games' commitment to improving its talent management is evident from the case study. The most significant evidence is the company's explicit recognition of the problem and its willingness to address it directly. The fact that the leadership has made the absence of women a "major goal to resolve" is a critical first step. Many organizations facing similar issues may deny or downplay them, but Riot's public and internal acknowledgment indicates a genuine intent for change.
Furthermore, the company has taken tangible action by hiring "experts engaged in programs" to address diversity and inclusion. This shows that the leadership understands the issue requires professional intervention and is willing to allocate resources to it. These experts likely bring specialized knowledge in areas such as diversity training, unconscious bias workshops, and building inclusive recruitment pipelines. The case study also notes that the company is "honestly working to address a culture that could be much improved." This internal reflection is a powerful indicator of a shift from a reactive to a proactive talent management strategy.
However, the primary challenge remains the low number of women in creative and technology roles—currently less than 10%. This a significant piece of evidence that, despite the new initiatives, the company is still in the early stages of its transformation. The case study rightly points out the "challenge to attract others, often out of concern for the presence of peers." This is a classic example of a self-perpetuating cycle: a lack of diversity makes it harder to attract more diverse talent. The evidence, therefore, suggests that while the intent and foundational steps for improving talent management are in place, the desired outcomes have yet to be realized. The company has moved from inaction to action, but the results will require time and sustained effort.
How Culture Influences HR Practices and Employee Management
Riot Games' culture—characterized as a non-traditional, talent-driven environment where employees "dream in code" and are "intolerant of traditional bureaucratic settings"—profoundly influences its HR practices. In a highly successful organization built on a unique, creative, and fast-paced culture, traditional, rigid HR policies may be seen as stifling.
This culture necessitates that HR practices be as flexible and non-bureaucratic as the company itself. For example, a standard 9-to-5 work schedule and a strict hierarchical structure would likely fail. Instead, HR must create systems that support and empower employees who "work all hours." This might involve flexible work arrangements, project-based teams, and a focus on outcomes rather than hours logged. The recruitment process must also be tailored to this culture. Traditional sourcing methods may not reach the unique talent pool Riot seeks. Instead, HR must engage in creative sourcing strategies, such as leveraging online communities, gaming forums, and hackathons, where this talent naturally congregates.
The high-male-population culture presents a specific set of challenges for HR. The lack of female peers can make the environment feel unwelcoming or alienating to women, regardless of the company's stated policies. This requires HR to go beyond simple policy changes and actively engage in cultural transformation. HR must manage perceptions, promote inclusive behaviors, and create tangible support systems like employee resource groups (ERGs) for women. The influence of culture on HR practices in this case is not just about compliance; it's about shaping a talent management system that is authentically embedded in the company's unique ethos while simultaneously challenging its deeply ingrained demographic patterns.
Sample Answer
Executive Summary: A Path to Inclusive Talent Management at Riot Games
To: Executive Team, Riot Games From: [Your Name], HR Practitioner Date: August 26, 2025 Subject: Assessment of Talent Management Progress and Proposed Strategy
This report provides an in-depth analysis of Riot Games' ongoing efforts to improve its talent management in response to significant cultural challenges, particularly the underrepresentation of women in its workforce. It examines the evidence of progress, explores the profound influence of company culture on HR practices, and articulates a strategic path forward. While significant strides have been made in acknowledging the issue and investing in solutions, the challenge remains formidable. This analysis will demonstrate that while a unified commitment to diversity is essential, the tactical approaches of HR and non-HR leaders may differ, requiring a collaborative and creative solution.